What you need to know about medical student mentors

What you need to know about medical student mentors No matter what field you’re in, mentorship is one of the most important factors in your early career. A study of private sector mentorship shows that mentorship (having junior employees develop a professional relationship with more senior employees) is a crucial way to develop employees and build leadership skills. And when you’re in a highly specialized, high-pressure field like medicine, that mentorship becomes even more valuable. What does a mentor do?Med school will teach you what you need to know about the science and practice of medicine. It teaches you the theory, the ins and outs, the blood and guts. That part doesn’t change, whether you have a mentor or not. What a medical mentor does is offer you the practical side of that knowledge- someone who’s been where you are now, showing you what it’s like to put your education into everyday use.A mentor can help you with those transitional steps between med school and full-fledged practice, talkin g you through applying for jobs, preparing for residency interviews, dealing with the stress of the job, dealing with setbacks in med school and out in the field, and helping you find your specialty. A mentor may be a cheerleader- but more importantly, he or she is someone who has your professional interests at heart and wants to help you build a successful medical career. That may involve some tough talk or recommendations that aren’t easy, but are necessary.Why you need a mentorNo one transitions from school to career without loads of questions. What do I do next? Am I doing this too early/too late? What if I fail a class? What is it going to be like once I graduate? And sure, you can probably cobble that information together from the Internet. But don’t discount the benefits that come from a face-to-face (or voice-to-voice) relationship with someone who already has that knowledge. School can feel isolating, especially as you start to make Big Deal career decisions, so having a go-to relationship where you can ask questions and get honest real-world feedback is extremely helpful.As you make choices about your future career, you want to make sure you’re making informed ones. Having a source of feedback and help can prevent you from making those decisions in a vacuum and then coming to regret them later. Having someone to say, â€Å"Look, here are some hard lessons I learned when I chose to become an internist,† is a major asset if you’re thinking about going down that path, as well.How to get startedIf you’re a med student, you can always try to match to a doctor in your field of interest to act as a mentor. But don’t discount other health professionals who can provide that essential perspective. For example, nurses are in the trenches with doctors and are responsible for providing much of the direct patient care. They can provide precious insight into what it’s like to work with patients, what you can e xpect to see every day, and how to do basic and essential procedures. They also work closely with physicians and very likely have a solid perspective on what makes a good doctor vs. a not-great doctor. If you’re looking for guidance on the practical aspects of the job, you want it from someone who does it (and does it well) day in and day out, regardless of the degree that person has.If you want someone to help you with some of the more administrative aspects of being a doctor (like passing exams, the application process, interviews), then you’ll want someone who’s been there- a physician or an administrator. Keep in mind that you’re not limited to just one mentor throughout your career; you can get super-valuable help from different people on different career aspects.Your mentor can be someone you shadow in the workplace, but don’t feel confined to that box or to your own residency program, if you’ve already started one. Your mentor could b e someone you consult on the phone or via email/chat/FaceTime/your preferred digital platform.If you’re interested in finding a mentor and role model, there’s no time like med school to get that started. That’s not to say that you can’t find one later when you’re already settled in a residency or other job and a great mentoring opportunity presents itself. But like just about all career planning, it’s best to start as early as you can. Things aren’t going to get any easier as you prepare to graduate, and this special kind of networking is best done when you have time to develop a relationship with your mentor.How to find the right mentorLike any kind of networking, the place to start is thinking about who you know already. You can ask your faculty advisor if they know anyone who might be a good fit for the kind of mentor you need. There’s also good old online research, if you’re looking for a very specific type of mentor . And if you’re feeling truly stuck on how to get the mentor-mentee process underway, the American College of Physicians (ACP) has a mentor matchmaking database that you can register to use.Know what you want in a mentor. Do you want someone with a particular research interest? Someone with specific technical expertise? Do you want to know what the everyday life is like for a thoracic surgeon? Before you start reaching out, know what you want to get out of the relationship.Make sure you’re asking the right questions. Think of it like an interview for your mentor (though obviously, be respectful of their authority in the field and the time they’re taking to speak with you). But in the course of conversation (or in email), feel free to ask them questions like how they chose their specialty, what brought them to medicine, what their own goals were when they were in your position, and what their biggest professional challenges have been. Come up with a list of quest ions in advance before you talk to your potential mentor.Keep an open mind. You may find that a potential mentor is great at talking you through exam prep, but not great at helping you find job openings. Or she can offer brilliant insight on research, but not necessarily the day-to-day questions you have. There’s no reason you can’t build relationships with different mentors for different parts of your career- and again, don’t forget to consider people who might be nurses, administrators, or other non-physicians who could bring different perspectives to your career.Once you’ve found the mentor (or mentors) of your professional dreams, make sure you take care to keep the relationship going- even after you’re no longer a student/newbie. You never know when those professional connections will come in handy. And then the day may come when you find yourself ready to take on a mentee of your own.

Confronting Gender Inequality in Botswana Essay

Confronting Gender Inequality in Botswana - Essay Example Many of the government’s Western-influenced programs have addressed, but failed to root out, ancient customs that continue to challenge the country’s attempts to achieve equality. Customary inequality: Gender disparity among married women Botswana’s legal system operates in an awkward and impractical two-track paradigm, with cultural laws and customs existing alongside the nation’s common law. The conflict inherent in this system allows traditional gender inequality to exist in spite of anti-discriminatory laws passed by the government in recent years, written expressly to establish a gender-neutral social system. Botswana’s traditional law remains â€Å"particularly prejudicial to women’s rights, perpetuating unequal power relations between men and women and strengthening stereotypes on (Name) 2 the role of women† (Shadow Report to the CEDAW Committee, BOCONGO, 2009). The Domestic Violence Act was passed in 2008 but unequal power rela tions persist between men and women. This law criminalized acts of violence against women, but the fundamental conflict between tribal/customary and common law has frustrated efforts to legislate equality between the sexes. In Botswana, even today, â€Å"under customary law and common rural practices men are perceived to have the right to ‘chastise’ their wives† (Shadow Report to the CEDAW Committee, BOCONGO, 2009). At present, the law sets 18 as the minimum marriage age. But traditional practice honors no such age limit and considers women of all ages to be minors, extending no individual financial or property rights. Worse, married women who experience physical violence of some form have very few practical rights. A 2009 United Nations report indicated that three of every five women in Botswana have experienced some kind of domestic violence. The minimum punishment for rape is 10 years in prison, but marital rape is not a criminal offense. There is no provision in the law requiring victims to be tested for rape and, as of 2010, there was only one domestic violence shelter in operation (Shadow Report to the CEDAW Committee, 2009). In a 2010 statement to the 45th session of the Convention of the Elimination of Discrimination Against Women (CEDAW), Botswana Ambassador Boometswe Mokgothu reported that the country recognizes the importance of addressing the problem at its source. To that end, the government has embarked on a â€Å"sensitization† campaign aimed at the guardians of the country’s tribal customs, the Ntlo ya Dikgosi. â€Å"Sensitization of the Dikgosi is very important (Name) 3 to solicit their support, especially that some of the discriminatory and harmful practices that impact negatively on women and development are found in this area† (Mokgothu, 5). Addressing the problem at the tribal level stands out as a remarkably enlightened and progressive tactic aimed at effecting change at the source. It is essentia l that the government continue to establish long-term working partnerships with tribal leaders if true gender equality is to be maintained. Young, pregnant and uneducated: Seeking educational equality for pregnant teens In Botswana, pregnancy is one of the main reasons young women drop out of school.  

Real Estate Business Essay Example | Topics and Well Written Essays - 3500 words

Real Estate Business - Essay Example me scholars gave that the word real property coinage came from a Spanish word real which means a king it puts that all the land belonged to the king and the people using it had to pay taxes to the king for its use either directly or indirectly. Real estate has become one of the biggest aspects in recent times and owing to the ever increasing interests in private property ownership it is known as commercial real estate. The required substantial investment in real estates and the unique nature of each has necessitated the development of key distinct fields in development of its industry (Rees, and Hayward, 2000) some of these are; Valuation and appraisal -services offered by experts in this sector Development -fixing or replacing investments such as buildings on land to increase its utility. Corporate real estate- achieving the goals of a corporation by managing its real estates Property management-controlling and organizing the functions of a real estate for a given party Brokerage- effecting or facilitating real estate business transaction through mediation. Net lease-the tenants of a real estate sharing the property among themselves A business entity can deal with one or more of the above fields in a certain kind of real estate business such as commercial, residential or industrial property. It is clearly evident that almost all businesses in construction relate to real estate (Isaac, 2002). Real estate valuation and appraisal is development of market value opinion of real property in business concept. Different property investments are usually distinctly identical given the fact that even if they are of the same model they can never be in the same location at a time, this situation shows the significance of the need to make appraisals and valuations of real...The author of the research essay "Real Estate Business" begins with short introduction of the subject. He assumes that a real estate that is synonymous to real property or realty is a word used to describe land and or with its developments like buildings or any other development that lay on it. Its aspects are well stipulated in the law of many countries in the world. In law the real property is clearly distinct from personal property. A real property is immobile, that is any investment whose title is only transferable along with the land such as the land itself and any thing that is permanently fixed to it for e xample minerals, buildings trees among others on the other hand personal property is movable with the owner retaining title not necessarily along with the land. Although it is believed to be not true theory some scholars gave that the word real property coinage came from a Spanish word real which means a king it puts that all the land belonged to the king and the people using it had to pay taxes to the king for its use either directly or indirectly. Real estate valuation and appraisal is development of market value opinion of real property in business concept. Different property investments are usually distinctly identical given the fact that even if they are of the same model they can never be in the same location at a time, this situation shows the significance of the need to make appraisals and valuations of real estates to determine their nature as an investment.

Employee satisfaction and Employee retention

Employee satisfaction and Employee retention Introduction Human resource is a key component of organisation as people are the heart of the organisation and play a critical role in determining the performance of the organisation. Companies that are careful and meticulous in recruiting the appropriate people with the required skills and knowledge that will be useful in the organisation are likely to fare significantly better than organisations that are lax in their process of staff recruitment. Human capital is an important source of competitive advantage and provides the organisation with a competitive edge over their competitors (insert reference abt human capital being a competitive advantage). Careful selection and recruitment of people is hence an important process of human resourcing. Once an organisation has successfully recruited suitable and competent people into the organisation, the next step will be retaining this group of competent staff in the organisation as they, with their knowledge and skills are very much an invaluable asse t to the organisation. 2.2 Business Reasons Employee retention is very much a challenge faced by organisations today (insert references), especially the retention of highly capable employees, who are essential in the organisation in this dynamic 21st century business environment where organisations that wish to survive and be successful have to be highly versatile with the ability to respond swiftly and effectively and thus adapt well to the ever-changing business environment. Therefore, it is crucial for organisations to ensure that they are able to retain the best of their people, who are likely to contribute much to the survival and the success of the company. Organisations have long tried to tackle the problem of employee retention and limit turnover of skilled employees (insert references), however it is almost impossible to eradicate such incidences. It is a widely known fact that employee satisfaction is closely related to employee retention and numerous studies have been conducted to support the above statement (insert references). However, it is also likely that there are reasons other than employee satisfaction that might play a crucial role in employee retention (insert references). Organisations will need to look into other areas that impacts employee retention to have a better understanding of it and hence be better equipped in the management of retaining skilled employees. Personal reasons With reference to my prior work experience, where employee turnover was very high in the organisation I worked in, even though employers try to compromise with those employees (planning to leave) and retain them by increasing their salary and offering them more benefits (increasing their job satisfaction), it is not enough to keep them from leaving the organisation. As such, I am highly interested as to what other factors that could lead to peoples intention to leave an organisation even though there is an increase in job satisfaction. It would be certainly be very helpful to gain some insights about peoples intention to leave an organisation and what should be done to prevent them from doing so, should I acquire a managerial career after entering the workforce. Preliminary Review of the Literature Lambert, Hogan Barton (2001) measures the impact on turnover intent based on five factors. They are demographic characteristics (eg. age, gender, education), work environment measures (eg. role conflict, autonomy, co-worker relations), job satisfaction, turnover intent, and alternative employment opportunities. Turnover intent is largely affected by availability of alternative job opportunities, job satisfaction, work environment (financial rewards) and demographic characteristics (age and tenure) with job satisfaction having the greatest effect. Work environment and demographic characteristics generally have an indirect effect on turnover intent as both factors affects job satisfaction. Nonetheless, work environment was found to have a greater effect on job satisfaction than demographic characteristics. Meanwhile, job satisfaction had the greatest effect on turnover intent. Lambert, Hogan Barton (2001) suggested that managers emphasise on creating a favourable work environment to increase job satisfaction, which in turn lowers turnover intent. Besides job satisfaction, an individuals social identification with ones organisation (Moura et. al. 2009) also plays a role in predicting his/her intention to stay or leave the organisation. When employees identify with their organisations, they are prone to be more supportive and loyal to the organisation and desire to be part of a member of the organisation (Ashforth and Mael 1989, cited in Moura et. al. 2009). Results of a study done by Moura and colleagues (Moura et. al. 2009) found that social Identity has proven to be an important aspect people take into consideration when deciding to stay or leave the organisation. As organizational identification (ie. social organisation) largely impacts on employees intentions to turnover, organisations should concentrate on improving employees identification with the organisation. Nonetheless, job satisfaction should not be ignored as is still undoubtedly one of the most vital factors that affect turnover intent. However, as characteristics of each individual varies, it is thus necessary to take into consideration the different factors and levels of job satisfaction as perceived by an individual when analysing job satisfaction (Franek and Vecera 2008 cited from Lee and Way 2010). The impact of individual characteristics on job satisfaction and turnover intention should not be ignored. Factors of job satisfaction can be categorized into, Work Environment factor and Work Itself factor. Both factors, though mutually exclusive, were found to have a large impact on job satisfaction. The Work Itself factor not only evaluates job satisfaction but turnover intentions as well. Although job satisfaction increases motivation and productivity of employees, it does not mean that level of employee retention is at its most efficient. Job satisfaction factors are not necessarily the same as employee retention factors because not all job satisfaction factors will affect employee retention (Lee and Way 2010). Udechukwu and Mujtaba (2007) states that the reasons for employees to stay or leave an organisation can be divided into three main categories, that is, social affiliates, employee and employer, contrary to previous studies that only took employer and social affiliation factors into consideration. Social affiliation (eg. family, social club, religious group) affects employee voluntary turnover as it is something that an employee identifies with or is associated to, that has no connections to the organisation. The needs of an individual and their social affiliations are often in line with each other. Therefore, it is highly likely that an individuals social affiliation will affect his/her decision to stay or leave the organisation. Employers are now providing their staff with more benefits, such as flexi-work hours, to ensure that their needs are met, hence increasing job satisfaction and lowering probability of employee turnover (Udechukwu and Mujtaba 2007). Meanwhile, for employees, it is crucial to them that their needs can be satisfied as the inability to do so will have a negative impact on their performance and productivity (Senguder 2000 cited in Udechukwu and Mujtaba 2007), which could then lead to higher probability of turnover. Deery (2008) examined the reasons for employee turnover by dividing them under three categories as well. The first category is job attitudes (eg. job satisfaction, organisational commitment). The second category is the employees personal attributes of job burnout and exhaustion. The third category addresses employees work-life balance. Previous research emphasised on the role played by job satisfaction and organisational commitment on employee retention but focused less on job burnout, stress and exhaustion A recent contribution to the research on employee retention is the effect caused by work-life balance on employees decision to stay or leave the organisation. A poor balance between work and life (eg. family time) could lead to family conflicts and lower job satisfaction, hence increasing the possibility of employee turnover. Thus, to improve employee retention, it is recommended that employees be given the opportunity to find a balance between work and life. Deerys (2008) emphasis on the importance of a balanced work-life is supported by Griffeth and Homs (2001) (cited in Udechukwu and Mujtaba 2007) research findings that employees who face family-life conflicts have a higher probability of quitting their jobs than those who do not. Previous researchers have also assumed that determinants of employee turnover and employee retention are the same, that is, employee turnover and employee retention are two sides of the same coin (Johnston 1995 cited in Cho, Johanson and Guchait 2009) and when a factor negatively affects employee turnover, it will have a positive effect on employee retention. Cho, Johanson and Guchait (2009) decide to test the assumptions by researching on employee turnover intentions focusing on whether the determinants of measuring the possibility of an individual leaving the organisation are just as useful in measuring the possibility of an individual remaining in the organisation. Three main factors that have been repeatedly found to have a considerably large effect on employee turnover will be used in this study to find if they have the same level of effect on employee retention. The three factors used will be Perceived Organisational Support (POS), Perceived Supervisor Support (PSS), and Organisational Commitment (OC). Findings of the study have proven that the assumption is not necessarily right. POS does have an effect on both employee turnover and employee retention. However, the degree of effect varies, with POS having a larger impact on employee retention than employee turnover. Although PSS was found not to have any effect on employee retention, it does have an effect on employee turnover. OC reduces employee turnover, but does not necessarily have a positive impact on employee retention. As organisations today seek to retain their skilled staff, Cho, Johanson and Guchait (2009) suggested there should be more focused research on factors that lead to employee retention than on employee turnover. A research by Harris, Wheeler and Kacmar (2009) based on the LMX (leader-member exchange) theory which studies the quality of the leader-member (ie. supervisor-subordinate) relationship and assesses the effect that empowerment has on employees in terms of their job satisfaction, turnover intentions. Importance of LMX relationship is relative to the subordinates perceived level of empowerment. When a subordinates perceived level of empowerment is high, the work itself becomes a form of motivator and it is not necessary for them to have a high quality LMX relationship as a motivator. Hence, importance of LMX relationship is relatively low for highly empowered subordinates. However, when subordinates perceived level of empowerment is low, a high quality LMX relationship (eg. providing support and encouragement) will be crucial in making up for the loss of work motivation which could lead to high turnover intent. Therefore it is recommended that supervisors should give more attention on increasing subordinates level of empowerment. If the nature of the job or work environment does not permit high levels of job empowerment, supervisors should then build a high quality LMX relationship with those subordinates to make up for their low level of job empowerment. There appears to be limited business literature regarding job satisfaction and its effects on employee retention, specifically in the public and private sectors in the UK. As work environment and conditions vary between UK public and private organizations, factors and level of job satisfaction likely differs, so does its impact on employee retention. Apart from that, other possible factors that might possibly contribute to employee retention particularly in UK public and private organizations will also need to be explored. The findings from this research will give UK public and private sectors an idea on what would make their staff stay in the organisation. There is also little attention on recommendations that UK public and private organisations can undertake to retain their skilled staff. This is also essential as it gives UK firms, be it public or private, an idea of what they can do to best retain their skilled employees. Research Questions and Objectives 4.1 Research Questions Taking into consideration individual characteristics and differences in background and culture, what are the various perceptions on job satisfaction? What are the factors that could influence job satisfaction? How do these factors lead to employee retention? Do they have a direct or indirect impact on employee retention? How does job satisfaction differ between employees in public and private sectors in the UK? What is the consequent effect on employee retention between public and private sectors in the UK? What are the other possible factors that could lead to employee retention in the UK public and private sectors? What can be done to increase rate of employee retention in both public and private sectors in the UK? 4.2 Research Objectives To critically appraise the significance of employee satisfaction on employee retention To compare and contrast the impact of employee satisfaction on employee retention between the public and private sectors in the UK To critically evaluate other factors contributing to employee retention in UKs public and private sectors To recommend possible course of action to enhance rate of employee retention in both public and private sectors in the UK Research Plan 5.1 Research Perspective The research will be done taking into consideration the realistic working environment in UK organizations today. Most of the information required for the research will be obtained from secondary data (slightly more qualitative than quantitative data), primarily from theoretical and empirical journal articles. As such, both deductive and inductive reasoning will be required for the research. 5.2 Research Design This research uses a comparative design as my area of focus is on two broad categories and a comparative designed research will clearly highlight the differences between the two categories. However, one possible limitation of this is that there might be more similarities than differences between the two categories, hence defeating the purpose of using the comparative research design. 5.3 Data Collection Methods Secondary Data: The sources of secondary data for the research will mostly be textbooks, journal articles, Databases such as EBSCO, Emerald and Science Direct. Textbooks on Human Resource Management (HRM) which can be sourced from Coventry Universitys Lanchester Library will be used to gain some theoretical knowledge about the main subject of research, employee satisfaction and employee retention. Textbooks written in the UK will be particularly useful as the subject and areas of research will be written within the context of the UK, and may even include case studies based in the UK. This will help in answering Research Objectives 1 and 4. Some of the textbooks that may be used are People Planning and Talent Planning: HRM in Practice by Stephen Pilbeam Marjorie Corbridge AND Human Resource Management at Work: People Management and Development by Mick Marchington and Adrian Wilkinson. Journal Articles relative to the area of research will be the primary source of secondary data for this research. They can be sourced either from print journals available from Coventry Universitys Lanchester Library or from journals available through Web Databases such as EBSCO, Emerald and Science Direct. Both theoretical and empirical journal articles will be used as they will be very useful in providing insights as well as the latest and up-to-date findings regarding my area of interest in my research. Journal articles written in the UK context will be particularly useful, especially empirical journal articles that include data collected from surveys conducted in the UK. Moreover, there seem to be a lot of journal articles available via the databases on the topic of my research. I may probably get the bulk of my information needed for the research from journal articles. Therefore, Journal Articles and Web Databases will be used to answer all my Research Objectives, especially for Research Objectives 2 and 3. I will source the journal articles from journals such as the European Journal of Social Psychology, Human Resource Development Review, and Personnel Review. Websites may also be used, such as the UK Government Website which contains some statistics which may be used in the research. One such website would be the Office for National Statistics (ONS) at http://www.statistics.gov.uk/default.asp . Government Websites Peer-reviewed Valid-as I can get up-to-date articles regarding my area of research.

Recent Trends on China Activated Carbon Industry Essay

All Market Research include new market research report â€Å"http://www.allmarketresearch.com/wiki/china-activated-carbon-industry-report-2013-2015.php† to its huge collection of research reports. All Market Research announces that a new market research report is available in its catalogue:â€Å"http://www.allmarketresearch.com/wiki/china-activated-carbon-industry-report-2013-2015.php† . In recent years, China has seen a growing surge in terms of the production and demand of activated carbon with the export proportion ever declining, on account of intensifying environmental-friendly policies in China as well as accelerated trade protectionism carried out by European and American countries. In 2012, China’s production of activated carbon sustained upward mobility, with the output growing by 5.4% year-on-year to 521,100 tons; and the domestic demand surged by 13.5% year-on-year to 303,000 tons, while the export volume slightly decreased by 3.6% year-on-year to 232,500 tons, with the proportion in output dropping to 48.8%. The estimation shows that the production and consumption of activated carbon in China will grow in a steady way till 2015, with the respective targeted figure realizing 754,000 tons and 448,000 tons. To Have a Copy:http://www.allmarketresearch.com/wiki/china-activated-carbon-industry-report-2013-2015.php In China, the production of activated carbon concentrates in regions abundant in coal resources such as Shanxi and Ningxia. In 2012, enterprises with the annual capacity exceeding 50,000 tons included Ningxia Huahui Activated Carbon Company Limited and Shenhua Ningxia Coal Industry Group. In addition, other coal tycoons also spread their wings towards activated carbon field. A case in point was Datong Coal Mine Group, which started its 100,000 tons/a coal-based activated carbon project in June 2012 with total investment of RMB1.17 billion. Once finished, the expected sales will harvest RMB760 million annually. Wooden activated carbon enterprises in China are largely located in Fujian, Jiangxi, Zhejiang and Jiangsu. But most of them are small-sized ones with the annual capacity ranging from hundreds of tons to thousands of tons. As of late 2012, Fujian Yuanli Actice Carbon Co., Ltd. had realized the capacity of 55,000 tons/a in the wake of capacity expansion and merger of Huaiyushan Activated Carbon and Manzhouli XinFu Activated Carbon, with business coverage from sugar making, food & beverage and food fermentation to medical, water treatment and waste gas treatment. Moreover, enterprises with the annual capacity of wooden activated carbon surpassing 20,000 tons consisted of Zhixing Activated Carbon, Xinsen Carbon Corp., Ltd, etc.

History of The Nature Conservancy

The Nature Conservancy joins forces with governments, non-profit organizations, local stakeholders, indigenous communities, corporate partners, and international organizations to find solutions to conservation challenges. Their conservation tactics include the protection of private lands, the creation of conservation-minded public policies, and the funding of conservation projects around the world. Among The Nature Conservancys more innovative conservation approaches is the debt-for-nature swaps. Such transactions ensure biodiversity conservation in exchange for debt owed by a developing country. Such debt-for-nature programs have been successful in many countries including Panama, Peru, and Guatemala. History The Nature Conservancy was formed in 1951 by a group of scientists who wanted to take direct action to save threatened natural areas around the world. In 1955, The Nature Conservancy acquired its first parcel of land, a 60-acre tract along the Mianus River Gorge which lies on the border of New York and Connecticut. That same year, the organization established the Land Preservation Fund, a conservation tool that is still used today by The Nature Conservancy to help provide funding for worldwide conservation efforts. In 1961, The Nature Conservancy formed a partnership with the Bureau of Land Management that was aimed at protecting old-growth forests in California. A gift from the Ford Foundation in 1965 made it possible for The Nature Conservancy to bring on its first full-time president. From that point on, The Nature Conservancy was in full swing. During the 1970s and 1980s, The Nature Conservancy setup key programs such as the Natural Heritage Network and the International Conservation Program. The Natural Heritage Network collects information about species distributions and natural communities throughout the United States. The International Conservation Program identifies key natural regions and conservation groups in Latin America. The Conservancy completed its first debt-for-nature swap to fund conservation work in Braulio Carillo National Park in 1988. During that same year, the Conservancy joined forces with the US Department of Defense to help manage 25 million acres of military land. In 1990, The Nature Conservancy launched a large-scale project called the Last Great Places Alliance, an effort aimed at saving entire ecosystems by protecting core reserves and establishing buffer zones around them. In 2001, The Nature Conservancy celebrated its 50th year anniversary. Also in 2001, they acquired Zumwalt Prairie Preserve, a protected area on the edge of Hells Canyon in Oregon. In 2001 through 2005, they purchased land in Colorado that would later form the Great Sand Dunes National Park and the Baca National Wildlife Refuge, as well as expand the Rio Grande National Forest. Most recently, the Conservancy organized the protection of 161,000 acres of forest in the Adirondacks of New York. They also recently negotiated a debt-for-nature swap to protect the tropical forest in Costa Rica.

Prostitution Is The Practice Of Performing Sexual Activity

Prostitution is the practice of performing sexual activity to get paid. This practice has existed for centuries and yet the question remains – is prostitution moral? It is because prostitution involves selling something very personal to earn money. Many people think that prostitution encourages slavery for women and selling body in return for money is very wrong while others think that prostitution is just like any other service so there is nothing immoral about it. In this paper, I will argue that prostitution is morally impermissible with reference to three competing moral viewpoints. The three approaches to prostitution that I will discuss are Marxist, consequentialist and virtue ethicist approaches. Virtue Ethics: Virtue ethics†¦show more content†¦This might make prostitution seem morally permissible under this ethics. Prostitution can involve honesty on the side of both parties. Kindness is also very much possible in prostitution and the sex in this case can be consensual. Also any kind of force may not be involved in this practice. There are also people who don’t have much to boast on except for their looks. So if their livelihood depends on sex work, this might be understandable since it might be one of the few ways for them to survive. Pg 185 halwani However, Respectfulness is questionable in prostitution as it may not be very respectful to pay someone just to have sex with them. Moreover, even though consent is one of the very necessary elements for a morally permissible sexual act, it is still not sufficient. â€Å"Disloyalty, unfaithfulness, dishonesty, vengefulness, humiliation, greed, vanity, and arrogance form a partial list of reasons why sexual acts can be wrong even if they were consensual† pg 179 halwani While having sex with a prostitute, the client or the prostitute herself might be disloyal, unfaithful and dishonest to his/her wife, girlfriend, husband or boyfriend because they wouldn’t approve of such act. It could also be done as a vengeful act to make someone else jealous. Greed could be involved in prostitution when a person doesn’t need to have sex with a prostitute but does it anyways because he likes it or a prostitute herself doesn’t need to do this particular act but does it because she isShow MoreRelatedPro Legalization of Prostitution Essay1151 Words   |  5 PagesPro Legalization of Prostitution The world’s largest trade, prostitution, has always found ways to overcome the legal attempts to suppress it. Prostitution has become one of the most common trades throughout the world. Many poor countries have turned to prostitution as an outlet from their economic difficulties. It is the easiest from of labor for those who do not have a proper education or the economic background to join the legal labor force. Many men and women haveRead MoreThe Ethics Of Sexual Power781 Words   |  4 Pagesdestruction to damage God’s sacred sexual gift relentlessly. Ultimately, this sexual disgrace thrived nonstop; just as it flourishes today, existing just as much of a religion of lust, as in previous times. The Manipulation of Sexual Power As mentioned in Part II, the goddesses laid claim to sexual pleasure from the earliest recorded time, successfully exploiting sex to rule societies. Appallingly, ancient women had a terrible set-up from the start concerning their sexual beings, for it appears from theRead MoreGirls Protection1458 Words   |  6 Pagesnon-consensual marriage and raise the minimum age for marriage where necessary. * Pass and enforce laws that ensure the equal right to inherit regardless of sex.2. End negative cultural attitudes and practices against girls.STRATEGIC OBJECTIVES: Countries should take appropriate and effective measures to end the practice of female circumcision. CEDAW GR 14 Countries should take all appropriate measures to change social and cultural patterns of conduct that are based on the idea of the inferiority or superiorityRead MoreWomen s Creative Power Within The Bible As Being Worshipped, By All Of Asia And The World1363 Words   |  6 Pagesdestruction to damage God’s sacred sexual gift persistently. Ultimately, this sexual disgrace thrived nonstop; just as it flourishes today, existing just as much of a religion of lust, as in ancient times. The Manipulation of Sexual Power As mentioned in Part II, the goddesses laid claim to sexual pleasure from the earliest recorded time, successfully exploiting sex to rule societies. Appallingly, ancient women had a terrible set-up from the start concerning their sexual beings, for it appears from theRead MoreProstitution: It Should Be Legal 1431 Words   |  6 PagesAccording to the Merriam- Webster dictionary, prostitution is defined as â€Å"the work of a prostitute: the act of having sex in exchange for money† (cite). Underneath this definition is one that follows as, â€Å"the use of a skill or ability in a way that is not appropriate or respectable† (cite). Prostitution is a pressing matter in the United States and, as one can assume after reading the second definition given, implicated negatively throughout society. Many view this topic in an undesirable mannerRead MoreEffect of Bollywood on the Status of Indian Women1744 Words   |  7 Pagescounterparts. The age long oppression of women still carries on till date even though legally women have the same rights as men. Domestic violence, unlawful practices like sati and female infanticide, prostitution and dowry deaths still heavily prevail in modern Indian society. In such a world that we live in today, it may be shocking to hear that such practices occur and at a substantial rate. Over the years, specifically right after independence in 1947, the government has tried to curb these particular problemsRead MoreRhetorical Analysis Of Enough Has It s Time We Decriminalize Prostitution 1131 Words   |  5 Pages A Rhetorical Analysis of â€Å"Enough Already, It’s Time We Decriminalize Prostitution† In â€Å"Enough Already, It’s Time We Decriminalize Prostitution† Patty Kelly persuades the readers that the American government should make the prostitution legal. She introduces the three reasons and the facts from both sides of decriminalization and criminalization towards prostitution to support her thesis. This essay was written and first published in the local newspaper of Los-Angles Times in 2008Read MoreSex Sells, so Why Not Be Sold? Essay1399 Words   |  6 PagesIt is said that Prostitution is wrong because the prostitute sells his or her body. This is no different from professional athletes, they are selling their bodies. Models, sperm donors, and actors all legally consensually sell their bodies in return for a profit. Every year a prostitute is raped 19 times, kidnapped 10 times, and beaten repeatedly; yet, the prostitute is still considered the criminal. Prostitution should be decriminalized because the labor chore of prostitution is a form of workR ead MoreThe Moral Issues Of Prostitution1585 Words   |  7 Pagesof Justice legalize the worlds oldest profession in America? Could economic, health and safety reasons outweigh the moral issues of prostitution in a society that is now taking stances on issues that were once taboo? Prostitution in the United States has always had the moral stigma of being unacceptable in the eyes of its citizens, yet welcomed when prostitution has been used throughout our history to accomplish great things. Take for example the building of this nation’s railroads, or the earlyRead MoreShould Prostitution Be Benefit Society?1701 Words   |  7 PagesLegalizing Prostitution Will Benefit Society When many people hear the term prostitution they automatically have a negative thought in their heads. They see the violence, the drugs, and the manipulative things that are said and done to these people, all due to their pimps. What people fail to realize is there is a fine line between human trafficking and prostitution, many people get these two confused. Human trafficking is a different level of prostitution defined as the action of illegally transporting