Request for Sponsorship Essay Example for Free

Request for Sponsorship Essay Alcaraz Group Sales Manager-Area 1 Splash Direct Sales Division Splash Corporation Highest Fraternal Greetings! As a part of our fervent campaign in bringing forth excellence from every individual and celebrating the freedom of thought and self-expression of every people, we, the Kappa Sigma Kappa Delta Sigma Confraternity, a duly recognized confraternity in the University of the Philippines, will be holding our annual HIMIGSIKAN on 26th of February 2013, 7pm, at Meanwhile Bar, Balibago Angeles City. HIMIGSIKAN, our confraternity’s major event, is the much-awaited student-oriented musical affair not only for UP students but for the youth and all music lovers as well that highlights a coveted acoustic performance competition from different student organizations in our university. This year’s theme shall be Sarap at Pait ng Pagsasama, Ilalahad sa Awit ng Barkada In line with this, we are cordially asking for your assistance for the success of our event’s endeavor. Rest assured all solicitations will only be used to enhance and to further improve our plans for the event. We are looking forward to you for being a part in this fervent cause. We are hoping to hear from you soon. May God’s richest blessings be unto you! Sincerely Yours, Teddy Calilung Grand Lord Sigman Kenn Carlov Twano Sigman Master Scribe [pic] [pic] University of the Philippines Extension program in Pampanga Claro M. RectoHighway, CSEZ,Pampanga Co. reg. no. CN200618309 Co. TIN 006-532-105 www. kappasigmafraternity. net [emailprotected] com KAPPA SIGMA-KAPPA DELTA SIGMA CONFRATERNITY VDFGCOSFGCONFRATERNITYCONFRATERNITY Council of Masters and Lady Sigmans A. Y 2012-2013 Grand Lord Sigman: Teddy Calilung Deputy Grand Lady Sigman: Jessa Claire Pangilinan Sigman Master of Initiation: Michael John Aguas Sigman Lady of Rites: Ila Bernice Malenab Sigman Master Scribe: Kenn CarlovTwano Sigman Lady Master of Scroll: Monica Del Puerto Sigman Lady Master Bursars: Jhoane Capili Janne Kazel Punzalan Sigman Lady Master Herald: Analyn Pineda Prof. Penelope Nalo Faculty Adviser

Photography is an art

Photography is an art Photography is an art that took many years and efforts of many individuals to perfect. Many different people in many different fields contributed to this light writing. Chemists, artists, inventors, and engineers all lending a crafting hand to the art. Photography can be defined as the art of producing images of objects on photosensitive surfaces. It is both an art and a science. As an art it expresses personal vision, and as a science it relies on technology. The word photography came from the Greek word phos, meaning light and graphos, meaning writing, which literally means light writing. Light writing is an emerging form of stop motion animation wherein still images, captured using the technique known as light painting or light drawing, are put in sequence thereby creating the optical illusion of movement for the viewer. In order to get started in creating light writing you will need a DSLR( Digital Single Lens Reflex ) camera, an ordinary DSC( Digital Still Camera ) will not do b ecause light writing requires a camera that can be placed in the B bulb shutter position, a remote shutter release and a tripod. All you need to get started is your camera and an understanding of how to control shutter speed. Light writing demands longer exposures of anywhere from several seconds to many minutes. Another technique is to use the multiple exposure features on a camera and shoot a series of 30 seconds to many minutes. A tripod will help you compose the shot and keep the camera still, and one or more lights will add to the fun. Light writing photography is a form of stop motion animation which requires the user to find a place, set the camera, and to take the picture. To create light writing, you or a friend will stand in front of the camera with a light in a dark room or place. The place should be dark otherwise the essence of light writing is useless. It is your choice on whether to bring a friend or not because the purpose on bringing a friend is to hold the camera for you, but if you have a tripod you can do it by yourself. In order to set the camera into its rightful position you need to find a place where in the camera will not move, the best places are on a still table, chair or anything that is stable, but to get the best results you need to place the camera on a tripod. After which you need to adjust the setting, the exposure should be around 10-30 seconds or longer depending on the design you want to portray. Set the camera to about ISO 100, and close your aperture as much as possible. This prevents over exposure. If there is still too much light, you might have to use a filter for better results. In order to take the picture you need to find a source of light. Finding a source of light is easy, just about any light will work, but the best tolls have tight focused light that lets you create precise patterns. LED flashlights are among the best for light writing, for they are compact, super bright and come in all sorts of fun colors. Glow sticks are also perfect for light writing images. Before moving and waving the light you need to count off to your partner so that he/she will click on the capture button in the exact time you wave your light, but if you are using a tripod you will need to count off by yourself according to how many seconds you placed on the timer. Once the capture button is clicked begin moving or waving the light to draw shapes and patterns in the air. If you move too quickly enough, the camera will not record a person, only the patterns of light you leave behind. The camera may also record the background if it is spotlighted by other light sources, such as t he moon or a streetlight. I challenge everyone who is interested in light writing photography to create masterpieces in light, to go beyond the expected to create more designs or ideas, to keep on practicing until the perfect design is reached, and to share their knowledge to the people around them to continue the art of light writing. Now, after reading my essay, would you too be interested in light writing photography, to share and to have fun with the picture you make with your friends and family? I recommend people who take photography or to those who are interested in art to take light writing photography to the next level, to improve their skills and share it to other people so that the next generation will already have an idea on how light writing works and to continue the art of light writing.

Family Health Assessment Case Study

Family Health Assessment Case Study Rubina Malik Family health assessment is important to learn about the individual’s family and life style. Being a nurse it is important for me to know various dynamics of individual’s behavior and values and his family heritage to form a better care plan for the family to maintain better health. Family health assessment gives caregivers a clear picture of an individual’s measures for his family wellbeing. The tool used for the family health assessment is Gordon’s Health Pattern Assessment. The health patterns assessment was designed by Marjory Gordon in 1987 and is used to provide a comprehensive nursing database. In this paper 11 aspects of human functions and health are discussed. The family selected for the interview is Riyami family, an African American family. The family consists of 5 members, Mr. Mrs. Riyami and their 3 sons. Mr. Riyami is 63 years old and is suffering with hypertension; Mrs. Riyami is 55 years old and is diabetic. Their sons do not have any hea lth issues and are of age 25, 20 and 19 years respectively. Questions were asked from the family to know the impact of each health pattern on their way of living a healthier life. Health perception and health management is based on individual’s personal health beliefs for health maintenance and protection (Koshar). Health is not only the absence of any sickness but it is more of a mental, physical and social wellbeing. The health perception of Riyami family is based on eating healthy as they believe that only physical fit body can stay safe from minor and major health issues. As Mr. Mrs. Riyami take their medication regularly and are very conscious about their health. They follow their health heritage norms to cure any minor illness i.e. use of herbal treatment and home remedies. Every person in their family takes herbal treatment for any common illness for example flu, headache, stomach gastric issues etc. they prefer visiting the physician for routine checkups and in case of any serious emergency. Their elder son drinks alcohol and smoke cigarette in social gatherings. They perform their religious obligations with full devotion. Nutrition and metabolism assessment mainly focus on the nutrition consumption according to the metabolic requirements of the body (Koshar). Nutrition consumption is very well balanced among the family members and intake of fluids to keep body hydrated is considered important for the family members. They consumption of fruits and vegetables is higher and prefer taking small quantity of sugar, sodium and carbohydrates in their diet. Herbal tea is taken in routine by the family. The family makes sure to take an appropriate amount of calories and also try to eat their traditional cuisine and less fast food items. Sleep and rest patterns are assessed to know the relaxation and rest practice of the individuals (Koshar). Mr. Riyami works in the morning shift and tries to be in bed around 10pm. As Mrs. Riyami is a registered nurse and works night shift, she takes adequate sleep in the day time and prefers to take more rest on her days off from work. Their sons prefer taking nap after they get back home from school and prefer not staying up late during their school. Whereas the elder one prefers sleeping early as he is a full time worker and has to work morning shift. Every member in their family takes approximate sleep according to their routine. Elimination is stated as the excretory pattern (Koshar). From the assessment no one in family seems to have issue with their excretory pattern. The family does not have any complain regarding their bowl movement or urination. Activity and Exercise is referred to the daily activities that involve energy, activities related to self-care, leisure activities and exercise/workouts (Koshar). Mr. Riyami was a soccer player and a soccer couch but he stopped practicing sports from 20 years, now he enjoys watching soccer game in his leisure time. Mrs. Riyami due to her busy schedule is not involved in any activity or exercise but she know the importance of having these activities to remain healthy. Mr. Mrs. Riyami go for a walk of 30-45 minutes daily. Their sons play soccer and believe that it gives them a good workout and fun altogether. Cognitive and sensory assessment is to assess the individual’s ability to understand and response towards any information and to sense that information appropriately. This assessment is done to know about the cognitive ability and capacity of the individuals (Koshar). Mr. and Mrs. Riyami are well educated; Mrs. Riyami just completed her RN-BSN degree with good grades and hence finds no problem in assessing or responding to any information. No cognitive disability was found in their family. Self-perception assessment focuses on person’s behavior and attitude toward self, which includes confidence, their identity and their physique (Koshar). The Riyami family does not have or face any issues regarding self esteem. They are happy and content with their lifestyle and believe that they are blessed by God and are loved by everyone around. Mr. Mrs. Riyami give the same teaching to their children and pray for them to be confident enough and not face any issue of self-worth. Role and Relationship pattern assess the individual’s relationship with others and the role they play in this world. Riyami family has a strong faith and family bond (Koshar). Mr. Mrs. Riyami share all the love and care and teach the same to their children. Mr. and Mrs. Riyami like to meet people and enjoy the company of their family and friends. They have a respectable status among their loved ones. Sexuality pattern assessment focuses on individual’s level of satisfaction of dissatisfaction of their sexuality and reproduction patterns (Koshar). Mr. Mrs. Riyami are satisfied with their sexual life. They share intimate moments and believe that love is what had made their relationship bond strong. They make sure they spend enough time together out of their busy routine. Coping and stress tolerance assessment is done to know individual’s strength to cope up with the stress and strategies used by him/her to overcome that stress (Koshar). Mr. Mrs. Riyami believe that all happiness and sorrow , worry and stress comes in life and to overcome that situation they only support and strength is given to an individual by the God. They share and communicate with one another in case any problem occurs and try to overcome the situation by mutual understanding and corporation. They pray to God at times of crisis and happiness. Their family, friends and prayers are part of their support system. The two nursing wellness diagnosis assessed from interviewing Riyami family are; nutritional-metabolic pattern and coping-stress tolerance pattern. Mr. Mrs. Riyami take their medications in time but sometimes due to work load and stress they skip their meal or do not take enough food as the body requirement. In case of Mrs. Riyami specially as she is diabetic and has to keep check on food and nutrition while she is at work, it becomes a difficult part for her. Mr. Riyami being hypertensive have to make sure that he avoid take any stress but often work load or any uncertain happening give him stress that makes him feel low. Their kids being young and enthusiastic do not have any health issue but they often become ignorant about their nutrition which is a point of worry for their parents as they don’t want their kids to face health issues like hypertension diabetes or any related medical problem. The Gordon’s health pattern assessment had been a great help for me while assessing the family. It truly is a great tool for nurses to analyze and assess their clients and families. I was able to learn about the family from different health perspectives which gave me a good experience of assessing different health patterns and their impact on a family’s health and functions. Reference Koshar, J. (n.d.). Gordons Functional Health Patterns. Retrieved from http://www.sonoma.edu/users/k/koshar/n340/N345_Gordon_FHP.html

Designing a Network Essay -- science

Designing a Network I. STATEMENT & BACKGROUND The college of Business (COB) server is now being used to support deliver to the Computer Information System (CIS) department. The CIS professors would be using the server for various operations. Assignments, e-mail, and other types of information would be easier for the students to access. Network users are able to share files, printers and other resources; send electronic messages and run programs on other computers. However, certain important issues need to be addressed and concentrated on. In order to begin the process of setting up the COB server, the total numbers of users (faculty and students) must be determined. Some other significant factors to be approached are: the required software applications needed on the network, an efficient and appropriate directory structure and effective security structure. In designing the directory structure, the major focus must be on accessibility. The number of undergraduate CIS courses that the server will be used for is between 15 and 17. For the users to be ensured that their information is not at risk, we will create an effective security structure. In composing the appropriate security structure there must be certain access rights assigned to the users. An important technical detail in setting up a server is the amount of money that will need to be allocated for the restructuring of the system. For the system to function properly, the amount of hardwa re/ software will need to be determined. II. FUNCTIONAL REQUIREMENTS The COB server will primarily be used by CIS professors and CIS students. The approximate number of professors in the CIS department is between five and seven and the approximate number of CIS majors is between 100 and 120. As computer technology continues to grow, the number of CIS majors is vastly increasing. If we see a considerable rise in Computer Information Systems majors the department will have to expand its faculty members. The CIS professors will be using the server to disburse their syllabi, distribute specific assignments and send e-mail to their students. The layout, design and complexity of each class will determine how much the professor may be using the server. The first class a CIS major usually takes at Western is CIS 251. Management Information Systems (CIS 251). This class offers students a basis for management... ...led in to diagnose and solve the problems. Outside consultants are usually expensive and are most of the time are not worth it. The load placed upon the system will vary at times. Classes are going to have a conflict in assignment due dates and everyone is going to rush to the lab to finish their assignments. However I think that most of the time there will be a slight to moderate load placed on the system. Most students bounce in to check their mail or to send a quick message anyway. Sitting down and writing a program in one session is impossible any, so that will reduce the load in itself. Login scripts for each user need to be simple. Allowing students to write their own should not even be considered. Each student should have the same format and be placed at the same starting point each time that they login. Alloting a specific number of search drives and network drivers would definitly reduce problems. Students should be required to change their passwords periodically. The system login scripts could execute certain commands for each different users, faculty and students. These are just a few areas within the entire Technical Design process that require a serious answer.

Methamphetamine as a Sleepless Dream or Addictive Nightmare Essay

Methamphetamine as a Sleepless Dream or Addictive Nightmare Methamphetamine has reclaimed a place in the lexicon of "party" drugs. Hailed by nocturnal adventurers, condemned by raver idealists, is speed a sleepless dream or an addictive nightmare? Here at the end of the millennium, the pace of modern life seems fleeting -- a whirl of minutes, hours and days. In dealing with the changes, humans have equipped themselves with the tools to move faster, more efficiently. At the same time a dependence for the marketing, high-speed transportation and pharmacology of this modern age has evolved. In a race to outdo ourselves, we have moved dangerously toward the fine line between extinction and evolution. Therefore, the human capacity to handle the velocity becomes a fragile balance. Our generation (see Gen X, 20-somethings) could be considered the sleepless generation. An age of society's children weaned on the ideals of high-speed communication and accelerated culture has prided itself in mastering many of the facets of human existence -- doing more, sleeping less. The machines of this age have in a way enabled us to create a 24-hour lifestyle. We have pushed the limits of the modern world further -- ATMs, high-speed modems, smart bombs and bullet trains. However, the limitations of human existence, like sleep, may still provide the stumbling block for infinite realization. That is, without chemical aid. In many ways, capitalism fuels the idea. Our society is based upon the mass consumption of these substances. Cultural ideals, while seemingly benevolent as "Have a Coke and a smile" have sold the link to chemical substances like caffeine and nicotine to "the good life." Today, stimulants are the bedrock for consumer culture. For our generation, this appeal was heightened by raising the stakes in the '80s on what it meant to have fun. Late night clubs, high speed music and 24-hour lifestyles brought the specter of drugs to the fold as a necessity for being able to attain more. Leaps away from the psychedelics of the '60s, in the '80s these stimulant drugs became tools -- utilitarian devices to gain wealth, intelligence and prestige. Sleep became a barrier for success. Dreams were the frivolous luxuries of childhood. Raves, founded equally in the post-conservative underground late-'80s and the chaotic early-'90s, are pa... ..., however, by methamphetamine's nature -- as a refined, concentrated addictive substance -- it only perpetuates the cycle for needing more. There is very little factual information about amphetamines and their dangers available to the lay person. Research on the subject, aside from medical journals, is virtually nill. There is however a great deal of dangerous propaganda -- hear-say, lies, rumors. Misinformation sometimes is more dangerous than no information and real answers are only found through communication. Many other drugs have been part of the rave community over the years -- nitrous oxide, Special K (ketamine) and especially ecstasy (MDMA) but none have exhibited the burn-out or addiction rate associated with methamphetamine. While meth (or any drug) is an inert substance that we cannot attribute blame to, by its nature it has raised the question "Are we really built for speed?" It seems that the human body, while naturally resilient to much self-inflicted abuse, may not be a reliable container for the soul at high speeds. Methamphetamine may have the ability to chemically fuel the ride, physically it may just prove the limitations for human society.

Reflective Paper

Reflective Paper – Effective Human Resources Management Theresa Tapley BUS 303 Dr. Kevin Righter March 13, 2010 Reflective Paper – Effective Human Resources Management Effective Human Resources Management (HRM) plays a major role in ensuring that an organization will survive and prosper. The HRM facilitates the most effective use of people or employees to achieve organizational and individual goals. The HRM consists of numerous activities which include, equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce. Effective human resources management plays a vital role in the success of an organization and is an active participant in charting the strategic course of competitiveness, productiveness, and efficiency. An effective HRM focuses on action rather than on record-keeping, written procedure, or rules. Although the use of rules, records, and policies are incorporated, â€Å"action† is the focus. The HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. An effective HRM is, also, people-oriented. Whenever possible, the HRM treats each employee as an individual and offers services and program to meet the individual’s needs. An effective HRM program is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees. Human resources are incorporated into an organization’s long-term strategic plans to assist with ensuring that future growth needs will be adequately staffed with qualified, trained employees (Ivancewich, 2010, pg 5). EEO and Affirmative Action One external factor that has a powerful influence on my company's HRM unction is the equal employment opportunity and human rights legislation, which has a profound effect on our policies and procedures concerning recruiting, selection, evaluation, and promotion. The U. S. Equal Employment Opportunity Commission (EEOC) is an independent federal agency that enforces laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual’s race, color, national origin, religion, sex, age, disability and retaliation for reporting and/or opp osing a discriminatory practice. This commission is empowered to file discrimination suits against employers on behalf of alleged victims and to adjudicate claims of discrimination brought against federal agencies. No other regulatory area has as thoroughly affected HRM as the EEO programs have. It has implications for almost every activity in HRM and sets standards for hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining. Employers, to prevent employment discrimination in the workplace or to take remedial action to offset employment discrimination implement EEO programs, (Ivancevich, 2010, pg 65). According to the U. S. Equal Employment Opportunity Commission (EEOC) website, the EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. The laws also apply to all type of work situations, including hiring, firing, promotions, demotions, harassment, training, wages, and benefits. During the employment selection process, each candidate should be evaluated on their qualification of the job requirements, based on their experience, education, and skill set. Many corporations use testing as an important tool. Rae T. Vann, general counsel of the Equal Employment Advisory Council, a national association of large federal contractors, observed, â€Å"When done properly, testing can be a very important tool in the employment selection process, and we commend the Commission on its efforts to improve the quality and fairness of tests and other job screening methods† (Title VII: Affirmative Action, 2006). I encourage my Clinical Managers to become familiar with the provisions of the EEO standards and guidelines. It is essential that they make every effort to seek counsel from our HR dept when initiating the interview and hiring process, dealing with poor performance, disabilities, demotions, appearance of harassment, and training and re-training. Throughout my five years of administrative management, I have unfortunately had to learn HRM and EEOC laws the hard way, through trial and error. With each mistake that I have made, such as not consulting the HR department before decreasing a dual role employee’s hours so that she could focus on one role due to extremely poor performance, I have learned the proper steps to come to the same conclusion. The decrease in hours caused her to lose her benefits and subsequently she filed an EEOC claim of discrimination and retaliation. Fortunately, due to proper documentation of the corrective actions, developmental action plan and the documented counseling, our HRM has adequate information to refute the claim. Now, I consult my HRM representative with any concerns, questions, or updates related to employee situations. Planning, Recruitment, and Selection Human resources planning are the processes by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization, reach its objectives. It involves forecasting of human resources needs and the projected matching of individuals with expected vacancies (International Labour Organization, 2010). An effective HR plan, also, provides mechanisms to eliminate any gaps that may exist between supply and demand. HR planning determines the numbers and types of employees to be recruited into the organization or phased out of it (Ivancevich, 2010). The Human Resource Planning Process incorporates strategic planning which will have a direct effect on the organization's profitability. The strategic plan must adapt to environmental circumstances. It must forecast how many and what employees are required for the organizations staffing requirements. Next, it must determine how many and what kind of employees are currently employed with the skills and training necessary for the future needs. Finally, after the HR system has analyzed the supply of and the demand or future workers, these two forecasts are compared to determine what action should be taken. Effective workforce planning is a critical element of effective strategic and operational planning. Workforce planning provides managers with a strategic basis for making human resource decisions. It allows managers to anticipate change ather than being surprised by events, as well as providing strategic methods for addressing present and anticipated workforce issues. The US Department of Health and Human Services states, â€Å"Organizational success depends on having the right employees with the right competencies at the right time. Workforce planning provides managers the means of identifying the competencies needed in the workforce not only in the present but in the future and then selecting and developing that workforce† (US Dept. Health and Human Services, 2010). The HR department for my company has implemented a staffing model tool that projects future, potential, or expected growth versus the actual census, the current staffing and skill set of that staff, and calculates the hiring needs of specific positions within the direct and indirect patient care. Once the future needs are determined, then the hiring process begins. Human Resources Development Training and development are processes that attempt to provide an employee with information, skills, and an understanding of the organization and its goals. Training and development are designed to help a person continue to make positive contributions in the form of good performance and advancement within the organization. A solid orientation program is the first step in developing an employee. It reduces anxiety and fears, reduces start-up costs of a new employee, reduces turnover, saves time for supervisors and co-workers, and develops realistic expectations, positive attitudes toward the employer and job satisfaction. Once will established in a specific position, then the manager and employee must set goals for development and advancement. Management and professional development is designed to reduce obsolescence and to increase employees’ satisfaction and productivity. An important part of development is the evaluation process. Performance management is the process by which executives, managers, and supervisors work to align employee performance with the firm’s goals. An effective performance management process determines and evaluates performance, provides feedback to the employees about their performance, and measures and monitors skill-set (Ivancevich, 2010, pg 251). The company that I work for has an excellent formal performance evaluation process that is very effective in the development the employee and the motivation to succeed. Appraising and managing performance at my workplace starts form the day of hire. Each newly hired direct or indirect patient care must attend a through and intensive training program. After 90 days, from date of hire, the new staff member is evaluated for suitability for the position. The manager will present a written 90-day evaluation to the staff member. This evaluation will result in a successful completion of the introductory period, determine a need for an extension of 30 days to improve and meet expectations, or termination due to being unsuitable for the position (this usually occurs when the staff member continually fails to follow policies and procedures and/or causing patient endangerment). Every manager must complete an annual evaluation for staff members under their direct supervision. The score on the evaluation determine the merit increase and caps set forth by the company. When a staff member is failing to follow policy and procedure, putting patient’s safety in jeopardy, tardiness or excessive absenteeism, insubordination, breaking confidentiality and HIPPA regulations, and etc. the manager will conduct corrective action in the form of documented counseling, written corrective action, final corrective action, 3 day suspension, and/or termination. To make this process more effective and ensure compliance with EEOC and federal and state regulations, both next level supervisor and the HR dept representative must approve all final corrective actions, 3-day suspensions, and terminations. Compensation and Benefits There are several reasons that an employer or corporation will offer benefits and services to their employees. One reason is to keep the organization competitive in recruit and retaining employees. Another reason is to keep a union out or because the union has won this during negotiations. Finally, is the fact that providing benefits and service contributed to increased employee performance and job satisfaction (Ivancevich, 2010, pg358). Federal and state governments mandate three benefits programs offered by private and not-for-profit employers. The three mandated programs are unemployment insurance, social security, and workers’ compensation. In addition to the benefits required by law, many employers provide other kinds of benefits voluntarily, such as, compensation for time not worked, insurance protection, retirement plans, FMLA or medical FMLA, life insurance, short and long-term disability, and various retirement programs and stock ownership plans. Some organizations offer tuition reimbursement and flexible benefits plans. Whenever I am interviewing a candidate for a position, I always spend a portion of the interview discussing and explaining our benefit package. Sometimes our hourly rate is not quite as high as our competitor, but our benefits and employee services usually out ways the difference in compensation. Safety and Health The Human Resource Management team of the dialysis company of which I am employed, works very closely with the National Institute for Occupational Safety and Health (NIOSH) to ensure that the most acceptable and innovative concepts in employee safety and health are used. The NIOSH is the primary federal agency that conducts research on the safety and health of the workplace. The Occupational Safety and Health Act (OSH Act) of 1970, to provide research, information, education, and training in the field of occupational safety and health established it in 1971 (Bradley, 2002). The NIOSH develops and promotes the use of national and state-based surveillance systems to identify, quantify, and track injuries and illnesses. Epidemiological analysis of these databases helps identify unsafe and unhealthy workplace conditions. NIOSH also supports laboratory and field research to further identify, assess, and control occupational hazards and exposures and the diseases and injuries they cause. In addition to identifying risks, the NIOSH develops and evaluates prevention measures such as control technology, personal protective equipment, and work practices. Through research internally within our company and the NIOSH, many improvements and standards have been put into place for water treatment safety and personal protective equipment. We have strong policies and procedures that protect both the employee and the patient from exposure to health or safety hazards. There are several reasons for establishing good occupational safety and health standards. First, on a moral note, an employee should not have to risk injury or death at work, nor should others associated with the work environment. The second is economical in nature. Many governments realize that poor occupational safety and health performance results in cost to the State, through social security payments to the incapacitated, costs for medical treatment, and the loss of the employability of the worker. The employing organizations also sustain costs in the event of an incident at work, such as legal fees, fines, compensatory damages, investigation time, and lost production, lost goodwill from the workforce, customers, and community. Lastly, from a legal standpoint, the occupational safety and health requirements may be reinforced in civil law and/or criminal law. It is a known fact, that without the extra â€Å"encouragement† of potential regulatory action or litigation, many organizations would not act upon their implied moral obligations. During a Frontline interview with assistant secretary of labor for occupational health and safety, John Henshaw, the question was asked, â€Å"How successful do you think OSHA has been at protecting workers in the United States? † Mr. Henshaw replied, â€Å"In the last 30 years, OSHA has made some tremendous strides in reducing injuries, illnesses, and fatalities. In the last six to eight years, injuries have gone steadily down and fatalities have gone down to the point where they are the lowest ever (Frontline, 2002). The dialysis industry is carefully scrutinized to uphold acceptable OSHA safety and health standards. We, also, have internal auditors that simulate inspections to ensure compliance and safe practices. Employee and Labor Relations Labor relations can refer broadly to any dealings between management and workers about employment conditions. Most commonly, however, labor relations refer to dealings between management and a workforce that is already unionized, or has the potential to become unionized. Labor relations are thus crucial to industries like autos and airlines with heavily unionized workforces. In the United States, labor relations were profoundly affected by the National Labor Relations Act passed during the 1930’s, which gave workers the right to form unions and bargain collectively. Labor relations have been drastically affected by the passage of the Taft-Hartley Act, which prohibited the â€Å"closed shop†, as well as, the introduction of right-to-work laws in more than 20 states (Ivancevich, 2010, pgs 477). By the early 21st century, labor relations were less affected by labor unions, to which only 8 percent of private sector workers belonged in 2004, about half of the rate in 1983. The decline reflects the increase in labor relations consultants, who have helped managements avoid unionization (Anonymous, 2010). The presence of a union directly affects most aspects of Human Resources Management, including recruiting, selection, performance evaluation, promotion, compensation, and benefits, among others (Ivancevich, 2010, pg. 34). Unions were once thought of a being for blue-collar factory workers, but now even engineers, nurses, teachers, secretaries, salespersons, college professors, professional football players and even physicians belong to unions. Within my workplace, we have an ongoing informational and educational campaign against the unethical practices of recruitment and enticement for our employees. We offer seminars and counseling in regards to the unionization tactics. While facing declining membership, union officials have turned to highly questionable practice of organizing new members through a process called â€Å"card check†. With card checks, paid union organizers try to persuade workers to sign cards saying that they favor union representation. This persuasion comes in the form of deception, coercion, and harassing visits to worker’s homes. John Ivancevich describes this practice as the â€Å"authorization card† (Ivancevich, 2010, pg. 480). Under current laws, as soon as more than 50 percent of the workers sign a union authorization card, all employees within that organization will be required to participate in the union and pay union dues, even though not a single employee has actually been able to cast a personal, private vote. Often times, individual will sign the cards under intentional or unintentional misunderstandings or to get the organizer to stop harassing them, even though the employee may have no desire to join a union (Anonymous, 2010). Conclusion Human Resources Management is the heart of every organization. It serves as an advocate for each employee, while also protecting the organization from legal repercussions. Whether it is ensuring equal employment opportunity (EEO) compliance, providing job analysis, planning for the future staffing needs and subsequent recruitment and selection of qualified candidates, each of these areas are vital to a well-organized corporation. The HRM is paramount in the motivation, training, and development of employees. Ensuring a positive orientation experience, and concise performance evaluation and compensation will aid in retention and job satisfaction. Finally, the HRM has an extremely important role in labor relations and ensuring the safety, health, and wellness of the workforce. References Anonymous. (2010). When voting isn’t Private. Retrieved on February 26, 2010 from website: http://www. unionfacts. com/articles/cardCheck. cfm Bradley, J. (2002). National Institute for Occupational Safety and Health. Retrieved on 3/1/2010 from website: http://www. cdc. gov/niosh EEOC Office of Legal Counsel staff members (2006). Title VII: Affirmative Action. Retrieved on February 12, 2010 from website: http://www. eeoc. gov/eeoc/foia/letters/2006/vii_affimative_action. html Frontline. (2002). A Dangerous Business. Frontline Interview with John Henshaw. September 30, 2002. Retrieved on 3/2/2010 from website: http://osha. gov International Labour Organization. Retrieved on February 11, 2010 from website: http://wwwilo. org Ivancevich. J. (2010). Human resource management (11th ed. ). Boston: McGraw-Hill. ISBN: 9780073381466. US Department of Health and Human Services. Retrieved on February 10, 2010 from website: http://www. hhs. gov/ohr/workforce/wfpguide. html Reflective Paper Reflective Paper – Effective Human Resources Management Theresa Tapley BUS 303 Dr. Kevin Righter March 13, 2010 Reflective Paper – Effective Human Resources Management Effective Human Resources Management (HRM) plays a major role in ensuring that an organization will survive and prosper. The HRM facilitates the most effective use of people or employees to achieve organizational and individual goals. The HRM consists of numerous activities which include, equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce. Effective human resources management plays a vital role in the success of an organization and is an active participant in charting the strategic course of competitiveness, productiveness, and efficiency. An effective HRM focuses on action rather than on record-keeping, written procedure, or rules. Although the use of rules, records, and policies are incorporated, â€Å"action† is the focus. The HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. An effective HRM is, also, people-oriented. Whenever possible, the HRM treats each employee as an individual and offers services and program to meet the individual’s needs. An effective HRM program is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees. Human resources are incorporated into an organization’s long-term strategic plans to assist with ensuring that future growth needs will be adequately staffed with qualified, trained employees (Ivancewich, 2010, pg 5). EEO and Affirmative Action One external factor that has a powerful influence on my company's HRM unction is the equal employment opportunity and human rights legislation, which has a profound effect on our policies and procedures concerning recruiting, selection, evaluation, and promotion. The U. S. Equal Employment Opportunity Commission (EEOC) is an independent federal agency that enforces laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual’s race, color, national origin, religion, sex, age, disability and retaliation for reporting and/or opp osing a discriminatory practice. This commission is empowered to file discrimination suits against employers on behalf of alleged victims and to adjudicate claims of discrimination brought against federal agencies. No other regulatory area has as thoroughly affected HRM as the EEO programs have. It has implications for almost every activity in HRM and sets standards for hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining. Employers, to prevent employment discrimination in the workplace or to take remedial action to offset employment discrimination implement EEO programs, (Ivancevich, 2010, pg 65). According to the U. S. Equal Employment Opportunity Commission (EEOC) website, the EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. The laws also apply to all type of work situations, including hiring, firing, promotions, demotions, harassment, training, wages, and benefits. During the employment selection process, each candidate should be evaluated on their qualification of the job requirements, based on their experience, education, and skill set. Many corporations use testing as an important tool. Rae T. Vann, general counsel of the Equal Employment Advisory Council, a national association of large federal contractors, observed, â€Å"When done properly, testing can be a very important tool in the employment selection process, and we commend the Commission on its efforts to improve the quality and fairness of tests and other job screening methods† (Title VII: Affirmative Action, 2006). I encourage my Clinical Managers to become familiar with the provisions of the EEO standards and guidelines. It is essential that they make every effort to seek counsel from our HR dept when initiating the interview and hiring process, dealing with poor performance, disabilities, demotions, appearance of harassment, and training and re-training. Throughout my five years of administrative management, I have unfortunately had to learn HRM and EEOC laws the hard way, through trial and error. With each mistake that I have made, such as not consulting the HR department before decreasing a dual role employee’s hours so that she could focus on one role due to extremely poor performance, I have learned the proper steps to come to the same conclusion. The decrease in hours caused her to lose her benefits and subsequently she filed an EEOC claim of discrimination and retaliation. Fortunately, due to proper documentation of the corrective actions, developmental action plan and the documented counseling, our HRM has adequate information to refute the claim. Now, I consult my HRM representative with any concerns, questions, or updates related to employee situations. Planning, Recruitment, and Selection Human resources planning are the processes by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization, reach its objectives. It involves forecasting of human resources needs and the projected matching of individuals with expected vacancies (International Labour Organization, 2010). An effective HR plan, also, provides mechanisms to eliminate any gaps that may exist between supply and demand. HR planning determines the numbers and types of employees to be recruited into the organization or phased out of it (Ivancevich, 2010). The Human Resource Planning Process incorporates strategic planning which will have a direct effect on the organization's profitability. The strategic plan must adapt to environmental circumstances. It must forecast how many and what employees are required for the organizations staffing requirements. Next, it must determine how many and what kind of employees are currently employed with the skills and training necessary for the future needs. Finally, after the HR system has analyzed the supply of and the demand or future workers, these two forecasts are compared to determine what action should be taken. Effective workforce planning is a critical element of effective strategic and operational planning. Workforce planning provides managers with a strategic basis for making human resource decisions. It allows managers to anticipate change ather than being surprised by events, as well as providing strategic methods for addressing present and anticipated workforce issues. The US Department of Health and Human Services states, â€Å"Organizational success depends on having the right employees with the right competencies at the right time. Workforce planning provides managers the means of identifying the competencies needed in the workforce not only in the present but in the future and then selecting and developing that workforce† (US Dept. Health and Human Services, 2010). The HR department for my company has implemented a staffing model tool that projects future, potential, or expected growth versus the actual census, the current staffing and skill set of that staff, and calculates the hiring needs of specific positions within the direct and indirect patient care. Once the future needs are determined, then the hiring process begins. Human Resources Development Training and development are processes that attempt to provide an employee with information, skills, and an understanding of the organization and its goals. Training and development are designed to help a person continue to make positive contributions in the form of good performance and advancement within the organization. A solid orientation program is the first step in developing an employee. It reduces anxiety and fears, reduces start-up costs of a new employee, reduces turnover, saves time for supervisors and co-workers, and develops realistic expectations, positive attitudes toward the employer and job satisfaction. Once will established in a specific position, then the manager and employee must set goals for development and advancement. Management and professional development is designed to reduce obsolescence and to increase employees’ satisfaction and productivity. An important part of development is the evaluation process. Performance management is the process by which executives, managers, and supervisors work to align employee performance with the firm’s goals. An effective performance management process determines and evaluates performance, provides feedback to the employees about their performance, and measures and monitors skill-set (Ivancevich, 2010, pg 251). The company that I work for has an excellent formal performance evaluation process that is very effective in the development the employee and the motivation to succeed. Appraising and managing performance at my workplace starts form the day of hire. Each newly hired direct or indirect patient care must attend a through and intensive training program. After 90 days, from date of hire, the new staff member is evaluated for suitability for the position. The manager will present a written 90-day evaluation to the staff member. This evaluation will result in a successful completion of the introductory period, determine a need for an extension of 30 days to improve and meet expectations, or termination due to being unsuitable for the position (this usually occurs when the staff member continually fails to follow policies and procedures and/or causing patient endangerment). Every manager must complete an annual evaluation for staff members under their direct supervision. The score on the evaluation determine the merit increase and caps set forth by the company. When a staff member is failing to follow policy and procedure, putting patient’s safety in jeopardy, tardiness or excessive absenteeism, insubordination, breaking confidentiality and HIPPA regulations, and etc. the manager will conduct corrective action in the form of documented counseling, written corrective action, final corrective action, 3 day suspension, and/or termination. To make this process more effective and ensure compliance with EEOC and federal and state regulations, both next level supervisor and the HR dept representative must approve all final corrective actions, 3-day suspensions, and terminations. Compensation and Benefits There are several reasons that an employer or corporation will offer benefits and services to their employees. One reason is to keep the organization competitive in recruit and retaining employees. Another reason is to keep a union out or because the union has won this during negotiations. Finally, is the fact that providing benefits and service contributed to increased employee performance and job satisfaction (Ivancevich, 2010, pg358). Federal and state governments mandate three benefits programs offered by private and not-for-profit employers. The three mandated programs are unemployment insurance, social security, and workers’ compensation. In addition to the benefits required by law, many employers provide other kinds of benefits voluntarily, such as, compensation for time not worked, insurance protection, retirement plans, FMLA or medical FMLA, life insurance, short and long-term disability, and various retirement programs and stock ownership plans. Some organizations offer tuition reimbursement and flexible benefits plans. Whenever I am interviewing a candidate for a position, I always spend a portion of the interview discussing and explaining our benefit package. Sometimes our hourly rate is not quite as high as our competitor, but our benefits and employee services usually out ways the difference in compensation. Safety and Health The Human Resource Management team of the dialysis company of which I am employed, works very closely with the National Institute for Occupational Safety and Health (NIOSH) to ensure that the most acceptable and innovative concepts in employee safety and health are used. The NIOSH is the primary federal agency that conducts research on the safety and health of the workplace. The Occupational Safety and Health Act (OSH Act) of 1970, to provide research, information, education, and training in the field of occupational safety and health established it in 1971 (Bradley, 2002). The NIOSH develops and promotes the use of national and state-based surveillance systems to identify, quantify, and track injuries and illnesses. Epidemiological analysis of these databases helps identify unsafe and unhealthy workplace conditions. NIOSH also supports laboratory and field research to further identify, assess, and control occupational hazards and exposures and the diseases and injuries they cause. In addition to identifying risks, the NIOSH develops and evaluates prevention measures such as control technology, personal protective equipment, and work practices. Through research internally within our company and the NIOSH, many improvements and standards have been put into place for water treatment safety and personal protective equipment. We have strong policies and procedures that protect both the employee and the patient from exposure to health or safety hazards. There are several reasons for establishing good occupational safety and health standards. First, on a moral note, an employee should not have to risk injury or death at work, nor should others associated with the work environment. The second is economical in nature. Many governments realize that poor occupational safety and health performance results in cost to the State, through social security payments to the incapacitated, costs for medical treatment, and the loss of the employability of the worker. The employing organizations also sustain costs in the event of an incident at work, such as legal fees, fines, compensatory damages, investigation time, and lost production, lost goodwill from the workforce, customers, and community. Lastly, from a legal standpoint, the occupational safety and health requirements may be reinforced in civil law and/or criminal law. It is a known fact, that without the extra â€Å"encouragement† of potential regulatory action or litigation, many organizations would not act upon their implied moral obligations. During a Frontline interview with assistant secretary of labor for occupational health and safety, John Henshaw, the question was asked, â€Å"How successful do you think OSHA has been at protecting workers in the United States? † Mr. Henshaw replied, â€Å"In the last 30 years, OSHA has made some tremendous strides in reducing injuries, illnesses, and fatalities. In the last six to eight years, injuries have gone steadily down and fatalities have gone down to the point where they are the lowest ever (Frontline, 2002). The dialysis industry is carefully scrutinized to uphold acceptable OSHA safety and health standards. We, also, have internal auditors that simulate inspections to ensure compliance and safe practices. Employee and Labor Relations Labor relations can refer broadly to any dealings between management and workers about employment conditions. Most commonly, however, labor relations refer to dealings between management and a workforce that is already unionized, or has the potential to become unionized. Labor relations are thus crucial to industries like autos and airlines with heavily unionized workforces. In the United States, labor relations were profoundly affected by the National Labor Relations Act passed during the 1930’s, which gave workers the right to form unions and bargain collectively. Labor relations have been drastically affected by the passage of the Taft-Hartley Act, which prohibited the â€Å"closed shop†, as well as, the introduction of right-to-work laws in more than 20 states (Ivancevich, 2010, pgs 477). By the early 21st century, labor relations were less affected by labor unions, to which only 8 percent of private sector workers belonged in 2004, about half of the rate in 1983. The decline reflects the increase in labor relations consultants, who have helped managements avoid unionization (Anonymous, 2010). The presence of a union directly affects most aspects of Human Resources Management, including recruiting, selection, performance evaluation, promotion, compensation, and benefits, among others (Ivancevich, 2010, pg. 34). Unions were once thought of a being for blue-collar factory workers, but now even engineers, nurses, teachers, secretaries, salespersons, college professors, professional football players and even physicians belong to unions. Within my workplace, we have an ongoing informational and educational campaign against the unethical practices of recruitment and enticement for our employees. We offer seminars and counseling in regards to the unionization tactics. While facing declining membership, union officials have turned to highly questionable practice of organizing new members through a process called â€Å"card check†. With card checks, paid union organizers try to persuade workers to sign cards saying that they favor union representation. This persuasion comes in the form of deception, coercion, and harassing visits to worker’s homes. John Ivancevich describes this practice as the â€Å"authorization card† (Ivancevich, 2010, pg. 480). Under current laws, as soon as more than 50 percent of the workers sign a union authorization card, all employees within that organization will be required to participate in the union and pay union dues, even though not a single employee has actually been able to cast a personal, private vote. Often times, individual will sign the cards under intentional or unintentional misunderstandings or to get the organizer to stop harassing them, even though the employee may have no desire to join a union (Anonymous, 2010). Conclusion Human Resources Management is the heart of every organization. It serves as an advocate for each employee, while also protecting the organization from legal repercussions. Whether it is ensuring equal employment opportunity (EEO) compliance, providing job analysis, planning for the future staffing needs and subsequent recruitment and selection of qualified candidates, each of these areas are vital to a well-organized corporation. The HRM is paramount in the motivation, training, and development of employees. Ensuring a positive orientation experience, and concise performance evaluation and compensation will aid in retention and job satisfaction. Finally, the HRM has an extremely important role in labor relations and ensuring the safety, health, and wellness of the workforce. References Anonymous. (2010). When voting isn’t Private. Retrieved on February 26, 2010 from website: http://www. unionfacts. com/articles/cardCheck. cfm Bradley, J. (2002). National Institute for Occupational Safety and Health. Retrieved on 3/1/2010 from website: http://www. cdc. gov/niosh EEOC Office of Legal Counsel staff members (2006). Title VII: Affirmative Action. Retrieved on February 12, 2010 from website: http://www. eeoc. gov/eeoc/foia/letters/2006/vii_affimative_action. html Frontline. (2002). A Dangerous Business. Frontline Interview with John Henshaw. September 30, 2002. Retrieved on 3/2/2010 from website: http://osha. gov International Labour Organization. Retrieved on February 11, 2010 from website: http://wwwilo. org Ivancevich. J. (2010). Human resource management (11th ed. ). Boston: McGraw-Hill. ISBN: 9780073381466. US Department of Health and Human Services. Retrieved on February 10, 2010 from website: http://www. hhs. gov/ohr/workforce/wfpguide. html

The Role of Education in Plato’s Republic

The role and significance of education with regard to political and social institutions is a subject that has interested political philosophers for millennia. In particular, the views of the ancient Greek philosopher Plato, as evidenced in The Republic, and of the pre-Romantic philosopher Jean Jacques Rousseau in his Discourse on the Arts and Sciences, present a striking juxtaposition of the two extremes of the ongoing philosophical and political debate over the function and value of education. In this paper, I will argue that Rousseau's repudiation of education, while imperfect and offering no remedy to the ills it disparages, is superior inasmuch as it comes closer to the truth of things than does Plato's idealized conceptions. To do so, I will first examine Plato's interpretation of the role of education and its function in shaping the structure of society and government and in producing good citizens. I will then introduce Rousseau's view of education and the negative effects of the civilized culture which it produces, and using this view, will attempt to illustrate the naivete and over-idealization of Plato's notions. Finally, I will attempt to demonstrate that it is Rousseau's view, rather than Plato's, that is ultimately more significant in assessing the actual (vs. idealized) merits (or lack thereof, in Rousseau's case) by which education should be judged with regard to the nurturance of good citizens. For Plato, the question of the role of education arises near the end of Book II (377e), after a discussion of both the necessary and consequent attributes of Socrates' kallipolis or â€Å"Ideal City. Such a city, Socrates argues, will, before long, have need of both a specialization of labor (in order for the greatest level of diversity and luxury of goods to be achieved) and of the establishment of a class of â€Å"Guardians† to protect the city from its envious neighbors and maintain order within its walls (i. e. , to police and govern the city). This, in turn, leads inexorably to the question of what attributes the Ideal City will require of its Guardians, and how best to foster such attributes. The early, childhood education of the Guardians, Socrates argues, is the key. What, then, asks Socrates, should children be taught, and when? This quickly leads to a discussion of censorship. Socrates cites a number of questionable passages from Homer which cannot, he thinks, be allowed in education, since they represent dishonorable behavior and encourage the fear of death. The dramatic form of much of this poetry is also suspect: it puts unworthy words into the mouths of gods & heroes. Socrates suggests that what we would call â€Å"direct quotation† must be strictly limited to morally-elevating speech. Nothing can be permitted that compromises the education of the young Guardians, as it is they who will one day rule and protect the city, and whom the lesser-constituted citizens of the polis will attempt to emulate, assimilating, via the imitative process of mimesis, to the Myth (or â€Å"noble lie†) of the Ideal City in which justice is achieved when everyone assumes their proper role in society. The process of mimesis, is, of course, yet another form of education, in which those of Iron and Bronze natures are â€Å"instructed† and inspired by the superior intelligence and character of the Gold and Silver members of the Guardian class. It is therefore a form of education without which the polis cannot operate. Thus, for Guardian and ordinary citizen alike, the education of the young and the continuing â€Å"instruction† of the citizenry are crucial. In addition to these aspects, Plato also conceives of another function of education, and one which is quite significant in its relation to Rousseau's views. For Plato, education and ethics are interdependent. To be ethical, in turn, requires a twofold movement: movement away from immersion in concrete affairs to thinking and vision of unchanging order and structures (such as justice) and then movement back from dialectic to participation and re-attachment in worldly affairs. It is a temptation to become an abstract scholar. But the vision of the good is the vision of what is good for oneself and the city — of the common good. If one does not return to help his fellow human beings, he becomes selfish and in time will be less able to see what is good, what is best. An unselfish devotion to the good requires an unselfish devotion to the realization of this good in human affairs. Just as the purpose of understanding order and limits in one's own life is to bring about order and restraint in one's own character and desires, the understanding of justice requires application in the public sphere (through education). A man who forgets the polis is like a man who forgets he has a body. Plato thus advocates educating both the body and the city (for one needs both), not turning one's back on them. If education is, for Plato, the means by which man comes to fully realize (through society) his potential as a human being and by which society as a whole is in turn elevated, for Rousseau it is quite the opposite. Education, argues Rousseau, does not elevate the souls of men but rather corrodes them. The noble mimesis which lies at the heart of education in Plato's kallipolis is for Rousseau merely a slavish imitation of the tired ideas of antiquity. The ill effects of this imitation are manifold. Firstly, argues Rousseau, when we devote ourselves to the learning of old ideas, we stifle our own creativity and originality. Where is there room for original thought, when, in our incessant efforts to impress one another with our erudition, we are constantly spouting the ideas of others? In a world devoid of originality, the mark of greatness, intelligence, and virtue is reduced to nothing more than our ability to please others by reciting the wisdom of the past. This emphasis on originality is in marked contrast with Plato, who finds no value in originality, deeming it antithetical to a polis otherwise unified by shared Myths of the Ideal City and of Metals. Rousseau rejects this â€Å"unity†, rightly denouncing it as a form of slavery , in which humanity's inherent capacity for spontaneous, original self-expression is replaced with the yoking. of the mind and the will to the ideas of others, who are often long dead. In addition to suppressing the innate human need for originality, education (and the appetite for â€Å"culture† and â€Å"sophistication† that it engenders) causes us to conceal ourselves, to mask our true natures, desires, and emotions. We become artificial and shallow, using our social amenities and our knowledge of literature, etc. , to present a pleasing but deceptive face to the world, a notion quite at odds with the ideas of Plato. We assume, in Rousseau's words, â€Å"the appearance of all virtues, without being in possession of one of them. Finally, argues Rousseau, rather than strengthening our minds and bodies and (a critical point) moving us towards that which is ethical, as Plato contends, education and civilization effeminate and weaken us physically and (perhaps most significantly) mentally, and cause us, in this weakness, to stoop to every manner of depravity and injustice against one another. â€Å"External ornaments,† writes Rousseau, â€Å"are no less foreign to virtue, which is the strength and activity of the mind. The honest man is an athlete, who loves to wrestle stark naked; he scorns all those vile trappings, which prevent the exertion of his strength, and were, for the most part, invented only to conceal some deformity. † Virtue, as opposed to Plato's conception, is an action, and results not from the imitation inherent in mimesis, but rather in the activity — in the exercise — of the body, mind and soul. Education, however, demands imitation, demands a modeling upon what has been successful. How, then, do we rightly assess the merits of education with regard to its it molding of the public character — in its ability to produce â€Å"good† citizens. The answer to this hinges, I submit, on how we choose to define the â€Å"good† citizen. Clearly, if obedience (or â€Å"assimilation to a political ideology†, or perhaps â€Å"voluntary servitude†) is the hallmark of the good citizen, then we must regard Plato's disposition towards education as the proper one. However, obedience, despite its obvious centrality to the smooth operation of society (as we would have social chaos were it completely absent), has its useful limits. Over-assimilation to a political idea or â€Å"blueprint† is every bit as dangerous — indeed, far more so — as the utter under-assimilation of anarchy. For those inclined to dispute this, I would urge them to review the history of Nazi Germany as perhaps the definitive example of what sad, awful spectacles of injustice we humans are capable of when we trade in our mental and spiritual autonomy for the convenient apathy and faceless anonymity of the political ideal. Furthermore, if , as Rousseau contends, our civilization is such that, â€Å"Sincere friendship, real esteem, and perfect confidence [in each other] are banished from among men,† what is the quality of the society for which education — any modern education — purports to prepares us? When, â€Å"Jealousy, suspicion, fear coldness, reserve, hate, and fraud lie constantly concealed under †¦ [a] uniform and deceitful veil of politeness,† what is left to us to educate citizens for, other than the pleasure we seem to derive in pedantic displays of hoary knowledge? If we remove the civility from â€Å"civilization†, what remains to us that any education will remedy?