Designing a Successful Multi-Generational Workplace

Designing a Successful Multi-Generational Workplace Introduction Significant characteristics including values, internal and external motivators, and communication styles vary greatly among employees. This diversity is a result of the variety of genders, ethnicities, economic situations, educations levels and ages represented in the workplace. We chose to review how age, or generational diversity, impacts the workplace today. Specifically, we wanted to look at how similarities or differences regarding the generational personalities of employees may affect the work environment and employee satisfaction. A generation is defined as a group that shares specific birth years and a common set of historical and social events. Each generation is defined by common tastes, attitudes, and experiences; a generational cohort is a product of its times and tastes (Zemke, Raines, Filipczak, 2000, p. 16). Most studies focus on the following groupings: the Matures or Traditionalists those born before 1946, the Baby Boomers born between 1946 and 1964, Generation X born between 1965 and 1980, and the Millennials or Generation Y born after 1980. Today, members of each of these generations are often represented in the workplace, especially as the Matures and Baby Boomers delay retirement due to economic circumstances. The Baby Boomers and Generation X are the most prevalent groups; however, the number of Millennials is continuing to increase. This poses a unique challenge to managers as they attempt to balance the unique perspectives and needs of the four generations, while creating a unified corporate culture. While this generational diversity, much like any other type of diversity, can cause conflict and breed stereotypes, we will outline recommendations for managers to adapt to the differences and leverage the similarities in order to use them as a source of creative strength and a source of opportunity (Zemke, et. al, 2000, p. 17). Historical Social Context Each of the aforementioned generations has a distinctive set of historical and social events that has shaped their development. Globalization of business has increased the breadth of nationalities that may be represented in an organization; however, for our study we will focus on the unique context of employees born in the United States. The Traditionalists or Matures were influenced by World War II and the Great Depression. They felt a strong sense of commitment to their families and country. They endured financial challenges and thus had to learn to work hard and sacrifice (Ballone, 2007, p. 10). These individuals also held onto the notion of a nuclear family with traditional roles. Ultimately, their commitment, foresight and hard work created the United States we know today from the infrastructure, to the space program and scientific advancements, to social programs such as Social Security (Zemke, et. al, 2000, p. 31). The Baby Boomers are the children of the Matures and were raised in the prosperity and expansion of post-World War II America. Their parents had sacrificed throughout the Great Depression and the war and wanted their childrens lives to be better. They were afforded opportunities to pursue their passions often without boundaries, causing them to be more optimistic and idealistic than the generation before. Since they were the largest generation of Americans, these individuals had to learn to work together from school-age on, while also maintaining a competitive attitude. Based on their upbringing and formative events, they often felt that the purpose of world they lived in was to actively serve their needs, wants, and whims (Zemke, et. al, 2000, p. 67). At the same time, societys status quo changed, affected by the Vietnam War and Civil Rights movement, which made individuals wary of authority and feel a need to gain power by challenging it. Generation X grew up in the shadow of the Baby Boomers. They are often characterized by a survivor mentality, as they grew up in the wake of the Vietnam War, the Watergate scandal and massive layoffs by U.S. corporations (Zemke, et. al, 2000, p. 95). Not only that, but the U.S. divorce rate nearly tripled during their birth years, so they became distrustful of the permanence of institutional and personal relationships (Lancaster Stillman, 2002, p. 25). The instability in economic structure, political affairs, and even home life created a strong desire to become self-reliant and learn to thrive in the midst of constant change. The final group in our study, the Millennials or Generation Y, was raised in the era of soccer moms who were extremely involved in the numerous activities of their children. Family life was usually centered on them and they were often involved in the decision making. They are the first generation to have access to technology since birth. Considerable exposure to various cultures, races, and religions through the internet and even their own classrooms, has given this group the opportunity to accept diversity as a norm in daily life, which is unique to that of the views of previous generations. Major events of conflict, including the shootings at Columbine High School in 1999 and the terrorist attacks of September 11, 2001, have also influenced this generations perspective, while their upbringing has caused them to feel empowered to take positive action when things go wrong (Lancaster Stillman, 2002, p. 29). Work Values Attitudes Work values shape employees perceptions of preferences in the workplace, exerting direct influence on employee attitudes and behaviors (Twenge, Campbell, Hoffman, Lance, 2010, p. 1121). The historical and social context in which generations were raised and entered the workforce may have an impact on values, attitudes and behaviors. It is essential for organizations to be aware of both common and differentiating traits between generations and also individual preferences, in order to adapt their management techniques for the combination of employees represented. The Matures tend to be very loyal to their employers and it is not uncommon for them to have a long tenure with one company. They believe in the idea of sweat equity and that hard work earns one leadership positions. This is most often the result of a soldiers mentality created through their experience with the military and its tiered system of rank and authority and is often reflected in the management hierarchy that exists in many corporations today where its best to have the brains at the top, in executive ranks, and the brawn on the bottom, on the front lines (Zemke, et. al, 2000, p. 41). This mentality is also evident in their discipline and unwillingness to buck the system or disagree with authority. Each person does his or her own part to achieve a goal, as determined by an identifiable leadership figure. Ambiguity and change are difficult for them and if forced to adapt, logic and facts are the elements that will make them the most comfortable. Ultimately, they want to leave a meaningful legacy and in the workplace this often means that they enjoy mentoring younger employees and sharing their extensive knowledge (Crumpacker Crumpacker, 2007, p. 353). The sheer size of the Baby Boomer generation created an understanding that competition was tough and that they would ultimately be responsible for their relative success (Hill, 2002, p. 62). Despite this competition, they understand that teamwork is important and often prefer a consensual leadership style (Ballone, 2007, p. 11). At the same time, the historical events which occurred during their formative years also lead them question authority and not always accept the status quo. They are comfortable with change and optimistic about what the future holds. However, since they are accustomed to being successful and pursuing their passions, they can be overly sensitive to criticism and feedback. Generation X-ers are extremely self-reliant and often seek autonomy and self-direction in their jobs. They witnessed their parents be downsized by large businesses and are distrustful of corporations and the validity of the established hierarchies. These individuals are also much more skeptical than the generations before, choosing to put faith in themselves and their abilities rather than putting it in others, being careful with their loyalty and commitments, for fear of getting burned (Zemke, et. al, 2000, p. 101). They are more casual in their approach to authority, appreciate a more informal atmosphere in the workplace, and are impatient with needless bureaucracy and slow decision making. Millennials value autonomy and the opportunity to learn, yet enjoy engaging with leaders and coworkers. These individuals are used to multi-tasking and being involved in numerous activities, so challenge and change is nothing new. They want feedback on performance, but sometimes have difficulty accepting criticism (Welsh Brazina, 2010, p. 3). Since they were heavily involved in decision making in their families from childhood on, the lines of authority are blurry and they prefer flat organizational structures. However, they do respect those in leadership positions and enjoy mentorship relationships. At the same time, they have high expectations and desire to start at the top. Millennials want to be invested in the vision of the company and make substantial contributions to that mission. They want to make suggestions right away and expect to be promoted quicklyà ¢Ã¢â€š ¬Ã‚ ¦and expect fulfillment and meaning in their work (Twenge Campbell, 2008, p. 865). If these expectations are n ot met, they do not shy away from seeking out other opportunities as their loyalty is to their work and coworkers, rather than the organization itself (Welsh Brazina, 2010, p. 3). Twenge, Campbell, Hoffman and Lance emphasize that these generational differences in work values can affect the perceived fit of employees within an organization. The vision and ideals of the companys founders, which today is often the Baby Boomers, can be reflected in todays organizational structure and culture. If new employees from any generation hold values that are different from those of the leaders of the company, they may experience person-organization misfit which could yield more negative attitudes toward work, decreased performance, and greater likelihood of turnover (2010, p. 1137). Work-Life Balance Work Ethic Ones work ethic and requirement for a work-life balance can be influenced by numerous intrinsic and extrinsic factors, yet ones generation has an impact as it relates to the aforementioned work values. The Matures work ethic was molded in an era of economic difficulty, so hard work and sacrifice are the rule rather than the exception. They also learned to not take a job for granted and are often thankful for the position they have earned. In their view, work is noble and ennobling; it is something to be revered (Zemke, et. al, 2000, p. 47). Their attitude is that its essential to get the job done and to do it well. The Baby Boomers have been characterized as workaholics who are accustomed to 80-hour work weeks. They often validate their worth through their careers, feeling strongly that work should be one of the most import parts of a persons life (Smola Sutton, 2002, p. 376). However, as some approach retirement, they are seeking more balance between their personal and professional lives. They have put in the hard work thus far in their careers; consequently they now feel entitled to more time to pursue lifelong ambitions and recreational activities. They may also have family obligations such as caring for their aging parents that make this balance a necessity. Generation X-ers are often described as slackers. This is not because they dont get the work done, but rather because they have a non-traditional view of how it gets done compared to the previous two generations. Flexible work arrangements, such as telecommuting, appeal to them. They desire a work-life balance, as they saw how much time, energy, and self-worth their parents invested in their jobs. These individuals value flexibility in their work and many would refuse a promotion if they feel the quality of their home life will be compromised (Ballone, 2007, p. 11). The Millennials grew up shuffling between numerous extra-curricular activities, so multi-tasking and multiple deadlines are not foreign concepts. They are also used to having information constantly at their fingertips and expect to have the tools necessary to perform their jobs efficiently. These individuals are willing to put in the extra effort, as they are optimistic and resilient in reaching for their goals and aspirations and know that the job is a means to an end (Ballone, 2007, p. 11). They expect to work more than forty hours a week to achieve the lifestyle they want (Zemke, et. al, 2000, p. 144). At the same time, they want the flexibility to work when and where they want so they can pursue their outside interests. The differences in work ethic and work-life balance expectations often cause the most disagreement between generations. Assumptions can be made about ones productivity and loyalty to the company based on these two factors, so managers must develop policies that offer options for the differing needs of employees. They could do so by implementing options such as telecommuting, job sharing, varying starting and ending times, or condensed work weeks. However, managers must recognize that the current culture and norms might not support such a shift, so communication of expectations and training are essential. Crumpacker and Crumpacker suggest training managers on a performance management focus that measures not whether the employee is present at work each day, but whether project deadlines are being met and/or whether work products are being delivered in a timely manner (2007, p. 359). Motivation The uniqueness of each generation may cause individuals to react to different sets of motivators and rewards, while seeking to obtain varying experiences and benefits from their job (McDonald, 2008, p. 62). Thus it is essential for managers to understand those potential motivators in order to design jobs and empower employees for maximum motivation. The Matures, Baby Boomers, Gen X-ers, and Millenials motivators may vary with respect McClellands acquired needs theory. McClelland maintains that the need for achievement, affiliation, and power are acquired as a result of ones life experiences. Those who have a high need for achievement desire to be successful, while the high need for affiliation drives individuals to be liked by others and those who have a high need for power want to influence others (Bauer Erdogan, 2010, p. 103). The Matures tend to be motivated when their experience is recognized and utilized by the organization. This is an example of their need for achievement, as they have worked hard throughout their career to be successful and want their actions and knowledge be connected to the overall good of the organization. Contrary to many stereotypes, these individuals rated recognition as the most important value in their work life an attribute most often associated to Millennial workers (Laff, 2009, p. 20). In addition, their status and the loyalty they have had over the years to the organization may translate into their need for power. As stated previously, they have a very traditional view of management hierarchies and how age and gender fit into them. They may be uncomfortable, which in turn could affect their motivation, when that structure is compromised with the implementation of a flatter, more egalitarian, environment. The Baby Boomers are motivated when organizations value their competencies, reward productivity rather than longevity, and create a sense of community (Kupperschmidt, 2000, p. 70). These motivators reflect these individuals need for achievement, power and affiliation. The Baby Boomers need for power is most evident in their desire to have freedom from supervision and control over their own destiny. These individuals have a high need for achievement, apparent in their workaholic tendencies and the value they place on extrinsic rewards such promotions, titles, corner offices, and reserved parking spaces (Kupperschmidt, 2000, p. 68). At the same time, they have a need for affiliation, as they value team-based environments and building consensus in decision-making. According to a study by Jurkiewicz and Brown, the Matures and Baby Boomers did not differ significantly on any of the fifteen work-related motivational factors measured, including learning, leadership, advancement and salary ( 1998, p. 27). Individuals from Generation X differ more significantly from the previous generations in terms of motivation. They are motivated by the opportunity to learn new things, leadership responsibilities, and making a contribution using their unique skills. These individuals want to be challenged and have a chance to try a variety of tasks, demonstrating their need for achievement. According to a study by Harris Interactive, 52% of Generation X employees want pathways to personal growth, compared with 41% for Boomers and 29% for Mature workers (Huff, 2006, p. 28). Generation Xs need for power is illustrated in their need to control their environment, as they do not want to conform to organizational norms, but would rather have the flexibility to decide how and where to get their work done (Jurkiewicz Brown, 1998, p. 26). Generation X-ers are more extraverted, but place less importance on social approval than Boomers did (Twenge, et. al, 2010, p. 1125), thus their need for affiliation is no t as high as the previous generations. Millennials are confident, assertive, and achievement-oriented (Ballone, 2007, p. 11). They are looking for a flexible work environment where they can learn, while also having fun. However, their need for affiliation is not high, as they do not want to conform or seek social approval (Welsh Brazina, 2010, p. 3). These individuals expect that the organizations should provide for their needs and offer freedom to succeed, and in turn they will produce results. According to Ronald Paul Hill, Millenials are more likely to be motivated by individual development plans and evaluation criteria that allow them to personally measure and judge their successesà ¢Ã¢â€š ¬Ã‚ ¦Motivation has increasingly turned inward, and work is more about personal fulfillment and less about external rewards (2002, p. 63). Millenials are ultimately motivated by seeing a connection between their personal growth and the growth of the organization. Team formation, rewards, and types of feedback are also influenced by the generational differences in motivators. For instance, Matures prefer long-term teams with long-term goals, while Generation X enjoys short term teams with short term goals. Managers should also understand the generations expectations regarding feedback and adapt ones approach accordingly so miscommunication and misunderstanding do not occur. Boomers require little feedback to do their jobs well, whereas Millennials like and expect constant feedbackà ¢Ã¢â€š ¬Ã‚ ¦likely a result of heavy parental direction and involvement in their formative years (Glass, 2007, p. 101). In regards to rewards, there are also varying expectations. Matures seek personal recognition, while Baby Boomers want not just public recognition, but also tangible rewards such as raises and promotions. Generation X appreciates being rewarded with additional flexibility and Millenials want more opportunities to learn. We have seen this in our workplaces, as Baby Boomers often desire individual, public recognition for an accomplishment, while Millennials would rather be rewarded with a more challenging assignment. Understanding these generational differences in motivation is beneficial for managers as they seek to align policies and incentives with individuals values. Companies such as Deloitte, Sodexho, and Cisco have recognized this need and specifically trained their managers on developing and managing a diverse and multi-generational workforce. For example, Deloitte provides a series of internal executive briefings that aim to help leaders understand, and capitalize on, the generational diversity of its U.S. workers. These briefings include an overview of common motivators and rewards for the generations, including learning and development opportunities, role models and work/life balance for Millennials, skill development, real-time performance feedback, immediate, tangible recognition rewards, flexible work arrangements, and positive work environments for Generation X, and retirement planning assistance, flexible retirement options, training, and time off, including sabbaticals for the Ba by Boomers (Deloitte, 2010). Technology Communication channels have changed extensively over the decades and continue to evolve rapidly. As new technologies emerge, workplaces face a challenge in accommodating the comfort level and styles of the various generations. The Matures lived through the Great Depression and the production of the television while the Millennials have lived and breathed the Internet since they were born. Generation X-ers typically fall just short of the Millennials knowledge of technology and Baby Boomers often have a hard time embracing new technologies. In business, it is important to understand the different views that generations have on technology. Moreover, it is important to understand that technology affects everything from how generations communicate to how they learn. Understanding the diversity of technological capabilities and views of different generations can create a positive work environment, can attract the best and brightest of the younger generations and can create a team culture. Edward Cone explains in Bridging the Generational Gap that managers must recognize generational differences to head off potential conflicts and leverage the benefits (2007, p. 5). He further explains that best managers need to think about ways that involve everyone doing their best work, recognizing that one group cant be successful without the other (2007, p. 4). The Matures, now 64 years old or older, had very little exposure to the technologies that are used today. To put this in perspective, the first regularly scheduled television service in the United States began at which time the early part of the Mature generation was born. While most of these individuals are currently or will be retired within the next few years, technology has come a long way during their careers. A common misconception about employees from this generation is that they cant learn technology and refuse to give up the reins (Lancaster Cox, 2004, p. 3). However, many people from this generation are open to new technology, they just may not have the experience that some of the younger generations have. The Baby Boomers grew up in a time when technology was evolving and more advanced than the previous generation. Although these individuals are less likely to accept new technology compared to Millennials, the youngest generation (Waxer, 2009, p. 18), they are typically more tech savvy than the Matures. The Baby Boomer generations biggest downfall relating to technology is its inability to rapidly accept and embrace technology. In Leveraging Generational Work Styles to Meet Business Objectives Neil Simons writes, Boomers tend to have a limited view of technologys role in optimizing workplace efficiency; they tend to look at business systems as discrete integrated solutions designed to meet a specific need. Simons further explains, As technology systems continue to evolve, this generation must be open-minded about exploring the latest technology solutions (2010, p. 32). In such cases, it may be beneficial to team Baby Boomers up with Millennials to try to overcome the technology gap. Generation X tends to use technology more frequently than the Baby Boomers. Generation X-ers grew up during the rise of video games, the inception of the home computer and saw the Internet become used as a tool for social and commercial purposes (Simons, 2010, p. 32). This generation is typically more advanced than the Baby Boomers; however, they may still lag behind the Millenials in proficiency and acceptance of new technology. Generation Y, or the Millennials, is the youngest of generations in the workforce today and is the most savvy and knowledgeable as it relates to technology. During technological advancements during previous generations, images had simply transferred from the TV to the computer screen. A major shift did not occur until the widespread advent of the Internet in the mid to late 90s (Proserpio, 2007, p. 70). The learning style of the generation essentially changed from verbal to virtual. This is an important aspect of the Millennials as their learning styles differ from the previous generations. Managers that understand this trait of Millennials can more effectively teach them by understanding that, for example, the old training videos or manuals may no longer be sufficient. In Blending Technology and Tradition, Amato-McCoy suggests delivering training through MP3 downloads (2008, p. 50). Having grown up in a time with constant exposure to the internet, Generation Y workers also have a hi gh expectation of instant access to information and records. Unlike a time when communication was done via the US Postal Service, Millennials grew up communicating with instantaneous feedback and results. Text messages, social networks and emails all contribute to this expectation of transparency and immediate access to information and may cause these individuals to be impatient with generations who do not keep up. It is important for managers to understand the technological viewpoints and capabilities of different generations in order to share information more effectively and efficiently. An example of overcoming these differences is seen in the Suwannee River Managements record keeping system. Dianne Bell, records coordinator for the Suwannee River Management District, explains that, Engineers like paper, especially the older ones (Boomers). They want something they can hold in their hands when they go out into the field. But once some of the younger ones find out they can access documents from their PCs, they fall in love with our automated record management system and use it every opportunity they can get (Simons, 2010, p. 32). Another example of implementing new practices for younger generations, but allowing older generations to keep their same practices is how Virgin Entertainments employees communicate. Virgins employees communicate via text messages with younger generations, but via em ails and phone calls with the older generations (Amato-McCoy, 2008, p. 50). These types of practices are important because it allows the company to be at ease knowing their employees received important information in a manner that is the most comfortable to them. If, for example, the younger generation is more comfortable receiving text messages, they will check their cell phones more often. On the other hand, if the older generation is more comfortable receiving emails, chances are that they will be checking their email more often. Either way, organizations are getting information out to employees and customers in a timely manner, increasing productivity. One thing is certain; technology is not going away. In order for organizations to attract and retain young talent, they will need to continue to implement new technologies into their businesses. On the other hand, they also need to provide training tools and a culture of learning in order to increase previous generations comfort with technology. For example, Urban Outfitters uses instant messaging instead of emailing (Amato-McCoy, 2008, p. 50). Not only is this form of communication quicker, but it cut down on storage needs, allowing record archives to decrease. Zappos uses Twitter to run new ideas by its fan base as well as alerts to internal issues like outages (Amato-McCoy, 2008, p. 50). Conclusion: Designing a Successful Multi-Generational Workplace It is imperative for organizations to evaluate their current culture and policies in order to ensure they meet the needs and values of their multi-generational employees. If necessary, the generational differences in work values, desire for work-life balance, motivators, and use of technology which we have identified create opportunities for organizations to design various human resources policies and adapt their management styles to increase workplace satisfaction. These polices can encompass numerous areas including communication mechanisms, training and learning opportunities, rewards, and other benefits. To ease the implementation of such workplace modifications, it would be beneficial for organizations to train both managers and employees on the background and work attitudes of their diverse and multi-generational workforce. Betty Kupperschmidt encourages aggressive communication by managers: They must foster open discussions of what different cohorts are looking for in a job, what makes work rewarding, and what organizational factors attract and retain multigeneration employees (2000, p. 71). Since each individual sees their work values and experiences through their own framework, educating the workforce on the generational similarities and differences will aid in the recognition of these characteristics and development of a united corporate culture, rather than promotion of negative attitudes and stereotypes. As indicated previously, each generations use of and comfort with technology varies, so organizations should consider communicating important messages through multiple channels to ensure it reaches all workers. For example, an organization may use blogs, social networks, or instant messages to communicate to Millenials, whereas face-to-face meetings or memos may work better for Baby Boomers or Matures. We have seen this in our own companies with the communication of health insurance information via online tutorials, in-person classes, and distribution of hard copies. An organization should consider adapting training methods for each generation, as their learning styles also differ. Mangers should personally delivering information and education, possibly in lecture format, for the Matures, while Baby Boomers prefer team and consensus-derived information and technology is the best avenue for teaching Generation X and Millennials (Kupperschmidt, 2000, p. 72). Our companies accommodate these differences by providing both in-person and online training, so that individuals have the flexibility to choose. Most Baby Boomers and Matures take advantage of in-person training, while Gen X-ers and Millennials prefer the online training. Employees within each generation also have different preferences for the type and amount of guidance and feedback they receive; therefore managers may need to adjust their leadership and communication styles when interacting with and evaluating the performance of different generations. For instance, performance feedback at an annual review is often sufficient for both the Matures and the Baby Boomers, while more continuous feedback is appreciated by Millennials. In terms of leadership and guidance, the Matures prefer consistent, respectful and direct leadership, while Baby Boomers prefer a more democratic approach. Generation X wants more informal, yet results-oriented leaders, and Millennials seek collaborative, achievement-oriented and coaching type leadership. An example of tailoring ones style to such differences is given in our textbook, where a regional manager at Novo Nordisk Inc. would start each performance feedback e-mail with recognition of team performance, which was late r followed by feedback on individual performance (Bauer Erdogan, 2010, p. 35). A culture of learning could also be fostered by offering job sharing opportunities or possibilities for lateral movement. This would give employees from any generation an opp

Essay About Myself Essay

Have you ever wondered how can you identify yourself? In my view, to identify something as one‘s characteristic features is to take a look at something that has happened to the person and had some sort of an impact. For me, there are milion parts of my personality, but only few certain events emphasize the contrast between the kind of person I used to be and the way I am at present. First of all, I was a very isolated person in my early adolescence due to the loss of a close family member. Realising that someone I had loved and cherished would no longer be around, left an infinite emptiness inside as if the world would never be the same again and nothing would ever diminish the pain it had caused. So, as a ten year old, I had known all the techniques of how to avoid any kind of attention, for example, I would prefer to sit in the back row during classes in school or keep my head down so I would not make an eye contact with another person. Moreover, my outlook to the world was r ather negative and apathetic, so other people felt uncomfortable being around me since I would not accept their empathy and compassion. However, the discovery of a theatre troup in my school made a huge impact on my personality change. When I began my third-year in gymnasium, I had to choose between three arts classes: choir, painting or theatre. Since I most definetely was not gifted with melodic voice as well as with passion for a paintbrush, I had to select the third option which appeared to me as the most terrifying one. Surprisingly, it turned out to be the wisest decision I had ever made, although I still remember stumbling onto the stage for the first time, and it was embarrasing. But being around charismatic, fun, creative and positive people that were in my thetre group really influenced me. I learned from my troup mates how to look at the good side even of my problems, how to be optimistic about everything I do and this included my relationship with other people. Thus, I perceived the importance of being open-minded when I interacting with my peers, of accepting them the way they are, and trying to find something I like about everybody in order to make friends. In conclusion, my life has been marked by several major events that shaped my personality as it is now. Although one of them was heart-breakingly suffering and hard, I still managed to overcome the pain by finding an activity that put my mind at ease. As buddhists state, only three things matter in the end: how much  you loved, how gently you lived, and how gracefully you let go of things not meant for you.

Choosing Environment Essay Topics

Choosing Environment Essay Topics The Chronicles of Environment Essay Topics The primary aim of topic choice for a proposal essay is to show the idea can be put into place in practice. You always intuitively understand as soon as an intriguing essay idea is in fact the ideal idea for you. You may find that lots of the topics can be adapted to suit almost any sort of writing assignment. On the flip side, if you select a controversial topic you have very little interest in, you'll find it rather tricky to finish the assignment. Demands for the usage of the English language have increased over the last few years and globalization has caused many countries teaching English as a second language. English language classes usually demand a lot of writing. Another reason is to observe how well students argue on distinct views and demonstrate understanding of the studied subject. English has ever been the business language of the planet. Recent argumentative essay topics that are re lated to society is going to do. Colleges can tell whenever your essay is simply a form essay. In this kind of situation, it's more convenient to discover ready-made essays and use them as an example. Informative essays are somewhat more descriptive. New Questions About Environment Essay Topics Deciding upon an emotional topic is also an excellent idea. Practicing every day is important and has to be emphasized. When you are finished with your essay, you must not simply check it for spelling and grammatical errors, but nevertheless, it also has to be checked for logical fallacies. You're young, and you're most likely to make mistakes, just as I did. Inspiration to make your own advertising or media argumentative essay topics isn't tough to discover. You may use several examples on the net free of charge. For you to learn more about our services, take a look at the next information about our primary capabilities. In the event you seek an internet service to provide you the ideal essay topics in English, we're here to be at your services. Religious fundamentalism is an increasing threat to our society. Contribute your thoughts and people are certain to read! Your thesis ought to be relevant so the post can use a structure that's flexible in order to fit in the shoes of the readers. When you've got a completed outline, you'll have a step-by-step guide that it is possible to follow ti ll you are done writing. Following are various kinds of essay topics for students that are categorized in many sections so you can easily chose the topic in accordance with your need and requirement. You may continue to keep your argumentative essays for your upcoming job portfolio in case they're highly graded. Thus, for your coursework, you're want to have the very best ideas. Be attentive to the size it must be and get started writing the narrative essay outline. When students are writing their argumentative essays which have to find, read and analyze plenty of material to do good.

Exploring Everyday Life Throughout Contemporary American...

In 1999, James Gleick, exploring everyday life in contemporary American soci-ety, noted the â€Å"acceleration of just about everything†: love, life, speech, politics, work, TV, leisure, etc. With this observation he certainly is not alone. In popular as well as scientific discourse about the current evolution of Western societies, acceleration figures as the single most striking and important feature. But although there is a noticeable increase in the discourse about acceleration and the shortage of time in recent years, the feeling that history, culture, society, or even ‘time itself’ in some strange way acceleratesis not new at all; it rather seems to be a constitutive trait of modernity as such. As historians like Reinhart Koselleck have persuasively argued, the general sense of a â€Å"speed-up† has accompanied modern society at least since the middle of the eighteenth century. 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Symptoms And Treatment Of Bone Cancer - 903 Words

While there are different types of bone cancers, the symptoms for each are generally about the same with the severity varying with the size and location of the tumor (Upstate Medical University, 2014). The most common symptom is pain, which, in the case of cancers such as osteosarcoma, chondrosarcoma, and Ewing’s sarcoma, may occur in the arms, legs, and knees. The pain may start out as being infrequent and only occur at night or when the bone is in use. Over time, as the tumor grows, the pain will increase and become more persistent. The pain is often accompanied by swelling and sometimes even a palpable lump, depending on the location. Fractures can also result due to weakened and fragile bone where malignancy is present (American Cancer Society, 2015). As the cancer progresses, other possible symptoms include fatigue, unexplained weight loss, fever, night sweats, and trouble breathing (Upstate Medical University, 2014). If bone cancer is suspected, x-rays can be taken which may show key characteristics of a specific type of cancer. Osteosarcoma can often be identified by its classic â€Å"sunburst† pattern in radiographs. What makes up the pattern is a soft tissue mass accompanied by horizontal bony spicules extending out through the mass (Eisenberg and Johnson, 2012, p. 124). Chondrosarcoma can be seen on radiographs as endosteal scalloping with destruction of the compact layer of bone, and often contains a splotchy or shapeless calcification. Ewing’s sarcoma isShow MoreRelatedSymptoms and Treatment of Bone Cancer792 Words   |  3 PagesOverview Cancer has hundreds of different types. One of these types is bone cancer. Like most other types of cancer, if bone cancer is not found and treated, it can kill you. Bone cancer is defined as when you get cancer in your bone’s cells. There are two different types of bone cancer. It can be primary or secondary. 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Vegetarian/Vegan Documented Argument Free Essays

No Dessert until You Finish Your Vegetables A vegetarian lifestyle has been lived by a small portion of society for years for many different reasons. Most meat eaters do not agree with the views or lifestyle choices or vegetarians. In recent years, however, the practice of withholding from meat consumption has taken on new life mainly because of undeniable new proof of its health benefits and a changing social view that is gradually expanding to include the rights of animals. We will write a custom essay sample on Vegetarian/Vegan Documented Argument or any similar topic only for you Order Now In spite of its speedy growth, the vegetarian ideology remains a largely controversial subject for many Americans. Its sudden popularity in the peculator leaves many avid meat-eaters questioning the validity of Its benefits and struggling to defend their way of life which has been around since cavemen. While meat consumption in America is rising, vegetarianism is flourishing a surprising popularity of its own. A poll recently conducted by Time Magazine estimates that ten million Americans consider themselves to be vegetarians, and an additional twenty million say that they have â€Å"flirted† with vegetarianism sometime In the past (Corrals). A separate survey found that schools and universities are Increasingly offering meatless meals to their students in an attempt to keep up with the increasing demand among young vegetarians. In fact, in a recent survey of twelve to nineteen year olds, twenty percent of all the respondents and 28 percent of the female respondents described vegetarianism as â€Å"in† (Irvine). While many critics dismiss this appreciation for the idea of a plant-based diet as a short-lived social trend, that is hardly the case. Eating meat is a practice that causes numerous health risks and takes a significant toll on the environment, all at the expense of the suffering of Innocent creatures. Society as a whole would be better served In making a transition to a healthier, less violent vegetarian lifestyle. Such a change would leave the world a better place, benefiting our earth and our health as well as increasing our awareness of the world around us. One of the most important reasons for our society to accept vegetarianism is the damage that meat production causes to the environment. While most Americans don’t realize It, eating and producing meat inspires a wasteful misuse of the earth’s valuable resources, leaving an UN- occupy the earth, three times the number of human beings (Motivational). In the U. S. Alone livestock outnumber people twenty-five to one. The amount of room required to raise all these animals is massive (Corrals). In South America, about seventy thousand acres of rainforest’s are destroyed every day to make land for cattle to graze (Hurley 40), and the use of the land Is so Inefficient that It Is estimated that a single vegetarian will save an acre of trees every year. The large number of animals bred for food go to the bathroom at a rate of 87,000 pounds per second, or about 20 tons of manure per year for every U. S. Household, all of which is eventually routed to rivers ND streams. The problem is so bad that the Environmental Protection Agency has stated that animal feces â€Å"pollutes American waterways more than all other industrial sources combined† (Motivational). Modern farming methods also consume water and fossil fuels at an alarming rate. It requires only 2,000 liters of water to produce a in beef (Corrals). The amount of waste is disturbing. In his book The Food Revolution, John Robbins states â€Å"you’d save more water by not eating one pound of California beef than you would by not showering for an entire year† (Metallic). The production f meat also requires huge amounts of fossil fuel, consuming about eight times what it would take to produce a comparable amount of plant protein and about 30 times the fuel required to produce an equal amount of grain (Hurley). Ironically, the vegetable industry also wastes massive amounts of food. The amount of grain consumed by America’s livestock, about five times the grain consumed by humans in the U. S. , could feed 800 million people (Corrals). Jean Mayer, a nutritionist at Harvard, estimates that a reduction in meat consumption by the American people by Just ten recent would produce enough grain to feed 60 million people (Metallic), and former Environmental Minister of India Manage Gandhi is quoted as saying, â€Å"Were all of [the grain fed to livestock] consumed directly by humans, it would nourish five times as many people as it does after being converted into meat, milk and eggs† (Hurley 40). The problem is exacerbated by the fact that meat production is such an inefficient use of land, while a ten-acre farm could support 60 people growing soybeans or 24 people growing wheat, the same ten acres could support only two people raising cattle (Metallic). The case against eating meat is also strengthened by the overabundance of scientific evidence behind the health benefits of a vegetarian lifestyle. The premise that vegetarian diets are nutritionally lacking is a common misconception; however, the scientific evidence supports a conclusion to the contrary. The USDA and nutrition experts alike have praised vegetarianism for its health benefits (Hurley 39); in fact, research has shown that for many people the health benefits of a vegetarian diet may exceed that of those who eat meat. The most obvious reason for this is the potential that meat carries for contamination. Sixty percent of supermarket chickens are infected with salmonella, and in 1997 alone 25 million pounds of hamburger were contaminated with the E. Coli virus (Metallic). Mostly, however, vegetarian diets are endorsed for much more positive reasons. Studies have shown that the meat-free lifestyle is beneficial for reducing the risk of chronic diseases such as coronary artery disease, diabetes, and several forms of cancer (Corrals). Especially significant in today’s society due to the growing problem, is the diet’s potential for lowering the risk for obesity. According to the U. S. Government, 23% of Americans were obese as of the year 2000 (â€Å"Overweight Prevalence†). Plant-based diets have also been shown to aid in diabetics’ kidney and nerve functions. In addition, they may be a factor in the longer life spans evident in industrialized nations and, according to the International Congress on Vegetarian Nutrition at Loam Linda University, can â€Å"slow, and perhaps even reverse, age-related declines in brain function and in cognitive and motor performance† (Corrals). Alternatively, a large study has found that diets high in animal protein and lacking in Lana foods actually increased the risk for heart disease and cancer (â€Å"Meat-Free†). Dry. Caldwell Uselessly Jar. F the Cleveland Clinic asserts that our typical American diet, characterized by its emphasis on animal products, is the cause of 75% of the diseases in our country (Hurley 39). There have also been several findings in this area of particular interest to women. Studies have shown that soy foods, the most and reduce the hot flashes she experiences during menopause (â€Å"Meat-Free†). In addition, a study recently published in Contemporary BOB/GUN mai ntains that a low- at vegetarian diet can aid in the relief of symptoms of premenstrual syndrome such as â€Å"pain intensity, behavioral problems and water retention† (Correct). Cardiovascular disease, which kills more women than any other disease, can also be affected by a vegetarian diet, as the diet â€Å"leads to striking reductions† in cholesterol (Shadow’s). The common myth that vegetarian diets are nutritionally inadequate is largely untrue. Even the American Dietetic Association endorses vegetarianism: â€Å"A well-planned vegetarian eating style can be healthful, nutritionally sound, and beneficial for the prevention of certain diseases. One of the prevailing misconceptions is that the diet does not allow for all the necessary protein. The truth, however, is exactly the opposite; several vegetables – and soy products in particular – provide all of the protein that the body needs (â€Å"Meat-Free†). In contrast, the average omnivore actually consumes an amount of protein that greatly exceeds what is healthy (Hurley 40). Another concern is the lack of calcium in the diet, but this also proves unfounded. In fact, research has shown that while most American teens get far from enough calcium, vegetarian teens who include eggs and milk in their diet actually consume a more than adequate amount of the nutrient (Corrals). Perhaps the most important argument for vegetarianism is the practice of producing and eating meat. The process of giving life for the sole purpose of taking it away is extremely questionable from an ethical point of view. Author Michael Pollen wrote, â€Å"More than any other institution, the American industrial animal farm offers a nightmarish glimpse of what capitalism can look like in the absence of moral or regulatory constraint. † This is particularly true in the case of Cafes, Confined Animal Feeding Operations, sometimes also called factory farms. Conditions on these farms are so repulsive that Pollen writes, â€Å"To visit a modern CAFE†¦ Is to enter a world that, for all its technological sophistication, is still designed according to Cartesian principles: animals are machines incapable of feeling pain. Since no thinking person can possibly believe this any more, industrial animal agriculture depends on a suspension of disbelief on the part of the people who operate it and a willingness to avert your eyes on the part of everyone else. Male chickens born on a CAFE will be thrown into trash bags and left to die because they are of no value to a farmer Motivational). Those females unlucky enough to survive are packed six at a time into a crate no wider than a piece of paper. The stress soon overwhelms them, and most rub against the cages until they molt and bleed (Pollen); they would cannibalize the other animals but for the fact that their beaks are literally seared off at birth (Hurley). When a laying hen is about to die, she will be â€Å"force-molted† which means she is deprived of food and water for days at a time to force her to lay one last time before she dies. The mortality rate from stress alone at these farms is about ten percent, a umber so fixed that farmers will actually budget it into their production costs. Another example is that of the hogs raised for bacon and pork. Weaned only ten days after birth, baby pigs develop an oral fixation of sucking on the tails of the other pigs. The pigs in possession of the suckled tails are so depressed that they refuse to fight back, and the constant sucking and nibbling can easily lend the tail to infection. To remove the tail but to make the sucking so painful that the accosted pig will have no choice but to fight back. Pigs who don’t fight back and become infected or take ill are â€Å"clubbed to death on the spot† (Pollen). Some critics question the validity of reports of animal cruelty, citing government regulations and the Humane Slaughter Act, which was intended to guarantee the humane treatment of animals. Unfortunately government regulations are sparse and rarely enforced, and the Humane Slaughter Act applies only to the actual slaughtering process itself and offers an animal no protection from mistreatment up until the moment of death (Hurley 37). Additionally, the Act and even regular USDA inspections have had seemingly little effect on actual farm practices: animals are regularly skinned alive, and often â€Å"regain consciousness ruing slaughtering† (Motivational). There are strictly moral arguments against eating meat as well. In his critical essay â€Å"Why Friends Shouldn’t Let Friends be Eaten: An Argument for Vegetarianism,† author Jeff Jordan examines the issue of morality from a sociologically scientific standpoint: The morality of meat consumption also comes into question given the growing evidence that animals are capable of emotions very similar to our own. It is virtually inarguable that animals hold the capacity to experience fear, and most higher mammals and even some birds play in their youth and into adulthood. It might be surprising for some to learn that even grief has been observed among wild animals, especially at the death of a family member. Scientists have often seen elephants â€Å"trying to revive dead or dying family members† and even â€Å"standing beside the remains for many days, periodically reaching out and touching the body with their trunks. † Similarly, female sea lions have been seen wailing as their pups are eaten by predators. This evidence leaves little doubt in some scientists’ minds that animals have at least a basic understanding of the concept of death (Tangled). If this is the case, then Animal Liberation author Peter Singer makes a very valid point: â€Å"The question is not, Can they reason? Or, Can they talk? But, Can they suffer? † ( Pollen). Our very motivation behind meat consumption is also cause for moral concern. In a recent study appearing in The Journal of Social Psychology, researchers contemplated the fact that the â€Å"prominence of meat in the food system seems greater than its nutritional value; therefore, meat probably has a socially constructed value. à ¢â‚¬  It has been postulated in the past that meat may have a higher social connection with masculinity and power while plant foods are stereotypically associated with undermined weaker traits. The findings of the published study confirmed this theory: researchers found that â€Å"a more pronounced omnivore identity† was â€Å"associated with stronger social dominance,† and that omnivores tended to value social power where vegetarians â€Å"emphasized peace, equality, and social Justice. † The strong correlation suggests a desire to eat meat not Just for sustenance but also as a means of environmental control (Allen et al). Most major religions examine the concept of vegetarianism, and virtually all at least partially endorse it as a way of life. Buddha instructed his followers to abstain from eating meat, and in the Hindu Epic poem â€Å"The Inhabitant† followers who desire â€Å"good memory, long life with perfect health, and physical, moral and spiritual strength† are encouraged to consume only plant foods (Null 12). Even the Bible encourages a plant based diet: â€Å"Then God said, ‘l give fruit with seed in it. They will be yours for food† (Holy Bible: Gene. 1:29). In spite of the surplus of evidence that vegetarianism would be more beneficial to humanity, critics continue to voice their skepticism and, sometimes, downright disdain for the idea of forsaking meat. The website www. Inches. Net, for instance, poses the question, â€Å"If animals weren’t meant to be eaten, why are they made out of meat? † It is a question that Richard Corrals rightly counters, â€Å"One might ask the same of humans. † The fact remains that many of the opinions against vegetarianism are easily c hallenged. For instance, most opponents will maintain that meat is necessary for a healthy diet, and that it is only harmful when eaten in excess. The fallibility in this argument is that the average American eats two times the recommended amount of protein; it is almost always, at least in our country, eaten in excess (Corrals). The idea that farmers have an interest in keeping their animals healthy is also a falsehood. The plight of veal calves is a perfect example: these calves are treated so poorly that they must be medicated to keep them alive. Because of the way they are raised, they are usually too weak to walk and have to be dragged into the slaughterhouse (Hurley 38). Opponents also point to the food chain when attempting to contest vegetarianism’s way of life claiming that man is naturally on top of the food chain and that animals would be Just as susceptible to predators in the wild as they are on a farm, if not more so. Pollen argues against this point :†Do you really want to base your morality on the natural order? Murder and rape are natural, too. Besides, humans don’t need to kill other creatures in order to survive; animals do. † There are also those who argue that man, who secured his position at the top of his food chain with his powerful intellectual capabilities, has an inherent right to consume the flesh of other animals. While man is indeed intellectually superior to his fellow beings, his intelligence should not be Justification for harming those less fortunate than himself. Just because one man is less wealthy than another goes that give the wealthy man the right to think he is better than the poor man? I have experienced first hand not only a vegetarian lifestyle but a vegan lifestyle. As a vegan I restrained from eating any animal products including all types of meat, dairy products and even honey. If I had a dollar for every time someone tells me that I don’t get enough protein in my diet I would have enough money to buy the entire meat industry that is telling me my way of life is wrong. As a vegan I obtained all of the necessary nutrients my body needed in a more healthy way than most meat eaters. I get protein from beans and other legumes. I also drank raw, vegan protein shakes which gave me more protein than a normal serving of dairy protein shakes. Contrary to mainstream belief, I never felt run-down or sick during my time as a vegan. In fact, I quickly noticed a boost in my energy and metabolism when I made the switch from omnivore to herbivore. I was digesting food quicker and I started sleeping better. Along with the physical benefits, I also noticed that I was happier. I had a more sane mentality and my confidence went up. My friends and family were amazed at how well I was dealing with giving up meat. I didn’t have a hard time at all. Most people think that if they make the switch to vegetarian that they will have terrible cravings for meat. While somewhat true, my meat cravings went away quickly and after almost a year of being vegetarian the thought of meat now makes my lifestyle. The benefits are innumerable and obvious. Anyone trying to lose weight will be amazed how quickly the fat sheds and is much more easily replaced by lean muscle. My personal experiences are defense enough for me to prove that anyone can benefit from a vegetarian lifestyle. I am still a vegetarian and I do not intend on owing back to meat. How to cite Vegetarian/Vegan Documented Argument, Papers

Mexican Red Kneed Tarantula Essay Example For Students

Mexican Red Kneed Tarantula Essay Mexican Red Kneed TarantulaThe Mexican Red Kneed Tarantula is also called the Mexican Orange Kneed Tarantula. Its scientific name is the Barachypelma Smithii. They live along the Pacific coast of Mexico in scrubland and dessert, also in South Africa. They can live to be about 10 -25 years old. They can weight anywhere between 0.06-0.19 pounds, and their length is 5-5.5 inches. They are very territorial and live in their burrows where they spend most of their time. Their bodies are black with bright red knees and are covered with tiny hairs. They have eight legs, but six are used for walking. The other two are used for catching prey. At the end of their legs are palps that allow them to smell, taste, and feel. They have eight eyes that enable them to see from front to back. Their eyesight is not that good so they have to rely on their sensitive leg hairs for guidance. They are connivers. They eat insects, fuzzy mice, anoles, and other small lizards. In order for them to eat these things they must inject them with venom and venom liquefies it so the tarantula can suck outs its fluid. It has to do all this because it cannot digest its food. They are also nocturnal. Mexican Reed Kneed Tarantulas breed when they are about two years old. After they mate, the female may eat the male. The female can lay anywhere between 400 to 1,000 eggs between July and September, after the rainy season. The female will make a silk cocoon, which the eggs are laid in. Then the female will seal the cocoon until they are ready to hatch, which takes 2-8 weeks. Once they are hatched they leave the web and go live on their own. Their kingdom, phylum, class, order, family, genus, and species are; Animalia, Arthropoda, Arachinda, Theraphosidae, Brachypelme, and Smithii.