Describe Your Essay Topic For High School Students

Describe Your Essay Topic For High School StudentsIf you are going to write a descriptive essay topic for high school students, there are a few things that you need to be sure to do. The more content that you include in your essay, the more likely it is that the high school paper will be accepted by your high school's academic council. So make sure that you do what you can to include all of the important information in your essay.Make sure that your description is long. High school students are really busy students. They spend so much time with their friends, doing their homework, and studying for tests that they often don't have enough time to sit down and read a book. You want to make sure that when they read your description, they still get enough information for them to remember. It's just a fact of life that most students like to read about themselves and their daily activities.Make sure that you provide enough information about your extracurricular activities. If you aren't inv olved in any type of activity, then it is very important that you include this information. Make sure that you tell the reader about the activities that you participate in and how you feel that your involvement is beneficial to yourself and to the rest of the class.Make sure that you include a list of your extracurricular activities. Even if they aren't particularly exciting, you should at least have a list of the activities that you participate in. Remember that this information is needed by the senior administrator who will evaluate your subject matter. He or she wants to know what kind of work is required and that you've been able to get involved in the activities that you've chosen. A good enough description of the activities you've participated in will do.You should write your description in the first person. Don't use any pronouns like 'I'me'. You want to tell the reader about your personal experiences and what you see as being significant to you. Tell them what you think is i mportant to you. Sometimes just writing about it will give you the same information that you could have said in your introduction.Use details that tell the reader about your experiences. Maybe you've been involved in some type of sport. What does it involve? How has it changed your life? All of these kinds of details will help to convince the admissions officer that your writing is good.When you are writing a description, make sure that you are not coming across as too boring. You are writing a description because you want to tell the reader something about yourself. The more exciting and personal you can be, the better your chance of being accepted into the school that you have applied to.

The History of the Brassiere - Mary Phelps Jacob

The first modern brassiere to receive a patent was the one invented in 1913 by a New York socialite named Mary Phelps Jacob. Jacob had just purchased a sheer evening gown for one of her social events. At the time, the only acceptable undergarment was a corset stiffened with whaleback bones. Jacob found that the whalebones poked out visibly around the plunging neckline and under the sheer fabric. Two silk handkerchiefs and some pink ribbon later, Jacob had designed an alternative to the corset. The corsets reign was starting to topple. An unhealthy and painful device designed to narrow an adult womens waist to 13, 12, 11 and even 10 inches or less, the invention of the corset is attributed to Catherine de Mà ©dicis, wife of King Henri II of France. She enforced a ban on thick waists at court attendances during the 1550s and started over 350 years of whalebones, steel rods and midriff torture. Jacobs new undergarment complimented the new fashion  trends  introduced at the time and demands from friends and family were high for the new brassiere. On November 3, 1914, a U.S. patent for the Backless Brassiere was issued. Caresse Crosby Brassieres Caresse Crosby was the business name Jacob used for her brassiere production line. However, running a business was not enjoyable to Jacob and she soon sold the brassiere patent to the Warner Brothers Corset Company in Bridgeport, Connecticut for $1,500. Warner (the bra-makers, not the movie-makers) made over fifteen million dollars from the bra patent over the next thirty years. Jacob was the first to patent an undergarment named Brassiere derived from the old French word for upper arm. Her patent was for a device that was lightweight, soft and separated the breasts naturally. History of the Brassiere Here are other points in the history of the brassiere worth mentioning: In 1875, manufacturers George Frost and George Phelps patented the Union Under-Flannel, a no bones, no eyelets and no laces or pulleys under-outfit.In 1893, a woman named Marie Tucek patented the breast supporter. The device included separate pockets for the breasts and straps that went over the shoulder, fastened by hook-and-eye closures.In 1889, corset-maker Herminie Cadolle invented the Well-Being or Bien-à ªtre, a bra-like device sold as a health aid. The corsets support for the breasts squeezed up from below. Cadolle changed breast support to the shoulders down.World War I dealt the corset a fatal blow when the U.S. War Industries Board called on women to stop buying corsets in 1917. It freed up some 28,000 tons of metal!In 1928, a Russian immigrant named Ida Rosenthal founded Maidenform. Ida was responsible for grouping women into bust-sized categories (cup sizes). Bali WonderBra The Bali Brassiere Company was founded by Sam and Sara Stein in 1927 and was originally called the FayeMiss Lingerie Company. The companys best-known product has been the WonderBra, marketed as The One And Only WonderBra. Wonderbra is the trade name for an underwired bra with side padding that is designed to uplift and  add  cleavage. Bali launched the WonderBra in the U.S. in 1994. But the first WonderBra was the WonderBra - Push Up Plunge Bra, invented in 1963 by Canadian designer Louise Poirier. According to Wonderbra USA this unique garment, the forerunner of todays Wonderbra push-up bra had 54 design elements that lifted and supported the bust to create dramatic cleavage. Its precision engineering involved three-part cup construction, precision-angled back and underwire cups, removable pads called cookies, gate back  design for support  and rigid straps.

Gender Expectations in Joy Luck Club by Amy Tan - 582 Words

The gender expectations have changed over time, In the book â€Å"Joy Luck Club† written by Amy Tan many characters are expected to things they did not want to do. This book is about the obstacles of sexism that Jing Mei and her relatives had to go through. But in reality is there more gender expectations now or in the novel? I believe that everyone should be treated equally and should be treated with respect from everyone. Woman in the novel are being segregated more than in real life. Todays society and the society in Joy luck club are very similar because they both involve sexism. In the novel Lindo is forced by her mother in law and husband by making her a slave of some sort. But things get a little out of control when An mei gets raped by her husband but ends up marrying the guy because she has to save her so called honor. But that man that raped her, he can do anything he wants, he will not be pushed around or called names because that is the mans nature. Girls in China can not speak freely for themselves, they are supposed to be listening to the man because supposedly they are so much better and can do anything or everything unlike woman that sits around and does nothing. But in America the daughters face many more problems such as gender expectations. Rose and Ted have the stereotypical relationship whereas Ted is a big strong man and where Rose is the damsel in distress and no one can help her. But the younger girl Waverly is a girl playing chess and the menShow MoreRelated Mothers and the Chinese Spirit in Amy Tan’s The Joy Luck Club2107 Words   |  9 PagesMothers and the Chinese Spirit in Amy Tan’s The Joy Luck Club   Ã‚   The Joy Luck Club is the telling of a tale of struggle by four mothers and their four daughters trying to understand the issue of gender identity, how they each discover or lose their sense of self and what they mean to one another. Throughout the book each of the mothers works hard at teaching their daughters the virtues of Chinese wisdom while allowing the opportunities of American life. They try passing on a piece of themselvesRead More Mother-Daughter Conflict in Amy Tans The Joy Luck Club Essay2944 Words   |  12 Pagesresistance in dealing with the new world culture. This is especially true for the second generation Chinese-Americans who resist and are ashamed of their heritage. Amy Tan in The Joy Luck Club dramatizes this conflict which arises between the first and the second generations through sixteen stories of four mothers and four American-born daughters. Tan succeeds in showing the strength of the mother-daughter bond from China to America despite the cultural and linguistic differences between Chinese mothers andRead MoreThe Evolution of Self in Asian-American Women in the Us (Joy Luck Club)4993 Words   |  20 Pagescharacterized by anti-Japanese sentiment. The mother of Janice Mirikitani was treated as a second class citizen not only because of her Japanese heritage but also because any discontent she may have felt had no voice in society as a member of the female gender. The confines of her mother’s room were very different than her own as her mother â€Å"kept her room neat with silence, defiance smothered in requirements to be otonashii, passion and loudness wrapped in an obi, her steps confined to ceremony† (Dr. DelmendoRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesCharacteristics of the U.S. Workforce 41 †¢ Levels of Diversity 42 †¢ Discrimination 42 Biographical Characteristics 44 Age 44 †¢ Sex 46 †¢ Race and Ethnicity 48 †¢ Disability 48 †¢ Other Biographical Characteristics: Tenure, Religion, Sexual Orientation, and Gender Identity 50 Ability 52 Intellectual Abilities 52 †¢ Physical Abilities 55 †¢ The Role of Disabilities 56 Implementing Diversity Management Strategies 56 Attracting, Selecting, Developing, and Retaining Diverse Employees 56 †¢ Diversity in Groups 58 †¢

Disadvantages of Teamwork in the Workplace - Myassignmenthelp.Com

Question: Discuss about the Disadvantages of Teamwork in the Workplace. Answer: Introduction Formation of teams, their working, coordination, conflicts as well as collaboration is an important aspect of every organization (Ellis Bach, 2015). Team work is not always easy to establish, however it is largely important for the expansion and growth of the organization (Costa Anderson, 2017). This case study throws light on the team work at Sun Microsystems Inc. Global manager, Greg James, is responsible for a 45 member global team based out of France, UAE, India and Unites States. Greg is having a hard time in order to get the team to work in consensus and ensuring that they work together as a single unit. The Indians feel that their working hours are longer and their thoughts and opinions are disrespected. France employees feel that they are underpaid. UAE members feel they are distant from the parent company and have shown a fear of become reportable to the Indian team. And lastly, the US team has depicted discomfort with the high number of vacations availed by their France c ounterparts. This report has laid emphasis on the advantages and disadvantages that accompany a team based organizational structure and the recommendations that Sun microsystems can avail in order to improvise coordination and bring consensus to the global team led by Greg James. Advantages of team based organizational structure A team based organizational structure involves forming of various teams on the basis of departments, sectors of work, geography or designation. This kind of an organizational structure has various advantages as given below: New ideas Working together as a team leads to the generation of new ideas. When a number of people brainstorm on a single subject, everyone can provide a different idea as every person has a different perspective to a single situation. This global perspective assists organizations in improved growth and better solutions to organizations problems (Kirugi, 2015). The case has demonstrated a global team spread over 4 countries and 45 employees. It is only natural that the diverse nature, working background and culture of the team members would bring new ideas to the table. Fosters creativity and learning Team work leads to increased innovation as fresher generations of ideas. It leads to overall growth and development of the team members (Carpini, Flemming Parker, 2015). Members can learn from one another and hence increase their efficiency (Putra Fibra, 2016). This in turn leads to satisfied employees and improved performance of the team. Every team members from different parts of the world would be able to learn different ways and aspects of the business. Increased efficiency Working in team leads to accomplishments of organizational goals in a much faster manner as compared to members performing their tasks individually. Every member of the team can contribute their bit and lead to quicker completion of goals (Hazel, Heberle, McEwen Adams, 2013). If proper coordination in the team persists then there are various advantages of this global team in Sun Microsystems. The organization is able to serve various customers across different parts of the world, across different time zones and all times is only owing to a widespread presence of Sun Microsystem employees in different countries. Disadvantages of team based organizational structure Timing discrepancy In a diversified team especially a geographically diverse team, it is often difficult to coordinate with one another owing to different time zones that the employees work in. It is increasingly difficult to establish contact and hence leads to unnecessary delay. In the case of Sun Microsystems as well, it has been noticed that the Indian employees have often complained about longer working hours. Greater conflicts Whenever there is team work, there is often a lot of blame game involved. This indicates that members of the team face increasing conflicts due to delayed communication, difficulty in establishing contact, lack of respect or even unequal participation (Joseph, 2015). In the case study, we have seen that the job roles of employees are still not clear and in case of a discrepancy they resort to blaming each other rather than working together to solve the problem faced. Unequal participation There are people in the team who work hard and there are employees who leave it on the rest of the team members to perform the tasks. This leads to unequal participation in the team which causes frustration among performing employees and lethargy among non-performers. The personal goals of the people in the team may also vary leading to unequal participation (Currie, Gormley, Roche Teague, 2017). The case study also brings to attention that the US employees feel an increased work load due to higher number of vacations taken by their France counterparts. Slower decision making Due do delayed communication, lack of coordination and reduced consensus among the team members, the decisions taken by the team as a whole take longer. This in turn leads to delay in accomplishment of organizational goals. The H S Holdings conflict explained in the case could have been resolved much sooner if the team members were better coordinated. Recommendations The members of Gregs team are all well qualified and highly talented employees. Therefore the business does not need a complete overhaul rather just a few small changes to bring about more coordination among the members. Looking at the increasing problems faced by Greg James in managing his team, the following recommendations have been listed. The aim of these recommendations is to improve communication, bring in consensus and increase coordination among the team members: Frequent trip to headquarters In order to increase coordination, the team members from across all the locations must be invited to the headquarters in United States. This could be achieved by creating turns and each employee could be invited for a week in every six months. This would also build an increased sense of ownership among employees and bring them in line with the head offices organizational culture and their long term goals. The Indian team has 16 members. If all of them were to visit the headquarters for a week in 6 months, it will ensure that throughout the year, one of the Indian team mate would be in Santa Clara. This would lead to efficiency in communication and faster delivery of targets. Understanding of culture Presentations and seminars must be conducted across all the locations which lay importance at understanding different cultures of various members of the team. This would lead to enhanced knowledge of culture and would enable the team members to respect each other more (Cramton Hinds, 2014). This would in turn cause an increased coordination and improved understanding of each other (Alvesson, 2016). Greg must personally oversee these presentations and ensure their impact is effective enough to bring about increased coordination and respect within the team. Conference call timings Conference call timings must be made slightly more flexible. It is understandable that it is increasingly difficult to bring about a consensus in conference call timings that suit all the members of the team. However, slight flexibility is possible and it must be implemented. Two different timings of the conference calls could be finalized which would be implemented on alternate weeks. Country Current Time (Time 1) Proposed Time (Time 2) India 20:30 IST 18:30 France 17:00 15:00 UAE 19:00 17:00 USA 8:00 6:30 Both the work timings could be implemented in alternate weeks. This would require the American team mates to report earlier one day in two weeks. However, this must be implemented as the Indian counterparts report to work by 6:30 every day. This would demonstrate flexibility and respect among the team in general. Clear hierarchy Sun microsystems must establish a clear hierarchy among employees for them to understand who they report to. UAE team has expressed the fear of being subordinated by the India team. This fear must be resolved as Greg personally must ensure and specify the importance as well as independency of the UAE team time and again. Foster respect There must be a deep respect for every member of the team. Strict action must be taken against members if they are seen disrespecting each other (Richter, Clarke Fernandez, 2014). At the same point of time, any issues brought forward by the employees that involve feeling disrespected must be addressed by Greg in a serious manner. Conclusion Sun microsystems has a global team spanned over four countries (US, UAE, India France) led by Greg James. The team is facing various issues owing to different cultures, geographical locations and lack of coordinated communication. This is hampering the performance of the team as a whole and adversely impacting the level of service provided to prestigious clients. Greg James has put in immense efforts in establishing this team across four location and does his best in ensuring complete coordination. Also, there are various advantages of having a team spread over various locations. The company executives are easily reachable by customers across the globe and at all times. Different cultural backgrounds and working experiences have also helped employees in garnering knowledge and enhancing productivity. However, it is imperative that steps are taken on an urgent basis to ensure better performance and increased coordination in the future. It is recommended that Greg offers flexible timings for conference calls which could be implemented in alternate weeks, employees from other countries must be invited to spend at least a week every 6 months in the headquarters in order to get accustomed to the Sun culture and develop and sense of ownership. And lastly, training and induction seminars must be conducted across all the offices to enhance knowledge about each others culture in order to foster respect and understanding among employees. References Alvesson, M. (Ed.). (2016).Organizational culture. Sage. Carpini, J. A., Flemming, A., Parker, S. K. (2015). Multidisciplinary team briefings: a way forward.Day Surgery Australia,14(2), 12. Costa, A. C., Anderson, N. (2017). Team Trust.The Wiley Blackwell Handbook of the Psychology of Team Working and Collaborative Processes, 393-416. Cramton, C. D., Hinds, P. J. (2014). An embedded model of cultural adaptation in global teams.Organization Science,25(4), 1056-1081. Currie, D., Gormley, T., Roche, B., Teague, P. (2017). The management of workplace conflict: Contrasting pathways in the HRM literature.International Journal of Management Reviews,19(4), 492-509. Ellis, P., Bach, S. (2015).Leadership, management and team working in nursing. Learning Matters. Hazel, S. J., Heberle, N., McEwen, M. M., Adams, K. (2013). Team-based learning increases active engagement and enhances development of teamwork and communication skills in a first-year course for veterinary and animal science undergraduates.Journal of veterinary medical education,40(4), 333-341. Joseph, C. (2015). The Disadvantages of Teamwork in the Workplace.Demand Media. Kirugi, M. (2015). Advantages of Teamwork. Putra, S., Fibra, A. (2016). Teamwork as an Innovation Generator: An Analysis of Project Hatchery at Binus University International.Pertanika Journal of Social Sciences Humanities. Richter, A. W., Clarke, R., Fernandez, R. (2014, January). Strong Ties and Team Interdependence: A Social Network Approach to Dyadic Team Effectiveness. InAcademy of Management Proceedings(Vol. 2014, No. 1, p. 14558). Academy of Management.