Social Psychology - Prejudice Essay Example | Topics and Well Written Essays - 1000 words

Social Psychology - Prejudice - Essay Example Finally, this paper shall also suggest ways in order to remedy this issue or situation. Social psychologists have attempted to explain prejudice by using various theories. One of the main theories they have used is the theory of innate tendency. This theory basically explains that people are borne with the innate quality of gravitating or liking people who are like them and of disliking or hating other people who are not like him (Sharma & Sharma, 1997). Through the theory of self-love, social psychologists explain how people tend to love themselves. Therefore people are often disgusted by other people who are different from them (Sharma & Sharma, 1997). Social psychologists also point out that the ethnocentric theory is all about the belief that one’s group is moral, right, and rational – and that other cultures are inferior (Sociology Index, 2009). In judging other cultures or beliefs, these individuals tend to base their judgments on their standards – without attempting to understand the perspectives of their members. In yet another theory, the psycho-analytic theory â€Å"considers human experience to be root cause of prejudice† (Sharma & Sharma, 1997. The experiences which reflect favorable outcomes affect the person’s behavior in relation to similar future experiences. Unfavorable experiences also manifest and affect the overall behavior of a person in relation to similar future experiences (Sharma & Sharma, 1997). Prejudices in interracial experiences in Singapore affect the occurrence and prevalence of interracial marriages. This interracial prejudice has affected them to a point where marriages between ethnic lines has not happened often (Country Data, 1989). From 1954 to 1984, rates of marriages between ethnic divides occurred at 5 to 6 percent of all marriages (Country Data, 1989). In considering the innate tendency theory, the

Percy Jackson and the Olympians Essay Example for Free

Percy Jackson and the Olympians Essay This fiction book takes you on the adventures of the twelve year old Percy Jackson as he discovers who he really is. Being a demigod, a child of a Greek god and a mortal woman, Percy is in for the ride of his life. Percy Jackson is not what you would consider to be normal; aside from having ADHD and dyslexia strange things just seem to happen to him and no one seems to understand. His last epidemic was while on a field trip to a local art museum in New York his pre-algebra teacher, Mrs. Dodd, attacked him revealing that she was one of three Furies; he ended up getting expelled making this the sixth boarding school to kick him out. Now up until recently he believed the legends he heard in his Latin class about the Greek gods were just stories but lately he has started to reconsider. Scared and confused he is sent back to his mom, Sally Jackson, and his step-father, Gabe. Gabe has always hated Percy and to be completely honest Percy looks at him as a lazy, drunk, gabling mess that has no respect for anyone but himself, but Percy’s mom lets Gabe mistreat her saying, â€Å"he provides for the family Percy its fine. Sensing the confusion and even anger in Percy’s countenance Sally decides to take him to Long- Island for a three day vacation. The cabin they stay in holds so many memories about Percy’s father that he asks questions about him even though he already knows the answer. Sally answers†¦.. Cautiously because if Percy found out his father was a Greek god he would become a very big target and for Percy’s safety she keeps her answers vague. Sally can sense Percy isn’t telling her what really happened at school but she doesn’t pry she just keeps saying if you want to talk I’m here. After a long day Sally and Percy find their way to bed. Percy, just lying there unable to sleep, starts to wonder what his dad was like, what his best friend Grover is doing, and if he didn’t have such a terrible step-dad his life would be so much easier. And just when he started to slip off into unconsciousness he heard a very loud banging at the door. Both Sally and Percy awoke with a start; who could be at the door in the dead of night? Sally ran to the door to find Grover Underwood, Percy’s best friend from Yancy Academy, standing in the rain with a look of fear in his face. At first Percy is ecstatic to see him but soon he realizes that something is very wrong. Grover is a satyr and is very in tune with the Greek god world unlike Percy and was sent to protect Percy. Grover came to warn Sally that the Furies were after Percy and that they had to get Percy to Camp Half-Blood as soon as possible. Sally pushes the boys to the car and drives as fast as she can. Percy having no idea what is going on and so Grover explains where they are going. He says Camp Half- Blood is a camp for kids that are demigods so they can train and be protected from the monsters of the underworld. Then as they approach the camp something smashes their car sending them flying through the air the boys and Sally start running for the trees, where just beyond the tree line lays the camp. As the start up the hill a minotaur grabs Sally and squeezes her into a fine gold powder. Distraught Percy charges the minotaur and heads up breaking one of the horns off and the minotaur runs off into the woods; while the boys narrowly escape to the camp. With Percy knowing so little about his dad he does not know who his father is and stays in the Hermes Cabin, under Luke Castellan. The kids seem nice but Percy really doesn’t understand what he is in for. One night they are playing a game of capture the flag when Percy gets wounded. As he is stumbling around he steps in the stream and is instantly healed and green tridents appear above his head, revealing he is the son of Poseidon, the god of the sea. This would be a bad thing if the gods hadn’t made an oath to stop having children; but the camp cheered and congratulated Percy on this discovery. Now that the camp knew who Percy’s father was they could better explain who he was and what he was capable of doing. After training for the entire summer Chiron, Percy’s mentor suggested that Percy should be granted a quest. Percy accepted and chose Grover and Annabeth, a friend he made at camp, to take the journey with him. The quest required the kids to find the entrance to the Underworld, find Zeus’s master bolt and return it before the summer Solstice. The kids encountered monsters, other gods, and the Furies all which seemed to be no challenge for this group of kids which became the best of friends. Now I’m not going to tell you the ending of this book because you can read it for yourself but it’s amazing how three unlikely eople can come together to achieve great things. This book was very exciting once I started reading it, I could not put it down. This book obviously is fiction and is kind of contradictory to Christian beliefs as in more than one God so I wouldn’t recommend the book because of that; but if you can keep in mind that it is just a story it is a extremely exciting book .

Types And Uses Of Coupling Devices Engineering Essay

Types And Uses Of Coupling Devices Engineering Essay A coupling is a device used to connect two shafts together at their ends for the purpose of transmitting power.In machinery, a device for providing a connection, readily broken and restored, between two adjacent rotating shafts.A coupling may provide either a rigid or a flexible connection; the flexibility may permit misalignment of the connected shafts or provide a torsionally flexible (yielding) connection, mitigating effects of shock Couplings do not normally allow disconnection of shafts during operation, though there do exist torque limiting couplings which can slip or disconnect when some torque limit is exceeded. A common type of rigid coupling consists of two mating radial flanges (disks) that are attached by key-driven hubs to the ends of the shafts and bolted together through the flanges. Alignment of the shafts is usually achieved by means of a short cylindrical projection (rabbet joint) on the face of one flange that fits snugly into a circular recess on the face of the other flange. The chain coupling consists of two hardened-steel sprockets, one on each shaft, with a nylon or metal roller chain wrapped around the closely aligned sprockets and connected at the ends. Clearances between the sprocket teeth and the chain allow for a small amount of shaft misalignment. For connecting shafts whose axes intersect but are inclined to one another at a larger angle than a flexible coupling can accommodate, universal joints are used. The most common of these is the Hooke, or Cardan, joint, which consists of two yokes attached to the shaft ends and a cross-shaped connecting member. Uses Shaft couplings are used in machinery for several purposes, the most common of which are the following. To provide for the connection of shafts of units that are manufactured separatelty such as a motor and generator and to provide for disconnection for repairs or alternations. To provide for misalignment of the shafts or to introduce mechanical flexibility. To reduce the transmission of shock loads from one shaft to another. To introduce protection against overloads. To alter the vibration characteristics of rotating units. Types of shaft couplings Drive couplings A coupling is used to connect two in-line shafts to allow one shaft (driver) to drive the second shaft(driven) at the same speed. A coupling can be rigid or, more normally, it can be flexible allowing relative radial, axial or angular movement of the two shafts. Unlike the clutch the coupling transmission is not designed to engage-disengage as a normal operation Coupling Type Coupling type Description Rigid Flange locked onto each shaft. One flange with recess and the other with matching spigot. Flanges bolted together to form rigid coupling with no tolerance for relative radial, angular or axial movement of the shafts. Muff Coupling Long cylindrical coupling bored and keyed to fit over both shafts. Split axially and clamped over both shafts with recessed bolts. Rigid coupling for transmitting high torques at high speeds Beam Coupling Single piece cylindrical coupling with a hole bored through its entire length. Each end bored to suite the relevant shaft. The helical slot is machined in the coupling in the central region. The reduces the coupling stiffness. The coupling is positive with some flexibility. Pin As rigid coupling but with no recess and spigot and the Bolts replaced by pins with rubber bushes. Design allows certain flexibility. Flexible Rubber disc As rigid coupling except that a thick rubber disc bonded between steel plates is located between the flanges. The plates are bolted to the adjacent coupling flanges. Spider Both half of the couplings have three shaped lugs . When the coupling halves are fitted together the lugs on one half fit inside the spaces between the lugs on the other side. A Rubber insert with six legs fits within the spaces between the lugs. The drive is by the lugs transmitting the torque through the rubber spider spacer This coupling is only used for low power drives. Bibby Coupling The outer flanges of the two half couplings are serrated. A spring fits into the serrations connecting the two halves. Chain Coupling Flanges replaced a sprocket on each shaft. The coupling is by a duplex chain wrapped over both adjacent cnoupling. Gear Coupling Both coupling halves have a raised rim machined as an external gear. The sleeve which couples the two shafts comprises two halves bolted together, each half having a machine internal gear. This coupling requires lubrication. The coupling is capable of high speeds and high power capacity. Metastream Coupling Coupling halves connected via stainless steel diaphragms. High speed high torque capability with good dynamic balance. Single coupling will accommodate angular and radial misalignment and fitted in pairs also allows lateral misalignment. Fluid Coupling Based on both coupling halves having vanes within a housing containing viscous fluid. The rotation is transmitted from one side to the other via the viscous fluid. the coupling provides a soft start. Universal Coupling Coupling which allows large angle between drive halves(20-30o). Generally based on a yoke mounted on each shaft . Between to yokes is mounted a trunnion cross. Needle bearings are used at the bearing points between the cross and the yokes. These type or units are used in pairs on carden shafts. Uses widely on rear wheel drive vehicle propshafts Universal Coupling- Uni-Joint Simplest type of coupling which allows large angle between drive halves. Each side of coupling includes protruding pins. The halves of the coupling are fastened in a pivotting assembly. At all angles up to about 40othe pins interlock with each other and rotation on one half forces the other half to rotate. Low power use only . Not smooth. Not reliable. Really only suitable for remote manual operations. Rigid coupling Rigid couplings are used when precise shaft alignment is required; shaft misalignment will affect the couplings performance as well as its life. Examples: Sleeve or muff coupling Clamp or split-muff or compression coupling Flange coupling Flexible coupling Flexible couplings are designed to transmit torque while permitting some radial and axial and angular misalignment. Flexible couplings can accommodate angular misalignment up to a few degrees and some parallel misalignment. Examples: Bushed pin type coupling Universal coupling Oldham coupling Bellows coupling à ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬ low backlash. Spider or jaw coupling à ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬ elastomeric inserts for flexibility, vibration reduction. Thompson coupling Resilient coupling Disc coupling Some applications like printing machines, roll forming machines, laminating machines, corrugated paper machines and paper making machines require an extreme and variable parallel offset. For these machines the coupling Schmidt-Kupplung is a solution. Torque limiting coupling Torque limiting couplings, or torque limiters, protect systems against overtorque conditions. Requirements of good shaft alignment / good coupling setup it should be easy to connect or disconnect the coupling. it should transmit the full power from one shaft to other without losses. it does allow some misalignment between the two adjacent shaft roation axis. it is the goal to minimise the remaining misalignment in running operation to maximise power transmission and to maximise machine runtime (coupling and bearing and sealings lifetime). it should have no projecting parts. it is recommended to use manufacturers alignment target values to set up the machine train to a defined non-zero alignment, due to the fact that later when the machine is at operation temperature the alignment condition is perfect Tools to measure shaft axis alignment condition it is possible to measure the alignment with dial gages or feeler gages using various mechanical setups. it is recommended to take care of bracket sag, parallaxe error while reading the values. it is very convenient to use laser shaft alignment technique to perform the alignment task within highest accuracy. it is required to align the machine better, the laser shaft alignment tool can help to show the required moves at the feet positions. Coupling maintenance and failure Coupling maintenance is generally a simple matter, requiring a regularly scheduled inspection of each coupling. It consists of: Performing visual inspections, checking for signs of wear or fatigue, and cleaning couplings regularly. Checking and changing lubricant regularly if the coupling is lubricated. This maintenance is required annually for most couplings and more frequently for couplings in adverse environments or in demanding operating conditions. Documenting the maintenance performed on each coupling, along with the date. Even with proper maintenance, however, couplings can fail. Underlying reasons for failure, other than maintenance, include: Improper installation Poor coupling selection Operation beyond design capabilities. The only way to improve coupling life is to understand what caused the failure and to correct it prior to installing a new coupling. Some external signs that indicate potential coupling failure include: Abnormal noise, such as screeching, squealing or chattering Excessive vibration or wobble Failed seals indicated by lubricant leakage or contamination. Checking the coupling balance Couplings are normally balanced at the factory prior to being shipped, but they occasionally go out of balance in operation. Balancing can be difficult and expensive, and is normally done only when operating tolerances are such that the effort and the expense are justified. The amount of coupling unbalance that can be tolerated by any system is dictated by the characteristics of the specific connected machines and can be determined by detailed analysis or experience.

In Todays Society :: essays research papers

In today’s society the public branding of the Gap name can be found everywhere. Go to any big city in North America and there will be public branding of the Gap name. Almost any major company will participate in public branding of their name. Gap keeps on public branding their name more and more effectively. Sides of buses, large billboards downtown, benches and subway stations will have the Gap name branded all over them. These are examples of public branding. Public branding is good for marketing . This is clearly illustrated by Gap because one of the main reasons for their successful marketing is their use of public branding. The goal of publicly branding is to get your company’s name known and for it to become popular . If your company becomes known and popular then your advertising program will be successful. Public branding keeps on getting more visible in today’s society. Names of a new brand that convey easily understood product attributes in short snappy wa ys are the best. Gap sales this year were the best in company’s history , largely due to the public branding of their name. It is evident that public branding is a big and important part of Gap’s marketing.   Ã‚  Ã‚  Ã‚  Ã‚  The other aspect of branding is personal branding. Personal branding clothes are articles of clothing that you wear that brand the company’s name on the clothes. Personal branding has is a relatively new concept. Up until 30 years ago personal branding was unheard of . The concept of personal branding is very popular among teenagers . Some of the reasons for this are: 1)  Ã‚  Ã‚  Ã‚  Ã‚  In today’s society it is considered in style to wear personal branding clothes. 2)  Ã‚  Ã‚  Ã‚  Ã‚  You let people know that you bought this article of clothing from that company. If they consider that company to be prestigious then you will want people to know that they bought your article of clothing from that company. This is the case with Gap. Most people consider Gap to be a prestigious store so they will wear personal branding clothes from the Gap. This is evident because the top three selling articles of clothes from Gap are personal branding clothes. Some reasons for this are because personal branding clothes provide free advertising. These types of clothes are in style today. At the Gap this is especially true. It is important to keep on selling these type of clothes because most people (especially teenagers) feel that if a product is marketed well, there is a better chance they will buy it.

Food Preservation Essay

Men have preserved their foods from ancient times in order to keep the results of harvesting for winter months, for resale, for storage, and for transporting from sea to inland, overseas, or cross-country. To do so, they generally used nature’s methods, which are drying, parching and fermenting. Parching is the most natural method, but for many thousands of years, others have also been used. Direct fermentation of liquids, usually by the introduction of yeast, has not only preserved liquids but also enhanced their quality, the same of course applying to salting. Smoking has preserved, and sometimes improved both fish and meat. Hickory wood is generally used for the fires, and natural juices are contained by a slight coating of wood creosote. It was not until recently that the causes of rottenness were understood, these being the reactions of bacteria, molds, yeasts and micro-organisms. Some fermentation and molds are, of course, necessary in the production of food and drink; molds, for example, being used in cheese-making. But the real ‘breakthrough’ in preservation against the causes of rottenness came, when it was learnt how to deal with the micro-organisms present in all foods and drinks, and which react chemically over a period to produce unpalatable or poisonous food or drink. There are three basic methods. Firstly, food may be preserved by cooling or freezing, to a very low temperature when long-term preservation is required. This was originally done by packing in a mixture of salt and ice; today, cold storage is big business and refrigeration is a highly-developed science. ‘Dehydration’ may be bracketed with this method, as the principle involved is the same, namely to suspend the operation of bacteria which requires normal temperatures for chemical reaction. This is why reconstituted eggs cannot against dehydrated, and melted ice-cream refrozen. The second method of destruction is by heat-processes, which destroy all the bacteria present in food and drink. This process is used before canning foods in hermetically-sealed containers, great care being taken not to allow the foods or drink s to become re-infested after cooling and before canning. The third method is to preserve by the addition of chemicals, which control or destroy bacteria. This is merely a follow-up of the old systems of salting, smoking and candling. Eventually, the method of ‘cold sterilization’ is expected to supersede most of the others; this amounts to exposing the food-stuffs to ionizing radiation. Today more than mere food-preservation is sought by the consumer, and for this reason, processes are becoming more and more sophisticated. Quality, economy and convenience are sought by modern man — especially modern woman — convenience is important, the ‘ready-cooked’ meal is popular, while, in Western, or ‘Westernized’ communities, goods do not sell easily if they lack color, a good appearance, natural flavor, the right texture, and are free from defects.

Managing Diversity Essay

Various literatures indicate that managing diversity within today’s labor force has become a primary concern for companies and organizations today. According to the Bureau of Labor Statistics (2012), compared with the labor force of past decades, today’s labor force is older, more racially and ethnically diverse, and composed of more women. Over the next decade, the labor force will become even more racially and ethnically diverse (Bureau of Labor Statistics, 2012). Non-Hispanic whites made up 67.5 percent of the U.S. labor force in 2010 (Bureau of Labor Statistics, 2012). Bureau of Labor Statistics (2012), projects that this group will compose 62.3 percent of the labor force in 2020, a decline of 5.2 percent. By 2020, the Hispanic, Asian, and African American labor force are all supposed to make up 18.6, 5.7, and 12.0 percent, respectively (Bureau of Labor Statistics, 2012). The only way that diversity can be managed successfully is in an organizational culture that va lues diversity (Sidel, 2009). According to Kulik and Roberson (2009), when an organization values diversity, the people work better together. If people don’t work well together, the organization does not work well (Kulik & Roberson, 2009). The purpose of this paper is to explain the difference between the terms managing diversity and valuing diversity, and the four key components that make up diversity management. Differences between Managing Diversity and Valuing Diversity In order to better understand how diversity management fits into an organizational culture that values diversity, certain distinctions must first be made. One must know the difference between diversity management and culture of diversity. Diversity management involves establishing long term goals to develop, promote, and utilize the skills of a diverse workforce (Marquis, Lim, & Scott, 2008). By culture of diversity, it is meant that an institutional environment is built on the values of fairness, diversity, mutual respect, understand, and cooperation (Loden & Rosener, 1991). A culture that values diversity emphasizes the importance of employees of different races, cultures, ages, genders, sexual orientations, values, beliefs, ethics, and abilities to work together effectively (Lussier, 2012). Diversity Management with an Emphasis on Valuing Diversity There are four main aspects of diversity management are the support of top management, diversity leadership, policies and procedures, and diversity  training (Lussier, 2012). There must be an emphasis of valuing diversity into each of the four aspects of diversity management: management support, diversity leadership, policies, and training. Management Support Diversity management begins with support from top management. While valuing diversity most often begins at the bottom in organizations, it must involve those at the top if it is to succeed long term (Loden & Rosener, 1991). Fostering the right organizational culture is one of the most important responsibilities of a chief executive (McDermott, 2001). Billings-Harris and Anderson (2010) state: The CEO’s understanding and willingness to engage and challenge the organization’s leaders with respect to the vision, business strategy, financials, goals, and objectives are critical for survival. This is no less true for the CEO’s involvement with the inclusion and diversity strategy. When led effectively, these initiatives are embedded in the overall strategy and can act as one of a few powerful people-focused catalysts that drive business results. (p.28) Cox (2001), asserts that to ensure management support in diversity initiatives, an organization should create a separate senior executive position focused on diversity objectives. This diversity director should be involved in all aspects of the firm and should attempt to make diversity an overall business requirement (Cox, 2001). Loden and Rosener (1991) state that once diversity is accepted as an organizational value, a new set of assumptions begins to operate within the organization, and that these assumptions are based on the positive contributions that diversity is perceived to offer. As part of a long-term strategy aimed at changing the corporate culture, many executives participate in team building sessions and other activities designed to encourage open dialogue among employees about diversity issues (Lod en & Rosener, 1991). Diversity Leadership The second key aspect to diversity management is diversity leadership. Leaders should be able to influence employees to work toward the organization’s objectives (Lussier, 2012). The organization’s leadership should cultivate a mindset that acknowledges that diversity requires long-term cultural change and interprets diversity to include all people (Loden, 1996). Loden (1996) states that rhetorical statements advocating  diversity will not by themselves motivate change, and extensive leadership involvement is needed to help diffuse the principles of diversity throughout the organization and into the attitudes of employees. This involvement requires time and energy on the part of senior leaders and is the most significant sign that diversity is a high priority in an organization (Loden, 1996). Policies and Procedures Policies and procedures of an organization regarding diversity make up the third aspect of diversity management. â€Å"EEO is a legalistic response to workplace discrimination originally mandated by law. Affirmative action programs are outgrowths of equal employment law.† (Loden & Rosener, 1991) Loden and Rosener (1991) conclude that while these programs have led to changes in the composition of the labor force, they have not been linked to an organizational culture change. They state that valuing diversity builds on the basic premise of equal employment law and affirmative action, and that by focusing on the quality of the work environment, valuing diversity moves beyond affirmative action (Loden & Rosener, 1991). It acknowledges that hiring and promoting diverse people does not automatically lead to mutual respect, cooperation, and true integration (Loden & Rosener, 1991). Diversity Training The last aspect of diversity management is diversity training, also sometimes referred to as awareness training. Diversity training programs aim to make people more aware of the issues and the opportunities that exist in reducing differential treatment, including awareness of attitudes behaviors, and biases (Morrison, 1992). According to Morrison (1992), focusing on theories, principles, demographic changes, and organizational benefits of increased diversity is common in diversity training, but it is unlikely to cause individuals to examine their personal values, attitudes, and behaviors. Diversity education is not achieved by one or two workshops, but requires a consistent, continuous effort to understand diversity concepts (Thomas, 2005). Diversity or awareness training for most organizations should consist of three major steps: (1) Begin with leadership education. (2) Follow up with general manager and employee education about stereotyping and the dimensions of diversity. (3) Continue with ongoing seminars in  managing diversity as a vital resource, understanding the dimensions of diversity, career development/efficacy of training for diverse employees, and so on (Loden & Rosener, 1991, p. 204). Accountability for Diversity Even though it is not one of the four main aspects of diversity management, it is important to talk about rewarding behavior that values diversity. As efforts to create the culture of diversity evolve, Morrison (1992) states that the three most commonly revised administrative procedures to hold employees accountable are performance evaluations and resulting financial rewards, succession planning, and promotion systems. Employees and management at all levels should be held accountable for nurturing a culture that values diversity, and responsibility must be distributed throughout the organization if diversity goals are to be achieved (Morrison, 1992). Even in cases where employees do not personally endorse the philosophy, their workplace behavior should still be expected to support this change (Loden & Rosener, 1991). Conclusions In conclusion, diversity management does not focus on recruitment and hiring practices. Recruitment and hiring polices, such as Equal Employment Opportunity and Affirmative Action, are short term objectives and do not address organizational growth and development (Marquis, Lim, & Scott, 2008). Diversity management is a long term focus on developing and utilizing the skills of a divorce labor force and focuses on striving to achieve organizational objectives while creating a positive work environment (Marquis, Lim, & Scott, 2008). However, diversity management is only effective if the culture of the organization values diversity (Sidel, 2009). An emphasis on valuing diversity needs to be implemented and supported by top management, and the leaders of an organization need to cultivate the belief and value of diversity (Loden, 1996). Programs and policies must go above and beyond the minimum legal requirements for recruitment and selection (Loden & Rosener, 1991). Training and awareness programs should include education about differences in beliefs, cultures, and opinions (Morrison, 1992).