Egalitarianism and the Cash Economy among the Central...

Egalitarianism and the Cash Economy among the Central Kalahari San Jiro Tanaka’s research on the Central Kalahari San explored the changes in the San society and determined the overall effects on the culture. Tanaka looked at a group of people who had recently switched from a hunting and gathering existence to a more sedentary way of life. She found that though there were differences in the everyday lives of the San, they were able to preserve their language, cultural identity, and egalitarian ideals. Tanaka attributes the changes in the San society to influences by the government and Christian missionaries in the 1970s. Tanaka’s research, which occurred in the 1980s, found that the San’s views on labor, the way goods were†¦show more content†¦This also meant that goats, horses, foodstuffs, clothes, cooking supplies and other goods took on a new monitory value. It also created economic inequality amongst the group because it was possible for some members to have more money than others. The idea of being paid wages for work also changed the San’s conception of labor. Before the existence of wage labor, work such as hunting and gathering, caring for children, performing household chores, etc. was inseparable from play. However, when wage labor was introduced, it became a separate activity, which separated one person’s skills from another person’s abilities. Many of the features of the modern San society as explored by Tanaka seem to undermine the egalitarian ideals. However, Tanaka found ways in which the San were able to preserve their system of equality. One such example is in the hunting process. The bow-and-arrow method allowed even those who did not kill the animal to share in the hunting by making or receiving the arrow. However, the equestrian system meant that only those who could afford horses could hunt, and it became difficult to distribute meat amongst such large settlements of people. Perhaps in response to this, Tanaka found an increase in popularity of spear hunting with dogs. Though this method was not as efficient as equestrian hunting, it allowed the San to distribute the meat more equally. Tanaka

Football Accident Free Essays

Period 5 11/1/12 Unthinkable When I look at my life, and I think about the hardest things for me to overcome, I would have to say, the ultimate being, telling my mother and father that I would be sitting out of football my senior year of high school. Most would say how could this possibly be something that you would find challenging, but then you don’t know my mother and father. I started playing sports, football, in particular, at the age of 7. We will write a custom essay sample on Football Accident or any similar topic only for you Order Now I was kind of a chunky little kid, even had a funny gait when I ran, but you couldn’t tell that if you talked to my parents. To my mom and dad, I was a superstar. I started playing flag football through the YMCA program, and then moved up to Pop Warner. Here’s the crazy part. My mom or dad came to every practice, and every game, rain or shine. I think I was the only kid that knew one of my parents would be on the sidelines, whether at practice or a game. Now to be honest, those were tough years for me, as most times, my parents would be watching me sitting on the bench, because I did not get to play very often. During those years, I put on a brave face and never let my parents know how embarrassed I was and how I felt I let them down. The crazy part was, when my parents met with other player’s parents, they talked about me like I was the star of the team, never made me feel bad for not playing in a game. Again, come rain or shine, they were always there for me. Those were tough years for me. Every coach found a reason why I just wasn’t ready to be a starting player. Then something really incredible happened during my 7th grade year. This didn’t start off incredible, in fact, it was quite humiliating. Everyone that wanted to try out for the 7th grade football team met after school one day. Here were all the players and parents that I had been playing with for the last six years, and as the kid that sat on the bench most of the time, you can imagine, I was the odd man out. All these parents bragging about their own kids, the great plays, the touchdowns, but there stood my mom and dad, proud as ever. They were with their superstar. As the three of us stood there together, my father later told me that it was one of the most intimidating days he’d had in a long time, looking at the parents of the kids that got to play. My mother told me to do the best I could do, and my day would come. My dad always said because he wasn’t a coach or assistant coach on these teams, I didn’t get a fair chance, but in my heart, I just didn’t think I was a great player. Good, yes, but not great. Tryouts came and went, and once again, I assumed I would be a bench warmer. As I said earlier, this turned out to be an incredible year, and something happened that I never expected. Now that I look back, I still have to ask myself, â€Å"Did that really happen? †   Ã‚   All of the kids I played football with throughout the years were, of course, picked for the starting positions. Some of these very kids have made headlines in the last couple of years, but let’s get back to me. One cold dark evening, my Hedrick team was playing the Talent Bulldogs and one of the kids that normally played the wide receiver position was sick that day. The coach asked me to step in and give it a try. I can’t describe the butterflies in my stomach. My hands and knees shook and my heart began to race. I finally was given a chance and I was terrified. Well, guess what? Not only did I catch the ball and run it in for an 80 touchdown yard touchdown, but I did this game and game again. After gaining the starting wide receiver position, I gained the starting linebacker position and proved my dominance once again on the field. At the end of the season, I was voted Most Valuable Player for both offense and defense for not only junior varsity but for varsity as well. Now, with that said, you can only imagine my parents. Their son going from a bench player to the number one player on both teams. My parents would run down the sidelines, whooping it up as I ran the ball. They finally had the superstar they’d been waiting for. Over the next few years, my playing improved, and I had moved to high school ball. Playing varsity for north as a freshman, and just like before, my parents did not miss a practice or game, even if it meant driving a few hundred miles. My parents and especially my dad kept waiting for my next big break, my time to shine. Then in my junior year, I found myself transferred to a new school, tried out and actually made the Varsity football team. My parents were so proud of me, and I was proud of myself. I don’t know who was more excited, me or my parents. My parents were on Cloud Nine, talking about nothing but football and Friday Night Lights. It was an exciting time of my life. The coach tried me out at Outside Linebacker, because of my speed, strength, and my ability to get around the offensive line. Then the unthinkable happened at practice. I was sent in on a blitz, and hit the offensive lineman with my shoulder. It felt like my arm had been ripped from its socket as I writhed on the ground in pain. The trainers ran over and rushed me to the hospital. I never would have guessed in a million years what a fateful day that would be. My shoulder was completely out of its socket, the tendons and ligaments torn. The most important year of my life had just been stripped away from me. Not only was surgery required, but months of physical therapy. My orthopedic doctor told me I could no longer play football without risking irreparable damage. I never told my parents this, and the doctor never told them. I kept that dream of Friday night lights in my parent’s hearts until I should have been signing up for football camp. This is when I had to tell them what the doctor said, and there would be no football in my life, no letter, no photos, and no glory. To me, this was the hardest day of my life. On this day, I knew I was breaking my parent’s hearts. Everything they had looked forward to for my senior year of football was gone. I played the game, but they had lived the sport. Something died this day, maybe just a dream of mine, but it seemed so much more. Like a part of me was left on the field that sad day that I suffered my injury. To this day I day dream of the achievements I could have over came if I had no suffered that injury. Maybe one day when I have kids I will be able to live my football career through my future son†¦ but until that day comes I’m stuck watching in the stands How to cite Football Accident, Essay examples

Have Faith in Yourself free essay sample

I dont think anyone is going to send you money, Jessica, people just arent that kind, said my mother, who doubted my entire endeavor. I was shocked and taken aback by such a comment. But youre wrong. People are kind, and there has to be at least one person who will be generous enough to send me money, I argued. My mother sighed and shook her head. Last fall I sent 200 letters to businesses, doctors and friends asking for sponsorship so I could attend the National Youth Leadership Forum on Medicine. Everyone doubted my efforts and I heard every excuse why people would be too busy to help me. Its a bad time of year. The holidays are right around the corner, said my grandma. These people dont even know you.Do you honestly think a stranger will send you money? asked my friends.Why put yourself through all this disappointment. We will write a custom essay sample on Have Faith in Yourself or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Just forget it,said my grandfather. I decided not to listen. The best thing I could do was attend the Forum and learn more about my future career I waited weeks for my first response, which came from a bank. I was thrilled to see a letter on the dining room table and tore it open. Dear Jessica, it read. At this time our bank does not offer aid to students, but we wish you luck and success in your project. My heart sank. I was rejected. I grasped the chair and looked at my grandpa. Well? he asked. He should have been able to tell from my disappointed face. Here, I said, as I handed him the letter and trudged upstairs to my room. I flung myself on my bed and sulked. But then I realized what I was doing. Dont get depressed over this, I thought. Its only one rejection. Cheer up. Someone will send you money. I rushed home every day the next two weeks. As soon as I was in the door, I yelled, Any mail for me? I usually heard, No mail, Jess, and my hopes plummeted more every time. With the deadline approaching, I had no money. I was starting to face the truth I was wrong. I was floating on a cloud of false hopes and silly dreams. I wouldnt get the money I needed. People are heartless. But one day, I came home and heard four beautiful words,Jessica, you have mail. I had not one letter but two. I opened them to find each had a check for $50. My faith was restored and my hopes skyrocketed.I was $100 richer! I jumped around the room, hugging and kissing my parents. Some people really cared. The cash flow didnt stop there. I ended up with nearly half the tuition and was able to pay the rest myself to attend the Forum.I also received more rejections, but it didnt bother me. I learned that rejection is part of life and Ill always have to deal with it. This fundraising experience taught me so much I have the strength to persist and giving to people is important. When I see people trying to raise money, I offer whatever I have to make their work a little easier.

Motivating Employees as the First Step to the Organisation Growth

Introduction The success of any organisation depends solely on the contribution of the employees. Employees are the most essential element of an organisation, and thus managers should put the needs of the workers ahead of theirs in order to ensure smooth running of an organisation. Motivating employees is the first step to ensuring that they give maximum contribution to the growth of an organisation.Advertising We will write a custom essay sample on Motivating Employees as the First Step to the Organisation Growth specifically for you for only $16.05 $11/page Learn More There are various ways of motivating employees, which include good salaries and remunerations, promotion, recognition and rewarding, leadership style, and off-duty times among other benefits. However, different cultures dictate different ways of motivating employees. Diversity in the world cultures directly relates to differences in the organisational cultures in different parts of the wo rld. For instance, the workaholic Japanese culture is different from the American working culture of almost eight hours a day. Hence, a Japanese employee is motivated in a different style from an American employee, who does not work for long hours. Employees are human beings and so are the organisational managers; therefore, managers should always respect their rights at all cost for the benefits of the organisational success. According to the international labour treaties, employees have the right to demand better working conditions, and if not provided by the employer, they can take the matter to the industrial courts. However, some nations do not adhere to that legal requirement; instead, they have their own labour laws that deprive employees of the right to demand better working conditions. Such nations put much attention to economic growth, which they achieve while retaining poor GDPs for employees are economically poor. Among such nations are China and the UAE that stress on e mployees’ contribution while on the other hand they pay low salaries and deprive them the right to ask for more from their employers. Literature Review According to Lipman (2013), a management and corporate life writer at Forbes, there are five ways to motivate and five ways to de-motivate employees. Factors that motivate employees include aligning employee’s economic interests with the performance of the organisation. Daft (2008) notes, managers should understand that an organisation achieves good performance from employees’ contribution, and thus the management team should offer incentives for workers’ contribution. Lipman (203) feels that this move would allow employees to feel part of the company’s success and hence motivate them to work harder in the future. In addition, managers ought to take interest in the future growth of the employees’ career. Employers who mind about the direction of career of their workers makes them feel motivat ed.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to the Kuwait Times (2013), most of employees in Kuwait offer career development programs that motivate employees and make them feel part of growing organisations. It is interesting to know that organisations that offer career development programs to their employees give way to innovation and quality production, and hence are more competitive than those that do not offer such opportunities to their employees (Kuwait Times 2013). Willmore (2009) is of the opinion that managers and employers should uphold work-life balance in their employees’ lives. This factor reminds the employers that employees are humans with greater life responsibilities beyond their contribution to the organisations that they work for, and thus their lives should be respected. Doyle (2005) adds that respecting employees’ lives requires that they have enough time to spearhead other responsibilities that lie ahead of their lives. According to Podmoroff (2005), this move may appear as a small gesture to an organisation, but it has a remarkable impact to the overall growth of an organisation that depends on the contribution of the employees. Kehoe and Alston (2007) emphasise that employees appreciate working with an employer who understands their lives beyond the scope of the organisation. For instance, managers should send representatives to employees’ family functions such as weddings or funeral ceremonies. Managers and employees should have effective industrial management skills in their organisation for this requirement, according to Lipman (2013) is a crucial element of ensuring good relationship between employees and their employers. Kehoe and Alston (2007) add that industrial management offer platform for dispute management within an organisation and emphasises on the establishment of effective communication chan nels in an organisation. In any working environment, there has to be issues that demand deliberation between employees and their employers. Hence, it is important for employers to listen to employees whenever they have issues that call for attention. The most effective way of ensuring effective communication, according to Daft (2008), is the establishment of flat communication structure that does not demand hierarchical protocols. Protocols often frustrate employees’ efforts to have managers listen to their grievances and thus it is prudent for managers to lessen them for communication purposes. Employers and managers ought to treat their employees in a respectful way, as they would like to have them treat them back (Doyle 2005). Employees are often very respectable persons and hardly do they offend their managers and employers. On the other hand, managers and employers are not often respectful to employees and they often mistreat them. This factor requires that managers and employees be respectable persons to their subordinates, who in this case are employees, and treat them in a respectable manner.Advertising We will write a custom essay sample on Motivating Employees as the First Step to the Organisation Growth specifically for you for only $16.05 $11/page Learn More On the other hand, according to the Lipman (2013), factors that de-motivate employees include abuse of managerial or supervision positions by managers and supervisors over their subordinates. This trend has an inverse relation with the fifth factor of motivating employees. This analogy applies in all areas where human relations apply and especially in the working conditions. A humble supervisor gets along well with his or her subordinates, and on the other hand, an arrogant supervisor always has problems with subordinates (Daft 2008). Arrogant supervisors and managers do not take matters related to their subordinates seriously, and hence thus they annoy the employees. On realising that they ignore their matters, employees tend to use other ill mechanisms for retaliation, which include go-slow protesting and striking among others that lead to poor performance of an organisation. Hence, managers and supervisors should avoid abusing the powers bestowed to them over the rights and needs of their subordinates. Shallal (2011) notes that managers often take advantage of a successful project of an employee, which often takes place in innovative projects, whereby employees work tirelessly in ensuring that they develop a product that will boast competiveness of an organisation. After a successful breakthrough, the project receives credit and often some managers take credit as theirs, which really should not belong to them. Willmore (2009) warns that such an action is humiliating and unethical, and often demoralises the employees hence they fail to exercise their innovativeness for fear of denial of their credit by their bosses. In addition, mana gers and supervisors often lose temper, hence de-motivating their subordinates. Willmore (2009) holds that loyalty belongs to the persons that are capable of retaining their temper even at difficult situations. Losing temper is a clear indicator of dictatorship and pride and thus managers and supervisors should avoid it at all cost. It is difficult for an individual to think outside the box after losing temper and thus difficult to develop solutions to the pressing problems. Employees feel humiliated and demoralised when associating with a tempered boss as it is difficult to reason with him or her when a problem arises (Migrant Forum in Asia 2009). The failure by managers and supervisors to stand up for their subordinates or organisation when under an external attack causes de-motivation to employees.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Employees should enjoy the protection of an organisation provided the threat under question is beyond the control of an employee. For instance, an organisation should take responsibility of an accident case involving its vehicle, but not leave it on the hands of the driver. Failing to take responsibility would de-motivate the driver and worst still the reputation of an organisation to the public. Lastly, failure by managers and supervisors to praise their subordinates after doing a commendable job causes de-motivation. Kehoe and Alston (2007) posit that human beings like praises when it is due and they work hard to achieve it whenever there is an opportunity. Working environments offers numerous opportunities for praises, and thus employees work hard for praises from their bosses after making great achievements. After great achievements, bosses’ failure to recognise and praise the workers greatly-demoralises them and worst still leads to inferiority complex. Therefore, Podmor off (2005) insists that it is important to acknowledge employees’ achievements for it motivates them to work harder for more praises, which translates to improved performance of an organisation. Immigrant Women Employees in UAE Policies governing rights of women immigrants Over the recent past, there have been numerous cases of poor working conditions of women immigrants and abuse by their foreign employers in the United Arab Emirates (UAE). The introduction of the international law in 2004 intended to curb the ill behaviours of employers who abused the rights of immigrant women workers. The UAE is an Islamic cultural region and thus its culture does not allow women to exercise some rights as men do; hence, conflict between employers and immigrant women workers, especially those belonging to different religions and cultures. The UAE Ministry of State and Federal Council Affairs (2008) published a report on the development of the UAE in the handling of women in social affairs after the region ranked 29th among 177 nations. The report titled â€Å"Women in the United Arab Emirates: A Portrait of Progress† outlined the developments and challenges that faced status of women in the region (Omair Katlin 2009). According to a report, by Migrant Forum in Asia (2009), submitted to the Committee on Elimination of Discrimination against Women, more that 70 per cent of women workers in the region are immigrants with Philippines leading with the highest number. The majority of migrant women secure employment as domestic staff in the UAE region. However, the secluded environment that surrounds their work exposes them to the abuses of their employers. Their employers often abuse them â€Å"sexually, withholding their passports, physical abuse and assaults, mobility restrictions, and deaths in the worst-case scenarios† (Migrant Forum Asia 2009, p.7). Victims lack access to justice due to lack of a legal frameworks that deal with such cases in the region. The aforementioned report, acknowledged some notable progress in the way government dealt with cases involving abuse of women immigrant workers by their bosses. However, foreign states had pressured the government to offer legal mechanisms that offer protection to their citizens who worked in the region. Since the introduction of laws that allowed women immigrants the right to transfer employers under valid contracts, cases of abuses have reduced significantly. Issues surrounding women migrant workers in the UAE Exclusion from labour law Unfortunately, the UAE labour legislations do not recognise migrant house servants. However, they fall under the Ministry of Interior, in the Department of Immigration. The exclusion from the labour laws deprives them of the right to demand labour justice in the industrial courts, which seems as slavery for employers take matters on their hands without fear of the law. Domestic workers are important employees for their services allow employers to a ttend to other economically positive affairs. Hence, employees need the government’s protection just like their employers (Dhal 2012). The government ought to ensure that domestic workers have access to good working conditions. The Migrant Forum Asia (2009) suggests that employees should have good houses, access to communication facilities, mobility rights, and regular inspection of their working conditions. These elements would motivate domestic workers to give their best to the needs of their bosses for there would be a good working relation between the two parties. Temporary labour migration The international labour law allows for easy transfer of employers without deportation; however, the UAE banned the law claiming that domestic workers could become intolerable if allowed to transfer freely from one employer to another. The argument is valid for the sake of security of both the employee and employer, but places a domestic worker at a highly vulnerable position to the ab use of an employer (Suliman Al-Sabri 2009). The government ought to find ways of regulating the movement of domestic workers and allow them to change their employers freely in case of dispute. A corporate employee has the freedom to transfer at will regardless of the nature of existing relationship between him or her and the employer. Hence, the government should extend the same requirements to a domestic worker who is equally important as the corporate worker for the development of the region. Shockingly, skilled domestic workers such as teachers, nurses, and graduates are exempted from some restrictions, which indicates a high level of discrimination and worst still a growing level of slavery in the region. Human Trafficking and Illegal Recruitment There has been a rise in the number of unscrupulous employment agencies associated with the UAE employers in third world countries across Africa and Asia. These agencies take advantage of the economic status of women and promise good w orking conditions in Dubai and Kuwait among other prestigious parts of the UAE. Worst still, these agencies do not comply with the international labour movement agencies that require them to undergo safety screen before conducting their business. Human trafficking is a serious crime across the UAE; hence, those agencies do not assure their victims of foreign safety, and thus they simply damp insecure workers at the hands of employers and never care about them afterwards. Regrettably, those agencies pressure the migrant women to surrender their travelling documents to their bosses, and thus losing contact with their contact individuals and embassies. Additionally, there have been cases of illegal border crossing into the UAE whereby illegal employment agencies channel their victims through into the region. Conclusion and Recommendations Workers require motivation for them to give maximum contribution to the welfare of an organisation. On the other hand, employers should not consider efforts that would motivate their employees as a burden, but rather as an investment worth venturing for the benefit of an organisation. Employees are human beings and just like their employers and bosses they deserve human respect and dignity at all cost. In addition, employers should ensure that employees have a sense of belonging to the welfare of an organisation. Hence, they are part of an organisation’s success, and thus the employers should reward them for contributing to the success of an organisation by offering them incentives among other benefits. Such a move would enhance employees’ motivation and hence they will offer greater contributions to the success of an organisation. In recommendation, employers should value their employers in the same way that they want to be valued. Governments also should contribute in enhancing good employee-employer relationship by introducing laws that prohibit discrimination and abuse of employees’ rights. The governmen ts, at all levels of employments, should enhance industrial relations so that employees may have a right to demand their rights through legal framework mechanisms. In the case of the UAE, migrants need protection through legal mechanisms, and thus respective governments across the region should enact laws that govern workers’ rights at the hands of local employers. For employers who defy labour laws, the government should punish them decisively for they do not only tarnish the image of the UAE in the international arena, but they destroy international relations with the countries where migrant workers belong. Reference List Daft, R. 2008, The leadership experience, Cengage Learning, Mason. Dhal, S. 2012, Employees who employ dirty tricks. Web. Doyle, S. 2005, The manager’s pocket guide to motivating employees, HRD Press, Amherst, MA. Kehoe, D. Alston, D. 2007, Motivating Employees: 25 action-based articles showing you how to engage your people in peak performance, McG raw Hill, New York. Kuwait Times 2013, Work life balance ‘most motivating factor’ for employees in Kuwait. Web. Lipman, V. 2013, 5 easy ways to motivate- and demotivate- employees. Web. Migrant Forum in Asia 2009, Women Migrant Workers in the UAE: not quite in the portrait. Web. Omair, C. Katlin, G. 2009, ‘Women executives; Gender; Clothing; Middle East. Gender in Management’, An International Journal, vol. 24 no.6, pp. 412-431. Podmoroff, D. 2005, Three hundred and sixty-five ways to motivate and reward your employees every day– with little or no money, Atlantic Publishing Company, Florida. Shallal, M. 2011, ‘Job satisfaction among women in the United Arab Emirates’, Journal of International Women’s Studies, vol. 12 no.3, pp. 114-134. Suliman, A. Al-Sabri, N. 2009, ‘Surviving through the global downturn: Employee motivation and performance in healthcare industry’, The open business journal, vol. 9 no. 2, pp. 86-94. UAE Ministry of State and Federal Council Affairs 2008, Women in the United Arab Emirates: a portrait of progress. Web. Willmore, J. 2009, No Magic Bullet: Seven Steps to Better Performance, American Society for training and Development, Alexandria. This essay on Motivating Employees as the First Step to the Organisation Growth was written and submitted by user Jillian Q. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Project management Essay Example

Project management Essay Example Project management Essay Project management Essay Monitor Manpower efficiency wastage of material. ? Monitoring of site implementation following the checklist provided by Client. ? Review Drawings, Specifications and co-ordinate all necessary inspection during course of job. ? Assist in technical meetings with Client when needed. ? Required Material deliveries on site properly. ? Site visits to check the quality of work. ? Analyzing Logistical problems and producing new solutions. ? Maintain and provide records and reports. Plan and implement all activities for acquiring supplies, services, tools, equipments and material as required to support contract operations. ? Joint survey with Client to evaluate additional item to review the progress of work. ? Providing technical support to Sub Engineers / Supervisors if required. ? Analyze Survey reports, As-built drawings and other geological data o plan the Projects. ? Supervision of Site binders preparation and documentation. ? To make sure the successful PAT and Quality Checklist during PAT. ? Manage daily activities related to Engineering works. Quality check of all civil works prior to forwarding inspection request to Consultant. ? Work with Finance Department to ensure the smooth flow of finance for the Projects. ? I am responsible for the day-to-day oversight of the Contractor to ensure compliance with the terms, conditions and requirements of the Contract. ? Handling of Contractor’s workers issues. ? Ensure the Acceptance or Unacceptability of services/materials/equipment required under the Contract by the Contractor. ? Monitor Contractors performance to ensure quality of service. Development of policies, procedures and goals for area of responsibility. ? Supervising tendering procedures and putting together proposals.FEBRUARY 2005 TO SEPTEMBER 2005 COMPANY: LCC Siporex LOCATION: Riyadh – Saudi Arabia DESIGNATION: Sales Engineer PROJECT: Sales PRODUCT: Light Weight Blocks and Panels RESPONSIBILITIES: ? Responsible for development and delivery of product demonstrations. Responsible for representing the product to customers and at field events such as conferences, seminars, etc ? Able to respond to functional and technical elements of Product. ? Able to convey customer requirements to Product Management teams. ? Able to travel throughout sales territory. ? Developing and growing long-term relationships with customers. ? Persuading clients that a product or service best satisfies their needs in terms of Quality, Price and Delivery. ? Analyzing costs and sales. ? Supporting marketing activities by attending trade shows, conferences nd other marketing events. ? Supervising and helping in the Design / Drawings of custom-made products. ? Recording and maintaining client contact data. FEBRUARY 2004 TO FEBRUARY 2005 COMPANY: AMAQ Contracting Company LOCATION: Riyadh – Saudi Arabia DESIGNATION: Site Engineer PROJECT: Building Construction RenovationCLIENT: Riyadh Bank Samba Bank RESPONSIBILITIES: Liaise with drafting coordinator for detail drawing preparation. ? Assigning of duties to Supervisors, technical staff labors. ? Negotiating and coordination skills with Consultant, colleagues and contractors. ? Making judgments and solving problems. ? Managing budgets and other project resources. ? Compiling, checking and approving reports. ? Adopting all relevant requirements around issues such as building permits, environmental regulations, sanitary design, good manufacturing practices and safety on all work assignments. Ensuring that a project runs smoothly and that the structure is completed on time and within budget. ? Managing change, as the client may change his or her mind about the design, and identifying, formalizing and notifying relevant parties of changes in the project. ? Ensuring the quality of workmanship. ? Dealing with the logistics of materials, equipments etc used on site. ? Conveying of Material demand to Purchase Department. PROFESSIONAL INTERNSHIP: DECEMBER 2002 TO DECEMBER 2003 COMPANY: JHC (Pvt) Ltd.LOCATION: Multan – Pakistan DESIGNATION: Trainee Engineer PROJECT: Mosque Construction CLIENT: Bahauddin Zakariya University RESPONSIBILITIES: ? Estimation of Brick Work Concrete work. ? Checking and implementing various shop drawings. ? Submission of monthly progress report to Site Manager. ? Review Drawings and specifications to coordinate all necessary inspection during course of job. ? Perform any other duties as directly assign by the Site Manager.

Countries of Central America and the Caribbean

Countries of Central America and the Caribbean Central America is a region at the center of the two of the American continents. It fully lies in a tropical climate and has savanna, rainforest, and mountainous regions. Geographically, it represents the southernmost part of the North American continent and it contains an isthmus that connects North America to South America. Panama is the border between the two continents. At its narrowest point, the isthmus stretches only 30 miles (50 km)Â  wide. The mainland portion of the region consists of seven different countries, but 13 nations in the Caribbean are also normally counted as a part of Central America. Central America shares borders with Mexico to the north, the Pacific Ocean to the west, Colombia to the south and the Caribbean Sea to the east. The region is considered part of the developing world, which means it has issues in poverty, education, transportation, communications, infrastructure, and/or access to health care for its residents.The following is a list of the countries of Central America and the Caribbean arranged by area. For reference the countries on the mainland portion of Central America are marked with an asterisk (*). The 2017 population estimates and capitals of each country have also been included. All information was obtained from the CIA World Factbook. Central America and the CaribbeanCountries Nicaragua*Area: 50,336 square miles (130,370 sq km)Population:Â  6,025,951Capital: ManaguaHonduras*Area: 43,278 square miles (112,090 sq km)Population:Â  9,038,741Capital: TegucigalpaCubaArea: 42,803 square miles (110,860 sq km)Population:Â  11,147,407Capital: HavanaGuatemala*Area: 42,042 square miles (108,889 sq km)Population:Â  15,460,732Capital: Guatemala CityPanama*Area: 29,119 square miles (75,420 sq km)Population:Â  3,753,142Capital: Panama CityCosta Rica*Area: 19,730 square miles (51,100 sq km)Population:Â  4,930,258Capital: San JoseDominican RepublicArea: 18,791 square miles (48,670 sq km)Population:Â  10,734,247Capital: Santo DomingoHaitiArea: 10,714 square miles (27,750 sq km)Population:Â  10,646,714Capital: Port au PrinceBelize*Area: 8,867 square miles (22,966 sq km)Population:Â  360,346Capital: BelmopanEl Salvador*Area: 8,124 square miles (21,041 sq km)Population:Â  6,172,011Capital: San SalvadorThe BahamasArea: 5,359 square miles (13,880 sq km)Population:Â  32 9,988Capital: NassauJamaicaArea: 4,243 square miles (10,991 sq km)Population:Â  2,990,561Capital: KingstonTrinidad and TobagoArea: 1,980 square miles (5,128 sq km)Population:Â  1,218,208Capital: Port of SpainDominicaArea: 290 square miles (751 sq km)Population:Â  73,897Capital: RoseauSaint LuciaArea: 237 square miles (616 sq km)Population:Â  164,994Capital: Castries Antigua and BarbudaArea: 170 square miles (442.6 sq km)Antigua area: 108 square miles (280Â  sq km); Barbuda: 62 square miles (161Â  sq km);Â  Redonda: .61 square miles (1.6 sq km)Population:Â  94,731Capital: Saint Johns BarbadosArea: 166 square miles (430 sq km)Population:Â  292,336Capital: BridgetownSaint Vincent and the GrenadinesArea: 150 square miles (389 sq km)Â  Saint Vincent area: 133 square miles (344 sq km)Population:Â  102,089Capital: KingstownGrenadaArea: 133 square miles (344 sq km)Population:Â  111,724Capital: Saint GeorgesSaint Kitts and NevisArea: 101 square miles (261 sq km)Saint Kitts area: 65 square miles (168 sq km); Nevis:Â   36 square miles (93 sq km)Population:Â  52,715Capital: Basseterre

Female Gangs Research Paper Example | Topics and Well Written Essays - 3000 words

Female Gangs - Research Paper Example However, researches in the past two decades by the United States Office of Juvenile Justice and Delinquency Prevention (OJJDP) indicate that the existence of female gangs can be traced back to the 1800s (Moore & Hagedorn, 2012). Their roles have evolved from being alibis, sex toys, drugs and weapon holders to full gang membership. Studies have been conducted on gangs because gangs are of social concern. This paper will research on and discuss female gangs in three aspects. First, it will discuss the origin of female gangs and what drives females into forming or joining gangs. Secondly, it will discuss different types of female gangs and thirdly, how they play into male gangs. Although some of the earlier generalizations about female gangs still apply, there have been tremendous changes in their activities with their growing numbers. The OJJDP noted a police report from Boston that described a female gang as a growingly autonomous organization that plans and commits crime without any help from males (Moore & Hagedorn, 2012). It was feared that in Boston young girls were quickly adopting gang life rituals in the early 1990s. To integrate into gangs or form their own, females imitate the behaviors of male gangs (Moore & Hagedorn, 2012). In a bid to be like the males, they coordinate and take part in criminal activities, wear tattoos and clothing related to gangs. They borrow characteristics and styles of the dominant male gangs including patterns of violence, preferred weapons and use of graffiti to pass a message or declare their existence and presence in neighborhoods. Becoming a member is either by choice or forced initiation (Moore & Hagedorn, 2012). Forced initiation is in the form of being jumped-in by gang members. On the other hand, females who opt into gangs by choice offer themselves to be used sexually by gang members in exchange of climbing up the hierarchy. However, those who are