The notions of sentence, utterance and proposition Essay

The notions of sentence, utterance and proposition - Essay Example Affirmative sentences, questions, exclamatory comments, etc. are commonly being used. Similarly if we try to understand deliberately about language we will have to learn about various concepts of language. Sentence can be viewed as the basic thing which supports and keeps alive a language. The most popular definition of a sentence is 'the expression of a complete thought'. Any 'thought', can be further specified more precisely. It is reasonable to argue that utterances also always express 'thoughts'. A general theory of utterance means that the speaker first casts a thought, and then expresses it as a clear utterance. This theory includes the theory of sentences. But it is unrealistic. "A sentence represents an eventuality. An eventuality is an action, or an event, or a state of affairs: something that happens or something that is. The sentence represents an eventuality by separating out the type of eventuality from the abstract and or concrete things which are involved in the eventuality. The type of the eventuality is typically represented by the verb, and the abstract or concrete things involved in the eventuality are prototypically represented by noun phrases. ... Subject is the part on which the action of the sentence is being predicated. Subject may also be called as the person who performs the action in the sentence. Now comes the predicate part which includes verb and complements. Subject of a sentence is the part acting upon the object of the verb. 1) Ram ate mango 2) Peter threw the ball are two good examples of sentence: In the first sentence "Ram" is subject, "mango" is object and "ate mango" is predicate. An utterance is a statement true in grammar but not true in meaning. It is widely being used in auditory communication. In other words, a sentence carries truth, an utterance holds no water. Utterance refers to a word, phrase or sentence expressed by a speaker on a particular occasion. It may or may not carry meaning. Examples of utterance 1. India can win the next football Olympics 2. UK will become monarchy soon. A proposition is as proposal advanced. It is a grammatically correct statement. A proposition is what is expressed by a sentence when that sentence is used to make a statement, that is, to say something, true or false. Literally it means to give a proposal or idea about something. Examples of proposition 1. Yoga should be made compulsory for all youngsters. 2. All students should get up before sunrise. One sentence can contain more than one utterance. Again one sentence can have one or more propositions. An utterance can be composed of a number of sentences. And also, one or more propositions can make an utterance. Example: The child utters: "I am hungry". This actually makes two propositions - 1) "I am hungry" and 2) "I must be given milk." The sentence "I am hungry" is thus an utterance and a preposition. According to Chris Potts "One or more proposition makes

Transformational Leadership, Policy, and Change Essay Example for Free

Transformational Leadership, Policy, and Change Essay Abstract This paper will focus on how effective Leadership can influence policy and change in the United States healthcare system. The implementation of new policy, program, and institutional change is often meant to improve the quality of the nations ever-changing healthcare system. Several journal articles and texts have been selected particularly with a focus on leadership strategies to improve the quality of healthcare, and leadership’s ability to influence implemented changes to the system. The question proposed is; does leadership encourage and influence both public and private initiatives that measure health outcomes, and organize systems to improve health services when new policies, programs, and institutional changes occur? The issues summarized in this paper are supported by scholarly journals and texts that offer several perspectives, including real life examples that will illustrate my argument that effective leadership can impact changes within the healthcare system. Our great nation has had a significant history of leadership both transactional and transformational throughout its existence. I venture to say that leadership is not just about performing a job: It’s about making a difference. When considering changes to healthcare, whether it is institutional, program, or policy, the importance and ability for leadership to put systems in place that strategically fulfill the goals and measures identified are extremely important. For example, with the passage of the Affordable Care Act, the future of healthcare has become more defined as noted by Baldwin; The Circle Way: A Leader in Every Chair (2011), â€Å"To serve as effective leaders, we must understand the context for our leadership roles–namely, the changing health care system and particularly, the impact of the Patient Protection and Affordable Care Act that President Obama signed into law on March of 2010. The Affordable Care Act resulted from months of intense Congressional action and serves as a reminder that  fundamental legislative changes do not happen overnight. Congressional tinkering over the 75 years since President Roosevelt attempted to enact national health insurance has yielded little by way of major change in health care programs, except for the addition of Medicare and Medicaid by President Johnson and the addition of Medicare coverage for prescription medications by President George W. Bushâ€Å". The new health care reform law is more than just a big change. It promises to be transformative as suggested by Baldwin, â€Å"that the old framework is disappearing because we don’t really know what the new normal will look like, and that uncertainty creates angst among consumers and health care providers in all fields, clearly leadership will play an important role in defining the path more clearly. Examples of the types of leadership needed are transformational and transactional leadership.† The success of health care reform will also depend on collaboration among regulators, insurers, and providers. Success hinges on an approach to regulation that is flexible enough, particularly on antitrust issues, to ensure that these groups can cooperate to pursue the goal of providing access to high quality health care at a cost the public can accept. As noted by Linsky, Leadership on the Line: Staying Alive Though the Dangers of Leading (2012), â€Å"Transformational leaders are driven by a moral or ethical imperative. They forsake a transactional leadership style in pursuit of something that must be done in and of its own right. For the transformational leader, the pain of leadership is exceeded only by the pain of lost potential. Transactional leadership, on the other hand, reflects the political exchange of resources, and is dominated by the coalition that possesses the most resources as measured in the current paradigm. There is a huge price to be paid by the transformational leader. It takes immense courage to challenge the vested interests of the dominant coalition that is threatened by ideas that shift the paradigm. It is also painful to be rejected by those whom you would seek to leadâ€Å". Changing market demands in health care mean we need new models for delivering services in a more agile, responsive and effective w ay. I believe that leaders have the ability to translate personal talent, skills, and qualities into action that can influence change. Leaders take a stand for what they believe in and work to convince others to think and act differently as new policies, program change, and health care systems are implemented. Given the implementation of new program and policy changes leaders are driven to find better ways of doing things, and take paths that others fear to tread. Leaders empower people by providing new pathways to success, implementing new procedures, and guidance that enable others to move forward with a clear vision building strong relationships and inspiring trust and confidence in the process. As a healthcare professional, I realize that each of us has a responsibility to help other health care professionals understand organizational goals, new program policies, and the many contributions we can make to the health and well-being of our citizens and the nation. As mentioned by Hertsgaard, Healthcare; Living Through the Next Fifty Years (2011); â€Å"The effectiveness of new program implementation, or policy change can be undervalued by many health care professions that view health care decision making as only being made by a handful of individuals that may not particularly benefit the whole. If value is to be added, all affected by new program, or policy change should understand the benefits of inclusion of all healthcare disciplines as partners willing to assume leadership positions. If those affected choose to abdicate leadership roles, they give others power over our future as health care professionals†. An example used to illustrate my argument that the ability of leadership to impact, new procedures, policies, can be noted in the passage of the Affordable Care Act, as noted by Heifetz; Leadership Without Easy Answers (2012), â€Å"While the Affordable Care Act offers the potential to positively impact health care, we have a lot of work to do as regulations are implemented at the national and state levels. Implementation of health care reform may offer yet another test of our political system as Democrats and Republicans play out their very different health care visions. The federal health care reform law does not create a new system but does fill gaps in our existing system. It is a product of both a fragmented political process, which compels compromise, and our fragmented health care system, which limits reformers’ options to move away  from the status quo. Strong leadership will be required to realize the potential and promise for health care reformâ€Å". I do believe that because of transformational and transactional leadership the passage of the Affordable Care Act was possible. Below illustrates several fundamental institutional, program, and policies changes leadership will have to strategically implement with the passage of the transformational Affordable Care Act as noted by Zimmerman, Leadership in an Evolving Health Care System (2012); â€Å"It provides for: * Significant innovation with a focus on improved patient outcomes achieved through integrated care systems; * Fundamental payment reform, including capitation and bundled payments; * Expansion of pay-for-performance, where payment will be linked to outcomes in outpatient care; * Refocusing the system on wellness and prevention; and  * Levels of transparency and accountability never before demanded of our health care system or its providers† Furthermore, Zimmerman argues that for fundamental changes to occur; implementation of new policy and program change should be carried out by all individual as the system thrives on continuous innovation–just like strong leaders doâ€Å". Despite the limitations of our current delivery system, I do believe that leaders in the private sector health care see opportunities for innovation and change as our health care system evolves. Fixing our broken health care system will require courageous and innovative leadership on all fronts. There will continue to be strong reasonable voices all along the political spectrum that disagree about what changes are necessary, how to fix what’s broken and how to pay for the fixes. As Heifetz suggests in Leadership on the line (2012), â€Å"the fact is that organizations dont just change because of new systems, processes or new organization structures. They change because the people within the organization adapt and change too. Only when the people within it have made their own personal transitions can an organization truly reap the benefits of change, and good leadership recognizes and attempt to improve on those ideas†. As I reflect on the state of today’s health care leadership, I find that those individuals who have had the greatest impact are the ones who have let go of the consequences of that leadership. That is, rather than play it safe by reacting to consensus opinion; they have chosen to passionately lead to a  transcendent vision. In essence they have rejected the politics of transactional leadership, and taken a position in service of what to them is a moral or ethical imperative. In his book, The Tipping Point, Malcolm Gladwell identifies three types of leaders who have disproportionate impact on influencing their peers. â€Å"These are people who are either well-connected, serve as mavens, or act as salesmen. * The first are individuals who act as communication nodes for the spreading of information. * Mavens are knowledgeable individuals who delight in sharing that knowledge with others without seeking personal gain. * Salesmen are in many ways the most important. These people have the capacity to emotionally influence their constituents. They have presence or charisma, and easily influence others through their capacity to express and elicit common emotions.† In conclusion, it is the job of leaders to create that environments in which letting go of the consequences of leading to a transcendent vision can inspire their followers and allow them to reconnect to the meaning and purpose in their work. In a world of exponential change, where leaders must serve in the capacity of change agent, transformational leadership is paramount. It is a position of great risk, requiring courage and can only be successful when driven by the passion of a transcendent vision. It is imperative to find joy in the doing, to make the journey and destination the same. References 1. Baldwin, C. and Linnea, A. The Circle Way: A Leader in Every Chair. San Francisco: Berritt- Koehler Publishers, 2010. 2. Gladwell M. The Tipping Point. How Little Things Can Make A Big Difference. Boston, Little Brown and Company, 2000. 3. Heifetz, R.A Leadership Without Easy Answers. Cambridge, Ma: The Belknap Press of Harvard University Press, 2012. 4. Heifetz, R.A and Linsky, A. Leadership on the Line: Staying Alive Though the Dangers of Leading. Boston: Harvard Business Review Press, 2012. 5. Hertsgaard, M. Healthcare: Living Through the Next Fifty Years. New York: Houghton Mifflin Harcourt. 2011. 6. Zimmerman, C. Leadership in an Evolving Health Care System. New York: Free Press, 2011

Impact of the Recession on Innovation and Technology Growth

Impact of the Recession on Innovation and Technology Growth 1. Introduction Entrepreneurs cause Entrepreneurship. Entrepreneurship is a function of the entrepreneur E + f(e). Entrepreneurship is the interaction of skills related to inner control, planning and goal setting, risk taking,  innovation, reality perception, use of feedback, decision making, human relations and independence. Creating a new enterprise model involves considerable change in virtually everything to do with peoples working  lives starting with the future model of Entrepreneurship. A model for entrepreneurship that explains in industries  employment change by combining technology with innovation demand, it is proposed in this article. This article explores the way economic cycles influence the relationship between innovation and human relationemployment  in manufacturing industries. The article investigates whether the ups and downs of cycles alter the possibility of exploiting innovation,  technological opportunities which can affect patterns of job creation. Human resources the employment dynamics  have always followed cyclical patterns expansions of production; bring new jobs when recessions lead to job losses  (Mastrostefano and Pianta, 2009). A large macroeconomic literature, has investigated employment dynamics in their relationship to the cyclical  patterns of economic growth. Labour economics perspectives; have focused on the role of knowledge wages in  affecting employment and the economical periods of high cyclical unemployment (Pisarides, 2009, Pianta, M.  2005). Distinctions have been made between the determinants of employment in business cycles and in long-term  growth, capital-labour complementarities, and the evolution of labour supply and, more recently, the diversity of  labour skills. ( Lucchese, M and Pianta, M., 2012) . * Corresponding In order to summarize the diversity of industry patterns in innovation and employment over the cycle, it is  necessary to take in consideration the well-known Pavitt taxonomy. It provides a relevant conceptualization of the  differences in the process of technological change by classifying firms and industries on the basis of their dominant  sources of innovation, the forms of appropriation of technology and market structure. In his taxonomy, Pavitt (1984)  identifies four groups that describe the level of technological opportunities of each industry: (a) Science-Based industries include sectors based on advancements in science; (b) Specialized supplier industries create specific products for users-industries, and these typically include  machinery and equipment, with an active role for human capital; (c) Scale intensive industries include sectors characterized by large economies of scale, high capital intensity and  strong relevance of organizational improvements such as motor vehicles; (d) Supplier dominated industries include traditional sectors including food, textiles, clothing. Along the article, the author generally assumed to operate and established the relationship between labour and how  innovation can influence the employment as a final solution for economical development. 2. Methodology The sample was draw for people involved in business activity in Baia Mare city. A total of 250 respondents were  contacted. Respondents were surveyed using a forth part structured questionnaire. Part 1-measured variables using single items such as educational background, type of business activity, type of  organization. Part 2 measured the factors, which were classified into entrepreneurial core, work core, individual and social core  relevant for leadership style of the respondent person. Part 3- measures the profile of leadership, the attitude in different situation of the manager, and identify the type of  leader. Part 4- measure the perception for new development and new orientation into organization, identify some individual  suggestions. The surveyors have been questioned about their business and the opportunity to implemented change management  and introduce innovation in their organization. The internal consistency of the measure and the results indicate that  the items in measuring the organizations activity dimensions are reliable. Also the survey make a radiography upon  the economic activity of the city Baia Mare and give an answer to economical and employment problems. 3. Results Traditional industries such as supplier-dominated sectors are characterized by a long-term decline in employment  associated with the broader patterns of structural change and demand dynamics. The number of individual business  organizations reflects the engine of economy structure especially on small business in a miner region like Baia Mare  city, where ‘’old factories’’ are just a memory for 50’ generation. From the survey dates obtained, I identify that  major activity are non productive sector, as a matter of fact the production it is not developed yet in our region,  organizations are under the discovering faze of the miracle products which can be produce. The diversity of  activities structure is special in the commerce retailer and wholesaler fields and the employers number its low. This paper offers the opportunity to step outside the normal organization day-to-day experiences and mentally  travel a brain road toward people tomorrows—in a world moving toward unimagined futures. Day-to-day experiences tend to trap people in yesterday. I think it is necessary to count also the rapid technological  change, increasing competition because of globalization, and tremendous innovation. At the same time knowledge is  constantly making itself obsolete. Its not possible to invest time in something thats not on your radar. Some kind of  valuable radar enhancement is needed: Results, Approach, Deployment, and Assessment, Review. Unfortunately there are no answers just alternatives and a constantly receding horizon. Entrepreneurs should  establish and maintain an environment within the business to encourage efficiency among employees. Based on thesurvey, I concluded that not in every organization management the manager leader, understand the managerial  competency in the some connotation. Archibugi (2001), Bogliacino and Pianta (2010) identify Pavitt’s groups that describe the level of technological  opportunities in industry and the influence of innovation and new technology for future development and  harmonization with market customers needs. Taking in consideration the survey results a classification can be easy  done, the economical activities can be structure in the category of supplier dominated industries here we include  traditional sectors food, textiles, clothing, hand makes products, training and other activities. Evangelista and Savona (2003) present the same importance of the relation between innovation and skills in  services and the direct relation between the necessity of structural change and economic dynamics. Desire for greater life flexibility, seeking challenges, fulfilling a long-felt desire or escaping from organizational  glass ceiling is also among the motivation factors especially for women to start-up their own business (Figure 1). The diversity in the patterns of employment in the manufacturing sector is documented in this paper also where the  dynamics of employment depends of economic cycle. The ups and downs of aggregate demand have been shown to  affect changes in production and demand for labour. It is not surprising from the survey dates that the number of  women entrepreneur gas increased and growing because of their interests in privatisation, self-employment and  business oriented employment. All this facilitated by the growth in various sectors such as general commerce,  personal and public services, training and consultancy and other reflect the cycle from market in a continuing  fluctuation for an unfavourable miner area. The productive sector doesn’t exist anymore because of technological adaptation and missing innovation, which is  the future provocation for our market. The organization must deal with the practical impact of unpleasant change,  but more importantly, must labour under the weight of employees who have given up, have no faith in the system or  in the ability of leaders to turn the organization around. Leadership before, during and after change implementation is the golden key to getting through the swamp. Out of  250 respondents, majority of them are aged educated that’s the motive of involvement in his own business (26%  baccalaureate and 57% academic studies) as a solution of adaptation on actual market. Management refers to the  ways of the personnel in charge of directing the organization, which in this instance is an entrepreneur. In the  context of demand shortage, an increase of the quality and variety of goods cannot be associated with value added  growth, while productivity growth and a higher competitiveness can be obtained through lower employment. Figure  2 plots the change of the manager mentality groups as the first evidence of the diversity in the relationship between  innovation and employment during the economic cycle and their organization new orientation on market. Blackburn and Pelloni (2004) combines the lessons from the macroeconomic analysis of business cycles with an  attention to the nature of technology and the patterns of structural change in manufacturing industry. A model that explains industries employment change by combining technology and demand is proposed also in this  article. High technology sectors, especially science-based industries, are affected by the ups and downs of the  economy, although they traditionally devote more resources to innovation and new products. As time goes from industrial revolution to the information revolution confirm by Freeman and Louca (2001)  innovation perspectives is the best solution for increasing the employment and reoriented the entire management  economy. The part 4 of survey measures the perception for new development and new orientation into organization and  identifies some individual manager suggestions. The target of survey was to capture the human resources attitude in  front of new orientation for organization perspective. The new generation encourages the implementation of new  trends from the market and push the manager and staff organization to be open for new changes. They suggested some ways to be followed in future: organized training and inform the staff 76%, implement a total  controlling knowledge process to avoid the appearance of different mistakes 45%, a new orientation for  organization, management change and a mentality change in a good direction 41.5%. An open innovation seems to be the best solution for the youngest organizations. Management realizes that the only  education organization aware of the need for change and provide a means by which change and development can be  achieved. This situation show that the enterprise performance depends on the level of personnel incentive and are some  imbalances in the operating activity of the company, because the share of staff costs in value added is higher than it  should be. We can complete the f (e), with the others factors which are variable and dynamic along the economical cycle,  technological and cost competitiveness strategies have a contrasting effect on employment, employment growth  emerges in product innovation oriented sectors, while new processes generally result employment losses. The missing factors present in fact the real situation not only from our region but it is necessary to take in count the  global situation. Boglacino and Pianta (2009) present also this particularly view relevant in the context of the economical crises that  has hit most of organizations in the shadow of the financial crisis of 2008 and of the European debt crisis of 2011. Does innovation stimulate employment? To that question answer Harrison Jaumendreu, Mairesse and Petres  (2008), Greeman and Guellec (2000), that technological innovation and employment reallocation is a solution. Barbuta Misu (2012) reflect about the inverse relation between staff costs rate and probability of bankruptcy, we can  argue that is an unusual situation that the share of staff costs in added value to be high to the enterprises with no risk  of bankruptcy, especially because the high value of personnel expenses diminishing the profit. During industry growth, as well as productivity increases appeared to be supported by both new products and new  processes as both technological and cost competitiveness may lead to output or efficiency improvements. 3. Conclusion This article has shown that recessions disrupt the mechanisms of innovation-based growth and push firms toward a  technological trajectory based on labour-saving new processes that increase efficiency but destroy jobs. Results show that, new products, exports and wage growth affect employment change, while new processes  contribute to restructuring and job losses. Along with jobs, competences, skills and production capacity are lost  during recessions, with the risk of setting the engine of growth on a lower path of development. Employment has  always been affected by business cycles and the economic literature has long explored the macroeconomic and  demand determinants of this relationship. The originality of article perspective is that in investigations by innovation and economical management cycle, the  conclusion shows that employment outcomes are affected by the nature of technological change. Since 48% entrepreneurs are focus on retailer activity and services, and only 24% it is involved in productivity  activity, a new orientation it is necessary to encourage the economical growth of the city. This article investigates whether the ups and downs of cycles alter the possibility of exploiting technological  opportunities and affecting patterns of job creation. Technological competitiveness is expected to have a positive  effect employment but it could play a minor role in a downswing because of the lack of demand. The impact of a  technological innovation will generally depend not only on its inventors, but also on the creativity of the eventual  users of the new technology. A clear difference emerges between new products that support job creation in times of  growth, and new processes that are instrumental in job destruction in times of recession. These differences in the nature of innovation are visible in the diversity of industries, characterized either by a  dominance of product-oriented efforts at technological competitiveness. The article conclusion is to argue and sustain the relationship between specific innovative strategies and their  employment when new products may open up new markets and offer new jobs, when new processes may come to  dominate technological change, leading to restructuring and job losses. The Matrix factors for entrepreneurship leadership profile examines the personal background, stage of career, early  life experiences and growth environment, indirect benefits, opportunities in the carrier prospect and the impact of  market conditions. Specifically, the 4R are: research, relationship, reputation and recognition, each R category is  discussed in light of the contemporary economical situation on Romanian market. The benefits of the 4R are explored and present the real situation on economical and management production like a  problem or a false fake? From research work perspective various attempts were undertaken to identify factors that  support the growth of economy and comprehensive list of factors are identified and put in evidence the object of this  study.

The Impact of My Favorite Form of Media in Mass Communication Essay

Mass Communication has an immense impact on many individuals in the world from the television, music to books and the radio and many more media outlets. There are affirmative and adverse impacts that we all receive from the media. As for myself there is many constructive forms of media I indulge in. My most preferred form of media overall is the Food Network's American reality TV show series called Diners, Drive-Ins and Dives. I always had an adoration and aspiration for art and I consider food to be art. This television series has a huge effect on my daily life in a progressive, yet constructive way. I tend to watch it almost every day or whenever I miss it I just record it. It conglomerates my love of sustenance and travel at the same time. There are many mass communication theories conveyed up through the media world, but I sense a few do relate to my chosen form of media. There are three certain mass communication theories that contribute to my impact on this form of media: Spiral of Silence Theory, Agenda Setting Theory and the Hypodermic Needle Theory. Diners, Drive-Ins and Dives persuades me to cook and appreciate cooking and food. Being married, I believe it’s an abundant deal for the wife to cook and cook well for the family. There are times when I do not feel like cooking or really feel driven at times. Especially when I'm tired or occupied with school work or up keeping the home. This television series I instantaneously got addicted to the first time I viewed it. I adore the diverse ways the chefs come up with these astonishing meals, with simple yet engaging techniques. The customers get interviewed for their intake of the diner’s food and gives more insight on the food, which gives me the viewer an idea ... ... integrated theory of public opinion. Unpublished dissertation, University of Illinois at Urbana-Champaign. 8. Freeland, Amber . "An Overview of Agenda Setting Theory in Mass Communications." Academia.edu. N.p., n.d. Web. 1 May 2014. 9. Griffin, Dana . "What is the Magic Bullet Theory of Mass Media?." Small Business. Demand Media, n.d. Web. 2 May 2014. . 10. "Hypodermic Needle Theorem." University of Twentie. N.p., n.d. Web. 29 Apr. 2014. . 11. "Agenda Setting Theory." University of Twente. N.p., n.d. Web. 29 Apr. 2014. .

Paying College Athletes

Persuasive Speech Nearly two weeks ago, over 700 men and women signed on to play in the largest post-season tournament in professional sports, or should I say, amateur sports. The athletes in March Madness, the post-season basketball tournament, practice multiple times per day, all year round, and even on the weekends. When they aren’t busy between practice and traveling around the country, they are watching film to make themselves even better. That sounds a lot like a professional athlete to me. The only thing that isn’t professional about their lives is their pay check. The networks that host March Madness rake in millions of dollars through commercials. The schools rake in money through merchandise and ticket sales. The athletes rake in, well, nothing. Other than experience and exposure, these athletes aren’t allowed to make any money or even accept rewards for their accomplishments. The money generated by March Madness rivals the money earned from the post season of nearly every professional sports league in the world. At $613 million, the NCAA is earning over 40 percent more ad revenue than the entire NBA playoffs and over 60 percent more ad revenue than the entire post season for Major League Baseball. Given that professional basketball and baseball players bring home millions to their families every year, one has to wonder: What is the NCAA doing with all that money? The money doesn't disappear just because the players' families don't get it. Instead, we see coaches signing blockbuster deals worth tens of millions of dollars. It's time to let the players have a piece of the pie. You can't possibly convince me that head coach Gene Chizik was worth more to Auburn’s championship football than their quarterback Cam Newton. Plus, kids in Alabama aren't buying Chizik jerseys from the university. Still, we somehow expect that a kid from the inner city should be happy with a scholarship. The truth is that almost none of us would accept a scholarship over a job that generates tens of millions of dollars. That’s why we see kids like Kobe Bryant and LeBron James coming straight out of high school and to the NBA. Now, for them, that move paid off. However, there have been plenty of talented high school students who were lured by the money of professional sports but were never able to make it. Now they’re stuck without a job or an education. As Americans, should we be encouraging this risky behavior? Those who oppose paying college athletes say that a full ride scholarship with free room and board should be enough, and the kids should get used to the idea of working hard in school and not worrying about money. However, kids are only guaranteed these scholarships one year at a time. Meaning that if a kid sustains a career or season ending injury, now he’s left at school without a scholarship. Now he can’t pay for his classes. Now he can’t pay for room and board. Most college athletes can’t pay the fees their school charges, so why not help them out if they get hurt? Others also say that athletes can go out like any other citizen and find a job if they need to support their family while in college. The reality is no college athlete can possibly hold a job while being part of a team. Between traveling half the season, suffering through day long practices, sitting through night classes, these kids can’t find any time to fit in a job. Like I said, this dilemma encourages many to skip college and enter the pros, sometimes, without enough experience and no college education. Allowing the payment of athletes would end the lying and cheating that all but criminalizes big-time college sports. All the rumors and finger pointing, often times without any evidence, only creates dark clouds around universities. When SMU was convicted of rewarding their football players with cars and other material items, the football program was given â€Å"the death sentence† for one year, and it destroyed their reputation. Without distractions in the media, kids would be allowed to focus and not worry about the safety of their programs. The current system is practically like slavery. These kids work their hearts out and play through injuries in fear of losing their scholarship. Meanwhile, their families are left at home, struggling without their kids’ help. Keeping athletes and their families in poverty while coaches and administrators get rich is not only un-American; it is an emmbarrassment to us all.

Free Essays on Hip Hop Story

HIP HOP HISTORY Music is the most powerful vehicle of human expression. As the embodiment of love, disapproval, happiness, experience – life, music speaks to us, because it comes from us. Each people, in each paradine of the human experience instinctively and systematically change the music of the past to represent the realities of the present. In this century, black music, more specifically Hip Hop/Soul music, has been that music that has brought to plain view that which evidences our humanity – hope, hurt, joy and passion – in such a way that the world has no other choice than to feel its power and marvel in its brilliance. When one discusses the relationship between Soul music and the civil rights movement, it becomes a dialogue very akin to that of the chicken and the egg. The period of â€Å"Classic Soul† is that period primarily, but not exclusively referenced as the 1950’s, 60’s and 70’s (Stephenson 186). This is the time frame of the American Civil Rights Movement, and the impact of the massive changes going on, are reflected in the music and the culture. So one would be correct in both assuming that the Civil Rights Movement gave rise to Soul music, as much Soul music contributed to the success of the campaign for civil rights. Soul music during its heyday, did more than simply entertain. For a race of people it served as a source of motivation, strength and education, for a people immersed in turmoil and tragedy. The institution of segregation had effectively inhibited the general populace’s awareness of the great achievements and contributions made by African-Americans throughout the history of the United States (Franklin 429). Inasmuch, Soul music sought to bring that undersight to light. Soul songs like Donny Hathaway’s â€Å"To Be Young, Gifted and Black,† was revolutionary, in that they sought to instill pride of one’s history, but at the same time motivate a new generation to reach new heights. As Hatha... Free Essays on Hip Hop Story Free Essays on Hip Hop Story HIP HOP HISTORY Music is the most powerful vehicle of human expression. As the embodiment of love, disapproval, happiness, experience – life, music speaks to us, because it comes from us. Each people, in each paradine of the human experience instinctively and systematically change the music of the past to represent the realities of the present. In this century, black music, more specifically Hip Hop/Soul music, has been that music that has brought to plain view that which evidences our humanity – hope, hurt, joy and passion – in such a way that the world has no other choice than to feel its power and marvel in its brilliance. When one discusses the relationship between Soul music and the civil rights movement, it becomes a dialogue very akin to that of the chicken and the egg. The period of â€Å"Classic Soul† is that period primarily, but not exclusively referenced as the 1950’s, 60’s and 70’s (Stephenson 186). This is the time frame of the American Civil Rights Movement, and the impact of the massive changes going on, are reflected in the music and the culture. So one would be correct in both assuming that the Civil Rights Movement gave rise to Soul music, as much Soul music contributed to the success of the campaign for civil rights. Soul music during its heyday, did more than simply entertain. For a race of people it served as a source of motivation, strength and education, for a people immersed in turmoil and tragedy. The institution of segregation had effectively inhibited the general populace’s awareness of the great achievements and contributions made by African-Americans throughout the history of the United States (Franklin 429). Inasmuch, Soul music sought to bring that undersight to light. Soul songs like Donny Hathaway’s â€Å"To Be Young, Gifted and Black,† was revolutionary, in that they sought to instill pride of one’s history, but at the same time motivate a new generation to reach new heights. As Hatha...

15 Best People to Follow on Twitter and LinkedIn for Career Advice

15 Best People to Follow on Twitter and LinkedIn for Career Advice When you’re on the hunt for a new job, it can feel like a lonely process sometimes. You’re editing your resume, you’re researching new opportunities and job descriptions, and you’re working on your personal package and brand. All of those are necessary elements of the process, but that’s a lot of â€Å"you† going on, no? Where do you turn when you need advice and career resources such as resume templates, interview guides and workplace tips? You know our door is always open at TheJobNetwork, but there’s also a whole internet of people who add their personal voices and expertise to the mix. Social media has opened up everyone’s networks like never before, making it easy to connect with others. Let’s look at some of the movers and shakers who can help bump your career development to the next level, whether you’re a seasoned veteran or just starting out.Career Influencers on TwitterTwitter’s not just for TV rea ctions and presidential candidates’ late-night rants, believe it or not. It’s also host to a thriving career hive, where the @ signs fly fast and furious in every industry. Here are some of the best people to follow if you want to stay in the know:Kathryn Minshew, founder of The Muse. Whether it’s general career/job search advice or the cutting edge of what’s happening in the career world, Minshew is on it and sharing it for her followers.Simon Sinek, motivational and leadership author and speaker. Sinek has made a career out of studying successful leaders and their communication, and making those insights accessible via his books (Start with Why: How Great Leaders Inspire Everyone to Take Action and Leaders Eat Last: Why Some Teams Pull Together and Some Don’t) and his social media.Hannah Morgan, career and job search expert, and founder of CareerSherpa. Morgan offers a constant stream of advice for â€Å"solopreneurship,† as well as brandi ng yourself and hunting for your next big opportunity.Abby Kohut, a recruiter and career coach, and founder of Absolutely Abby. Kohut is not only great at what she does (she was named among the â€Å"Top 25 Women To Follow On Twitter For Your Job Search† by CEO World), but she’s also on a tour of the USA in an RV, offering career advice and inspiration from sea to shining sea. And if an RV tour doesn’t offer good Twitter entertainment, I don’t know what does.Guy Kawasaki, motiviational speaker and former â€Å"chief evangelist† of Apple. Kawasaki is one of the best known career, business, and leadership speakers in the biz, and his Twitter is chock full of advice on branding, managing your career, and the occasional (very relevant and necessary) cute animal video.Adam Toren, author, entrepreneur, and founder of Young Entrepreneur. Toren’s voice is essential because it speaks to would-be entrepreneurs of all ages, and offers advice for people looking to build their brand whenever they want to start. Even if you’re only young at heart, Toren has great insight about how to go about developing your entrepreneurial side.Seth Godin, bestselling author and career/marketing/business guru. If you’ve heard of any career coach before, there’s a good chance it’s Seth Godin. Author of 14 books about marketing, leadership, personal branding, and personal growth, Godin has become a go-to for people all over the country looking to boost their careers and their outlook. Godin’s Twitter feed is tied to his blog, where he shares his everyday insights on the marketing and career worlds.Women 2.0, media company specializing in innovation opportunities and business education for women. Despite the name and stated mission, Women 2.0 offers solid career information for any gender, as well as valuable insight into diversity and increasing opportunities for entrepreneurs who are just starting out.Randi Zuckerb erg, author and speaker. Sure, that other Zuckerberg is a household name these days, but his sister, Randi Zuckerberg is a social media force to be reckoned with as well. The author of Dot Complicated, Zuckerberg has a lot of great insight into how to manage social media in our professional and personal lives, as well as building brands and content.Elon Musk, CEO and tech innovator. If there’s an â€Å"it† executive and influencer right now, it’s Elon Musk- hands down. With his involvement in cutting-edge companies like SpaceX, Solar City, and Tesla, he’s helping to redefine what it means to be a leader, innovating in business and science at the same time.Career Influencers on  LinkedInLinkedIn is a great place to concentrate your job search energies, because it’s a connecting hub for so many companies and industries. It’s also an excellent spot to find inspirational voices and guidance from people who know their stuff. When you branch out from your own personal network and move beyond the basic job search functions of LinkedIn, these influencers are must-follows as you build and shape your career.Laszlo Block, Senior Adviser at Google and author of Work Rules!. Block publishes lots of great content on LinkedIn, offering insights from his work at Google (maybe you’ve heard of it- you know, that little underdog, mom-and-pop tech behemoth) and his experience leading teams.Lisa Gates, career coach and founder of She Negotiates. Negotiation is such an important part of your career and your role as a self-advocate- and yet it’s an area where almost all of us can use some work. It’s a big career challenge- what can you ask for, what do you do, and how far can you go? Gates offers tips and insight that we can all use, whether we’re negotiating a new offer, looking for a pay/title bump, or leveraging your performance review.Meg Giuseppi, career and personal branding coach. Giuseppi is a branding g uru who works with people to build their resumes, leadership skills, and social media brands as part of their job searches. Her articles give strategies and tips for pushing your professional package to the next level.Heather Huhman, career coach and digital marketing specialist. We hear about Millenials and their trends/needs/peculiarities all the time- but what about Gen Y, the pre-Millenials? For those of us who fall into that bucket between Gen X and the Millenials, Huhman is here to offer sage recruiting advice for building your career after your first or second jobs, and how to negotiate career changes.Paul Freiberger, resume writer and job search consultant. Freiberger isn’t the kind of writer who publishes 18 posts a day, but what he does post is high-quality advice for your job search, your resume, negotiation, etc.- all the biggies. He also talks about issues that aren’t always discussed widely in the career arena, like how to deal with a job search if youâ⠂¬â„¢re an introvert. (More on interviewing-while-introverted here as well.)One of the best things about networking in the social media age is that you can decide what level of involvement you want to have. Are you happy just reading content and articles posted by people who are in the know? Do you prefer to interact with people who have specific expertise? Whether you’re comfortable @-ing big names or just the occasional retweet, the experience is totally customizable. The resources are out there- you just have to find (and follow) them!How about you? Do you have any favorite follows who brighten your feeds with interesting and useful content? We’d love to hear from you in the comments.