Bud, Not Buddy

Bud, Not Buddy is a children's novel written by Christopher Paul Curtis set during the time of the Great Depression in the United States. The novel tells the story of an African American boy named Bud Caldwell who becomes orphaned when his mother dies. He is later adopted and sent to a foster home but leaves due to abuses that he experiences. He searches for the person the thinks is his father. The significance of the title is shown early on in the novel.When a caseworker asks him if he is Buddy Caldwell, he corrects her by saying that it is â€Å"Bud, not Buddy. † Bud gives this correction in order to remind not only the caseworker but the people around him that he is already an adult and not a boy anymore. Bud later shows just what he means by telling another kid, Jerry, in the orphanage that the kid will have a better life compared to what he will be facing. This small gesture immediately makes an impression on Jerry who is now not afraid of being adopted anymore.As the sto ry progresses, we are shown just how much of a kid Bud is. However despite having fear, as most kids have, like vampires, Bud continues on his journey. While he does not find what he is looking for, he does find people that he can call his own and discovers the beauty of jazz at the same time. While still a ten-year old kid, Bud shows the readers just how much of an adult he is. Despite the hardships that he has undergone, he continually reveals just how much of a survivor he is.He not only manages to practice the good manners taught to him by his mother, but is also resourceful and even innovative. By giving the correction to how what his real name is, Bud, not Buddy, the main protagonist shows us how he wants to be an adult and be responsible. The book works well not only on adults but on kids as well. While the book has some serious themes like segregation during the 1930s, it also has themes that children can relate to like helping people or the concept of fate.

About Negativity Essay

And you stare at it happen, as it happens right in front of you, and say no. Just, no. It can’t work out like this. It’s not supposed to end like this. In what kind of fucked up story does the bad guy win? In what kind of story does the victim end up in disbelief that she never got the justice she deserved. That’s when you realize you’re the villain. But no, the other person’s not innocent either, they’re the villain too. They’re worse than you, but you’re still the villain, because you let it get this way. Everything’s your fault. And you hate everyone. And you hate yourself. And you hate everything. And your so filled with hate that you just want to end it all. And then you realize that if you do that, you’ll be hated even more, and that realization makes you hate them more, and there’s just so much fucking hate and no way to end it. And that hate turns into sorrow and confusion and pointlessness, and it’s endless really. And it’s as blunt as I just put it because there’s no other way to express yourself lyrically when you’re that upset. And in all the hate you feel homicidal, suicidal, maniac, and repulsive. And there’s no way out. See more: Examples of satire in adventures of huckfinn essay And there’s no one to help you, because you’re too embarrassed to share these repulsive feelings with anyone but yourself. And you’re your only companion, but it doesn’t matter because you’re used to it being that way. And you’re shaking, shivering, bawling in your loneliness, not feeling sorry for yourself like your accused of but hating yourself. No. It can’t be like this, the villain doesn’t feel this way. But the victim doesn’t hate this way. And you find the devil’s in your thoughts, and you’re nothing but a victim of yourself. And the cycle of hatred†¦ it starts again.

Personal Account of a Woman in the American Revolution

I was a woman who had lived during the boisterous era of the American Revolution. It was a time when not only men were needed to gain the most coveted American independence from Britain.One might wonder how a woman with no weapons or battle skills could contribute in the realization of American independence. As a woman of the 18th century, I was an ordinary housewife tending to my husband who was continuously fighting in battle against the British. I was always following him just as any woman and wife did for their men in battle. My husband’s task was to load the cannon so the gunner could fire a shot towards the British army.One fateful day, I saw how my husband was killed by a gunshot which ultimately ended his life. I was there trying to mend his wounds despite the fact that he was already dead. While I was in the middle of finding a place where I could place my husband safely in the barracks, the gunner summoned me to load the cannons.Everything was happening so fast that I had no time to think about my dead husband’s body. All I wanted to do was to fight for what he died for. I hurried to the cannon as fast as I could and loaded the cannon. It was not an easy job to lift cannon balls, but the raging adrenalin in my system helped me throughout.The cannon loading went on for a week until they finally found a more capable man to replace me. Afterwards, I was given the task to tend to the American soldiers. I cooked for them, washed their clothes, attended to their medical needs, and cleaned their wounds. We were like nurses and housewives in one who provided all the basic needs that our soldiers called for.It might have seemed like a simple job to take care of these wounded men as they have fought and died for the country’s liberty. However, one thing is for certain. The Declaration of Independence would not have existed without the full support and love of women in the American Revolution.

Progressive Discipline †Employee/Labor Relations Essay

Discipline within the workplace is and has been a controversial subject. With so much at stake, employers and employees have different opinions on types of discipline and the effectiveness of these processes. One largely debated form of workplace discipline is progressive discipline. Should employees be encouraged to rehabilitate in the workplace? Should management be protected against legal action if they are to terminate an employee for unacceptable performance or behavior? There are many different situation and answers to these questions. Progressive discipline has become standard in unionized environments, and is becoming more common in other settings, such as government, hospitals, and high-school classrooms. ((Pinker, S, 2010) Progressive discipline is practice of establishing a series of steps of escalating seriousness and cumulating in the major (termination). (Dad, D., 2011) Within these boundaries lie other steps that are used with progressive discipline. These steps usuall y include a verbal warning, a written warning with increasing punishment, and a suspension-most likely without pay. The idea of this type of discipline is to give the employee ample opportunity to turn problems around. (Dad, D. 2011) Discipline within the workplace can take place for a number of reasons, and there are times where discipline is appropriate and inappropriate for certain wrongdoing. Infractions of company policy, tardiness, misbehavior, and other misdemeanors are examples of where the use of progressive discipline can be justified. There also may be instances where discipline is not appropriate; arbitrators have drawn a distinction between voluntary and involuntary unacceptable behavior on part of the employee. (Eden, G., 1992) If an employee’s infraction is due to a lack of their personal skills or knowledge, other forms of discipline can be recommended. Also, if the behavior is so serious that it is grounds for immediate dismissal, progressive discipline may not be required. A progressive disciplinary approach combines the concept of stiffer penalties for more serious violations with that of increasingly more serious penalties for recidivism. (Billikopf, G., 2006) When applying a progressive disciplinary approach, there are rules that should be followed to be sure the steps are applied and the treatment is fair. The first thing a manager should consider is that communication is key. There needs to be sure that there is certain understanding between the person applying the rules and the person who is subject to them. The manager should explain the infraction and follow it with a clear statement of the expected behavior. Also, there should be justification of what the next step in the process will be as far as discipline if the violation is repeated. Managers can use the seven steps of just cause to be sure a proposed disciplinary action if firmly and fairly grounded. (Seven Steps of Just Cause, 2007) The University of Iowa lists these steps as: Notice, Re asonable Rules and Orders, Investigation, Fair Investigation, Proof, Equal Treatment, and Penalty. An employee must be able to easily access the rules and regulation of conduct that is expected of them and they should also be periodically reminded of them. Sometimes, this can result in a need for re-orientation, sign copies of receipts of the Employee Handbook, and/or coaching from management. Training is a better approach than taking punitive steps. One reason is that Courts expect employers to â€Å"meet people halfway†. Offering employees ways to improve via training not only helps them to correct the problem, but it also shows that the company is a responsible employer that is willing to rehabilitate. (Falcone, P., 2000) Notice is the first and one of the most important steps of progressive discipline. If an employee is not clear on what is expected, how can they be required to produce the optimal results? Management will need to be certain that they are applying reasonable rules and orders. They should check with the collective bargaining units to make sure they are not in violation of any agreements. Also, they want to make sure they apply these rules consistently and make sure they are related to the necessity of the business. (The Seven Steps of Just Cause, 2007) When a manager deems that a behavior in unacceptable or inappropriate, they should conduct an investigation. This can give the manager time to express their concerns and also give the employee time to respond. Sometimes, an employee may not be aware that their behavior is unacceptable or their performance is not meeting expectations. The investigation can ease the process. It gives the manager time to explain the concerns and give the employee a specific time frame to deliver results. Having an unbiased investigation can sometimes correct an issue before other or any disciplinary actions are needed. Once the employee is aware of the undesirable behavior, the manager can then start to consider all evidence, p ro and con, and continue to conduct a thorough investigation. Investigations should be timely and occur before discipline is imposed. (Seven Steps, 2007) Also, an employee has a right to have union representation or to have another employee present during the investigation. The manager needs to be sure that they make the employee aware of this. In the United States, such an opportunity to request the presence of a co-worker is based on the Weingarten case. The National Labor Relation Board (NLRB) has determined that an employee’s request for a co-worker to be present involves protected concerted activity, and thus should be extended to all employees, even those not covered by a collective bargaining unit. (Billikopf, G., 2006) When disciplinary action is to be imposed on an employee, there needs to be substantial proof that a violation was committed; the more serious the infraction, the larger the burden of proof. When an employee is accused of improper behavior that could lead to dismissal, embarrassment, or criminal prosecution, a fals e accusation could put the manager in a bad position. If someone will be disciplined or terminated for dishonesty, theft, sexual harassment, assault, threats of violence, or working under the conditions of drugs or alcohol, management needs to be certain of the employees’ guilt. (Billikopf, G., 2006) The company and manager need to be aware of the policies and be sure that they are exercising equal treatment of employees when applying progressive discipline. The rules need to be applied even-handedly, justly, and without discrimination. (Seven Steps, 2007) Although there are not many instances where the violations of one employee are identical to another’s, management must take into consideration the severity of the infraction, the previous history of the employee, the employees’ attitude, and the mitigating circumstances. (Billikopf, G., 2006) Sometimes managers can find it easier to apply rules evenly if they discuss the instances with each other. Privacy should remain a main concern when discussing and manager sh ould use concealment and modification when communicating about employees. The last of the seven steps of just cause is the application of penalty. Penalties must remain fair, not arbitrary or capricious or based on emotion. (Seven Steps, 2007) When deciding on a penalty to implement, there should be a few factors taken into consideration. The use of progressive discipline includes the increased severity of recurring actions, so the prior use of this type of discipline on the employee should play a large factor in how a penalty is applied. The person applying the rules should be aware of the employee’s length of service and prior infractions and factor those into their considerations. A study done by Janice Beyer of State University of New York at Buffalo and Harrison Trice of Cornell University stated: Data from two samples of supervisors in a large corporation show that (1) supervisors used discipline primarily as a response to certain behaviors and when the work context was supportive of its use; and (2) use of discipline had small but significant effects on the subsequent work performance of target employees. The study took into account different dependant and independent variables such as employee age, characteristics, social settings, supervisor age, education, and ideologies. The results showed that most supervisors in the samples used some form of discipline to deal with employees they considered difficult. Over 95 percent had at least one informal discussion with the problem employees. The great majority-76 percent- used both constructive and confrontive topics in these discussions. (Beyer, J. M., & Trice, H. M., 1984) Written warnings were used in 49 percent of cases. Even suspensions without pay were used quite frequently; 27 percent of these problem employees had been suspended, for an average of about 4 days. Discharge was used with only 3 percent of the cases, but another 7 percent of these employees left the company. Clearly, despite the strong international unions that represented most of these employees in these companies, it is possible to get rid of some disruptive employees. (Beyer, J. M., & Trice, H. M., 1984) WORKS CITED Anonymous. (2005, May 11). WRONGFUL DISMISSAL: Progressive discipline needed to terminate for cumulative misconduct. Canadian Employment Law Today, (437), 3421-3424. Retrieved from ProQuest database. (212227123) Bank’s Failure to Follow Progressive Discipline Justified in Light of Clear Policy; No Disparate Treatment. (2007, June 1). Fair Employment Practice Guidelines, (625), 4-5. Retrieved from Business Source Complete database. (25537303) Beyer, J. M., & Trice, H. M. (1984, December). A Field Study of the Use and Perceived Effects of Discipline in Controlling Work Performance. The Academy of Management Journal, 27(4), 743-764. Retrieved from http://links.jstor.org/sici=0001-4273%28198412%2727%3A4%3C743%3AAFSOTU%E2.0.CO%3B2-R Billikopf, G. (2006, August 11). Discipline and Termination: Labor Management in Ag. Dad, D. (2011, March 16). Progressive Discipline and the tenure clock. Eden, G. (1992). An Oxymoron? Les Presses de l’Universite Laval, 47(3), 511-524. Falcone, Paul. (2000) A blueprint for progressive discipline and terminations. HR Focus. 77(8), 3. Paul Berube v. Great Atlantic and Pacific Tea Company, Inc., No. 08-1229-cv (2d Cir. Oct. 15, 2009), http://www.legale.com. Pinker, S. (2010, February 27). The Great Discipline Dilemma. The Globe and Mail, p. b.17. Retrieved from ProQuest database. (382583397) Progressive Discipline Steps. (2007, August 9). Employee and Labor Relations. Retrieved from Office of the Vice President for Research website: http://www.uiowa.edu The Seven Steps of Just Cause. (2007, February 28). Employee and Labor Relations. Retrieved from Office of the Vice President for Research website: http://www.uiowa.edu Wright, T. (2006, January 23). Fired Worker can sue employer for not following discipline policy. Massachusetts Lawyers Weekly.

Making Financial Decision Based on Financial Information Assignment

Making Financial Decision Based on Financial Information - Assignment Example British Airways Plc and Iberia had merged to form a new leading airline group named International Airlines Group (IAG). IAG is formed, and its shares were listed on London Stock Exchange, on 24 January, 2011. As a result of the merger  with Iberia, British airline’s revenue has increased up 17 percent (to ?9,990 million), and the operating profit increased to ?518 million in 2011 (12 months to 31 December) when compared to the profit of 2010 i.e. ?342 million. Profit before tax in 2011 was ?679 million and in 2010 they had a loss of ?32 million. Fuel costs went up to ?3 billion in 2011. 2011 saw noteworthy hikes in the prices of fuel in opposition to the background of slow recovery of global economy.   British Airways was not resistant to outside factors distressing the aviation industry, but the IA Group which spent a great deal of 2011 in delivering powerful operational and financial performance, was able to establish firm foundations for a brilliant future.  The hike in the operating profit was delivered, regardless of fuel costs in the period, beyond ?3 billion, and up to 34 per cent annually. On the contrary, the cost of non-fuel units went down by 4.2 percent. The operating outcome for 2011(31 December) included charges of restructuring amounts ?12 million and they were chiefly concerned with its divisions. The restructuring charges of ?6 million in 2010 are chiefly relating to the costs of lease exit. The taxation charge for 31 Dec, 2011 was is ?7 million; and in nine months which ended on 31 December 2010 the credit was about ?13 million. Diminutions in corporation tax rate in the UK were substantively passed in 2011. The major rate of corporation tax was condensed to 26 from 28 percent with effect from 1st April 2011, and to twenty five per cent from 1 April 2012. â€Å"Net debt comprises the current and non-current portions of long-term borrowings, less cash and cash equivalents, and other current interest-bearing deposits† (Annual Report and Accounts 31 December 2011 n.d). The position of cash remains powerful with the cash and the cash equivalents to ?1,829 million.   Decisions: The current ratio of British Airways, according to the budget analysis for 2011 is 0.75 (Current Assets/ Current liability, 2774/3683). This means that the company has faces some difficulty in the repayment of its bill on timely basis. â€Å"Current ratio is a financial ratio that measures whether or not a company has enough resources to pay its debt over the next business cycle (usually 12 months) by comparing the firm's current assets to its current liabilities† (Current radio Interpretation 2009). Even though there is hike in the price of oil, British Airways preserves a strong focus on controllable costs, by functioning strongly with the suppliers. On the whole, the operational performance of British Airways is much stronger. It flights are punctual, and passenger are aware of it. 2. Explain the calculation of unit cost s and make pricing decisions using relevant information The unit cost is the cost per standard unit supplied, which can be a single sample of a specified number. When purchasing above a single unit, the total cost will rise with the number of units, other than it is general for the unit cost to reduce as quantity is increased. This discount in long run unit costs which occur from an increase in

Toasting the Rebellion Essay Example | Topics and Well Written Essays - 500 words

Toasting the Rebellion - Essay Example The examples of how such public display of Celebration shaped the formation of various revolutions are explained quite vividly in the text. Some of the examples are, The Boston Massacre, Boston Tea Party and The Stamp Act Riots. The text points out that despite the idea behind such Toasting and loud singing are revolutionary the act in itself have been carried out in a very peaceful manner on various occasions. Thus, the focus remained on affirmation of political and national identities rather than public outcry. The significance of Toasts and Singing were usually carried out by huge amounts of drinking and singing in famous public places like Tavern and coffeehouses. At first the tradition was to play and sing songs that are mainly patriotic, however later the tradition moved on to playing satirical Ballads especially on politico-administrations. Usually its significance lay in venting oneself out, and to display one’s spirit openly. Most of the time, such Toasts and songs we re utilized in exerting enough pressure by certain politico groups. A huge amount of nationalism and collective consciousness was created among the people of similar beliefs, or even drawing people on one’s belief, during that time.

Marketing Inteligence Essay Example | Topics and Well Written Essays - 2250 words

Marketing Inteligence - Essay Example This is a stage whereby a consumer realizes that he needs new clothes for example. The next stage is information search whereby the consumer analyzes all the possible companies selling clothes such as Tesco and its competitors. The alternative evaluation stage is the third stage in which the consumer evaluates the quality of clothes and prices charged by various companies. For example, a consumer can compare the prices of Asda and those of Tesco. In the fourth stage, purchase decision, the consumer makes his decision on which store to purchase clothes from and goes for the company that offers quality clothes at affordable prices. The last stage is post-purchase behavior whereby the consumer analyzes if the clothes he purchased from Tesco for example satisfied his needs or not and taken relevant actions. Maslow’s theory of needs- This theory outlines that individual have certain needs that he needs to satisfy all through his life. In the buying behaviors of consumers, they first consider satisfying the most urgent needs necessary for their survival and good living (Kelly, 2002). Consumers start with satisfying basic needs then safety needs followed by social needs then self-esteem needs and lastly self-actualization needs. Diffusion of innovation theory- This theory outlines how advancements such as new technologies spread throughout cultures and societies from introduction to wider adoption. The costs, accessibility and familiarity with the technological change influence that buying behavior of consumers (Lehman, Ramsey and David, 2000). If the cost of new advanced products and services is much higher than those of the old ones, consumers will prefer purchasing the old ones since they satisfy the same needs. Cultural and religious factors- The consumer’s buying behavior is highly influenced by the cultural and religious beliefs of a consumer. For example Muslims cannot purchase pork products being offered by