International Nurses in Canada Essay Example for Free

International Nurses in Canada Essay International Nurses in Canada Nurses play vital role in the person’s life. Nurses take care of health of all age group of Canadians and make the nation very healthy and wealthy. Nursing, as a career to both men and women offer varieties of opportunities for professional development and the personal satisfaction by helping people, when they really seek caring hand. Duties and Responsibilities of a Nurse in Ontario, Canada In Canada duties and responsibilities of nurses are well defined and listed with the emphasis on good ethics. The main duties of the Registered Nurses are as follows. Nurses assess patients to identify appropriate nursing interventions and provide medications and treatments according to policies and protocols . They collaborate with team members to plan, implement and evaluate patient care in consultation with patients and their relatives. They educate the patients and implement the institute policies for discharging patients. They assist surgeons, physicians in medical procedure or surgery and successfully monitor and operate medical equipments and supervise subordinates staff. (1. Employment Ontario). They maintain stock of supplies; prepare rooms, sterile instruments and equipments. They perform routine laboratory and office work. (2. Compassionate nursing care). In Ontario, there are two major groups in nursing profession. 1. Registered Nurse, 2. Registered Practical Nurse. The important differences between these two nursing professions are education and practice. RN requires studying a four year Bachelor of Nursing degree course and RPN requires studying, diploma program of four semesters. (3. RNAO). Working area of a nurse trained in Ontario, Canada A nurse trained in Canada can work in nearly 120 countries in the world. This is due to the Global nursing connections of Canadian Nursing Association with ICN (International Council Of Nursing). ICN is a federation of national nurses’ associations, representing nurses in more than 120 countries. CNA has very good leadership, which has represented ICN at various senior level for pretty long period. (4. CNA). Duties of a nurse in a Third World Country (ZAMBIA) Zambia is a member of International Council of Nurses (ICN) and nursing profession is regulated by the Nurses and Midwives Act No. 31 of 1997. Unfortunately, Zambia is among the 57 countries identified by WHO as experiencing critical shortage nurses and doctors as they are changing their profession or migrating to other counties. (5-ZUNO, 2008). Nurses in Zambia are working in highly unsafe and poor occupational conditions. In Zambia HIV/AIDS and other diseases such as tuberculosis and malaria are predominant. Due to the shortage of nursing staff, there is an overload of work on existing nurses. They work with inadequate protective clothing and instruments. They are offered very poor salary and deprived of basic needs of life. All these factors increase stress to nurses and deteriorate their physical, mental and financial condition. The nurses trained in Ontario can work in any part of the world, but the internationally trained nurse cannot work here as soon as they come here. At first glance this looks unpalatable and dominance of developed country over developing country and third world country. Here, the development in health care is very fast to keep the people healthy and provide faster recovery. So nurses will require keeping the pace with new technology and innovations. Nurses need to implement new health programs. Nurses need to work more independently. Nurses must be able to collaborate, the activities of the different disciplines for the patient’s benefit. Here, Nurses should be aware of consequences of ethical and legal issues, while treating the patient with their consent, relating nursing practice in the institute / hospital. (6. CNA). All these important information and knowledge are required before treating patients in Ontario. Above all, communication should also be fluent, to understand team members and patients. Because of these reasons, internationally trained nurses might not be able to work immediately, when they arrive here. Requirements for internationally trained nurse to be accepted in nursing profession They should be Canadian citizen, Permanent Resident or authorized under the Immigration and Refugee Protection Act (Canada) and provide evidence of fluency in English / French. They should complete an acceptable nursing program, provide recent safe nursing practice, should successfully complete national nursing registration examination and provide registration or eligibility of registration in Ontario. They should provide Good character and clean criminal record from a Canadian Criminal Record. (7. CNO). Expenses to obtain Ontario Certification for internationally trained nurses Various Bridge Training programs are offered by Ontario government to internationally educated nursing professional to gain the knowledge and information needed to get license to do practise in Ontario. (8. Ontario Bridge Training). This study program is ranging between 2 to 4 semesters. The tuition fee for this study program is ranging between $ 12000 to $ 4400. After completion of this program they will have to pay,1. application fee,2. PLAR Fee,3. Examinatin fee,4,General class registration fee. The total comes $ 2457. 0. (9. CNO). These expenses are overwhelming for newcomers. Newcomers initially struggle to get the job to meet their daily expenses. How could they take care of expensive tuition fees and license fees with full time study? This system is very expensive for internationally trained nurse to get license and do the practise in Ontario.

Relationship Between Staff Motivation and Performance

Relationship Between Staff Motivation and Performance INTRODUCTION Shortages can be a symptom of demotivation, poor management and lack of organizational support (Zurn et al., 2005). Shortages are resulting in heavy workload, which is a precursor to job stress, and burnout, which have also been linked to low job motivation. Nurses job motivation is an elusive concept, which is defined within its extrinsic and intrinsic values (Cowin, 2002). Extrinsic values encompass the tangible aspects of the job including wages, benefits and bonuses, whereas intrinsic values include status, recognition, personal and professional development opportunities, and other similar factors (Cowin, 2002). Reasons for nurse demotivation have been well documented in the nursing literature. Such reasons include lack of involvement in decision-making, poor relationship with management, low salaries and poor benefits, lack of job security, poor recognition and lack of flexibility in scheduling (Albaugh,2003). Nurse demotivation has been also linked to emotional exhaustion and b urnout, Which can affect patient outcomes (Aiken et al., 1997). Furthermore Shields Ward (2001) and Tzeng (2002) has also stated that improper motivation is a primary predictor of nurses intent to leave (Shields Ward, 2001; Tzeng, 2002). A study conducted in the United States presented evidence showing that demotivated nurses were 65% more likely to have intent to leave compared to the motivated counterparts (Shields Ward, 2001). Other predictors of intent to leave vary from other motivation factors like low salaries and fringe benefits, inflexible work schedule (Coomber Barriball, 2007; Hayes et al, 2006), career advancement prospects (Tzeng, 2002, Rambur et al., 2003), in addition to poor management and job stress (Rambur et al., 2003). Nurses turnover is linked to situational factors (Larrabee et al., 2003) such as low levels of motivation (Tzeng, 2002). It is worth noting that improper motivation has also been found to be a better predictor of intent to leave as compared to the avail ability of other employment opportunities (Shields Ward, 2001; Purani Sahadev 2007). A study by El-Jardali et al. (2007) also found a negative correlation between motivation and intention to leave in Lebanese nurses. Their studys main objective was to examine the impact of motivation as a predictor variable on intention to leave used as dependent variable in the study. The finding of the study reveals that the main cause of the dissatisfaction and hence intention to leave was negatively associated with hospitals motivation schemes such as compensation and incentives (extrinsic rewards). Purani and Sahadev (2007) used motivation with multi-faceted construct as predictor variable and examine its impact on intention to leave among the nurses in India. Assuming one of the role as interaction and communication with clients and patient of both profession is common, their study also used experience as moderating variables to examine how working experience could affect motivation and inte ntion to leave relationship. Purani and Sahadev (2007) found that employees with long stay at workplace had higher level of motivation and would not incline to quit. Their finding also suggested that motivation and intention to leave relationship framework must also have other demographic variables consideration into the model of motivation and intention to leave. Pearson and Chong (1997) also examined the impact of job content and job information on motivation among Malaysian nurses in large public sector hospital. They found that job information is stronger predictor to nurses motivation and therefore argued that intrinsic factors such as job information and organization commitment also influence nurses motivation. However, they did recommend that motivation with information cues available to nurses are crucial to determine nurses motivation which may lead to intent to leave or higher job burnout, if not available. Tzeng (2002) examined the impact of working motivational factors a s well as job satisfaction factors as independent variables on nurses intention to leave in cross-sectional study in Taiwan. He found that low levels of motivation, emotional exhaustion and burnout and to the poor social image of the nursing profession influenced nurses intention to leave in Taiwans hospitals. This study therefore, suggested that motivation is a multi-faceted construct and should have both intrinsic as well as extrinsic factors to measure job satisfaction (Tzeng, 2002). HOW MOTIVATION AFFECTS EMPLOYEE PERFORMANCE The extent to which employees are motivated in their work depends on how well those employees are able to provide output in their job. Motivation is expected to have a positive effect on quality performance. Employees who are characterized by a high level of motivation show a higher work and life satisfaction. Having a high level of motivation is therefore in itself valuable for employees and a decrease in motivation might affect employees negatively. The motivation leads to high level of initiative and creativity from the employee and where monitoring is difficult, motivation is therefore extremely important for ensuring high quality performance. In Armco Health Center, the quality of employee performance is measured by three individual measures of employee performance. The first measure of the individual performance items is a self-rating measure of employee performance through a program called SAP. The performance of the employee asks to indicate eight-points scale how well the em ployee is doing the job. The second measure of the performance of the Armco Health Center is the extent to which the nurses are willing to conduct tasks that are not part of their job description. The employees are asked to report on the SAP about their willingness to perform additional tasks that are not expected from them regularly and to think constructively about how the organization they work for could be proved. Last item that measure the performance of the nurses are the number of days they were absent. EMPOWERMENT AND STAFF MOTIVATION Nursing is increasingly broad in scope and encompasses an ever widening range of work behaviors and role responsibilities. However, they work within a climate of uncertainty and disempowerment along with high organizational demands placing them under considerable stress (1,2). This condition threatens both physical and emotional wellbeing of nurses and the profession itself and may results to low nurses commitment which in turn may contribute to disengagement or withdrawal of nurses from their organizations (3,4). Consequently, threatens organizational functioning and the quality care, since low nurses commitment leads to absenteeism or poor performance (5). However, the nurses low commitment is being a problem in many countries, Aiken et al(6) have cautioned that the health care workforce faces the serious risk of losing one in five registered nurse for reasons other than retirement. Supportively, several other studies revealed that the turnover rate for hospital registered nurse is among the highest rates found for professional and technical occupational groups (7,8). In addition, in 2002 the Joint Commission on Accreditation of Health Care Organizations (JCAHO) recorded that current annual registered nurse turnover rates range from 18% to 26% (9). Moreover, Victorian Governmental Department of Human Services Research suggests that at low levels of job satisfaction and organizational commitment, retention of nursing staff is difficult and this in turn increases absenteeism (10). The Kingdom of Saudi Arabia, like many other countries is also suffering from nursing low commitment which evidenced by registered nurses high turnover rate and resignation(11). However, some national studies and articles highlighted that governmental sectors in Riyadh city were suffering for many years from high turnover rate of nurses that reached to 70% in some hospitals and resulted in high nurses shortage (12,13) . Along with working condition, salary, nursing disempowerment and uncertainty being cited to explain why the nurses exhibit poor work performance or uncommitted to their organization. In a research conducted by Attree (17) that studies the relationship between nurses perception regarding their control and governance , revealed that registered nurse were dissatisfied with their governance, perceived lack of control over their everyday practice and commented on a popular perception that they had become disempowered , lacked influence and asserted that they have fairly little power. Its the managers and physicians who have the power, not nurses. Both managers and physicians decided, told and expected from the nurse to just get on with it, without discussion, or negotiation. As Salvage (18), nurses may see themselves as skilled practitioners, but the public still clings to its old image of the nurse as the doctors handmaiden. This indicates that nurses are not powerless due to lack in competence, motivation, and/or information, but because lack of awareness and enabling system and structure. Foser and Hoggett (19) termed this situation as a Do more with less culture where rhetoric is designed to empower the exhausted workers by emphasizing their commitment to organizational goals . However, disparity between the nurses desired and perceived autonomy and control over daily job activities interferes with nurses attempts to perform according to their expectations as professionals and may contribute to disengagement and withdrawal from the profession of nursing (17). Parallel to this is the national view of nursing in Saudi culture. Abu- Zinada (11,20) stated in many articles that the nurses were disempowered, and have a feeling of uncertainty. In contrast, she saw that the nurse has the right to make decisions that are separate of the physician ones. Moreover, Al-morshed (21) considered that the nurses were not assistants to the physician or that their role is limited to giving injection or helping a patient, since the nursing is a science before everything. Thus, creating conditions that foster a sense of empowerment in healthcare settings are critical to both employee wellbeing and organizational success(22) . For employee well-being, empowerment offers opportunities for learning, development, and playing a more active role in operational decisions through the personal development and involvement in decision making. As a result, employees can sense their feelings of self-worth, meaningfulness, job satisfaction and morale that result from their contributions and control or autonomy over their work. Additionally, empowerment is essential for enhancing nurses role, strengthening the professional image, and continuously improving the healthcare system. It allows the nurses to perform in a professional manner by being more autonomous, responsible and participative (23). For organizational success, many hospitals uses the concept of empowerment as a retention strategies to improve nurses commitment by fostering the desire not to leave the organization for selfish interests or marginal gains, and increase willingness to work by making personal sacrifice, performing beyond normal expectations , endure difficult times with an organization and increasing acceptance of organizations values and goals . As a consequence, nurses will be less burned-out and more engaged in their work and will contribute to organizational effectiveness (24). Although, the concept of empowerment is frequently used in health services and in nursing ,particularly in relation to the quality of care, since the mission of nursing is to provide safe and quality nursing care thereby enabling patients to achieve their maximum level of wellness(25). Also empowerment play a significant role in the management of job stress and job satisfaction as well as in nurse attraction and retention ( 26). Hence, creating healthy work conditions that empowered nurses and provide freedom to act according to their expectation as a professional, may be a fruitful strategy for nurse managers and administrators to retain nurses who currently work by promoting their commitment to the organization, especially in a critical care settings. Nowadays, many seek power but few possess it. Nurses are not exception (Marquis and Huston, 2000). In health care settings, an unequal power base exists among administrator, physicians, and nurses as a result of the competing goals of administration and the coexistence of multiple lines of authority (Sabiston and Laschinger, 1995). The rigidity of hierarchical rule-bound structures has been specifically blamed for nurses inability to sufficiently control the content of their practice (Laschinger and Havens, 1996). Kanter (1993) proposed that an individuals effectiveness on the job is influenced largely by organizational aspects of the work environment. This author identified power and access to opportunities to learn and grow, as structural determinants affecting the behavior of the individual. This power is derived from the ability to mobilize information, support, and resources necessary for getting the job done. Access to these empowering structures is influenced by the degree of formal and informal power an employee has in the organization (Kanter,1993). Formal power evolves from having a defined job that affords flexibility, visibility and centrality to organizational purpose and goals whereas informal power is determined by the extent of employees networks and alliances with sponsors, peers, and subordinates within the organization. Access to these empowering structures has a positive impact on employees, resulting in increase in their job satisfaction, level of organizational commitment and feelings of autonomy. Consequently, employees are more productive and effective in meeting organizational goals (Dutcher and Adams, 1994 ; Laschinger et. al., 1999). Nurses autonomy or control over work was seriously limited by unequal power relationships with medical staff, which enhanced physician power and restricted the nurses freedom, and consequently hindered their empowerment (McParland et al., 2000). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance client care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabiston and Laschinger, 1995). EMPOWERMENT IMPROVES MOTIVATION Empowerment. Thomas and Velthouse (1990) define empowerment as personal power that flows from professional growth, which is correlated with job satisfaction. Klakovich (1995) further states that the empowerment of nursing staff may be the critical variable in achieving positive organizational outcomes while maintaining the caring values of the nursing profession Klakovich (1996) defines three dimensions of empowerment as reciprocity, synergy, and ownership. Empowerment is a reciprocal leader-follower relationship that advances and aligns strategies, both organizational and individual (Klakovich, 1995). The Reciprocal Empowerment Scale tool reports in three subscales: reciprocity and synergy sub-scales represent the interactive leader/follower process; the ownership subscale represents the outcomes . Reciprocity involves a leadership behavior pattern of sharing power, support and information. Empowerment Research has shown correlations between nursing leadership job satisfaction and e mpowerment (Laschinger et al., 2003; Mrayyan, 2004). In recent years, the idea of empowerment has become popular in the nursing literature (Kluska et al., 2000; Laschinger Finegan, 2005). The review of the literature reveals empowerment being used in various contexts; such as, mental health, chronic care, and health promotion (Dahlgaard Dahlgaard, (2003), Paterson(2001) . In these contexts, the concept of empowerment incorporates positive and respectful relationships through constant dialog (Ellefsen Hamilton, (2000) Prybil( 2003). Morrison, Jones, and Fuller (1997) performed a non-experimental descriptive study that explored the effects of leadership style and empowerment on nursing job satisfaction. The participants included various nursing personnel, such as nurse managers, nursing assistants, nursing clinical leaders, licensed practical nurses and staff nurses. The researchers examined how staff nurses perceived empowerment The researchers results in their variance analysis i ndicated a statistically significant difference in empowerment among different job classifications within the organization Empowerment accounted for more variance with job satisfaction for licensed personnel than for unlicensed personnel, as well as, for differing by type of satisfaction. The researchers findings indicate the importance of empowerment to staff nurse job satisfaction. They also show the contribution of empowerment to job motivation and how they vary by personnel. This study gives reason for performing this research study that examined the relationship of nurse empowerment and motivation Furthermore, studies have shown that Indian nurses had a moderate empowerment level and their actual work empowerment perception was significantly lower than their expectation (Huang, Lin, Hsu, Chen, Huang, 2003). The findings also showed that nurses had the lowest score on participation in decision making. Researchers pointed out that the nursing leaders tended to use authority and might only consult several members opinions for decision making. The opportunity for nurses to participate in decision making is limited. As such, frontline nurses might think decision making is the managers responsibility, not theirs (Mok Au-Yeung, 2002). Participation can be seen as the highest level of empowerment. Nurses level of participation in decision making (PDM) can be used as an important indicator of empowerment. In western health care system, it has been found that the area where nurses prefer to be involved in decision-making is more related to the context of nursing practice, such as nursing unit operation (Blegen et al., 1993). Yet, in Indian nurses PDM is still not well studied. The extent to which nurses prefer to be or are actually involved in decision making is still not clear. Laschinger and Finegan (2005) surveyed 273 medical, surgical and critical care nurses concluding that structural empowerment had a direct effect on organizational trust and respect, job motivation and commitment. An important addition to the understanding of empowerment in nursing education was another finding that empowerment increased motivation level of the nurses (Falk-Raphael, Chinn, Anderson, Laschinger, Rubotzky, 2004) Work empowerment has been linked to many other important organizational outcomes, such as job motivation, organizational commitment, lower levels of job stress and empowering leader behaviors (Spence-Laschinger, Tuer-Hodes, 2003). Hollinger-Smith and Ortigara (2004) stated that nurses perceptions of work empowerment are related to commitment to and trust in the organization, autonomy, participation in organizational decision-making, and job motivation. Increased autonomy and work motivation have been directly linked to nurse retention and increased patient satisfaction (Hollinger-Smith Ortigara, 2004). Empowering work environments can also influence nurses ability to practice in a professional manner, ensuring excellent patient care and positive organizational outcomes. Organizational changes have a direct effect on the work environment and may contribute to higher rates of demotivation, burnout and absenteeism among staff (Kuokkanen, Savikko Doran, 2007). Factors of empowerment c an also provide a way to measure the effects of organizational changes (Kuokkanen et al., 2007). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance patient care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabistonand Laschinger, 1995). In Sochalskis (2002) survey of nurse empowerment , it was found that 1 out of 3 staff nurse participants (manager and staff level) were dissatisfied and hence demotivated in their job. Increasing job satisfaction, as it positively correlates with empowerment and organizational commitment, is a strategy to help retain employees (Laschinger, Finegan, Shamian, Casier, 2000). As patient care becomes more technologically advanced and complex, (requiring greater experience on the part of nursing staff to perform the job correctly), workplace stability and a utonomy become invaluable in a hospital setting (Laschinger et al,2000.). Many researchers have concluded that building collaborative decision making teams will empower both nursing and managerial staff; which boosts morale and work performance (Cowin, 2002 Kluska et al., 2004). Ellefsen and Hamilton (2000) concluded that nurse empowerment encourages nurses in management positions to perform their duties efficiently and with confidence and competence. Research suggests when hospital leadership encourages subordinate empowerment; there is a direct link to increased subordinate job satisfaction and motivation (Laschinger, Finegan, Shamian, Wilk, 2001). Evidence has shown that empowered nurses shift their self-perceived role from that of a subordinate to collaborator; which encourages consensus building, improves job ownership, improves trust and the followers motivation, sense of responsibility and organizational commitment( Wagner ,2006 Watson, 2002). Empowerment not only increase s job motivation, but inspirational and visionary transformational leadership encourages the highest level of staff efficiency and productivity (Keuter, Byrne, Voell, Larson, 2000; Moss Rowles, 1997). Masi (2000) concluded that empowerment provides opportunities for choice and promotes autonomy, which allows subordinates to demonstrate their competencies. The espoused benefits of empowerment The supposed benefits of empowerment can be broadly divided into two areas: benefits for the organization; and benefits for the individual. Much of the empirical research into empowerment has focused on organizational benefits assuming that these are the driving force behind attempts to engender empowered working (Cunningham et al., 1996). Certainly the motivation for managerial adoption of empowerment is typically driven to help managers manage and improve work organization and job performance, not to primarily create an environment that is beneficial for the employee (Psoinos and Smithson, 2002). Global competition and a changing business environment have prompted organizational change in response to increased pressures to improve efficiency and performance (Lawler et al., 1992). It has been argued that organizations with higher levels of empowerment have demonstrated improvements in various economic performance areas (Applebaum et al., 1999). The economic benefits of empowerment s pecifically may be difficult to assess as often it is introduced as part of a broader initiative such as BPR and TQM (Psoinos and Smithson, 2002). Despite the espoused organisational benefits Argyris (1998) argues that empowerment has still not delivered the promised benefits, remaining a myth rather than reality. While it could be argued that the primary motive for empowerment is initially driven by the need to improve the economic performance of the organisation, benefits to the individual employee have also been identified. Nykodym et al. (1994) found that employees who consider themselves empowered have reduced conflict and ambiguity in their role, as they are able to control (to a certain extent) their own environment. They suggested that this reduces emotional strain on the employee. Similarly, it has been suggested that empowered employees have a greater sense of job satisfaction, motivation and organisational loyalty (Koberg et al., 1999, Spreitzer et al., 1997). Empowerment cannot only impact attitudes but it can also impact on performance, specifically employee productivity (Koberg et al., 1999) and employee effectiveness (Spreitzer et al., 1997). Overall the literature points to many potential benefits to both organisations and employees like if the workplace empowerment is successful, then it produces a win-win situation (Lashley, 1999). However, despite the strong support for empowerment in theory, in practice empowerment may exist in rhetoric only and control is the reality for employees (Sewell and Wilkinson, 1992). Although it may be considered that employee empowerment will improve organizational performance but it is possible that empowered employees are not necessarily more motivated or have higher levels of job satisfaction (Collins, 1999). Thus the benefits of empowerment should not be assumed to automatically occur nor should the rhetoric of empowerment be confused with the reality. Measurement of the employee benefits is very difficult t o achieve. Unlike organisational benefits which can be measured using objective facts, individual benefits are much more complex. Certain objective measures, such as absence and turnover rates have been applied in this context (Psoinos and Smithson, 2002). However, it is often considered that softer measures of employees attitudes may provide informative insights omitted by other more tangible measures (Psoinos and Smithson, 2002). FACTORS IMPORTANT FOR MOTIVATING EMPLOYEES One of the most perplexing healthcare retention issues is keeping newly licensed nurses from leaving after just a year or two of employment in the clinical setting (Zucker, Goss, Williams, Bloodworth, Lynn, Denker, et al., 2006). Kovner, Brewer, and Djukic (2007) presented evidence that 13% of newly licensed 1490 RNs had changed principal jobs after one year, and 37% reported that they felt ready to change jobs. Nurses leave the profession mainly because of low pay and poor job satisfaction (DiMeglio, Padula, Piatek, 2005)Hence pay and motivation at workplace are very important factors of retaining the staff. Therefore, nurse leaders are faced with two challenges: to recruit sufficiently qualified nurses and to establish rewarding work cultures that promote retention. Recruiting a younger generation of nursing staff members and meeting retention demands of cross-generational nurses will be a challenge like no other previously seen in healthcare (Cordinez, 2002). Newly licensed nurse s recruitment and retention into the workplace are fundamental strategies for ensuring that healthcare systems have the continued capacity to deliver patient care (Berliner Ginzberg, 2002). Understanding why newly licensed registered nurses choose to remain in nursing is an essential component of recruitment and retention strategies. Despite a recent four year trend of increasing nursing school enrollment and graduation of qualified nurses (American Association of Colleges of Nursing, 2005), the latest data on the shortage of RNs in the United States is estimated to reach about 500,000 by 2025 (Buerhas, Staiger, Auerbach, 2000.This study shows that nursing shortage is going to increase and hence motivating factors like pay,proper work environment and empowerment are necessary for retaining the experienced nurse staff. Hecker (2005) predicts that more than one million new and replacement nurses will be needed by the year 2014. The problem is that many of the newly licensed nurses w ill not remain in nursing and will choose to leave the profession within four years of graduation from a nursing program (Sochalski, 2002). In a study by Bowles and Candela (2005), 30% of newly licensed RNs left their first nursing position within one year of employment, and 57% left their first nursing position within two years of employment.This study further provides evidence that adds to the case study done by Kovner, Brewer, and Djukic (2007) which also adds to data and evidence that nurses are leaving their profession due to lack of empowerment and motivation in hospitals. The nursing shortage and the high incidence of turnover among newly licensed nurses within the first year of employment need to be investigated. It is well documented that nurses are leaving the profession because they are dissatisfied with current working conditions and not because they are disenchanted with the ideal of nursing, which originally attracted them to the profession (Lynn Redman, 2005; Strachota, Normandin, OBrien, Clary, Krukow, 2003). There is limited research that addresses newly licensed registered nurses career choices post-graduation. The future of nursing rests in the ability to recruit and retain upcoming generations to the profession.Currently, however, there is limited knowledge concerning what influences the decisions of newly licensed registered nurses to remain in nursing. Thus, the objective of this study was to identify factors that influence newly licensed registered nurses decision to remain in nursing. The shortage of people entering professional nursing, nurses dissatisfaction, and high turnover of newly licensed registered nurses are issues of concern. The national shortage in the nursing workforce highlights the critical importance of encouraging nurses to remain in practice. Evidence suggests that a shortage of nurses is detrimental not only to quality of patient care, but also to staff morale, which in turn affects staff retention (Wilson, 2006). The socialization and assimilation of newly licensed nurses into the healthcare system is a pivotal event that influences the retention of nurses (Aiken, Clarke, Sloane, Sochalaski, Silber, 2002). Professional socialization and work readiness are contributing factors to the retention of newly licensed registered nurses. The transition from student to new nurse is a vital period in several ways. It is the quality of this transitional experience that is likely to influence new nurse retention (Clare van Loon, 2003; Duchsch er, 2001; Ewens, 2003). Professional socialization, a potential buffer to the effects of reality shock, includes the acquisition of knowledge, skills, identity, occupational traits, values, norms, and self-concept (Mamchur Myrick, 2003). The process of professional socialization, from career choice to transition to enculturation to the practice setting is influenced by others, especially other nurses (Beck, 2000; Hinds Harley, 2001). It is this initial professional socialization of nurses that will determine the success or failure of retaining new nurses in the healthcare workplace. The increasing complexity of health services and the acuity of patient care create an expectation by the healthcare organization that the new nurse will hit the ground running (Cowin Hengstberger-Sims, 2006, p. 61). Furthermore, Cowin and Hengstberger-Sims believe the workplace expects newly licensed nurses to quickly fulfill their potential as knowledgeable workers, but the health organization remune rates newly licensed nurses at the lowest possible pay scale. These researchers asserted that incongruencies such as high level of stress related to responsibility and high workloads paired with minimum pay compound the effects of reality shock of nurses new to the field. The healthcare workplace demands work readiness from its newest nurses and the partnership of responsibility for work readiness between nursing education and the workplace can be described as precarious. The strategies of mentorship and preceptor ship have been embraced within many healthcare organizations as a means of increasing work readiness, decreasing the effects of reality shock and lessening the possibility of new nurse attrition (Greenwood, 2000). The period that separates a novice practitioner from an advanced beginner is one which requires support, guidance and constant supervision by experienced individuals to ensure newly licensed nurses develop competently and safely, b

Consumer Buying Behaviour: Chocolate

Consumer Buying Behaviour: Chocolate The project being a part of TY.B.B.A curriculum had to be carried out to obtain an outline of Business Research Methods (BRM) by conducting research based project in the organization. The research was conducted onconsumer buying behaviour while purchasing chocolate. Questionnaires were filled by the cusumers at the at the different places. Marketer. Consumer decides what to purchase, for whom to purchase, why to purchase, from where to purchase, and how much to purchase. In order to become a successful marketer, he must know the liking or disliking of the customers. He must also know the time and the quantity of goods and services, a consumer may purchase, so that he may store the goods or provide the services according to the likings of the consumers. Gone are the days when the concept of market was let the buyers beware or when the market was mainly the sellers market. Now the whole concept of consumers sovereignty prevails. The manufacturers produce and the sellers sell whatever the consumer likes. In this sense, consumer is the supreme in the market. As consumers, we play a very vital role in the health of the economy local, national or international. The decision we make concerning our consumption behavior affect the demand for the basic raw materials, for the transportation, for the banking, for the production; they effect the employment of workers and deployment of resources and success of some industries and failures of others. Thus marketer must understand this. Preference (or taste) is a concept, used in the social sciences, particularly economics. It assumes a real or imagined choice between alternatives and the possibility of rank ordering of these alternatives, based on happiness, satisfaction, gratification, enjoyment, utility they provide. More generally, it can be seen as a source of motivation. In cognitive sciences, individual preferences enable choice of objectives/goals. The study of the consumer preference not only focuses on how and why consumers make buying decision, but also focuses on how and why consumers make choice of the goods they buy and their evaluation of these goods after use. So for success of any company or product promotion it is very necessary to depart its concentration towards consumer preference. SCOPE OF THE STUDY As learning is a human activity and is as natural, as breathing. Despite of the fact that learning is all pervasive in our lives, psychologists do not agree on how learning takes place. How individuals learn is a matter of interest to marketers. They want to teach consumers in their roles as their roles as consumers. They want consumers to learn about their products, product attributes, potential consumers benefit, how to use, maintain or even dispose of the product and new ways of behaving that will satisfy not only the consumers needs, but the marketers objectives. The scope of my study restricts itself to the analysis of consumer preferences, perception and consumption of Cadbury and Nestle Chocolates. There are many other brands of chocolates available but my study is limited to two major players of chocolates leaving behind the others. The scope of my study is also restricts itself to Ambala region only. OBJECTIVES OF THE STUDY The other objective is to know about the customer satisfaction level associated with the product and the customer preference level. To increase customer satisfaction and recapture the market share by fulfilling the customer needs. To study the factors affecting the consumption pattern. LIMITATIONS OF THE STUDY In attempt to make this project valid and reliable, every possible aspect of the topic Is kept in mind. Nevertheless, despite of fact constraints were at play during the Formulation of this project. The main limitations are as follows: Different people from different places were selected for the study. The sample size of surveyed was 300. The main source of data for the study was primary data with the help of questionnaires. People were cautious to disclose the true facts. COMPANY OVERVIEW OF CADBURY Cadbury India is a fully owned subsidy of Kraft Foods Inc. The combination of Kraft Foods and Cadbury creates a global powerhouse in snacks, confectionery and quick meals. With annual revenues of approximately $50 billion, the combined company is the worlds second largest food company, making delicious products for billions of consumers in more than 160 countries. We employ approximately 140,000 people and have operations in more than 70 countries. Modern Cadbury Factory In India, Cadbury began its operations in 1948 by importing chocolates. After 60 years of existence, it today has five company-owned manufacturing facilities at Thane, Induri (Pune) and Malanpur (Gwalior), Bangalore and Baddi (Himachal Pradesh) and 4 sales offices (New Delhi, Mumbai, Kolkota and Chennai). The corporate office is in Mumbai. Our core purpose make today delicious captures the spirit of what we are trying to achieve as a business. We make delicious foods you can feel good about. Whether watching your weight or preparing to celebrate, grabbing a quick bite or sitting down to family night, we pour our hearts into creating foods that are wholesome and delicious. Currently, Cadbury India operates in four categories viz. Chocolate Confectionery, Milk Food Drinks, Candy and Gum category. In the Chocolate Confectionery business, Cadbury has maintained its undisputed leadership over the years. Some of the key brands in India are Cadbury Dairy Milk, 5 Star, Perk, Éclairs and Celebrations. Cadbury enjoys a value market share of over 70% the highest Cadbury brand share in the world! Our billion-dollar brand Cadbury Dairy Milk is considered the gold standard for chocolates in India. The pure taste of CDM defines the chocolate taste for the Indian consumer. In the Milk Food drinks segment our main product is Bournvita the leading Malted Food Drink (MFD) in the country. Similarly in the medicated candy category Halls is the undisputed leader. We recently entered the gums category with the launch of our worldwide dominant bubble gum brand Bubbaloo. Bubbaloo is sold in 25 countries worldwide. Since 1965 Cadbury has also pioneered the development of cocoa cultivation in India. For over two decades, we have worked with the Kerala Agriculture University to undertake cocoa research and released clones, hybrids that improve the cocoa yield. Our Cocoa team visits farmers and advise them on the cultivation aspects from planting to harvesting. We also conduct farmers meetings seminars to educate them on Cocoa cultivation aspects. Our efforts have increased cocoa productivity and touched the lives of thousands of farmers. Hardly surprising then that the Cocoa tree is called the Cadbury tree! Today, as a combined company with an unmatched portfolio in confectionery, snacking and quick meals, we are poised in our leap towards quantum growth. We are the worlds No.1 Confectionery Company. And we will continue to make today delicious! CADBURY CELABERATION Cadbury Celebrations was aimed at replacing traditional gifting options like Mithai and dry- fruits during festive seasons. Cadbury Celebrations is available in several assortments: An assortment of chocolates like 5 Star, Perk, Gems, Dairy Milk and Nutties and rich dry fruits enrobed in Cadbury dairy milk chocolate in 5 variants, Almond magic, raisin magic, cashew magic, nut butterscotch and caramels. The super premium Celebrations Rich Dry Fruit Collection which is a festive offering is an exotic range of chocolate covered dry fruits and nuts in various flavours and the premium dark chocolate range which is exotic dark chocolate in luscious flavours. Cadbury Celebrations has become a popular brand on occasions such as Diwali, Rakhi, Dussera puja. It is also a major success as a corporate gifting brand. The communication is based on the emotional route and the tag line says rishte pakne do which fits with the brand purpose of strengthening your relationships with something sweet. 5 STAR Chocolate lovers for a quarter of a century have indulged their taste buds with a Cadbury 5 Star. A leading knight in the Cadbury portfolio and the second largest after Cadbury Dairy Milk with a market share of 14%, Cadbury 5 Star moves from strength to strength every year by increasing its user base. Launched in 1969 as a bar of chocolate that was hard outside with soft caramel nougat inside, Cadbury 5 Star has re-invented itself over the years to keep satisfying the consumers taste for a high quality different chocolate eating experience. One of the key properties that Cadbury 5 Star was associated with was its classic Gold colour. And through the passage of time, this was one property that both, the brand and the consumer stuck to as a valuable association. Cadbury 5 Star was always unique because of its format and any communication highlighting this uniqueness, went down well with the audiences. From deliciously rich, youd hate to share it in the 70s, to the lingering taste of togetherness Soft and Chewy 5 Star in the late 80s, the communication always paid homage to the product format. More recently, to give consumers another reason to come into the Cadbury 5 Star fold, Cadbury 5 Star Crunchy was launched. The same delicious Cadbury 5 Star was now available with a dash of rice crispies. Cadbury 5 Star Cadbury 5 Star Crunchy now aim to continue the upward trend. This different and delightfully tasty chocolate is well poised to rule the market as an extremely successful brand. DAIRY MILK The story of Cadbury Dairy Milk started way back in 1905 at Bournville, U.K., but the journey with chocolate lovers in India began in 1948. The pure taste of Cadbury Dairy Milk is the taste most Indians crave for when they think of Cadbury Dairy Milk. The variants Fruit Nut, Crackle and Roast Almond, combine the classic taste of Cadbury Dairy Milk with a variety of ingredients and are very popular amongst teens adults. Recently, Cadbury Dairy Milk Desserts was launched, specifically to cater to the urge for something sweet after meals. Cadbury Dairy Milk has exciting products on offer Cadbury Dairy Milk Wowie, chocolate with Disney characters embossed in it, and Cadbury Dairy Milk 2 in 1, a delightful combination of milk chocolate and white chocolate. Giving consumers an exciting reason to keep coming back into the fun filled world of Cadbury. Cadbury Dairy Milk has been the market leader in the chocolate category for years. And has participated and been a part of every Indians moments of happiness, joy and celebration. Today, Cadbury Dairy Milk alone holds 30% value share of the Indian chocolate market. In the early 90s, chocolates were seen as meant for kids, usually a reward or a bribe for children. In the Mid 90s the category was re-defined by the very popular `Real Taste of Life campaign, shifting the focus from `just for kids to the `kid in all of us. It appealed to the child in every adult. And Cadbury Dairy Milk became the perfect expression of spontaneity and shared good feelings. The Real Taste of Life campaign had many memorable executions, which people still fondly remember. However, the one with the girl dancing on the cricket field has remained etched in everyones memory, as the most spontaneous un-inhibited expression of happiness. This campaign went on to be awarded The Campaign of the Century, in India at the Abby (Ad Club, Mumbai) awards. In the late 90s, to further expand the category, the focus shifted towards widening chocolate consumption amongst the masses, through the Khanewalon Ko Khane Ka Bahana Chahiye campaign. This campaign built social acceptance for chocolate consumption amongst adults, by showcasing collective and shared moments. More recently, the Kuch Meetha Ho Jaaye campaign associated Cadbury Dairy Milk with celebratory occasions and the phrase Pappu Pass Ho Gaya became part of street language. It has been adopted by consumers and today is used extensively to express joy in a moment of achievement / success. The interactive campaign for Pappu Pass Ho Gaya bagged a Bronze Lion at the prestigious Cannes Advertising Festival 2006 for Best use of internet and new media. The idea involved a tie-up with Reliance India Mobile service and allowed students to check their exam results using their mobile service and encouraged those who passed their examinations to celebrate with Cadbury Dairy Milk. Cement Industry: Environmental Changes Cement Industry: Environmental Changes Cement Industry Summary This report details the way in which the cement industry currently produces cement and outlines the reasons why it needs to be changed in order for it to have a lower less damaging effect on the environment as possible. This can be achieved by implementing new procedures in the process of manufacturing cement and also by using different materials in this process, all of these ideas and more are currently being implemented or are being developed for implementation in the near future by the cement industry and associated partners. Terms of reference This report is on an area of the UK construction industry that has a negative impact on the environment. This report was undertaken and focuses on the environmental impact that the production process of cement has on the environment in the UK and how the process in manufacturing cement is changing/developing for the future. The report show’s how the process of cement production was under taken and what steps have or are waiting to be implemented in the production of cement that will be less damaging to the UK environment. This report was created in November of 2007 for Phil Harris, lecturer at Wolverhampton University for Environmental Science in construction. What is Cement? Cement is the second most consumed substance in the world, and is second only to water consumption. A brief history of Portland cement sees that it was invented and produced in the UK in 1824 by an English bricklayer named Joseph Aspdin. He found that by Burning limestone and clay together at incredible heat (approx than 2700 degrees Fahrenheit) it made the two minerals fuse together. Once this newly created material was cool enough it was then ground down into a fine ash, this newly created substance could then be mixed with water and the resulting substance that when allowed to set, would be as hard as the Portland stone that gave it its name. This article appeared in the Guardian on Thursday May 11 2006 on p1 of the technology section. What do we use Cement for? Cement is one of the single most important materials relied upon in the world, without cement we would not be able to build houses, roads, bridges and other public structures that cement products help to build. We need cement to produce concrete; concrete is basically a mixture of two components: aggregates and paste. The paste is usually composed of Portland cement and water, and when mixed together it binds the fine and coarse aggregates together. A typical mix is about 10 to 15% cement, 60 to 75% sand/aggregate, 10 to 20% water and 5 to 8% air. The production process of cement. The manufacturing of cement is still one of the most energy consuming processes that is under taken in the world today. But a lot of development has and still is taking place within the cement manufacturing industry with a view to meeting the government targets of reducing the amount of greenhouse gases produced per tonne of cement manufactured. â€Å"Cement is said to be one of the most environmentally hazardous materials in the world, adding more carbon dioxide to the atmosphere than the entire weight of the global airline industry† – quote from the Guardian Newspaper. Most of the stages in the manufacturing of cement have a negative impact on the environment, and this report highlights those direct and indirect effects, and how the future of cement manufacturing will continue to implement new methods of manufacturing to reduce the negative effects on the environment. The first stage in manufacturing cement is to obtain the raw materials from a quarry; the raw materials are then crushed usually 2 or 3 times to approx 3† or less and then fed into a kiln in a dry state. The raw materials are then heated up to approx 2700 degrees F in large steel rotary cylinder, which is lined with a special heat resistant brick. Kilns are usually at least 12 feet in diameter and mounted on a slight incline. The finely ground raw material is then fed into the higher end of the kiln and at the lower end you have a roaring flame being applied and controlled very precisely, usually produced by coal, oil or gas with a controlled amount of forced draft. As the process flow continues through the kiln gas elements are burned off and the remaining elements form a new substance called a â€Å"clinker† these are in the form of small marble type shapes. Clinkers are discharged from the lower end of the kiln and brought down to a manageable temperature by means of various types of coolers. The coolers do however at this stage help towards reducing Co2 emissions by saving fuel by returning the hot air emitted from the cooling clinkers back into the cylindrical kiln as part of the controlled air used to sustain the flame used. Co2 emissions and cement production What is Co2? â€Å"Carbon dioxide is a colourless gas that makes up a minor part of the earth’s atmosphere – approximately three parts in 10,000. It is formed in the decay of materials, the respiration of plant and animal life, and the natural and human-induced combustion of carbon-based materials and fuels.† Quote from Ecosmartconcrete.com What is the role of Co2 in the Earth’s atmosphere? Carbon dioxide is one of a number of naturally occurring greenhouse gases (others include water vapour, methane, and nitrous oxide) that keep the Earth warm enough to support life. These gas molecules absorb much of the sun’s energy that is re-radiated by the Earth’s surface, and reflect this energy back to the Earth as heat. The gas molecules function like an insulating blanket, or like glass panes of a greenhouse, transmitting sunlight but holding in heat – hence the term â€Å"greenhouse gases.† Quote from Ecosmartconcrete.com The link between cement production and Co2 production is quite apparent as studies have been carried out by scientists who have concluded that there are a variety of human activities that are producing greenhouse gases such as Co2. One such activity is the production of cement which is one of the main contributors to the greenhouse effect due to the high amount of Co2 being produced during manufacturing. The traditional Portland cement based concrete is the UK’s backbone of the built environment and production of this cement is needed to keep up with the rapid population growth which in turn then lead’s to an increase in production of cement. This is due partly to an increase in the housing requirements of the public and associated buildings that are required by the general public to sustain a comfortable life style. Conclusion What is required within the cement manufacturing industry are some lower energy consuming cements that give of less carbon emissions during manufacturing to be developed and take over where the traditional cements left off. If this cannot be done then the negative effects that are currently damaging the environment will only continue to develop and have greater detrimental effect on the planet. There are a number of developing technologies coming through at the moment and these are produced using various different materials for use in the building industry. One of these new product’s is called Ceramicrete which is a lighter foam-based concrete which according to there makers is twice as strong as the concrete’s we currently use so builders use less of it hence the better it is for the environment! The only negatives known about this new product is that it is more expensive than traditional concrete and it needs to be subjected to further testing to establish it’s long-term structural suitability and environmental performance before it can be promoted on a wider scale. There are a number of other cements currently in production that are also worth exploring as they are less energy dependant during manufacturing and emit less carbon dioxide than traditional Portland cement these are†¦ Magnesium oxide-based cements CSA-belite cements Eco-cements based on municipal solid waste incinerator ash. Magnesium oxide-based cements Magnesium oxide based cements are quite a recent development in such that they haven’t been mass produced and have only had small commercial quantities made to produce non structural products such as concrete bricks, blocks and pavers. The magnesium oxide is produced by heating magnesium carbonate as a mineral magnesite, to a temperature of around 650  °C. A quantity of CO2 is given off during this process. In comparison, Portland cement which is based on calcium oxide and has to be produced by firstly heating calcium carbonate (limestone) to approx 900  °C, again with CO2 as a by product. At this stage in the process, the quantity of CO2 released is less than that from an equivalent mass of magnesium carbonate but the calcium oxide, plus other ingredients then has to be heated to 1450  °C to produce the final product a â€Å"clinker†. This other process is accompanied by more CO2 being emitted during the whole process, with the resulting CO2 being much greater than that emitted during the production of the same quantity of magnesite. So at first glance magnesium oxide-based cements look like a better solution than continuing with Portland cement manufacturing in the UK but in practice manufacture is dependent on the availability of the basic raw material and its proximity to a production facility but regrettably the raw material found in abundance in mainland Australia and Tasmania, is very rare in the UK where there are no significant deposits in UK suitable. Therefore, as a minimum, there would be a significant increase in traffic movements required to transport the raw material to existing kilns, with consequent environmental impacts. CSA-belite cements This type of cement has been successfully used on industrial scale throughout china for about 20 years; it is made by heating/sintering industrial wastes such as coal fly ash, gypsum and limestone at 1200 – 1250 °C in rotary kilns Compared with Portland cement the energy savings are quoted as being approx as high as 25%, along with limestone reductions of 60 % together with a reduction in CO2 emissions of approx 20%. At first glance, CSA-belite cements could be manufactured in the UK, as there is no technical process or supply issues to be dealt with in regards of their production. However, much applied research and many pilot studies would be needed to verify that local materials and existing plant could produce consistent high quality product before manufacturers in the UK would take it on. Eco-cements based on municipal solid waste incinerator ash Eco-cements are currently being manufactured in Japan, they are based on the traditional Portland cement in as such that they are processed in much the same way as traditional Portland cement but approx 50% of the content has been replaced by municipal solid waste incinerator ash (MSWIA), and the fossil-fuels used for heating purposes have been replaced by waste products such as oil and non recyclable plastics. MSWIA eco-cement use less energy as well as ‘clinkering’ takes place at 1350 °C as apposed to 1450 °C. But for a few exceptions eco-cements are virtually indistinguishable from Portland cement and consequently have very much the same properties, performance. There would seem to be no obvious technical barriers to production in the UK. However, manufacture would be dependent on the availability of MSWIA and its location to existing cement works. Currently, this is in short and irregular supply in the UK but even if this were not to be the case, public perception issues might arise about the process of manufacturing, so the likelihood of producing a familiar Portland cement by this process is at present very unlikely. References Bibliography BCA – British cement Association, Carbon Strategy (2005) [online]. http://www.cementindustry.co.uk/sustainability/our_sustainability_agenda/carbon_strategy.aspx BCA – British cement Association, cement (no date) [online]. http://www.cementindustry.co.uk/cement.aspx BCA – British cement Association, concrete (no date) [online]. http://www.cementindustry.co.uk/section_6.aspx BCA – British cement Association, Sustainable Development Task Force Report (2005) [online]. http://www.cementindustry.co.uk/sustainability/our_sustainability_agenda/sd_task_force.aspx BCA – British cement Association, Sustainable Development Task Force Report (2005) [online]. http://www.cementindustry.co.uk/key_issues/industry_regulation/cement_sector_plan.aspx Bye, G, C. (1999) Portland Cement: Composition, Production and Properties 2Rev Ed edition. Thomas Telford Ltd Dodson, S. (11th May 2006) A cracking alternative to cement. The Guardian Newspaper, p1. http://www.guardian.co.uk/technology/2006/may/11/guardianweeklytechnologysection.carbonemissions EcoSmart, cement production and the CO2 challenge (no date) [online]. http://www.ecosmartconcrete.com/enviro_cement.cfm EcoSmart, CO2 emissions (no date) [online]. http://www.ecosmartconcrete.com/enviro_co2.cfm Topliss, S. Hurst, M. Skarratt, G. (2007) Construction: Building Services Engineering Civil Engineering. Scotprint, Haddington, Scotland, UK

Great Lakes Directional Drilling :: essays research papers

Around the mitten shaped state of Michigan, five gigantic lakes encompass the coast. Providing a spot for vacationers, fisherman, and much wildlife, the Great Lakes are the pride and joy of Michigan. The history of the lakes stretches back thousands of years, where glaciers carved the lakes out of bedrock. These lakes provided a surplus of food and access to easy travel for settlers hundreds of years ago. People around the Great Lakes area appreciate the diversity of wildlife, scenery, and rarity of such landmarks. When the question of whether to drill in these lakes for oil and natural gas came up, it ignited many debates. Is our wildlife more important than oil to us? Or does the presence of oil and natural gas mean we can corrupt our environment and endanger many different types of species, along with ourselves? We find ourselves in unique situation. A debate of whether it is right to dig up oil in the Great Lakes. The lakes are known to contain oil and natural gas, but what risk does that play to our environment? The two sides in this debate both have their valid points. It is right to preserve wildlife, but oil is also a highly valuable commodity in today’s market. People often stress that we must take care of our planet because it is the only one we have. Why then do we destroy thousands of square miles of rainforest for wood? Why is there so much emphasis on industrialization, and not enough on the preservation of our Earth? Why do we need to use so much, nevertheless waste so much? Our environment and world is declining at a rate at which we cannot afford. It will be sad to see our planet in another few hundred years. We need to start preserving our environment, and not drilling our Great Lakes for oil is a great place to start. If we drill for oil, we will lose much wildlife, de stroy habitats, have possible oil spills, and in fact endanger ourselves in the long run. To extract such oil from under the Great Lakes, we would need to use directional drilling. To do this, the well is first drilled vertically, and then it is angled under the lakes at about four thousand feet to in fact reach the oil. This is a complicated process that had improved due to technology over the past twenty years.

The Path to the Chromosome Theory of Heredity :: History Science Biology Essays

The Path to the Chromosome Theory of Heredity The notion of the chromosome theory of heredity is very important to the understanding of evolution and genetics. There were many ideas, some correct and others not, which influenced the revolutionary discovery of chromosomal heredity. The main stones in the path to the chromosomal theory are the pangenesis hypothesis, the germ-plasm theory, and Mendel’s Laws. Pangenesis Lamarck expressed the idea that by simply using or not using certain organs they may be developed or atrophied and their offspring can then inherit these acquired characteristics. (Milner p. 375, 1993) It should be noted that this theory was not widely accepted largely due to the fact that the French word that Lamarck used in the sense of â€Å"must† was translated as â€Å"wants to,† which makes it sound as though the organism decides to change its body. Furthermore, Lamarck provided no mechanism by which this could take place. (www.ridgenet.net/do_while/sage/v1i8f.htm) Darwin was the one to give a mechanism for Lamarck’s idea. This mechanism is known as pangenesis. Darwin’s ideas of evolution were well founded in the beginning; however, as his theory progressed he reverted to Lamarckian thought to explain his observations. To begin his theory he started with the observations that there is variation in offspring. He wrote, â€Å"no one supposes that all the individuals of the same species inhabiting the same confined locality, are cast of the same mold†¦I am convinced that the most experienced naturalist would be surprised at the number of the cases of variability†¦as I have collected† (Chapter 2 of Origin of Species). He sees that there is a struggle for existence saying, â€Å"as more individuals are produced than can possibly survive, there must in every case be a struggle for existence† (Chapter 3 of Origin of Species). Finally, Darwin recognized that there is a survival of the fittest in that the organisms with the best variations for the continuance of the species live and those with variations that are n ot as useful to the continuation of the species die (Chapter 4 of Origin of Species). Darwin begins to diverge into Lamarckian thought at this point. Darwin wrote that, â€Å" slightly different changes in the conditions of life add to the vigor and fertility of all organic beings†¦the crossing of forms which have been exposed to slightly different conditions of life or which have varied, favours the size, vigor, and fertility of their offspring† (Chapter 9 of Origin of Species).

Red Bull and Beverage Industry Essay

What are the underlying drivers of change and how might those forces individually or collectively make the industry more or less attractive? Now energy drink, sports drinks and vitamin-enhanced is evolving. Energy drink, sports drinks and vitamin-enhanced in the beverage market, external and internal environment under pressure, causing it to change. The energy drink, sports drinks and vitamin-enhanced from 2009 began to develop, to grow from $1. 58 trillion in 2009 to nearly $1. 78 trillion in 2014. Market is very rapid. I feel the market underlying drivers the following: 1. The influence of Globalization: the global beverage industry was project to grow from $1. 58 trillion in 2009 to nearly $1. 78 trillion in 2014 as beverage producers entered new geographic markets, development new types of beverages and continued to create demand fir popular drink . These new products to market has generated new creativity and new applications, so as to increase the intensity of competition in the market, the beverage market is booming. Because globalization, lead to product innovation development, Each enterprise according to new market policy undertook a series of adjustment. . Buyers demand increases, resulting in the beverage industry development: Now many of the buyers to pay attention to nutritional balance and complement, so energy drink, sports drinks and vitamin-enhanced have a more broad market. 4. What  does  your  strategic  group  map  of  the  energy  drink,  sports  drink,  and  vitamin-enhanced  beverage  industry  look  like? Which  strategic  groups  do  you  think  are  in  the  best  positions? The  worst  positions? The  Red  bull  energy  drinks  was  created  in  1966. It  became  the  one  of  the  first  energy  drinks  in  the  world. In the fast moving consumer goods, beverage industry belongs to the keen industry, but the huge demand, walk quantity is the most effective way to enlarge its profit, â€Å"small profits but quick turnover† is also the retailers general technique, so the enterprise sales also often in several hundred million, billions of above, but the investment funds is very big, so the new industry enterprise also often be some big corporations. Marketing force, marketing force, it refers to the marketing strategy and the marketing ability of organization. For example in china, , want to stand out in many products, must be competitive marketing strategy and a good marketing organization system. Channel force, it refers to the channel management ability, in the fast pin product, channel for the king, even if you have good products, put a great amount of expenses to do publicity without to channel intensive cultivation, or do bad market, can not reach walk quantity task, meager profit but high turnover â€Å"pin† link will break chain, will give enterprise to bring the serious loss. . What recommendations would you make to Coca-Cola to improve its competitiveness in the global alternative beverage industry? To PepsiCo? To Red Bull GmbH 1 internal Strengthen control of quality and learn more information about requirements for energy beverage in different nation. And I saw that lots of news about Red bull which include illegal composition in recent years. In 2009, Germany check out Red Bull Cola (Red Bull Cola) contains 0. PPM of co caine 30 may 2009, Taiwan police check out Austria import red bull energy drinks contain extremely trace level of drug cocaine 1 June 2009 Hong Kong, 11 February 2012 China, Negative news would significant impacted a company or industry, especially Drinking and food industry. Everything about eating. In addition, there are lots of new beverage brand in the world. If Negative news led to lose market, company would very hard to get market back

Domestic Effects of the Vietnam War

The Vietnam War was a controversial war that caused much anger and resentment in the United States. The war began in 1959 as a result of the United States attempting to stop communism from spreading throughout Vietnam and to the rest of the world (Vietnam War). Communism had taken effect in parts of Vietnam, and the United States feared that allowing Vietnam to become a communist nation would create a Domino Effect, resulting in every nation becoming communist. So in order to stop communism, President Johnson sent in troops to North Vietnam in March of 1965 (Vietnam War).But what Johnson failed to anticipate was the antiwar and peace movements that this would create back home in the US. Johnson's failure to inform US citizens about their commitment in Vietnam led to the growth of the â€Å"largest and most effective antiwar movement in American history. † (The Vietnam War and Civil Rights Movement). Peace rallies, speeches, marches, teach-ins, creation of civil rights organiza tions, and rebellion all took place in the US as a result of the growing violence in Vietnam, as well as the US government’s lack of communication to the public about the realities of the war.Although the Civil Rights Movement began long before the Vietnam War in 1948 when Truman signed Executive Order 9981 (Civil Rights Timeline), the Vietnam War caused the movement to grow immensely, and it spread across the nation. The Civil Rights Movement of the 1960s was made up of and effected many different people groups including women, African Americans, and American youth. These social groups played roles in the movement that would forever change United States history. They all shared a common vision of ending the war in Vietnam and establishing peace between nations.Beginning in 1966, through mass demonstrations, petitions, teach-ins, electoral politics, and civil disobedience, millions of Americans challenged the government in hopes of establishing peace. The peace movement was m ostly influenced by young people, African Americans, and women. The movement gained national reputation in 1965, and peaked in 1968 staying strong until the end of the war (RIP: America’s Anti-War Movement). Conflicts of politics, race, and culture caused a large division in the US between the government and society.The injustice and violence of the Vietnam War caused much resentment, distrust, and anger in American citizens which led to various protests and the Civil Rights Movement. Women played a significant role in the antiwar movement. Many women joined antiwar organizations because they â€Å"disliked the romanticism of the violence of both the war and the antiwar movement that was common amongst male war protestors† (Rosen). The antiwar protests and differing organizations that were against the war in Vietnam inspired many women to voice their opinions about equal rights for women.They thought themselves to be treated as the lesser in comparison to men. They did not feel that society took them seriously as a strong or important part of humanity, and that people doubted women’s abilities in comparison to men’s. Women’s Rights organizations emerged across the nation, all with the hopes of establishing equal rights among all sexes. Helga Alice Herz, is a prime example of a Woman Activist in the US in the 1960s. She was a founding member of Women's Strike for Peace (WSP) in Detroit, and member of the Women's International League for Peace and Freedom (WILPF).Herz set herself on fire on a Detroit street corner in order to bring people’s attention to fight for equal rights (Antiwar Activism and Emerging Feminism in the Late 1960s). She left a letter upon her death saying that humanity needs to â€Å"decide if this world shall be a good place to live for all human beings or if it should blow itself up into oblivion. † (Swerdlow 130). Herz is an example of a radical feminist. Radical feminists were mostly made up of younger women who organized in smaller groups. They used more extreme and controversial tactics than the liberal feminists who were on the opposite side of the spectrum.Many advocated socialism. On the other hand, liberal feminists, tried to achieve equality for women by working mainly within traditional and political tactics (Woman’s Rights and Feminism, 1946-Present). Female activists connected the war with patriarchy, sexual violence, racism, capitalism, and imperialism, and they thought that the enormous amounts of money being spent overseas would be better spent on social problems at home like gender equality, racism, and poverty (Woman’s Rights and Feminism, 1946-Present).Sexism and gender injustice within the civil rights and antiwar movements inspired many women to form antiwar organizations as well as organizations where they could discuss the unfairness of sexism in everyday life. The founding groups for the Women’s Liberation Movement were many: T he National Organization for Women (NOW), formed in 1966 worked through legal means to overturn discriminatory laws (Women’s Liberation Movement).Another Mother for Peace (AMP), founded in 1967, was formed to oppose the Vietnam War and the women’s goals were â€Å"to educate women to take an active role in eliminating war as a means of solving disputes between nations, people and ideologies. † (Another Mother for Peace). Another large and effective female activist group was Women Strike for Peace, or WSP. This was an organization founded in 1961, and its members worked to ban nuclear testing and end the Vietnam War.They held many demonstrations, and also picketed the White House, the United Nations headquarters in New York City, and the Pentagon to make their opposition to nuclear weapons and war widely known to the public. Women activist groups helped to accomplish many feats surrounding gender equality in the 19th century. One of the biggest accomplishments wa s the passing of the Equal Rights Amendment (ERA), which was written in 1923 and stated that â€Å"Equality of rights under the law shall not be denied or abridged by the United States or by any state on account of sex.† (Equal Rights Amendment, Sec. 1)As a result of the amendment, women could have a say in their government without being condemned, leave their homes to go out without feeling guilty about leaving their children alone, and they were closer to equality in the workplace, as they could now earn wages like men. Women also fought for and achieved the right to have an abortion, and another large accomplishment was in 1960 when the Food and Drug Administration approved birth control pills (The Women’s Liberation Movement of the 1960s).In conclusion, women did not play a major role in opposing the war, but the antiwar movement did inspire many women to fight for equal gender treatment, therefore accomplishing many goals for women everywhere. Another one of the l argest contributors to the Civil Rights Movement in the 1960s was African Americans, as they played a major role in protesting the draft as well as fought for equal rights among all races. African Americans were discriminated against in many areas of life. The draft caused many of the protests after 1965; no war since the Civil War produced so much opposition to the draft (The Domestic Course of the War).It called for mostly citizens of lower and middle class. This gave blacks an unfair disadvantage because they made up a lot of the lower class. It also resulted in more black soldiers drafted into the Vietnam War than in any other war in history. Black soldiers fought for Vietnam to gain their freedom, even though they did not have complete freedom themselves. They thought that by helping America win the war, the government would reward them with their own rights and freedoms when they returned home. Because of this, African Americans served and died in Vietnam in disproportionate n umbers.By the end of the war, they accounted for 12 percent of the combat deaths, a number that was close to their actual percentage in the population (The Domestic Course of the War). The war did not prove to be ending anytime soon. Escalating violence in Vietnam as well as social injustice of the draft resulted in the forming of protest groups like the Congress of Racial Equality (CORE), among others. Blacks organized demonstrations, sit-ins, and boycotts to fight for their rights in society. One very prominent and influential march took place in Washington DC in 1963 where around 200,000 black and white Civil Rights activists participated.This represented one of the most powerful protests in American history. It ended in front of the Lincoln Memorial where Martin Luther King Junior made a famous speech that called for African Americans to be equally included in the American dream. King was one of the most influential leaders in the fight for equal rights in the black community. K ing focused on the Vietnam War and one day, as he pushed a plate of food away he told advisors, â€Å"Nothing will ever taste any good for me until I do everything I can to end that war,† (King) He believed in nonviolent protesting in order to achieve equal rights and end poverty.Some of the most influential black protest groups were Black Women Enraged, National Black Antiwar Antidraft Union, National Black Counselors, and the Black Panthers. The Black Panther Party was an extremely influential socialist organization made up of radicals that were strongly against U. S. involvement in Vietnam. They went against the teachings and beliefs of Martin Luther King Jr. , a popular black leader in the movement, by using violence and extreme measures to get what they wanted: equal rights. Malcolm X was a leader in the Black Panther Party.He taught black supremacy and advocated for separation of whites and blacks in society. White college students took a stand for human rights just as much as African Americans did. These protestors were made up of two types of people: liberals and radicals. They both fought for the same thing (peace in Vietnam) but went about getting it in very different ways. Liberals believed in working with the government to get what they wanted. They were generally against violence and very political. Radicals were made up of mostly college students and other young people.They were generally more violent and went to extreme measures to get what they wanted. Some people went as far as lighting themselves on fire to prove their point. The radicals were against the government and rebelled against the normal rules of society. One commonality that most radicals shared was their distrust of the government. The antiwar movement was made up of different organized groups from all over the country. Young people everywhere were outraged at the apparent dishonesty of the government. The government had withheld information about casualties overseas, as we ll as the general enormity of the war.To express their anger, many openly rebelled against the authority of the government, and most took part in antiwar and peace organizations. One of the earliest groups was called the National Committee for a Sane Nuclear Policy (SANE). They were traditional liberal peace activists, and their goal was a reduction in nuclear weapons in the war (The Anti-War Movement in the United States). There were many other groups that fought for this reduction, but SANE was the leader in the struggle for disarmament. Martin Luther King Jr. was a huge supporter of this group because he also believed in nonviolence.One example of the more popular, student-run activist groups was SPU: Student Peace Union. It started in 1959 on the campus of the University of Chicago and lost popularity around 1964. This group was also liberal, but they were fighting against western capitalism and soviet communism. The SPU organized many protests and marches outside of the White H ouse. Their rallies attracted thousands of people from all across the nation. Perhaps one of the most wide-known student activist groups was the SDS: Students for a Democratic Society. This organization was the most radical and represented the New Left.Their main goal was equality, peace, and freedom in the U. S. They fought for equal rights among all races and genders. SDS held teach-ins, protests, marches, and concerts for peace. In February of 1965, when the US began bombing North Vietnam, civil rights organizations everywhere grew larger and the protests got more intense. SDS organized marches on the Oakland Army Terminal where soldiers were leaving to go fight in Vietnam. Another way that American youth rebelled against the war was with the development of â€Å"Counterculture. † This was a phenomenon of the 1960s that developed within these radical activist groups.Thousands of young people joined in the creation of counterculture, a newfound way of living that promoted r ebellion. The largest contributors to the antiwar movement were the American youth, and they expressed their new beliefs with counterculture. They repeatedly showed their concern for peace in Vietnam through campus rallies, antiwar demonstrations, and concerts for peace. These activists rebelled in several ways, including long hair, tie-dye, pre-marital sex, open experimentation with drugs, rock music, questioning authority, and more.Today, this is known as the Hippie Movement. In conclusion, it is apparent that the Vietnam War caused a lot of problems, not just in Vietnam but in the United States as well. President Johnson’s failure to warn the citizens of the US about the extremity and the realities of the war resulted in a lot of anger and chaos. It had the largest effect on women, African Americans, and teenagers. Women had been treated unfairly for so long by society just because of their sex that the war protests motivated them to take a stand against the unfair treatme nt.This resulted in the right to have an abortion as well as birth control pills and the Equal Rights Amendment. African Americans had long suffered oppression due to their race. Although they had come a long way since slavery, they were still treated very unfairly by whites. Leaders like Martin Luther King Jr. and Malcolm X were major influential figures that led blacks as well as whites to a more equal nation. After years of protests and demonstrations, African Americans finally started to get their point across.And finally, college students and other American youth had lost trust in their government after being lied to and misinformed about the war in Vietnam. They questioned the United States’ involvement and its morality. To voice their opinions, antiwar movements and peace organizations were made; much of the youth rebelled in dramatic or extreme ways. This rebellion never really ended, and trends like rock music, long hair on males, sexuality, and drug abuse still exis t to this day. These are the effects that the Vietnam War had on America. The injustice of the war left an imprint on the United States; Civil Rights were changed forever. Domestic Effects of the Vietnam War The Vietnam War was a controversial war that caused much anger and resentment in the United States. The war began in 1959 as a result of the United States attempting to stop communism from spreading throughout Vietnam and to the rest of the world (Vietnam War). Communism had taken effect in parts of Vietnam, and the United States feared that allowing Vietnam to become a communist nation would create a Domino Effect, resulting in every nation becoming communist. So in order to stop communism, President Johnson sent in troops to North Vietnam in March of 1965 (Vietnam War).But what Johnson failed to anticipate was the antiwar and peace movements that this would create back home in the US. Johnson's failure to inform US citizens about their commitment in Vietnam led to the growth of the â€Å"largest and most effective antiwar movement in American history. † (The Vietnam War and Civil Rights Movement). Peace rallies, speeches, marches, teach-ins, creation of civil rights organiza tions, and rebellion all took place in the US as a result of the growing violence in Vietnam, as well as the US government’s lack of communication to the public about the realities of the war.Although the Civil Rights Movement began long before the Vietnam War in 1948 when Truman signed Executive Order 9981 (Civil Rights Timeline), the Vietnam War caused the movement to grow immensely, and it spread across the nation. The Civil Rights Movement of the 1960s was made up of and effected many different people groups including women, African Americans, and American youth. These social groups played roles in the movement that would forever change United States history. They all shared a common vision of ending the war in Vietnam and establishing peace between nations.Beginning in 1966, through mass demonstrations, petitions, teach-ins, electoral politics, and civil disobedience, millions of Americans challenged the government in hopes of establishing peace. The peace movement was m ostly influenced by young people, African Americans, and women. The movement gained national reputation in 1965, and peaked in 1968 staying strong until the end of the war (RIP: America’s Anti-War Movement). Conflicts of politics, race, and culture caused a large division in the US between the government and society.The injustice and violence of the Vietnam War caused much resentment, distrust, and anger in American citizens which led to various protests and the Civil Rights Movement. Women played a significant role in the antiwar movement. Many women joined antiwar organizations because they â€Å"disliked the romanticism of the violence of both the war and the antiwar movement that was common amongst male war protestors† (Rosen). The antiwar protests and differing organizations that were against the war in Vietnam inspired many women to voice their opinions about equal rights for women.They thought themselves to be treated as the lesser in comparison to men. They did not feel that society took them seriously as a strong or important part of humanity, and that people doubted women’s abilities in comparison to men’s. Women’s Rights organizations emerged across the nation, all with the hopes of establishing equal rights among all sexes. Helga Alice Herz, is a prime example of a Woman Activist in the US in the 1960s. She was a founding member of Women's Strike for Peace (WSP) in Detroit, and member of the Women's International League for Peace and Freedom (WILPF).Herz set herself on fire on a Detroit street corner in order to bring people’s attention to fight for equal rights (Antiwar Activism and Emerging Feminism in the Late 1960s). She left a letter upon her death saying that humanity needs to â€Å"decide if this world shall be a good place to live for all human beings or if it should blow itself up into oblivion. † (Swerdlow 130). Herz is an example of a radical feminist. Radical feminists were mostly made up of younger women who organized in smaller groups. They used more extreme and controversial tactics than the liberal feminists who were on the opposite side of the spectrum.Many advocated socialism. On the other hand, liberal feminists, tried to achieve equality for women by working mainly within traditional and political tactics (Woman’s Rights and Feminism, 1946-Present). Female activists connected the war with patriarchy, sexual violence, racism, capitalism, and imperialism, and they thought that the enormous amounts of money being spent overseas would be better spent on social problems at home like gender equality, racism, and poverty (Woman’s Rights and Feminism, 1946-Present).Sexism and gender injustice within the civil rights and antiwar movements inspired many women to form antiwar organizations as well as organizations where they could discuss the unfairness of sexism in everyday life. The founding groups for the Women’s Liberation Movement were many: T he National Organization for Women (NOW), formed in 1966 worked through legal means to overturn discriminatory laws (Women’s Liberation Movement).Another Mother for Peace (AMP), founded in 1967, was formed to oppose the Vietnam War and the women’s goals were â€Å"to educate women to take an active role in eliminating war as a means of solving disputes between nations, people and ideologies. † (Another Mother for Peace). Another large and effective female activist group was Women Strike for Peace, or WSP. This was an organization founded in 1961, and its members worked to ban nuclear testing and end the Vietnam War.They held many demonstrations, and also picketed the White House, the United Nations headquarters in New York City, and the Pentagon to make their opposition to nuclear weapons and war widely known to the public. Women activist groups helped to accomplish many feats surrounding gender equality in the 19th century. One of the biggest accomplishments wa s the passing of the Equal Rights Amendment (ERA), which was written in 1923 and stated that â€Å"Equality of rights under the law shall not be denied or abridged by the United States or by any state on account of sex.† (Equal Rights Amendment, Sec. 1) As a result of the amendment, women could have a say in their government without being condemned, leave their homes to go out without feeling guilty about leaving their children alone, and they were closer to equality in the workplace, as they could now earn wages like men. Women also fought for and achieved the right to have an abortion, and another large accomplishment was in 1960 when the Food and Drug Administration approved birth control pills (The Women’s Liberation Movement of the 1960s).In conclusion, women did not play a major role in opposing the war, but the antiwar movement did inspire many women to fight for equal gender treatment, therefore accomplishing many goals for women everywhere. Another one of the largest contributors to the Civil Rights Movement in the 1960s was African Americans, as they played a major role in protesting the draft as well as fought for equal rights among all races. African Americans were discriminated against in many areas of life. The draft caused many of the protests after 1965; no war since the Civil War produced so much opposition to the draft (The Domestic Course of the War).It called for mostly citizens of lower and middle class. This gave blacks an unfair disadvantage because they made up a lot of the lower class. It also resulted in more black soldiers drafted into the Vietnam War than in any other war in history. Black soldiers fought for Vietnam to gain their freedom, even though they did not have complete freedom themselves. They thought that by helping America win the war, the government would reward them with their own rights and freedoms when they returned home. Because of this, African Americans served and died in Vietnam in disproportionate numbers.By the end of the war, they accounted for 12 percent of the combat deaths, a number that was close to their actual percentage in the population (The Domestic Course of the War). The war did not prove to be ending anytime soon. Escalating violence in Vietnam as well as social injustice of the draft resulted in the forming of protest groups like the Congress of Racial Equality (CORE), among others. Blacks organized demonstrations, sit-ins, and boycotts to fight for their rights in society. One very prominent and influential march took place in Washington DC in 1963 where around 200,000 black and white Civil Rights activists participated.This represented one of the most powerful protests in American history. It ended in front of the Lincoln Memorial where Martin Luther King Junior made a famous speech that called for African Americans to be equally included in the American dream. King was one of the most influential leaders in the fight for equal rights in the black community. King focused on the Vietnam War and one day, as he pushed a plate of food away he told advisors, â€Å"Nothing will ever taste any good for me until I do everything I can to end that war,† (King) He believed in nonviolent protesting in order to achieve equal rights and end poverty.Some of the most influential black protest groups were Black Women Enraged, National Black Antiwar Antidraft Union, National Black Counselors, and the Black Panthers. The Black Panther Party was an extremely influential socialist organization made up of radicals that were strongly against U. S. involvement in Vietnam. They went against the teachings and beliefs of Martin Luther King Jr. , a popular black leader in the movement, by using violence and extreme measures to get what they wanted: equal rights. Malcolm X was a leader in the Black Panther Party.He taught black supremacy and advocated for separation of whites and blacks in society. White college students took a stand for human rights just as much as African Americans did. These protestors were made up of two types of people: liberals and radicals. They both fought for the same thing (peace in Vietnam) but went about getting it in very different ways. Liberals believed in working with the government to get what they wanted. They were generally against violence and very political. Radicals were made up of mostly college students and other young people.They were generally more violent and went to extreme measures to get what they wanted. Some people went as far as lighting themselves on fire to prove their point. The radicals were against the government and rebelled against the normal rules of society. One commonality that most radicals shared was their distrust of the government. The antiwar movement was made up of different organized groups from all over the country. Young people everywhere were outraged at the apparent dishonesty of the government. The government had withheld information about casualties overseas, as w ell as the general enormity of the war.To express their anger, many openly rebelled against the authority of the government, and most took part in antiwar and peace organizations. One of the earliest groups was called the National Committee for a Sane Nuclear Policy (SANE). They were traditional liberal peace activists, and their goal was a reduction in nuclear weapons in the war (The Anti-War Movement in the United States). There were many other groups that fought for this reduction, but SANE was the leader in the struggle for disarmament. Martin Luther King Jr. was a huge supporter of this group because he also believed in nonviolence.One example of the more popular, student-run activist groups was SPU: Student Peace Union. It started in 1959 on the campus of the University of Chicago and lost popularity around 1964. This group was also liberal, but they were fighting against western capitalism and soviet communism. The SPU organized many protests and marches outside of the White House. Their rallies attracted thousands of people from all across the nation. Perhaps one of the most wide-known student activist groups was the SDS: Students for a Democratic Society. This organization was the most radical and represented the New Left.Their main goal was equality, peace, and freedom in the U. S. They fought for equal rights among all races and genders. SDS held teach-ins, protests, marches, and concerts for peace. In February of 1965, when the US began bombing North Vietnam, civil rights organizations everywhere grew larger and the protests got more intense. SDS organized marches on the Oakland Army Terminal where soldiers were leaving to go fight in Vietnam. Another way that American youth rebelled against the war was with the development of â€Å"Counterculture. † This was a phenomenon of the 1960s that developed within these radical activist groups.Thousands of young people joined in the creation of counterculture, a newfound way of living that promoted rebellion. The largest contributors to the antiwar movement were the American youth, and they expressed their new beliefs with counterculture. They repeatedly showed their concern for peace in Vietnam through campus rallies, antiwar demonstrations, and concerts for peace. These activists rebelled in several ways, including long hair, tie-dye, pre-marital sex, open experimentation with drugs, rock music, questioning authority, and more.Today, this is known as the Hippie Movement. In conclusion, it is apparent that the Vietnam War caused a lot of problems, not just in Vietnam but in the United States as well. President Johnson’s failure to warn the citizens of the US about the extremity and the realities of the war resulted in a lot of anger and chaos. It had the largest effect on women, African Americans, and teenagers. Women had been treated unfairly for so long by society just because of their sex that the war protests motivated them to take a stand against the unfair treatm ent.This resulted in the right to have an abortion as well as birth control pills and the Equal Rights Amendment. African Americans had long suffered oppression due to their race. Although they had come a long way since slavery, they were still treated very unfairly by whites. Leaders like Martin Luther King Jr. and Malcolm X were major influential figures that led blacks as well as whites to a more equal nation. After years of protests and demonstrations, African Americans finally started to get their point across.And finally, college students and other American youth had lost trust in their government after being lied to and misinformed about the war in Vietnam. They questioned the United States’ involvement and its morality. To voice their opinions, antiwar movements and peace organizations were made; much of the youth rebelled in dramatic or extreme ways. This rebellion never really ended, and trends like rock music, long hair on males, sexuality, and drug abuse still exi st to this day. These are the effects that the Vietnam War had on America. The injustice of the war left an imprint on the United States; Civil Rights were changed forever.