The Different Between Favouritism Cronyism And Nepotism Philosophy Essay

The Different Between Favouritism Cronyism And Nepotism Philosophy Essay The effect of nepotism has been opinion based rather than facts and incidents therefore views on the subject vary from situation to situation. Nepotism at work refers to favouring relatives in employment or economic terms as opposed to them being judged on ability and/or merit in a specific organisation. This could include  a position over somebody else who may be more suitable for the position, whereby you would be paying a relative more money than somebody doing the same job or granting them special favours. However, nepotism can be viewed in terms of people giving somebody a boost up to allow them to get into an organisation but will be treated in the same manner as everybody else. Although nepotism is in the sense of the word, refers to relatives, it can also mean to allow friends to be incorporated into an organisation or to be granted simply favour in general. Smaller, family owned businesses are the organisations this more common occurs and that is perfectly understandable. In a small business in particular, limited options exist for career advancement. When employees see that the owners daughter or son has been promoted to a managerial post, the idea of favouritism and special treatment is impossible to overcome especially if the new manager shows signs of been less qualified than the other applicants that applied. The existence of a nepotism policy ensures that all employees are treated equally and that the owner of the organisation cannot influence the hiring, promotion or discipline of a close relative. The policy allows for reduction of favouritism by enquiring all employees to disclose relevant conflicts, such as a close personal or business relationship with all current employees, and more importantly it restrict the employees involvement with employment decisions relating to their relative. Family owned businesses have always had a tradition of the reins being passed down from generation to generation and their succession totally relies a lot on the emotional ties which bonds a family together. That being said, if the company also employs staff outside of the family as well, its important for the companies well-being to maintain a strict working relationship where the family member(s) is treated no more than equal to all of the rest of the staff who may hold a similar position to them in order that the workplace remains peaceful and there are no accusations of special treatment. In most cases, you will often find that family members have to work ten times harder than the average outsiders to prove themselves worthy of holding specific positions and to avoid such assumptions from arising. 1.2.1. The different between favouritism, cronyism, and nepotism? As favouritism is the broadest of these three terms, well start with its definition. Favouritism is just what it sounds like; its favouring a person not because he/she is doing the best job but rather because of some kind of personal relationship either with the manager or the owner of the company that you would be employed in. Favouritism is currently represented in three different ways hiring, honouring, or awarding contracts. The most common cases are giving public service jobs to those who may have helped you during an election for a person in power. Favouritism has always been a major problem in government services over the years. In 2010, a survey was done and it was found that only 46% of government workers thought that promotions received in their department were based on merit. They believed that it is who you are connected to or rather who u know and more importantly the partnerships you made while been in the government departments, and other factors played a major role. The second term is cronyism which is a more specific form of favouritism that refers partial towards friends and partial towards associates. As the old saying goes, Its not what you know but who you know, or, rather Its not what you dont know; its who your college roommate knows. Cronyism occurs within a network of insiders who provide favours to one another due to association. The last phrase is nepotism which is an even narrower form of favouritism. It originated from the Italian word which means nephew, it covers favouritism to members of the family. Both nepotism and cronyism often occur at offices where political parties recruit candidates for public officials. 1.2.2. The Most Common Reasons for Nepotism in the Workplace According to the service industries in government departments are subjected to nepotism at various work levels. The economic and political structures are given as the common reasons for such favouritism in such departments. What happens in bigger firms and organizations? Employees are affected by nepotism in one way or another in bigger organizations as well. This cronyism allows both short term and long term negativities amongst employees and in turn impact the organizational growth as well as the performance levels of that specific organisation. Let us take a closer look about how nepotism spoils employee morale and workplace culture. Here are examples of different case studies and decisions International Case Studies Nepotism Case Study #1:   FACTS: An employee was hired in May 2010 to work as an assistant sales manager for a waste management company that also supplied portable toilets and provided septic tank services. The employees job required him to develop and implement businesses amongst existing and new clients.   He could earn a bonus based on his sales input on a monthly basis. In February 2012, the employee became romantically involved with senior office manager.   They moved in together a month later.   Although their relationship was commonly known in the office, at no time did the employer advice either parties that their employment might be in jeopardy as a result of their relationship. In October, the first employee was fired due to his common-law relationship with the senior office manager. The employer concluded that because office manager was one of two financial control officers as well and was privy to confidential financial information, that placed her in a conflict of interest with the employee as one of her duties was to input data regarding all sales which were linked to employee bonuses. The employer was of the view that the common law relationship between the employee and the manager was not an acceptable business practice and created an unacceptable business and financial risk to the organisation. The employee immediately filed a complaint of discrimination on the basis of marital status. The Board of Inquiry resolved that there was definitely a  case of discrimination that was made out because: Although living in a common-law relationship for only a short period of time, the employees in question were living together and this was regarded as the marital status in the Human Rights Act; The employee was treated differently than other employees and terminated as a result of his relationship with the office manager and, as a result, was discriminated against on the basis of marital status To determine if this form of discrimination was justified, the Board of Inquiry determined that the employer was unable to meet the standard requirements because: The employers standard policy requirements stated that the office manager could not enter into a living relationship with an employee due to the confidential nature of her position.   This standard did not necessary connect to the performance of the employees jobs; There was no bad faith on the part of the employer in implementing its standard; The standard was not reasonable and could accomplish the work-related purpose because the employer overlooked relatively simple checks and balances that could have been put in place to protect the business.   For example, the employers General Manager could have been asked to review the input of data relating to bonuses that the employee might have been entitled to. The Board ordered the employer to compensate the employee an subsequently amount in general damages, also to write the employee a letter of apology and to participate in a well needed training course with the Human Rights Commission on the duty to accommodate. The employer appealed the decision to the Court as soon as the verdict was concluded. OUTCOME: The Court also found that the Board ruled correctly that the employee and office manager were living in a common-law relationship and protected from discrimination on the basis of marital status; The Court disagreed with the Boards analysis of the first step, ruling that the workplace standard at issues was to limit access to confidential information and to avoid creating a situation where the office manager could possibly be placed in a position of conflict between the interests of their employer and the interests of the employee, who they were in a relationship with.   The purpose of the policy was mainly to identify it as being unacceptable business and financial risks.   The policy was found to be rationally connected to the performance of the office managers job as their work involved inputting information that formed part of the basis on which the employees bonus was calculated; The Court agreed with the Boards overall conclusion that the employer could have accommodated the marital relationship here without incurring undue hardship.   As the General Manager already reviewed the office managers work, he could simply have reviewed any data that would have affected the employees bonuses. The Court upheld the damages award and the requirement of an apology letter but found that ordering the so needed training course was inappropriate. WHAT TO relevant FROM THEse CASES: The creation of an anti-nepotism policy should be considered by employers before they are implemented and given their application will always give rise to  cases of discrimination. The fact that two employees are related on any level will not be enough to justify an application of an anti-nepotism policy.   The family member or marital relationship in question must be relevant to the ability of one of the related individuals to perform his or her job duties. Anti-nepotism policies should be designed to limit the impact on the affected family member.   A policy that only takes into consideration the employers interests will not stand up to scrutiny. Employers must be prepared to show that when they applied the policy, they gave considered the circumstances of the affected employee and they accommodated the employee to the point of undue hardship.   Rigid application of an anti-nepotism policy will cause an otherwise justified policy to fail. Ive been in this situation to many times to mention and in prior cases as well, which didnt turn out well.   And more recently, I dont know what the outcome is just yet. Case Study #2   Very early in my career, a friend of mine was looking to get into the same industry I was currently employed in.   I had been employed for a couple years and due to a lot of hard work and some downright luck, I had become what I would consider a master mind and gained a better job title after some time. I was confined to sharing all my details of the company and had not yet got many contacts in other areas except for the one I was employed in. A friend asked if I could forward their curriculum vitae to the organisation which I was employed in to see if they could get their foot in the door. I knew the friend pretty well and thought theyd make a good addition to the organisation and figured what did I have to lose? Inside my head, it was another story, there were also some other thoughts going on in the background that I should have paid attention to. On the positive side, I had thoughts like he is a great person, he would be cool to work with, Id love to see him working here, and he would do it for me in a heartbeat? On the negative side, I was thinking, am I making the biggest mistake hiring him? Since I had no contacts in the area that I was employed in, I had to approach an old college contact that I hadnt kept in touch with and ask who the decision-makers of my firm were, I then made contact with a hiring manager, introduce myself and basically sold my friend curriculum vitae and line up an interview. I highlighted all positive interactions Id had achieved and some demonstrated leadership examples and past work experience that I was familiar with that seemed valid at the time. I dont know if my call had anything to do with it, but I understood that my friend got a call back for an interview later in that week. Well, a few weeks later, I asked how the interview went when we saw my friend and I was horrified to hear that my friend missed the interview. They claimed something happened with their calendar or cell phone or something and completely missed the interview. I felt like I had totally wasted the one opportunity I probably had at helping someone out with that group and now I looked like a fool for recommending someone so unprofessional. Straight after this event, my friend got an offer from another company. So, I started to wonder if this was really an honest mistake or they just blew off my company once they got other job proposals, but either way, it left me regretting my decision to help them out in the first place. I had spent considerable time, effort, and professional capital in trying to make something happen and it was all in vein. Case Study #3   A year or two later, I was approached by another friends relative who was looking to get into my field actually. They had obtained an engineering degree and wanted to get into a higher paying industry and seemed intelligent, mature and very responsible. I didnt know them very well, but because they were a relative of a good friend of mine and they genuinely seemed like a good candidate, I figured I would at least pass their curriculum vitae on. We had hung out a few times and I knew them at least well enough to pass on the curriculum vitae to the right people. This time though, due to the fact that I was burnt before, I decided to just pass on the curriculum vitae to the right person, but made no further attempts to ensure the person an interview. I researched a bit into their interests, ability to relocate, etc. and then put the curriculum vitae into the hands of some of the hiring managers. I was actually a part of the hiring process at the time, but didnt think it would be ethnical to hire that individual myself, nor did they seem like a perfect fit for my particular area that the position was available for. Strictly on merit the person made it into the next stage and without my knowledge attached my name as a reference.   When questioned I was honest and explained we didnt have any personal relationship. I had just replied that I met them a couple times and they seemed qualified, but given professionalism and personal history with them, I couldnt really make an endorsement one way or other. Well, when the friends relative called one day to check in, they pretty much alluded to the fact that the only reason they wanted to get in was so my company would pay for their further education, which is somewhat common in my field, but was not offered in their current role. They were basically looking for me to facilitate for them to take advantage of my company. Again, while I had played a very minor role in just passing an curriculum vitae along, I felt responsible for another bad situation involving nepotism or whatever you want to call it. I didnt play a major role and was curious how it panned out. Through whatever means during the interview process, I assume one of the interviewers picked up on the agenda and they opted to not extend an offer to this specific person. If they had extended an offer, what would I have been required to do, ignore the situation?   Or intervene?   I continued to question myself how and why I also got involved in these situations and was relieved when it ironed itself out through no fault of mine. After these two specific cases, Id pretty much had it with the hook me up thing. While hearing similar story from other friends of mine, I can only imagine that the outcome is always a negative one. For the one case that works out well, where 5 years later, someone looks back and says, Hey, that college buddy of mine is doing a great job and loves it here after I helped him land an interview, there are probably many more cases where someone got burned. Situation   This brings me to the most current situation. We have an acquaintance that was recently laid off and just now started looking for work again. The other day, they approached me and asked if Id forward their curriculum vitae around and speak with the hiring managers visible on the external job board. On one hand, again, with someone with a young child out of work, nice person, responsible, etcà ¢Ã¢â€š ¬Ã‚ ¦how you can just say, No, Im not helping? I barely know them on a personal level and had been burned so many times before. So, Ive agreed to pass along the curriculum vitae to someone I actually do know in the particular field whom I asked to review and forward along if they felt appropriate and I also checked around on another upcoming job posting that will go external and I passed that along as well. But I decided not to contact any hiring managers, as I dont know them, and I barely know the person as well. If things pan out their way, great it will be by natural means through the established system, and if not, I was at least honest in my reply that I had passed it along to some individuals I did know who may be looking for someone with similar qualifications which I did. But due to my past experiences and my conflicted feelings over the ethical aspect, Im not going the extra mile in trying to give them a significant advantage over other candidates coming in with no such advantages. Here are some positive outcomes of nepotism   I think there are some clear pros and cons to having current employees recommending or hiring people they know for jobs. On the positive side, you already know the person on a personal level and that could be an advantage. You would like to think this person wont make you look bad and would appreciate the opportunity that you have been awarded them. Perhaps oneday, they will help you out in a similar situation?   Lets think about the networker themselves isnt a go-getter a sign of someone with initiative someone whos going to sell your product, advance your agenda, and more importantly get results?   Well, maybe, but thats the going viewpoint. Here are some negative outcomes of nepotism   Is it right?   Is it ethical?   If you have two candidates one is rather outgoing, has tons of friends and family and has all the people voting for them for a special role; do they deserve a boost up on this next guy? Candidate 2 is rather quiet and doesnt really go out of his way to play the popularity card along people. They just work hard and get their hands dirty and maintain by doing the right thing, they will be granted the right career opportunities which their solely deserve. All other things being equal, in the real world, the truth is Candidate 1 is more likely going to get the job. But is that right? Some organisations actually have policies against nepotism and there are nepotism law cases, but the reality that it is quite pervasive in society today, almost expected. Perhaps you have your job because of nepotism.   Perhaps you were passed over for a job because you didnt know the right people.  Ã‚  Perhaps you dont even know it. Disclosure:  I landed my first job in industry by chance I was qualified and made a good impression and didnt know a single person that worked at my company. I found flyer advertising for an organisation in one of my campus halls senior year and checked it out and it eventually led to a job. In hindsight, that was sheer luck that I happened to come across that specific flier which I needed a job the most. If I hadnt landed a job post-graduation, would I have required someone I knew to hook me up?   I dont know, probably.   Wouldnt you? Case Study #4 -Some years ago I was working with a pleasant, remarkable, young man who had just joined the newspaper from a local rag. He was inexperienced and finding it hard to adjust to the relentless deadlines, but we were happy to help out and answer his questions all day. Three months later, we were informed that he had been made our boss. It didnt make any sense at the time. He was still not able to handle the everyday pressure and was the least on the desk, but he had the job. I found out later that he was related to the editor, which goes a long way to explaining his effortless rise to the top. This was a simple lesson in life. It had nothing to do with my performance or merit and everything to do with the fact that they were related; I simply could not compete on such a level. Ten years later, he has made it and prospered, and had definitely proven his worth. The media industry is common known for such nepotism. Most times parents try to secure internships and even teen columns for their student offspring, while husband and wives seek the best joint ventures they can find. The same incidents can be seen in different circles, organisations, and political lives. On the other hand, I have been coaxing a board of members that is divided over the appointment of a new director who worked with the CEO before his appointment. Even though he is clearly the most talented and experienced member of the board, no one believes he got his job on merit. So is nepotism a good or a bad thing? I take a serious view, believing that we are hard-wired to look after our family and friends. He believes that nepotism has produced both positive and negative results in everything from ancient Chinese clans to Renaissance papal lineages and American families like the Gores, Kennedys, and Bushes. Practised badly, nepotism is embarrassing to everyone, including the individual, but done well it can benefit society as a whole. In business, no one seems sure how to talk about nepotism or discuss it openly as it is a very sensitive subject. But what do you do if you find yourself managing the bosss son? Do you treat them in the same way as everyone else and risk alienating them or annoying your boss? Or do you handle them with kid gloves just in case? Nepotism conflicts fundamentally with basic American values and merit that some companies have instituted formal anti-nepotism policies. But even in organisations that claim not to tolerate nepotism, there are often clear, if not many examples of nepotism. Take Paul Wolfowitz, whose attempts to secure a pay and promotional deal for his partner, Shaha Reza, meant he lost his job at the World Bank. Its interesting to see the cultural bias at work here, too. Nepotism is considered a good thing in Asian and African companies, which are more likely based on family network. In the companies in certain Cities they have traditionally recruited from families within Britains social elite. On a recent BBC radio programme on nepotism, Dr Gillian Evans of Manchester University explained that social and family networks provide a critical safety net for upper middle classes and children who might have failed their exams or fluffed their first job. A well-placed contact could smooth over their failure, find them a job, and restore them to their rightful place in society. This can be very frustrating for those of us who dont have the luxury of a security net, who have to struggle through with grit and hard work. But is there anything we can do besides becoming consumed with envy? Is there anything we could learn for this? I suppose the most positive thing is to start developing a personal network that would work for you. There are three main things to remember. First and more importantly, network yourself to those in power all the time tell them who you are and what you can do so that if the big job comes up, your name will be on their lips all the time. Secondly, build a strong connection with all the influential contacts that you acquired, making sure they like you and care for you on a personal level. Finally, make sure that, if you get the job, you have the skills to make a success of it. You will have far less margin for error than the bosss son. How do you feel about nepotism at work? Have you experienced it in a positive or negative way? Or are you experiencing difficulty because you were the one who got a job through someone you knew? Nepotism and the affects it has on Employee Morale? Why do people prefer having their relatives or friends at their workplace? What do they want to achieve, apart from allowing their relatives or friends to work with them? According to an HR consulting firm, employing relatives or friends saves costs on recruiting and training. It is also believed to help reduce employee turnover since the relatives are highly committed to organization growing. However, most of the time, having a relative in the organization spoils the  morale of employees. What are all the reasons? Read on. When you give a relative a important position or promotion, u naturally bypass an employee with strong merits, and this spoils employee morale as a whole. Employees feel used and overlooked merely because they not specifically related to you and therefore they start looking for other opportunities to join another organisation sooner than they intended to. Employees affected by favouritism see no career opportunities in the organization and in turn lose interest in the companys growth. The level of been committed is lowed and the loyalty and more importantly the sense of ownership are lower since the employees doesnt feel like they are achieving any personal growth. The employees who supervisors the relatives of the employer find it difficult to handle them and take corrective action if necessary. This greatly affects team morale which can lead to a high level of employee attrition. How would you feel if your spouse faced you during an important official meeting? Well, organizations have different opinions on a husband and wife working together. In order to avoid conflicts or workplace stress, some organizations have created policies against both spouses working together for them. A few companies, namely the IT organizations that work with an onshore-offshore model, prefer having both the husband and wife working for them. This allows the organisation send them together to onsite projects. It helps the employers to retain their services on long-term onsite project. Nepotism can cause ill feelings on inequality that employees may react to in one way or another. The first problem you could face is to undermine the favoured workers capabilities and attempt to sabotage her projects. These efforts could result in getting her fired, however, it could result in costly mistakes and loss of time which can then potentially impact customers relations in organisations. The second reaction is an attitude of defeat. If employees assume that promotions and perks will always go to friends of the boss, they will likely less incline to do their best work to show their potential. Resentment and indifferences can lead to the reduction of productivity as well as employee turnover if workers decide that nothing will ever get better. Nepotism Effects On The Organizational Culture? Some employers feel that the level of loyalty, morale, trust and commitment of friends or relatives they hire is higher compared to others in the workplace. Control:  Unfortunately, not all family members and relatives come with the right merit to be employed for a particular position or a role. When the manager is not allowed to control an employee just because she is a relative of an employer, imagine what will happen to the companys discipline. Nepotism allows rules to be broken and can lead to a hectic situation for business owners. Ethics:  When relatives are involved, the companys ethics can get spoiled and even go into ruins. Let us take an example of one of the India-based IT giant. Despite the raise by the board members, its founder went ahead and acquired infrastructure companies owned by his sons. This led the company to lose its share by more than half and the investors to experience a greater loss. Not only was the workplace culture affected, but employee morale was also highly affected. The attrition recorded was very high. Allowing nepotism at any level creates excess damage to the organizations culture. Nepotism at the higher management or leadership level will greatly spoil the company image and growth.   When you start losing the trust of your employees.  The biggest problem which you as an employer will be facing with hiring people from your family is the possibility of your employees losing trust in you. Nepotism becomes a major problem when your employees feel that the relative who was employed isnt qualified for the job, or that someone better was rejected due to the fact that they were not related to the owner of the organisation. If it comes to this than it will be very hard for you to try and earn back the trust of your employees. And if you are unable to get your employees to trust you than for me the only solution is to start over again because without trust any business is doomed. The problem with hiring unfit people for the job.  The second most specific problem with nepotism in the workplace is that you may end up with people that dont have any qualification to suit the job specifications. Dont let your feelings get in the way when it comes to business transactions. Dont hire someone just because you believe he or she is a part of your family. Any business is just about simple math. You need to make sure that the people you hire bring value to your team and they produce a good quality product which you can make a profit of. So feelings have nothing to do with it. If the person you hired is not bringing extra value fire him or her without any regrets. How to lower employee morale.  Nepotism in the workplace will hurt you in the first few weeks no matter how qualified the person you hired is. It is inevitable for employee morale to drop when you hire someone from your family. The employee will immediately make the connection that you are preparing the person you hired for the job you currently ho

Pros and Cons of Obamacare

Controversy always surrounds change. Healthcare is this kind of controversial topic where people refuse to accept changes, even though changes must be made. Obamacare details many changes, how they will be made, and whom they will affect. As with any bill, there are pros and cons that exist as the bill helps many, but makes some a little worse off. Taking into account the pros that include the minimum benefits package and expansion of Medicare coverage as well as the cons that include rising costs to government and a shortage of doctors, I would vote against the bill.Obamacare is an extensive bill that completely transforms the healthcare system. The main part of the bill is the individual mandate that requires all citizens and legal immigrants to have health care coverage. If individuals do not have health insurance by 2014 there is a monetary penalty. In order to allow many Americans to obtain coverage, it outlines a major change in insurance practice in that companies are no longe r allowed to deny individuals health insurance because of pre-existing conditions; individuals are able to buy into health insurance at anytime.Obamacare expands Medicaid for those who cannot afford health insurance; the expansion will supply more than 17 million more Americans with health insurance than before the bill. People who are employed can fulfill this health insurance requirement by enrolling in their employer’s plan. Health insurance must be provided through employers if the company has 10 or more employees. Small businesses will be subsidized so that they can afford to provide insurance.People without insurance through their employer will be able to buy plans through health insurance exchanges, where most will qualify for subsidies, greatly reducing the premiums. Exchanges are run by the state or non-profit organizations and require that all insurance companies offer certain plans that make it easier for Americans to determine the differences between companies and plans so they can choose one that is best for them. The cost of implementing the changes the bill puts forth will be paid for through budget cuts and taxes.Though the bill provides many individuals with the opportunity to have health insurance, taxes and budget cuts will not be enough to sustain it (MacGillis 2010, 85-92). Within Obamacare there is a minimum benefits package that outlines the benefits that I believe every American has a right to. The package allows for equality under health insurance and allows those who are less well off to be able to have access to the benefits even if their coverage is minimal.The package includes: â€Å"ambulatory patient services, emergency services, hospitalization, maternity and newborn care, mental health and substance abuse services, prescription drugs, rehabilitative services and devices, laboratory services, preventative care and wellness care, chronic disease management, and pediatric services (including vision and dental care). † The federal government outlines the services that must be included in the exchanges to make sure everyone has the minimum coverage. The government also makes sure that individuals are not being taken advantage of by profit seeking insurance companies.Even though the government controls the plans there is still competition between the companies because of the other benefits that the insurance companies may offer in addition to those that are required. Without competition the insurance companies would take advantage of the consumers and charge higher prices solely to make a profit. The minimum benefits package helps all Americans not only receive better benefits, but also easily compare insurance plans (Whitman 2010, 32-34). Along with the minimum benefits package Obamacare addresses the problem of spotty prescription drug coverage found in Medicare.Currently, there is a gap in coverage when the beneficiary consumes between $2,250 and $5,100 worth of prescription drugs a year. Many people do not realize that they have fallen into this donut hole until they are required to pay for the full amount of their drugs, but are unable to (Dorgan, 2006). The new policy will make the insurance companies pay for 75 percent of the drug expenses and leave the consumer to pay 25 percent. However, when the drug expenses reach the catastrophic threshold of more than $5,100, then the insurance Medicare will pay for 95 percent of the drug costs.The government has already started to try and close this gap by subsidizing those who fall into the donut hole. Each year they will slowly increase the subsidy until the consumer only has to pay 25 percent. By addressing the donut hole that has occurred in the current health coverage Americans will be better off and no longer face drug expenses that they are unable to pay (Goldstein 2010, 113-121). However, the major changes come with huge monetary costs. Even with huge increases in taxes the government will not be able to pay for it. Oba macare requires all businesses to provide insurance; if the business chooses not to they must pay a penalty. The quantity of the penalty is less than the cost of insurance; so many businesses opt out of providing insurance plans. If employees do not receive insurance through their workplace, they must buy insurance plans on the exchanges. The plans provided on the exchanges are heavily subsidized in order to make sure that they are affordable for the average American. When more Americans buy from the exchanges the government must provide more subsidized plans, creating a huge expense for the government.Since the penalty for the businesses is so low, the government is unable to directly use that money to completely subsidize the insurance exchanges and instead must use money from the federal fund, further increasing our deficit. Moreover, another problem Obamacare faces with increasing costs is that more benefits can be added to the minimum benefits package as Congress sees fit. With the addition of more benefits the package and coverage for individuals will become more expensive and those expenses will fall directly on the government.The government will continue to add benefits making it more and more expensive to insure. Overall, the rising costs of providing more benefits and the costs of subsidizing the exchanges are far too great to sustain and therefore make Obamacare implausible (United States, 2013). Another problem Obamacare faces is how all of the newly insured individuals will be able to receive care. Currently, America faces a shortage of physicians; this insufficient amount of physicians is projected to worsen as Medicare expansion almost doubles the strain of physicians with the passing of the new bill.Obamacare takes into account the need to increase the amount of doctors with changes to health-care delivery and improved prevention. However, these increases will not be enough. The U. S. will face a shortage of more than 125,000 physicians in the next 15 years; however, only 27,000 new doctors are trained a year, and each year many more doctors retire (Feldman 2011, 113). Massachusetts already has put in place a health care reform that increases the number of people insured. However, they have already noticed the effect this increase in insured citizens has on the amount of doctor’s needed to treat the increased amount of patients.â€Å"A survey of Massachusetts’s physicians displayed that almost 40% of family practitioners and 56% of internists reported that they were not accepting new patients† (Feldman 2011, 115). Before the implementation of this new reform, Massachusetts’s practitioners and internists were able to accept any new patients that were applying. This is not only a problem for primary care doctors, but also specialty doctors. Current healthcare statistics reveal that a doctor sees on average 38 patients a day.That is, a patient every seven minutes of an eight-hour day. This data do es not even include the time doctors spend returning calls, entering data, and speaking to consultants. With the new expansion in health insurance there will not be enough time in the day for physicians to see all of their patients. The new expansion of coverage will lead to patients scheduling more appointments because they no longer have to pay for them. They will schedule appointments for a common cold or simply for just something to do and someone to talk to.In order for Obamacare to successfully work there must be more doctors or a more efficient way of dealing with the increased number of patients (Feldman 2011, 113-122). The positives of Obamacare, the minimum benefits package and more prescription coverage, do not outweigh the negatives, which include rising costs and a shortage of doctors. The cons are huge factors that must be addressed in order for Obamacare to be successful. If we are unable to pay for the treatments or even to provide the proper medical professionals to treat the increase in patients, then the basic goal of the bill cannot be achieved.Overall, I believe that though Obamacare is addressing a desperate need within our society, the method by which it attempts to implement reform is not realistic, and in fact will create more harm to society than good. Instead of implementing Obamacare, I would vote against the bill and believe that the President and Legislature should go back to the drawing board and figure out how to insure all citizens can have insurance without increasing our federal deficit and overwhelming our healthcare system.

Persuasive Essay Child Motivation - 2274 Words

Draft: Child Motivation I remember those days from my childhood when my parents would punish me for not doing my homework or not being disciplined. I was not much of a thinker back then but I always wondered why our family relied on rules and punishments when our immediate neighbors treated their children with rewards. The concept of them being motivated with a muffin or a chocolate bar or some playtime—if they complete their wok in time—contrasted with my family’s tradition of punishment when it came to homework. Now, after many years have passed, I am able to present a resolve that neither of the two extremes is preferable for a child’s growth and it is imperative that the parents realize the effects of the two motivational styles at†¦show more content†¦Experts believe that the source of motivation is contingent upon the right relationship between adult and child, not the right punishment techniques. The fake sense of punishment being the right way has been a part of the parenting for centuries; in fact the physical force was closely administered by the West until recently, and despite being outlawed by many countries, has still not been removed totally out of the system. It has further been observed that the punishment method cannot go on for long since teenage children were not afraid of punishments anymore. Researchers say that motivation comes from development of relations and is contingent upon the right relationship between adult and child, not the right punishment techniques. As per Debbie Pincus, the push-pull technique of motivating a child to do his homework won’t work for long and would rather turn into a power struggle rather than a grooming session. She says that if the parents are caring more about the child’s grades then he himself then there is clearly something wrong in this scenario. 2-Daeg and Davidson, in their article ‘Discipline’, established that the gist of motivating a child is related to what age group he is in. They further explained various age groups and the optimum motivation style required by such children; from the stage 2 to the mid of stage 4 punishment might prove worthy to keep the child aligned to right track but as soon as the mid of stage 4 passes, the child starts to develop

Emily Bronte’s Wuthering Heights Essay - 458 Words

In Emily Bronte’s Wuthering Heights revenge is a common, reoccurring theme. According to Webster’s Dictionary, revenge is to inflict punishment in return for injury or insult. Within the novel, Wuthering Heights, revenge is an action taken by many people in order to redeem themselves. However, all of the characters end up in misery because of their hearts’ desire to avenge. In many novels, revenge is an action typically taken by the main villain upon the main hero. Revenge occurs often in both fiction and non-fiction books. Within Withering Heights, there are three examples of revenge that posses romantic tenets; Heathcliff’s revenge on Edgar and Catherine is the isolation tenet; Catherine’s revenge on Heathcliff is the elevated†¦show more content†¦Catherine picked on him as a sort of flirt, whereas Edgar was straight mean and crude to him. Heathcliff is planning to get revenge on the two of them for isolating him as a child. Cathe rine and Edgar are married, and they are quite dysfunctional. Heathcliff plans to marry Edgar’s sister Isabella to make the wedded jealous. In the end, Heathcliff just feels isolated again. In retaliation to Heathcliff’s marriage, Catherine blames Heathcliff for her being on her death bed resembling the elevated emotional level tenet. After Edgar gives Catherine a decision of him or Heathcliff, Catherine ran up into her room and fasted for two days. She becomes very ill and loopy. She falls into a deadly state and says that Heathcliff did it to her. She accuses him of murder and wants him to suffer for going of with Isabella. Heathcliff’s revenge plan from before was working. Catherine was seeking revenge on Heathcliff knowing that she was about to die. Hindley’s revenge on Heathcliff relates to the strong interest in death because it is one of deadly proportions. Hindley plans to kill Heathcliff over the right to own Wuthering Heights. Hindley believes that he should rightly be the ownewr of Wuthering Heights. He realizes that the only way to obtain Withering Heights is to kill Heathcliff. Hindley is a stubborn, selfish man that will do anything to get what heShow MoreRelated Emily Brontes Wuthering Heights1668 Words   |  7 Pages Emily Brontes Wuthering Heights Emily Jane Bronte, the author of Wuthering heights, was born on July 30, 1818. She was the fifth of six children of Patrick and Maria Bronte and the family moved to their house in Haworth(where Emily would remain for most of her life), with her family having a great influence on her life and work. During her life she encountered a great deal of death, firstly when her mother died of stomach cancer in September of 1821, leaving EmilysRead MoreEmily Brontes Wuthering Heights783 Words   |  4 PagesEmily Bronte was born in 1818 and published Wuthering Heights in 1847. Wuthering Heights, reflects her experience with both the Romantic Era, which existed from 1785 to 1830, and the Victorian Era, which took place from 1830 to 1848. Romantics placed high importance on the individual, nature and human emotion. The Victorian Era, in turn, was a reaction to the Romantic period. The Victorians had a sense of social responsibility, which set them apart from the Romantics. Wuthering Heights exemplifiesRead MoreEmily Brontes Wuthering Heights1590 Words   |  7 PagesEmily Bronte created a book called Wuthering Heights that was published in 1847. The book has been rejected multiple times by the Victorian readers because of its disturbing, unexplained vision of anarchy and decay (Knoepflmacher). I chose the book Wuthering Heights because it has an interesting name. I never thought the boo k was narrated by two people and that it had a dramatic romance to it. Also I have notice that there is a large amount of hate towards the character Heathcliff due to his actionsRead MoreThe Depth of Emily Brontes Wuthering Heights884 Words   |  4 PagesWuthering Heights was written by Emily Bronte’. It would be the least to say her imagination was quite impressive. Through imagination as a child, Bronte’ and her sisters would write children stories, which inspired some popularly known novels. Wuthering Heights contains crossing genres, changing settings, multiple narrators, and unreliable narrators. George R. R. Martin wrote the book Game of Thrones, which is one of the modern day novels that contain several of Emily Bronte’s writing techniquesRead MoreEssay on Emily Brontes Wuthering Heights1127 Words   |  5 PagesEmily Brontes Wuthering Heights       Often in literature, the fictional written word mimics or mirrors the non-fictional actions of the time. These reflections may be social, historical, biographical, or a combination of these. Through setting, characters, and story line, an author can recreate in linear form on paper some of the abstract concepts and ideas from the world s/he is living in. In the case of Emily Bronte, her novel Wuthering Heights very closely mirrors her own life and the livesRead More Emily Brontes Wuthering Heights Essay1221 Words   |  5 Pages Throughout the novel Wuthering Heights, Emily Brontà « effectively utilizes weather and setting as methods of conveying insight to the reader of the personal feeling of the characters. While staying at Thrushcross Grange, Mr. Lockwood made a visit to meet Mr. Heathcliff for a second time, and the horrible snow storm that he encounters is the first piece of evidence that he should have perceived about Heathcliffs personality. The setting of the moors is one that makes them a very special place forRead MoreEmily Brontes Wuthering Heights Essay983 Words   |  4 PagesEmily Brontes Wuthering Heights 1. What techniques are used in the characterization of Heathcliff? Effects? Heathcliff is associated with evil and darkness from the beginning of the novel. I felt his black eyes withdraw so suspiciously under their brows. (1) When LockwoodRead More Emily Brontes Wuthering Heights Essay882 Words   |  4 PagesEmily Brontes Wuthering Heights   Ã‚  Ã‚  Ã‚  Ã‚  In Wuthering Heights, we see tragedies follow one by one, most of which are focused around Heathcliff, the antihero of the novel. After the troubled childhood Heathcliff goes through, he becomes embittered towards the world and loses interest in everything but Catherine Earnshaw –his childhood sweetheart whom he had instantly fallen in love with.—and revenge upon anyone who had tried to keep them apart. The novel begins with a few short introductionRead More Emily Brontes Wuthering Heights Essay2291 Words   |  10 PagesEmily Brontes Wuthering Heights The female writer Emily Bronte wrote the novel Wuthering Heights in 1847. Brontes father had influenced Emily with his well-known poetry and imagination. Brontes childhood could have also played a part in writing her novel as she used to live in the moors herself before her mother died. The North Yorkshire moors where Wuthering Heights is set is a bleak, desolate and solitary place. The area was very inaccessible and it would have taken days toRead MoreFeminist Ideas in Emily Brontes Wuthering Heights2400 Words   |  10 Pageslife as well as attract readers to identify themselves to the characters presented.’ (Online 1) One of the most prominent female writers in 19th century was Emily Brontà « with her novel Wuthering Heights. This essay will concentrate on the representation of feminism by the use of women characters in Emily Brontà «Ã¢â‚¬â„¢s Wuthering Heights, namely Catherine Earnshaw, Catherine Linton (Cathy), Nelly Dean and Isabella Linton. Each of these characters illustrates the power possessed by women, the hopes