Strategic Management and Leadership Assignment Example | Topics and Well Written Essays - 3500 words - 1

Strategic Management and Leadership - Assignment Example Its range of products include; camera lenses, cameras, microscopes, binoculars, ophthalmic lenses, steppers and measurement instruments (Suzuki et al., 2000). During the 3rd quarter ended in December 31, 2014, the company’s total assets increased by 48, 560 million yen from the past fiscal year to 998,075 million yen. This can be attributed to the increased cash and deposits approximated at 9,827 million yen, inventories by 27,113 million yen, and accounts receivable by 11,056 million yen. On the other hand, total liabilities increased by 20,745 million yen from the previous fiscal year to the 423,448 million yen. This was attributed to the increased accounts payable and notes by 15,106 million yen (Nikon, 2015). Comparing the increased total assets and liabilities, it’s evident that total increase in assets was more than the total increase in liabilities signaling a positive growth for the company. In third quarter of the year ending March 31, 2015, the precision equipment business posted a substantial decline in the income for the Q3 and the three quarters total year on year owing to the decline in sales. Similarly, the imaging products business income and sales decreased for the Q3 and three quarters total year on year. However, the overseas sales in the microscope solutions business increased. As of 31st march, 2015, the company’s net income was 46,824.0 million yens reflecting an increase of 4,365 million yens as compared to the previous year (Nikon, 2015). The increased income reflects the company’s success. The expansion of the company to reach out to seven continents is an indication of not only the increased market share for the company but also indicates how the company has been successful. It’s clear that without success the company could not be able to expand to the seven major continents. This can be

Lending & Securities Course Research Paper Example | Topics and Well Written Essays - 1750 words

Lending & Securities Course - Research Paper Example This study has been conducted based on secondary research mainly information from the official website of the company. It will deal with in depth research on wide areas of banking activities and its target customers. NBAD practices both commercial and investment banking activities and it offers flawless banking services to individual as well as institutional customers. As this study mainly focuses on commercial lending, therefore, need of long term and short term financing of the potential consumers needed to be analyzed. NBD has disclosed detailed information related to its short and long term lending like starting from the details of different lending schemes for individual as we institutions, investment banking services to business for raising finance and other strategic financial activity, eligibility criteria and requirements of security for lending, banks analysis of future value of securities deposited by the banks etc.According to the report findings  National Bank of Abu D habi is market leader in core business lines in this industry. The company follows franchisee based business activity. It is the largest banking franchise in UAE with more than 140 branches and 740 ATMs and cash deposit machines across the UAE. This banking group is also major player in the corporate banking or business arena. It provides portfolio management and wealth management services to HNI individuals.   The company is a leading player in emerging Islamic banking, investment banking and private banking services in UAE and other Middle East countries. The bank is recognized as a leader in its high competence areas like asset management and financial brokerage services. This company has been well positioned among its target customers for its high value added services and delivering corporate value to shareholders and employees. Apart from its active business operation in UAE, the company is also successfully penetrated in emerging foreign markets like Qatar, United Kingdom, S ingapore and Jersey. The overall business activity is maintained by more than 8000 employees from more than 50 nationalities which have made the most diversified cultured organization in UAE region. Corporate social responsibility is key part of its business activity. National Bank of Abu Dhabi is involved in many corporate social activities like charity, education, culture, art and sports. It always focuses on the national culture into its business culture and dedicated to preservation of it. Discussion There are two different types of customers of the bank. One is individual people and another is small and medium businesses that require loans from the bank. Individual customers requires loan for personal requirements like marriage, child’s education etc. they also need loan for buying persona car, buying a property and many other reasons. The bank also offer a complete package of short term and long term lending facility to its priority individual customers under personal b anking. It provides short term and lo

High Risk Pregnancy and Women with Complex Health

High Risk Pregnancy and Women with Complex Health For this assignment I have been asked to look at the care I have seen and been involved in giving to a woman with a high risk pregnancy. I intend to identify how my practice could be developed to meet the similar needs of women in the future. To do this I am going to use a reflective approach. I am going to look at the normal anatomy and physiology and analyse the patho-physiology in relation to high risk pregnancy and birth. For most women, their midwife is their first point of contact so they have a crucial role to play in identifying any risks. Included in their extensive role is facilitating pregnancy and childbirth as a positive and fulfilling experience. This is most fundamental for those women whose childbearing experience has been categorised as high risk (Page, 2006). A pregnancy is classed as high risk if there are any factors that may adversely affect the fetal or maternal outcome. Risk factors must be identified as early as possible to increase the chances of an improved outcome (Queenan et al, 2007). When a woman is booked for her maternity care, her medical and obstetric history is taken to ascertain whether she would be suitable for midwifery led care (low risk) or consultant or obstetric led care (high risk). A woman can change from either group during her pregnancy. For example, she may start her care as low risk but then something may happen or a condition may develop so she may therefore require consultant input into her care. Factors which could mean a woman has a high risk pregnancy include epilepsy, diabetes, cardiac problems, multiple pregnancy, hypertension, obesity and previous obstetric complications, i.e. caesarean section, previous haemorrhage (whether that be antepartum, intrapartum or postpartum), recurrent miscarriages or previous intra-uterine death. Using Gibbs (1988) reflective cycle, I am going to discuss a woman I recently cared for whilst working on Central Delivery Suite, whose pregnancy had been assessed as high risk. This was due to her having had a previous emergency caesarean section and a previous ventouse delivery. In accordance with The Code (NMC, 2008) I have changed all names mentioned to respect their confidentiality. Description: Laura, aged 39 years old, was 39+1 weeks pregnant, gravida three, para two. As just mentioned, her obstetric history meant she would see an obstetric consultant during her pregnancy. As Laura was planning on having a vaginal birth after caesarean section (VBAC) this increased her risk. It was also apparent she had tested positive for Group B Streptococcus (GBS) in both her previous pregnancies. Laura had gone into spontaneous labour. Laura and her partner had both requested antibiotics to be started as soon as possible due to the previous GBS. This was not something my mentor could agree to as Laura had not tested positive for it at any point during this pregnancy. However, due to Lauras admission temperature reading being 38.1 °C and in view of the previous two pregnancies testing positive for GBS, it was decided by the obstetric consultant on duty that she would receive antibiotics during labour. We confirmed she was in established labour by performing a vaginal examination, with consent, and finding the cervix was 4-5 cms dilated, partially effaced and membranes were felt intact. After Laura was cannulated, the antibiotic Benzylpenicillin (Penicillin G) 3g was administered intravenously. Then at four-hourly intervals she was given 1.5g until delivery. Due to Lauras high risk status a cardiotocograph (CTG) was commenced to keep a trace on the fetal heart rate and the uterine contractions. Laura laboured for approximately 6 hours in total, and went on to have a normal vaginal delivery of a healthy baby boy. Postnatally, Lauras observations were taken and baby observations were also taken six hourly and observed for a minimum of twelve hours in accordance with Local Trust Guidelines (Local Trust, 2005). Feelings: This event particularly sticks in my mind due to my own curiosity about Group B Streptococcus. When Laura was showing a temperature of 38.1 °C, I recognised this was out of the normal range so I informed my mentor. I knew a high temperature could indicate a sign of infection so it was important I made my mentor aware. I felt calm at the time and knew my mentor and the obstetric consultant had the matter under control. My mentor made me feel included in the situation and explained fully what she was doing and when. She went through the process of preparing the drugs and the IV line with me. I was very happy with the outcome of the situation. At the end of the day, we all wanted a normal, natural delivery of a healthy baby and that was achieved. Evaluation: The ultimate goal of this situation was a healthy mother and baby, which was successfully achieved. I am glad the consultant made the decision that Laura would be started on antibiotics as I was aware of how anxious she was. Analysis: The final outcome was Laura had a healthy baby with no signs of GBS disease. Contributing factors to this were how I relayed important information to my mentor and how the obstetric consultant made the right choice offering Laura antibiotics, even though she had not tested positive for GBS in this pregnancy. I believe Laura should have been offered a test for GBS to confirm if it was present in this pregnancy or not. She was very anxious about the situation so I feel this would have at least helped put her mind at rest knowing either way. Her and her partner had come to CDS demanding antibiotics as a precaution anyway, and luckily for her, her high temperature meant she received them. Had she not had the high temperature that decision would have been down to the consultant. Conclusion: I learnt from this experience the correct drugs to be given in labour, and the quantities and times stages they should be given. I also learnt the drug to be given if the woman is allergic to the primary choice drug. Plus, from using this topic as my high risk assignment, the further reading I have undertaken has also taught me a lot. Action Plan: If the situation happened again, I would feel more confident in my knowledge of explaining to the woman and her family why we would advise her to have the antibiotics. In this particular situation, Laura knew a lot about GBS due to her previous pregnancies being tested for it and she was then subsequently treated during the labours. However, if a woman I was caring for had little knowledge of GBS, I feel I could explain it. Laura was classified as high risk due to her previous obstetric history. However, I am going to concentrate on the Group B streptococcus (GBS) she was concerned she had, after having it in both previous pregnancies. I also have a personal interest around GBS as this was something I tested positive for during my pregnancy and I did not really understand what it was or the complications of it. I was screened routinely as I was living in Spain at the time. Laura was only aware of her GBS, in her previous pregnancies, due to routine screening in Germany. She had not been screened here in the UK for GBS in this pregnancy, due to the uncertainty of clinical evidence and cost effectiveness of the routine screening (NICE, 2003). As mentioned in my reflection, this was something Laura was concerned about and requested she receive antibiotics during her labour as a precaution. Group B streptococcus is a common type of streptococcus bacterium. Approximately a third of men and women are carriers of GBS in their intestines and a quarter of women carry it in their vagina. Most people are unaware they are carriers as it can be difficult to detect and does not cause any symptoms. Carrying it is perfectly normal as it is one of many different bacterias that live within our bodies. Problems can arise when GBS is transmitted to the fetus. This could happen if the membranes rupture, during labour or the delivery. The fetus could come into contact with GBS if the bacterium travels upwards from the womans vagina and into the uterus due to the membranes not being there to protect the fetus. If there are prolonged rupture of membranes there is increased risk of transmission due to more time for the micro-organisms to be transported from the vagina into the cervix, and then to the uterus. According to the Group B Strep Association there is also evidence that GBS may cross intact membranes to expose the fetus whilst it is still in the womb. This could therefore cause preterm births, stillbirths or miscarriages. The fetus could also be exposed while passing through the birth canal. A preterm infant would be more susceptible as their lesser-developed bodies and immune systems are more vulnerable to GBS infection than older infants. The fetus could become infected if they swallow or inhale the bacteria (GBSA, 2011). If the fetus acquires GBS in utero this is known as early onset (Chapman, 2003). GBS can also be found on the hands and in the respiratory tract of a colonised person. So once a baby is born, GBS could be passed on to it from the hands. This is why, especially within the first 3 months of a babys life, it is so important for anyone who comes into contact with a baby, washes and dries their hands thoroughly. If the baby was to develop the disease from repeated exposure, this is called late onset (Chapman, 2003). In Lauras case, we were concerned about in utero transmission which could cause early onset GBS disease. This gave us the option for the administration of prophylactic antibiotics during labour, and at least two hours before delivery, which has been shown to reduce the frequency of neonatal GBS infection (Local Trust Guideline, 2009). Antibiotics given during labour can be very effective at preventing this transmission. A guideline written by The Royal College of Obstetricians and Gynaecologists (RCOG, 2003) state a woman should be offered intrapartum antibiotic prophylaxis if they have the following risk factors: à ¢-  previous baby affected by GBS à ¢-  GBS bacteriuria detected during the current pregnancy à ¢-  preterm labour (less than 37 completed weeks of pregnancy) à ¢-  prolonged rupture of the membranes (more than 18 hours before delivery) à ¢-  fever in labour (a temperature of more than 37.8 °C) Although Laura only had one of the above risk factors, she was offered the antibiotics at the discretion of the consultant. Women must also be reminded of the risks with taking antibiotics and be given all the information so they can make an informed choice. The antibiotics a woman receives will also depend if she has any allergies to medication. The recommended antibiotic for those allergic to penicillin is clindamycin, 900mg administered intravenously, from onset of labour and every 8 hours until delivery (GBSS, 2007, Local Trust Guideline, 2005). During my placement on the Neonatal Unit, I also cared for a baby that had to be admitted for antibiotics as its mother had tested positive for GBS during her pregnancy. She was unable to receive antibiotics as the the delivery was so fast and there was not enough time. Therefore the baby was admitted to the Neonatal Unit so he could receive antibiotics. Blood cultures from the baby were obtained and he was treated with penicillin until the culture results were available. This enhanced the importance of the woman receiving the prophylactic antibiotics during labour. In any high risk situation it is vital that maternal and fetal well being is monitored. As Laura was high risk she was placed on continuous cardiotocograph (CTG) monitoring. This gave us a recording and trace of the fetal heart rate so we could indentify any deviation from the norm, in comparison with the baseline for that baby. The primary aim of the CTG is to identify a fetus that may be hypoxic so additional assessments of fetal well-being can be used (i.e. fetal blood sampling) or the fetus being delivered by an instrumental vaginal birth or caesarean section. The use of this kind of technology is justified in being able to save the life a fetus that is shown to be in distress. The CTG detects the fetal heart rate (FHR) and the uterine activity (toco) simultaneously and displays it in the form of graph. It is important to check the maternal pulse at the same time as applying the CTG, to ensure the machine is recording the fetal heart rate, and not the mothers. The modern machines we use at my Trust have a maternal pulse sensor which the mother applies to her finger, which then records the maternal pulse rate on the graph that is printed out. The continuous electronic monitoring using the CTG is vital to get a contemporaneous recording of the fetal heart rate. It will give us the baseline heart rate (usually between 110-160 beats per minute), accelerations (momentary increases in the fetal heart rate) and decelerations (momentary decreases in the fetal heart rate). Some aspects of labour will cause natural alterations in the FHR patterns. For example, the pattern will be different when the fetus is asleep or awake. External factors, like uterine contractions and maternal movement can cause the FHR to change. The FHR can also be affected by opiate based painkillers, like pethidine. Some of these changes are quite subtle and can only be detected by continuous CTG e.g. baseline variability, temporal shape of decelerations. To be a competent midwife, it is imperative I have knowledge on how to interpret the recorded traces of a CTG. I have seen many CTG traces whilst on my hospital placement due to the high number of high risk women my Trust cares for. However, I still feel I am learning new things every time I see one, as everyone is different. I can distinguish between baseline tachycardia (where the fetal heart rate baseline rises above 160 beats per minute) and baseline bradycardia (the opposite, where the fetal heart rate baseline goes below 110 beats per minute) (Mukherjee, 2007). Baseline tachycardia could be physiological if the trace is from a preterm fetus due to immaturity or secondary to maternal pyrexia or dehydration. It could also be a sign of fetal hypoxia. The fetus would try to increase the cardiac output mainly by increasing the heart rate to supply vital organs with oxygen and nutrients. Baseline bradycardia could be physiological if the trace is from a post-term fetus or possibly a large fetus, provided there are also accelerations present and there baseline variability is above the normal range (>5 beats per minute). If it is just baseline bradycardia with no other normal or reassuring factors, this would need immediate action. Another form of technology used within Lauras pregnancy was screening. When she was initially booked for her antenatal care, her blood and urine would have be sent for screening, after she consented to this. She would also have attended ultrasound scans which are also a form of screening. This is something that is offered to all pregnant women and regardless of their risk status, it is used in both low and high risk pregnancies. It is a process which has been developed, which was not done previously due to lack of knowledge and technology. The standard screening during the antenatal period is urine; to check for any sign of infection, and blood; to check the womans blood group, her rhesus status, her iron levels, if she is immune to rubella, and to check for hepatitis B, syphilis and HIV (NHS Choices, 2011). In line with the National Institute for Clinical Excellence (2003) pregnant women should be offered evidence based information and support to enable them to make informed decisions regarding their care. This means women should be informed of all screening tests available to them. I believe this should include information about screening which is not necessarily available within the NHS but could be carried out privately, for example, GBS screening. There are arguments for and against introducing routine screening for GBS in the UK. Plumb, Holwell and Clayton (2007) argue that in the UK, GBS prevention is inadequate. They believe the NHS should offer testing for GBS in late pregnancy, thus giving women the opportunity to establish whether their baby is at higher risk of developing the GBS infection. My current Trust guideline (2005) state there is not enough evidence for it at this time. GBS awareness campaigners, Group B Strep Support, are pushing for routine testing to be introduced in the UK (Prince, 2011). According to GBSS, Western countries that routinely test, have a lower incidence of infection in new born babies, where as cases in the UK are on the rise. Even since the introduction of the Royal College of Obstetrics and Gynaecologists guideline for preventing GBS infection in newborns, in 2003, there has not been a decrease in either the number or the incidence of GBS infections in babies (GBSS, 2007). The table below shows the how the GBS infection in babies has increased throughout England, Wales and Northern Ireland. Year report published Number All cases (babies 0-90 days old Incidence per 1000 live births Number Early onset (babies 0-6 days old) Incidence per 1000 live births Number Late onset (babies 7-90 days old) Incidence per 1000 live births Number 2003/3004 311 0.48 207 0.32 104 0.16 0.48 2006/2007 409 0.61 248 0.37 161 0.24 0.61 2007/2008 421 0.61 258 0.37 163 0.24 0.61 2008/2009 470 0.66 279 0.39 191 0.27 0.66 (data published by the Health Protection Agency taken from www.gbss.org.uk/filepool/GBS_Infections_on_the_Increase.doc) Table 1 Number and rate (per 1000 live births) of group B streptococcal bacteraemia reports in infants 0à ¢Ã¢â€š ¬Ã‚ 90 days old in England, Wales and Northern Ireland: 2003-2009. The overall number of GBS infections within adults is also reported to have increased by more than 72% from 2001 to 2008: (data published by the Health Protection Agency taken from www.gbss.org.uk/filepool/GBS_Infections_on_the_Increase.doc) Table 2 Number of GBS infections in both males and females within England, Wales and Northern Ireland: 2001-2008. A better indication of the rise in GBS infections would be taken from women only, who are 35-37 weeks pregnant. I believe this would give more of an insight into pregnancy GBS infection rates. While the evidence states the increase in rates, I could not find any reasons for the increases. Some factors I believe may contribute to the rise include the lack of personal hygiene, modern living or even due to lifestyle. For example, many years ago clothing and underwear used to be boiled when washing but now people may be washing their clothes on a 40 °C wash and this may not be enough to kill all the bacteria. It may not be due to any of these factors; it may just be we have a better awareness of GBS now then what we did years ago. With the constant improvement of technology, we will also be finding out new things. Although the internet is not a form of technology we use within midwifery, it is certainly a form of technology we definitely need to be aware of. Within the last ten years or so, the internet has become increasingly popular. This means the general public can find about anything, more importantly medical information they may not have been able to access before. Therefore, we need to be aware of those women that we care for, that may have either some basic knowledge or an in-depth knowledge of a medical issue, for instance GBS. The NHS even has a website called NHS Choices (www.nhs.uk) which people can access to check symptoms and research illnesses and also pregnancy. I think this is mainly a good thing, although women may read so much into something they find online and it may make them more anxious or worried. It should not replace the direct contact with their midwife. The Nursing and Midwifery Council (NMC, 2008), state we should be delivering care based on the best available evidence. By reading the research I have found to write this assignment I am adhering to The Code by giving women evidence based advice. I may not be able to radically change my operational practice but I will definitely be more aware of what to look for and how to manage the situation. I will also ensure I am aware of those women who may have a more in-depth knowledge about GBS and understand their anxieties. From writing this assignment I have identified the risks of GBS, who the risks affect and to what degree it could affect them. I feel I would be able to recognise the signs and be aware of the treatment and management. I have acknowledged the main technology used is for the screening of GBS within the laboratory investigation systems and believe this should be carried out routinely within the UK. Final Word Count: 3,361

Zuni Indian Mythology :: essays research papers

Hundreds of years ago the Zuni people created and told stories of human and world creations, tales of love and lust, and just about anything "that gave people an explanation for something they could not understand" (Gaarder 25). They made up all these legends or myths before there was anything called science. The stories came from the heart and soul of these native people. Legends are not just silly stories that were told for amusement they are like magic lenses, they allow us to have a glimpse of social orders and the daily life of how the Indians interpreted things long ago. One legend of the Zuni tribe tells the tale of the sun and the moon and how these two heavenly bodies came into being. The legend is called "Coyote Steals the Sun and Moon." The story begins when an out of luck Coyote can never seem to kill anything. He watches Eagle catch rabbit after rabbit with all the ease. He decides to go to Eagle with a proposition. Coyote told Eagle that they should hunt together, Eagle accepts, so they begin to hunt in partnership. Still all Coyote catches is just a couple of grubs, while Eagle is far ahead with many rabbits. At the time the world was still dark, the sun and moon had not been placed into the sky yet. So coyote blamed his hunting problems on the fact that he could not see and eagle if he knew where they could find light. Eagle was not really sure, but he figured it was somewhere on the west. So they set out to find it. They soon came to the Kachinas' village, where the villagers were busily going all out in their sacred dances. The Kachinas invited Coyote and Eagle to rest and have a bite to eat while they continued to dance. Eagle observed the people and could sense all the power they bestowed within. He began to wonder if they were the ones who had control of the light. Coyote pointed to two boxes, a large one and a small one. They noticed that when the people wanted light they opened the lids of the boxes. In the smaller box was the moon, it contained little light. In the larger one was the sun and it gave off a lot of light. Coyote told Eagle that they should go and steal the big box. So when all the Kachinas went home to sleep, Eagle put both the sun and the moon into one box and flew off. After a while Coyote wanted to carry the box

Lifting the Veil

Striving to Live Above the Veil W. E. B. Du Bois's The Souls of Black Folk, a collection of autobiographical and historical essays contains many themes. Themes such as souls and their attainment of consciousness and the theme of double consciousness appear in many of the compositions. However, one of the most prominent themes is that of â€Å"the veil. † The veil provides a connection between the 14 seemingly unconnected essays that make up this book. Mentioned at least once in most of the essays the veil is the stereotypes that whites bring to their interactions with blacks.African Americans are prejudged as incapable and thus not given a chance to prove themselves. This can become a self-fulfilling prophecy if one is told they can't do something, they may internalize that belief and think they can't, when in fact they can. Du Bois puts it as, â€Å"this sense of always looking at one's self through the eyes of others† (Du Bois 2). The veil is a metaphor for the separa tion and invisibility of black life and existence in America; also a way to represent the idea of blacks living in a â€Å"white world†. The veil is symbolic of the invisibility of blacks in America.Du Bois says that Blacks in America are a forgotten people, â€Å"after the Egyptian and Indian, the Greek and Roman, the Teuton and Mongolian, the Negro is a sort of seventh son, born with a veil† (Du Bois 2). The invisibility of Black existence in America is one of the reasons why Du Bois writes The Souls of Black Folk, in order to explain the â€Å"invisible† history and strivings of Black Americans, Du Bois writes in the forethought, â€Å"I have sought here to sketch, in vague, uncertain outline, the spiritual world in which ten thousand Americans live and strive† (v).Du Bois in each of the following chapters tries to build the idea of Black existence from that of the reconstruction period to the black spirituals and the stories of rural black children th at he tried to educate. Du Bois in the book is contending with trying to establish some sense of history and memory for Black Americans, Du Bois struggles in the pages of the book to prevent Black Americans from becoming unseen to the rest of the world, hidden behind a veil of prejudice.He writes in the after-thought, â€Å"Hear my Cry, O God the reader vouch safe that this my book fall not still born into the world-wilderness. Let there spring, Gentle one, from its leaves vigor of thought and thoughtful deed to reap the harvest wonderful†Ã‚  (165). Du Bois wanted this book to inspire Blacks to fight for their rights and equality, he didn’t just want this book to be read, he wanted people to react to the writing and make a change. The veil also acts as a psychological barrier separating blacks from whites.The theme of this separation of blacks and whites is a central metaphor of the book starting with the first lines where Du Bois recalls his encounters with whites who view him not as a person but as a problem, â€Å"They half approach me in a half-hesitant sort of way, eye me curiously or compassionately, and then instead of saying directly how does it feel to be a problem? They say, I know an excellent colored man in my town†(1). The veil in this case hides the humanity of blacks which has important implications to the types of relations that developed between blacks and whites.With their humanity hidden behind the veil black and white relations at the time of the writing of The Souls Of Black Folk were marked by violence: draft riots in New York during the Civil War, riots following the reconstruction period, the lynching of Blacks, and the formation of the Klu Klux Klan. The theme of separation caused by the veil is repeated throughout the book several times. For example slave religious practices were separate from white religious practices. Although many times slaves and their masters worshipped together.Religion during the slavery pe riod provided two very different things for master and slaves. For the master religion was a way to justify slavery and for slaves religion became a form of resistance; a way to resist social death and hope that they can overcome the barrier of white prejudices. Another difference is what the reconstruction period did for each race. For blacks reconstruction was a time of optimism and freedom; for whites reconstruction was a time in which the north repressed a defeated region, with ignorant former slaves, who unable to act constructively for themselves were pawns for the people of the North.These differences created immense misunderstanding and because of that neither race was able to overcome the obstacle of learning and excepting a different culture; both whites and blacks thought the worst about each other. Du Bois unlike other blacks is able to move around the veil, operate behind it, lift it, and even transcend it. In the forethought Du Bois tells the reader that in the followi ng chapters he has, â€Å"Stepped with in the veil, raising it that you may view faintly its deeper recesses, -the meaning of its religion, the passion of its human sorrow, and the struggle of its greater souls. Du Bois in the first Chapter steps outside the veil to reveal the origin and his awareness of the veil. He also rises above the veil in chapter six, when he explores the great arts, â€Å"I sit with Shakespeare and he winces not. Across the color-line I move arm in arm with Balzac and Dumas, where smiling men and welcoming women glide in gilded halls. From out the caves of evening that swing between the strong-limbed earth and the tracery of the stars, I summon Aristotle and Aurelius and what soul I will, and they will come all graciously with no scorn nor condensation. So, wed with Truth, I dwell above the veil† (67).No discrimination is to be had when he is reading great works of art because his race doesn’t affect his ability to read and interpret them. Als o it is Du Bois's awareness of the veil that allows him to step outside of it and reveal the history of the Negro. Du Bois goes on to show his white audience the history of the Black man following reconstruction, the origins of the black church. Du Bois then talks about the conditions of individuals living behind the veil from his first born son who, â€Å"With in the veil was he born, said I; and there with in shall he live, -a Negro and a Negro's son†¦.I saw the shadow of the veil as it passed over my baby, I saw the cold city towering above the blood read land† (128). In this passage Du Bois is both within and above the veil. He is a Negro living like his baby within the veil but he is also above the veil, able to see it pass over his child. After Du Bois's child dies he prays that it will, â€Å"sleep till I sleep, and waken to a baby voice and the ceaseless patter of little feet-above the veil† (131).Here Du Bois is living above the veil but in the following Chapter he once again travels behind the veil to tell the story of Alexander Crummell a black man who for, â€Å"fourscore years had he wondered in this same world of mine, within the Veil† (134). Du Bois relates to Crummell who struggled against prejudices while trying to become a priest. In the Chapter on â€Å"Sorrow Songs† Du Bois implores the reader to rise above the veil. He writes, â€Å"In his good time America shall rend the veil and the prisoner shall go free† (163). Du Bois compared the veil to a prison that traps Blacks from achieving progress and freedom.According to Du Bois the veil causes Blacks to accept the false images that whites see of Blacks. Du Bois although not directly in The Souls of Black Folk critique's Booker T. Washington for accepting the veil and accepting white's image and misconception of blacks. Booker T. Washington accepts the white idea that blacks are problem people; not a people with a problem caused by white racism. Washing ton seeks to work behind the veil by pursuing polices of accommodation. Du Bois in contrast wants blacks to transcend the veil by politically disturbing the concept of what blacks are and what they are worth and by gaining a full education.The veil is a metaphor that suggests the invisibility of black America, the separation between whites and blacks, and the obstacles that blacks face in gaining self-consciousness in a racist society. The veil is not a two dimensional cloth to Du Bois but instead it is a three dimensional prison that prevent blacks from seeing themselves as they are, but instead makes them see the negative stereotypes that whites have of them. This book was Du Bois's â€Å"letter† to the American people urging them not to live behind the veil but to live above it.

Women’s Employment and The Phenomenon of Dual Breadwinners in Canada

Throughout the early parts of Canadian history, Canadian women served only as wives and mothers where they shared the reservations of motherhood, the tasks and responsibilities of managing their home, and the vocation of serving their families (Errington 7). Throughout this century, labor or work was significantly divided based on gender. As Elizabeth Jane Errington wrote, â€Å"Men hunted, worked the fields, and tended to the heavy outdoor chores. W]omen kept the home, raised the children, and provided the food and clothing needed for daily subsistence† (8). Regardless of their economic status, women were limited to producing goods and services for their households. They were tasked to clean the house, cook food for the family and worked on a routine household chore. Thus the lives of Canadian women were dictated by the â€Å"cycles of pregnancy, childbirth, and lactation† (Errington 11). During the twentieth century, women were still discriminated in employment. There were reports of unequal pays between men and women workers wherein men’s salary is far above than women’s salary. However, during the 1950s to 1960s, the â€Å"new employment statutes† in Canada were formed to prevent discrimination in employment relation to race, religion, and gender. For instance, the â€Å"first Canadian Bill of Rights† has enclosed equal employment opportunity for all Canadians regardless of their gender, thereby prescribing equal pay for men and women. However, this bill failed to address the employment condition of the disadvantaged group. Thus, in 1970s, brought by increased pressure from minority and women group, the federal government instituted special programs that would improve the employment status of both groups. In 1977, the Legislature passed the â€Å"Canadian Human Rights Act† which aimed â€Å"to protect Canadians from discrimination based on ten grounds: race, national ethnic origin, color, religion, age, sex, marital status, family status, disability and conviction for offence for which a pardon has been granted (Human Resources and Skills Development Canada† [HRSDC]). Six years later, the â€Å"Royal Commission on Equality in Employment (RCEE)† was founded to advance equal employment opportunities through methods deemed as most effective, efficient, and equitable. This activity was delegated to individuals with disabilities, aboriginal peoples, minority persons and women. The following year, Judge Rosalie Abella released the report of this commission which addressed the problem relating to employment disadvantage. This report served as an instrument in the creation of â€Å"Employment Equity Act† in 1986, the purpose of which is to: Achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfillment of the goals, to correct the conditions of disadvantage in employment experienced by women, Aboriginal peoples, persons with disabilities, and visible minority people by giving effect to the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of differences. (HRSDC) Ever since this Act was instituted, the number of women’s employment increased significantly, almost causing women to claim equal percentage of employment with men’s employment. Considering a family where both a father and a mother are employed, dual breadwinners have become a trend in most family living in Canada. As the Canadian Human Rights Commission (CHRC), referring to equal pay between men and women, noted â€Å"Canadian women have achieved considerable progress towards equality in the past few decades but are still far from having reached full substantive equality. Current Trend in Employment Equity: A report on Women’s Employment From 2005 to 2006, women's representation in employment remained steady at 42. 7 percent. In 2005, the percentage of women’s representation in the private sector was 43. 3 percent, while in 2006, it was at 43. 1. At the public sector, women’s representation was at 41. 7 percent in 2005, while in 2006, women’s employment was 42. 1 percent. Although, women’s employment is significantly high, it remained below the availability in both the public sectors and private sector with a total 48. percentage (HRDC). In the federally regulated private sector, most women found employment in the banking sector with 134,274 women population or 68. 4 percent in 2006. Other private sectors where women have representations are in communications, with 88,398 employed women or 40. 8 percent; transportation with 38,949 women employees or 24. 5 percent; and others with 14,783 women representation or 30. 2 percent (HRSDC). Meanwhile, the number of women based on their selected occupational group is also noticeable with a total of 44. percent in 2006, wherein women who are employed as senior manager was 22. 2 percent; middle and other managerial level at 44. 2 percent; professionals at 46. 3 p ercent; and Employment Equity Occupational Groups at 44. 7 percent. Compared to the employment equity data in 2001 wherein women employment based on occupational group is summed up to 45. 3 percent, women’s representation is lower in 2005 where said total percentage was at 44. 5. Yet, it increased with . 2 percent as compared to the previous year (2008) (HRDC n. p. ). Furthermore, according to a report from Labor Force Survey (LFS), the total number of employment in Canada has declined in March 2009, recording an estimated 61,000 unemployed. This marked the highest unemployment rate of 8. 0 percent as compared to 2001 where unemployment rate is only at 0. 3 percent. Employment losses are common among men ages 25 to 54 with 7. 7 percent unemployment rate, and the youth ages 15 to 24 with 14. 8 percent unemployment rate. In contrast to 7. 7 percent unemployment rate among men between the ages 25 and 54, the percentage of unemployed women in the same age bracket was at 5. percent (Statistics Canada 7). Employment of men whose age ranges from 25 to 54 was at 7,236. 6 (in thousands) while employment among women in the same age bracket was at 7,246. 5 (in thousands) recorded in March 2009 (Statistic Canada 24). Increased in unemployment rate was due to the financial crisis that faced the world economy where Canada is one of the most affected countries. Looking at the figures, one may assume that women are claiming equal distribution of employment among men. Also noticeable is the low unemployment rate among women (5. %) as compared to men (7. 7%). This only indicates that women are participating actively (by being employed) in both public and private sectors in Canada. Most Canadian women are now becoming family’s breadwinners. Employment Equity for Women is not yet in Full Substance Many changes have occurred concerning women’s representation in the federal government of Canada. Aside from labor force participation, Canadian women also found themselves actively participating in electoral federal voting (Erickson and O’Neill 375). According to Erickson and O’Neill, factors such as increase in levels of education, occupational segregation, and lower pay rates incited Canadian women to cast their vote on people, party, or policy that aims for women equality with men. Armed with these struggles, Canadian women are now seeking for a fairer treatment in the workplace. Gender-sensitive groups petition for creating policies that would provide equal pay, treatment, and opportunities for women seeking for employment and those who are already working. They also urge the federal government to stop violence against women which are often manifested in the form of spousal and sexual assaults. Although the status of Canadian women has significantly developed from being housekeepers to becoming senior managers, equality between men and women in the workplace is not yet fully realized and implemented. As the CHRC noted, â€Å"For instance, in 2000, the average employment income for full-time female employees working year-round was 70. 8% of the income of male workers. Aside from the employment income, other factors such as gender, ethnic origin, race, and disability contributed to the economic disadvantage of Canadian women. As has been stated, â€Å"gender-based violence in the form of spousal and sexual assaults† also prohibits the substantive equality of men and women (CHRC). With regard to nature of employment, although the employment rate of Canadian women has increased, they are â€Å"more likely to be hired in part-time a nd temporary work as compared to men† (Cranford, Vosko, and Zukewich 456). This indicates that Canadian women are more exposed to negative employment environment such as â€Å"limited benefits and statutory entitlements, low earnings, job insecurity, low job tenure, poor working conditions, and high risks of being sick† (Cranford et al. 456). Many critics blamed the â€Å"feminization of employment norm [which] caused the erosion of the standard employment relationship [which then led to] the spread of non-standard forms of employment that exhibit qualities of [unstable] employment† often experienced by most Canadian women (Cranford et al. 56). The growth of non-standard employment began in 1980s and is continuously being practiced in the country. Furthermore, the feminization of employment standards was said to be brought by the following factors: occupational and industrial segregation; increased number of women participating in formal labor force; the gendering of jobs to accommodate more laborers; and occupational and income division betwe en and among men and women (Cranford et al. 460). Looking at this employment trend, it seems that Canadian women are still victims of inequality. In fact, many studies confirmed that the reason why most Canadian women working on a part-time and temporary basis is because they are being obliged to perform their chore of care giving for their family. As Cranford and associates put it: â€Å"[O]ver-representation of women in more precarious forms of employment is shaped by continuous gender inequalities in households resulting in women’s greater responsibilities for unpaid domestic work compared to men† (460). Thus, although most Canadian women are now taking their part as breadwinners of the family, they are still more bound by their household responsibilities as compared to men. Women Employment and Dual Breadwinners With the increasing number of women receiving higher levels of education, particularly those who are able to finish their college degrees, most of them are finding their chance to be employed in a high paying job. Being highly paid, these women are no longer concerned with the financial support that would come from their spouses. Most of them are interested in becoming successful in their chosen career. Such women’s aggressiveness often results in bringing home higher income as compared to their husband. However, over time, the phenomenon of dual breadwinners in most households across the globe has been bombarded with different issues relating to gender roles, equality, economic status, and others. It has been perceived that when a woman (particularly married woman) starts to work and serve as the breadwinner of their family, indirectly, the tendency is that later, she would abandon her role as a wife and as a mother. As Dr. Gail Saltz wrote: For some couples, having the woman make more money than the man creates an insurmountable problem. Some men feel emasculated if their wives are the primary breadwinners and they are asked to take on more household chores and additional childcare responsibilities. And some women feel resentful if they not only shoulder most of the household’s financial obligations, but also are expected to pick up the lion’s share of the domestic responsibilities. Moreover, living in a society that associates money with power, most people believe that the one who brings home more money automatically would lead or dominate the members of the family. Yet, the positive effect of women’s employment and the event of dual breadwinners can be observed in the progress of the economic and financial status of each household where both parents are employed and are receiving good income. Women Breadwinners in Canada One of the most radical changes in Canadian employment condition brought by the passage of Employment Equity Act was the growth of dual-earner husband-wife families as early as in 1960s. Statistics Canada identified that the increased in numbers of dual-earner couples during the past years was brought by the growth in numbers of wives who serving as the main wage earner in the family. In 1967, it was recorded that approximately 11 percent of married women were earning more than their spouses. In 2003, this percentage had nearly tripled, recording 29 percent increase on the number of women serving as primary breadwinners. Findings revealed that wives serving as primary breadwinners have an income of approximately $41,200 in 2003 compared to $57,800 income of their male counterparts (Statistics Canada). Although it has been noted that there are a considerable number of Canadian women who serve as primary breadwinners, Statistic Canada noted that primary-earner married women are receiving an income that is less than the income of primary-earner husband. Thus, families with wives as primary breadwinners are noted to lag behind the families with husbands serving as primary breadwinner. As stated in Statistic Canada report, Family incomes in which the wife was the primary breadwinner averaged $74,000 in 2003, compared with $86,000 for families in which the husband was the primary earner. In addition, on average, primary-earner wives contributed less to family income than primary-earner husbands. Employment earnings of primary-earner wives represented just over half of their family's income, while the earnings of primary-earner husbands corresponded to two-thirds. Analyzing this development, it can be assumed that although most Canadian women had found their place in labor sectors, there are still factors which serve as barriers for women to become the primary breadwinners of their families. Analysis and Conclusion Although women’s employment had increased over time and that there are a significant number of women who serve as family’s breadwinners, women have not yet reached an equal status with men nor replaced them as the primary earner in many families in Canada. One of the factors contributing to such trend is related to the amount of income being received by most employed women. Although the Employment Equity Act encouraged equal pay between men and women, most companies in Canada still give higher income, benefits, and incentives to male workers due to perceived work hazard where male workers are more exposed. Another reason is that most women are engaged in low paying job. Although there are some who work as managers and high professionals, many women are employed in blue-collar occupations such as clerical, secretarial, service, and sales jobs where the salary is low. Men who are employed in blue-collar jobs receive higher pay than men because of the nature of their work which require strong physical attributes. Moreover, though there are a large number of women employed in both private and public sectors, the tenure of their employment could not guaranty high earnings. In addition, most women are more often receive part-time, temporary, or contractual jobs as compared to a large number of men working as full-time employees. Being employed as part-time worker prohibits women to receive more benefits and incentives being given to full-time employees. With these conditions, the following conditions of employed women in Canada can be inferred: (1) equity and equality between men and women has not yet reached its full substantive goal; (2) Canadian women are still victims of male dominion both in family and labor affairs; (3) Canadian women are still struggling to have an equal status with Canadian men as primary breadwinners; and (4) Canadian women still need to encourage the federal government to create a more effective and efficient policy addressing the issues of inequality between men and women by enclosing all the aspects of living (economic, social, political and cultural). Only when these conditions are addressed properly will Canadian women receive their equal share in all aspects of living among with men. Meanwhile, the positive effects of women’s employment and phenomenon of dual breadwinners in Canada are: (1) women are able to contribute to the budget of the family; and (2) families with dual breadwinners are more likely to progress economically and financially. Works Cited Canadian Human Rights Commission. Social Equality in Canada: A Submission from the Canadian Human Rights Commission to the United Nations Human Rights Council as part of the Universal Periodic Review (UPR). 4 Dec. 2008. 1 May 2009. . Cranford, Cynthia J., Leah F. Vosko, and Nancy Zukewich. â€Å"The Gender of Precarious Employment in Canada.† Industrial Relations 58 (2003): 454-482. Erickson, Lynda and Brenda O’Neill. â€Å"The Gender Gap and the Changing Woman Voter in Canada.† International Political Science Review 23 (2002): 373-392. Errington, Elizabeth Jane. Wives and mothers, schoolmistresses and scullery maids working women in Upper Canada, 1790-1840. Montreal: McGill-Queen’s University Press, 1995. Human Resources and Skills Development Canada. History of Employment Equity. 16 Sept. 2003. 1 May 2009. . —. Employment Equity Act Annual Report – 2007: Chapter 1: Women. 18 Jul. 2008. 1 May 2009. . Saltz, Gail. â€Å"Women as Breadwinners?† MSNBC.com. 24 Jan. 2007. 1 May 2009. Statistics Canada. Labor Force Information. 9 Apr. 2009. 1 May 2009. . —. Study: Wives as Primary Breadwinners. 23 Aug. 2006. 1 May 2009.