Planning (Local Development Framework) Essay Example | Topics and Well Written Essays - 500 words

Planning (Local Development Framework) - Essay Example The local development plan will consist of several Development Plan Documents (DPDs) and Supplementary Planning Documents(SPDs), conforming to the core strategic plans and policies. The salient features of the LDA are as follow: Will define the needs of the community in terms of the educational institutions, health related concerns and other social security requirements relating to employment, retirement, crime prevention etc. All the proposals and plans of the development plan documents and supplementary plan documents will have to undergo sustainability appraisal and must meet the criteria of environment baseline as set by the Borough. The reforms in the planning commissions have made it mandatory for the councils to prepare an Annual Monitoring Report (AMR) for all the ongoing projects and programs of the development schemes and clearly state the present status as against the premeditated goals of the scheme for the previous fiscal year. The implementation process of the projects and programs involves categorical and well defined plan of stratifies development which is to be monitored regularly by the authorities and community. Your involvement is the key to the success of the development in your area. If you or any organization want to be consulted in the future planning of your area or would like to know about the status of the programs and projects of the community, please do get in touch with the us through the email at PlanningPolicy@rbkc.gov.uk or phone us on 020 7361

Airbus A380 And Boeing 747

Airbus A380 And Boeing 747 Airbus A380 and Boeing 747 are the new generation of aircraft for long haul and bulk passenger flights. The Airbus A380 holds 525 passengers whereas the Boeing 747 holds up to 452 passengers The feat of flying is a giant leap forward as well as flying with a huge passenger load. The project is to produce a conceptual design of a large civil aircraft using advanced computerised aircraft methods. The mission profile defined for this aircraft is long haul, matching the Airbus A380s range of 15km [6]. Also, the aircraft to be designed is to carry 550 passengers, even more passengers than the Airbus A380. This can only be made possible by a number of criteria but the biggest problem comes from keeping the aircraft airborne under an increased passenger and structural load. The required lift for an increased load of this magnitude mainly comes from the combination of the lifting surfaces and lifting control surfaces of the wing. Wings (SA) Aircraft wing designers have drawn their inspiration from birds. Even in this day and age, engineers are still finding ways to improve design based on examples found in the ornithological (branch of zoology that deals with the study of birds) world [14]. Wings are airfoils that are attached to each side of the fuselage of an airplane and are the main lifting surfaces that support the airplane in flight [13]. Wings can be of different designs, sizes, and shapes. Different types of wings are used by manufacturers depending on the mission of the aircraft. A variety of wing shapes are shown in Fig.1. Each fulfils a certain need with respect to the expected performance for the particular airplane. Wings may be attached at the top, middle, or lower portion of the fuselage. Passenger airplanes usually have low wings. The number of wings on an aircraft can vary, for example airplanes with a single set of wings are called monoplanes and those with two sets are known as biplanes.[13] Fig.1: Examples of wing planform [12] Planform styles Wings have evolved over the years from simpler designs as well as the Canard configuration (a configuration in which the span of the forward wing is substantially less than that of the main wing) and straight wings to futuristic designs such as oblique and morphed wings. The Canard configuration was founded by the Wrights brothers where the tailplane is in front of the straight wing. Many years of research have been carried out to improve the aerodynamic efficiency and performance of wings in aircraft and evidence of this can be found in the more futuristic designs for aircraft. For example, the oblique wing is a wing of large span fitted about a pivot that rests on the top side of the fuselage and the wing can rotate about this pivot giving one side of the aircraft a forward swept wing and the other, an aft swept wing and vice versa. The varying sweep angle and configuration was the pinnacle point of research and development for this aircraft and was created to give the pilot more f reedom into how the aircraft can be flown at different speeds. [8] Variable sweep wings allow the aircraft to take advantage of the greater lift and handling qualities that come with straight wings during low speed phases such as takeoff and landing and can also benefit from the reduced drag and improved aerodynamic efficiency that comes with swept wings during high speed phases such as the cruise phase. However, this wing configuration is more likely to be found on high performance aircraft like military aircraft rather than transport maybe due to the unpleasant flying characteristics that come with the extreme wing sweep angles which could have discouraged transport aircraft designers from adopting this configuration in their designs. [8] Evolution of aircraft wings (SA) There were few large aircraft in the 1950s. In those days, some aircrafts wings were built by using wood instead of metal. One reason wings were built using wood is because there were a shortage of metal at that time [17]. This is due to various reasons. One factor in favour of the wood wing was the quality of the ride in turbulence. The ride of a wood wing was better than a metal one. The quality of the ride in a metal wing was harsher and stiffer than the wood wing [17]. Also, the stall characteristics of the wood wing were much better than the metal ones. A disadvantage of wood wing was that it would have to be replaced early due to rot. In1961, wings were no longer made of wood [11]. Instead metal wing was introduced. The reasons for this were for marketing aspects, that is, metal wing last longer than a wood one. People think of rot when they think of wood. When they think of Aluminium, they think it will last forever. Morphed wing (SAJ and SA) The morphed wing started as a conceptual design when then a prototype was eventually built to test the proposed idea. It works by using in-built shape memory alloy actuators which deforms into a different pre-proposed shape when heated. This new shape gives the wings a new set of aerodynamic characteristics adapting to different flight conditions or for a change in mission. [9] Airbus is trying to use similar principles to morph aircraft wings to make them highly adaptable. A bird glides for maximum lift and folds its wings for reduced drag and this is the principle that is adopted from birds which made Airbus focus on wing planform. Professor Meguid of University of Toronto believes the technology behind the UAV morphed wing design could eventually be applied to civil aircraft. Meguid also states that some big airplane manufacturers are already interested in this technology and current research is being done to implement morphed wings [14]. On the other hand, Airbus senior manager of flight physics research, David Hills, disagrees with the idea of using morphed wing in commercial aircraft. He points out that unlike military aircraft, commercial airliners do not need to drop like a stone, therefore do not need morphed wings. [14] Morphing aircraft are multi-role aircraft that change their external shape significantly to adapt to a changing mission environment during flight. This in turn creates superior system capabilities which are not possible without the shape changes of the wing. The objective of morphing activities is to develop high performance aircraft with wings designed to change shape and performance substantially during flight to create multiple-regime, aerodynamically-efficient and shape-changing aircraft. Different Wing configurations (SAJ) Braced wing They are normally used in transonic aircraft designs just like the aircraft the group is designing. This truss braced wing configuration proved better than the normal cantilever because of its reduced fuel consumption and improved aerodynamic performance. The configuration can be altered to maximise different performance criteria for example if minimum fuel emission is desired then the wings have a lower thickness-to-chord ratio (are a lot thinner) and if the maximisation of the lift to drag ratio is desired then the wings are in contrast a lot thicker. The main desirable outcome from the use of having supporting truss wing configuration is the result of lower span wise bending moments for given loading. However, having this means a lighter wing structure, which results in needing an increased span (therefore greater lift to drag ratio), thinner wing and a reduced chord. The outcome is a more thin and slender looking wings that would therefore hold less fuel. If the wing could then in turn be designed with a high aspect ratio, it could minimise induced drag and as the wing is thinner, it will minimise the production of wave/form drag. [1] However, this configuration is not desired because of its high wing. Biplane Configuration (SAJ) Having two wings on each side aligned vertically from each other, all wave drag that is caused by the thickness of airfoil is eliminated. However, at small angles of attack, the flow is similar to flat plate except for a small wave drag penalty. When the flow becomes choked, a lot of wave drag can be produced and this is controlled from the use of hinge slats. However, this is not an ideal configuration for the transport aircraft to be designed as this configuration is mainly used in supersonic aircrafts, not transonic. [5] Joint wing configuration (SAJ) Joint wing configuration is when the tail is attached to the wing on both sides. The advantage of this configuration is greater control when pitching the aircraft and that the tail provides adequate structural support of the wings. It also produces less drag and has an overall reduced structural weight compared to structural aircrafts of same span. Reduced structural weight is due to the tail acting like a truss in support of the wing and relieving bending moment. Disadvantages of this configuration are that it needs a far greater wing span for it to cope with the take-off field length and constraints. [2] Also, with a greater wing span, there is greater drag and weight compared to conventional configurations as shown in Fig.10. Therefore a conventional low wing cantilever design is preferred for the design of this aircraft. Winglets (SAJ) Winglets are the small vertical structures at the end of the wings to reduce the effects of leakage of flow from the under surface of the wing. The effect of different taper ratios (SAJ) Small taper ratios ensure that the wing is strong enough so that all vortex shedding ceases. However, increasing the taper ratio will result in less induced drag so therefore, the aircraft can take advantage of a greater flight range from less drag, larger taper ratio. Lower taper ratio wings are lower in weight but can hold an increased fuel volume. So the preferred design of the wing will be to have a small taper ratio to keep the weight of the wing low without causing excessive variation in CL and stalling characteristics of the wing. [3] Dihedral / Anhedral Angles (SA) The dihedral angle, that is, the wing tip chord raised above the wing root chord, assists roll stability. Dihedral angle is normally between 2 and 3 degrees and rarely exceeds 5 degrees. The figure below shows the dihedral angle of a low-wing configuration. An advantage of a low-wing is it permits more ground clearance for the wing tip. The opposite of a dihedral angle is an anhedral angle. Anhedral angle lowers the wing tip with respect to the wing root and is typically associated with high-wing aircraft. (Aircraft Design, A. Kandu) (a) Dihedral (midwing low tail) (b) Anhedral (high-wing T-tail) Effects of dihedral angle (SA) The dihedral angle affects the lateral stability of the aircraft. The greater the dihedral angle, the more stable it is during roll. However, having a small dihedral angle can mean that it is less stable, but it can increase the manoeuvrability. When an aircraft is disturbed from upright position, that is, rolling, the aircraft sideslips towards the downgoing wing; the dihedral angle increases the angle of attack to lateral flow producing additional lift to restore straight and level flight. [4] Leading edge strakes (SAJ) Leading edge strakes is a component just in front of the wing and provides usable airflow over the wing at high angles of attack, delaying stall and consequently loss of lift. LEXES, another abbreviation for the stakes are very highly swept lifting surfaces that generate high speed vortexes at high angles of attack and attaches itself to the top of the wing. This is not really needed on a transport aircraft and is more apt for military aircraft which flies at high angles of attack at times and therefore not required. [4] Wing size/ wing loading (SA) Wing size or wing loading affects the following characteristics of an aircraft: Take off / landing field length Cruise performance (L/D) Ride through turbulence Weight of aircraft Take off / landing field length (SA) To achieve short field length, large wings (low wing loading) are better than small wings (high wing loading). The wing can be kept small by using flaps. Flaps provide the possibility to obtain high values of CLmax. Pilot uses flaps or slats to modify the shape and surface area of the wing to change its operating characteristics in flight. (Roskam, 1985) Cruise performance (L/D) (SA) To achieve cruise flight close to (L/D)max a high wing loading is needed so that the cruise lift coefficient can be close to that at (L/D)max. Weight (SA) The larger the wing area, the greater the weight of the wing and therefore the weight of the airplane. High, Middle or Low wing (SA) The choice of high, mid or low wing configuration depends on the mission of the airplane (passenger, cargo). Hence the type of airplane that is considered plays a vital role in deciding the vertical location of the wing. Low wing (SA) Low wing aircraft, as shown in Fig.14 are planes with the wing mounted below the main fuselage of the aircraft. Aerodynamically, there is not much difference between the two wing locations. [16] Advantages (SA) A Low wing aircraft provides superior visibility above and to the sides of the aircraft. The visibility advantage shows in turns when the pilot can see where the turn will go, even in a steep bank. On the other hand, a high wing aircraft will block the view in the direction of a turn. [16] Low wing aircraft are thought to be easier to land in a crosswind. The reason for this is more to do where the landing gear is placed rather than its aerodynamics. On a low wing airplane, the gear is fixed and can be spaced wider apart than on a high wing airplane where the landing gear must be attached to the fuselage. Also, the landing gear of a low wing plane can be mounted straight up and down, which allows a more effective shock absorption system. [16] Most planes carry fuel in the wings. The fuel ports of a low wing aircraft is easy to reach compare to a high wing aircraft. High wing airplanes require climbing up on the plane to re-fuel it. Low wing aircraft uses (SA) A low wing allows commercial jets to have the wing spar go through the fuselage below the passenger cabin. This leaves a lot of room in the passenger cabin with full headroom from front to back. Low wing commercial jets have their engines mounted quite close to the ground. These planes need to fly and taxi on airports where the pavement is kept clean of any debris that could be sucked up by those big jet turbines. This is one reason why military cargo planes use a high wing design, to mount the engines higher off the ground. [16] High wing (SA) A high wing aircraft is when the wing is mounted above the fuselage. High wing is where the wing crosses the fuselage at the top. Advantages (SA) A high wing aircraft provides the best visibility below the aircraft. High wing airplane is also safer in a descent because it avoids the possibility of coming down on another aircraft, especially on approach to the airfield or in the traffic pattern. Planform Tailoring (SA) Many airplanes end up with significant planform irregularities. This is where the use of planform tailoring comes into play. Some reasons for using planform tailoring are: stall behaviour, pitching moment behaviour at high mach, aileron buzz and aerolastic behaviour. [Roskam, 1985] To improve stall behaviour of wing, that is, delay stall to higher angle of attack, leading edge extensions and/or droop may be used. Aileron buzz can occur if the wing sections at the aileron stations develop shocks close to the aileron hingeline. If the aileron is cable controlled then the aileron can develop a severe vibration which is known as aileron buzz. Such problems can be relieved by leading edge extensions. References Gur, O. (2010). Design optimisation of a truss braced wing transonic transport aircraft. Journal of aircraft. 47 (6), p1907-1917. Gallman, J.W.. (1993). Optimisation of joint wing aircraft. Journal of aircraft. 30 (6), p897-907. Ng, T.T.H.. (2002). Application of genetic algorithms to conceptual design of a micro air vehicle. Engineering applications of artificial intelligence. 15 (1), p439-445. Roskam, J. (1985). Preliminary configuration design and integration of the propulison system. Kansas: Roskam avaition and engineering corporation. p141-162. Kusunose, K.. (2011). Supersonic biplane a review. Progress in Aerospace Sciences. 47 (1), p53-87. Airbus A380 presentation. Boeing 747 presentation. Curry, M.. (2009). Past Projects AD-1 Oblique Wing. Available: http://www.nasa.gov/centers/dryden/history/pastprojects/AD1/index.html. Last accessed 11th October 2012. Stubbs, M.D. (2003). Kinematic Design and Analysis of a Morphing Wing. Virginia: Virginia Polytechnic Institute and State University. p1-72. Tsai, D.. (2011). University of Washington Department of Aeronautics and Astronautics Senior Capstone Project 2011. Available: http://www.behance.net/gallery/Aerospace-Engineering-Senior-Capstone/1553987. Last accessed 11th October 2012. http://www.mooneypilots.com/mapalog/woodwing.html http://www.centennialofflight.gov/essay/Theories_of_Flight/airplane/TH2G5.htm http://engg-learning.blogspot.co.uk/2011/03/introduction-to-aeroplane-airplane-is.html http://www.flightglobal.com/news/articles/aircraft-engineers-look-to-bird-world-for-new-and-improved-wing-designs-345832/ http://www.dtic.mil/cgi-bin/GetTRDoc?AD=ADA479821 Airplanes: Low Wing Aircraft Buyers Beware, Mooney M-20A and Bellanca Cruiser Wing Preliminary Calculations Size and wing area (S) Similar aircraft to the specifications we have made for our aircraft is the Airbus A380 and the Boeing 747. Using the Roskam volumes, the aspect ratio of the Boeing 747 is 7.0 (Roskam, page 374) and 7.53 for the Airbus A380-100 (1). The wing span of the Boeing 747-400 is 229ft and the airbus A380 has a wing span of 261ft 9in (1). The reference wing area of the Boeing 747-400 is 6824 square feet and the reference wing area of the Airbus A380 is 9095 square feet (ft2)(1). The takeoff weight for our proposed aircraft is around about 1300000lbs (1221267.35lbs or 553957.5516901kg). The wings of the aircraft generates most of the total lift of the aircraft so in order for the aircraft to take flight, the lift would at least have to equal the weight of the aircraft. The lift equation is as follows: The velocity can be calculated through the equation where a= the square root of the product of Gamma (1.4), R (287) and the Temperature. The cruise Mach number specified for this aircraft (A380) is 0.89. The temperature at 35000ft, which is the cruising altitude proposed for this aircraft, is -54.23 Celsius which is 218.93 Kelvin. Hence, a = à ¢Ã‹â€ Ã… ¡1.4 ÃÆ'- 287 ÃÆ'- 218.93 = 296.59 Therefore the V = 0.89 ÃÆ'- 296.59 = 263.97 The coefficient of lift for takeoff is 1.6 -2.2, for cruise it is 1.2-1.8 and for landing it is 1.8-2.8, so take the coefficient of lift to be 1.8. The stall speed of an airbus A380 is 121kt (224 km/h) = 60.5 m/s and the 747X Stretch is 128kt (237 km/h) (1) So, say the stall speed of the proposed aircraft should be 128kt, or 65.792m/s Knot (kt) m/s 1 0.51 ft2 m2 1 0.0929 Rearrange, the lift equation to make the wing area the subject: = The density of air is taken at sea level to be 1.225 kg/m3 50 kt = 25 m/s Therefore, wing area = 553957.5516901/ 0.5 x 1.225 x 252 x 1.8 = 803.929 m2 Since the proposed aircraft is to be designed to carry more passengers than the airbus A380 and the Boeing 747-400, a larger wing span is proposed to create more lift, so b = 265ft. The aspect ratio can be calculated by: Aspect ratio= b2/S where S = Reference Wing Area and b = Wing Span A (Aspect ratio) of A380 = 7.53 (550 passengers) New A = 8 (an assumption based on having more passengers, 600) Aspect ratio= b2/S= 280^2/6824=10.29 Sweep Angle The sweep angle of the Boeing 747 is 37.5 degrees, the taper ratio is 0.25 and the dihedral angle is 7 degrees (Chapter 6, part II, page 146, Table 6.7, ROSKAM). In terms of the mission profile, size and configuration this aircraft is comparable to the A380. The sweep angle of the A380 is 33.5 degrees and taper ratio is approximately 0.3. (http://www.dept.aoe.vt.edu/~mason/Mason_f/A380Hosder.pdf). For the proposed aircraft, the sweep angle should be 30 degrees. Thickness Ratio the thickness ratio of the airbus a380 is 6%. (http://www.dept.aoe.vt.edu/~mason/Mason_f/A380Stephens.pdf) The thickness ratio of the boeing 747 is Airfoils http://www.allstar.fiu.edu/aero/wing31.htm http://www.allstar.fiu.edu/aero/images/pic3-1.gif A deep camber should be used which gives high lift and low speeds. Suitable for transport planes. http://www.allstar.fiu.edu/aero/images/fig18.gif http://www.ae.illinois.edu/m-selig/ads/afplots/sc20610.gif Airfoil for the wing root (http://www.ae.illinois.edu/m-selig/ads/afplots/sc20610.gif) http://www.ae.illinois.edu/m-selig/ads/afplots/sc20606.gif Airfoil of wing tip (http://www.ae.illinois.edu/m-selig/ads/afplots/sc20606.gif) (6) Taper Ratio The taper ratio of the Boeing 747 is 0.25 The taper ratio of the A380 is 0.3. For the proposed aircraft, the taper ratio should be 0.25. (7) Incidence Angle and Twist Angle Incidence angle of the Boeing 747 is 2 degrees. (Roskam) (8) Dihedral angle The dihedral angle of the Boeing 747 is 7 degrees. (9) Lateral control surface size and layout

The Second Amendment - The Right To Bear Arms Essay -- Constituton Bil

The Second Amendment and the Right to Bear Arms The Second Amendment to the Constitution gave United States citizens the right to bear arms. Although, the Second Amendment stated: â€Å"A well regulated Militia, being necessary to the security of a free State, the right of the people to keep and bear Arms. However, the framers could not foresee the type of violence we have in our cities today. Innocent citizens have and are being brutally killed due to this amendment. Stricter gun control laws must be enacted to receive these types of weapons. Background checks for gun buyers were implemented a year and a half ago, more than 4,600 people who were supposed to be prevented from buying guns bought them anyway because their background checks were not completed in time, according to ABC news. The NICS (National Instant Criminal Background Check System) is supposed to inspect the criminal, citizenship, and mental background of all gun buyers (Yahoo News). However, if authorities cannot finish the checks in three days, the buyer gets the gun by default—even if he/she is a convicted felon or illegal alien (Yahoo News). On April 20, 1999, Columbine School was terrorized by gunfire. Twelve students and one teacher was brutally slain by two seniors of the high school. According to the APB News, hundreds of people were intended to die. After the two students gunned down their classmates and teacher, they shot and killed themselves. At this time, the guns used in the shooting 2 are said to have been purchased from unlicensed dealers at gun shows, according to Yahoo News. For this reason and many others, stricter gun laws should be enacted to be able to purchase these types of weapons. In Asheville N.C., two... ...as Review-Journal. Due to the increasing amount of deaths that are caused by firearms, Congress should enact stricter gun control laws. However, they are not and more people are continuing to die on a daily basis due to that matter. Congress is continuously discussing ways of preventing convicted felons, mental patients, and illegal aliens from purchasing firearms, but do not fulfill the voters’ wishes of doing so. I feel that this is the government’s way to prevent the United States from becoming overpopulated, because they are not doing anything to stop this problem. On the other hand, if most of the United States population is killed by gunfire, then where is the tax money going to be derived from? In my opinion, there should be a way to eliminate the section of the Second Amendment that gave the citizens of the United States the right to bear arms.

Behavior is hereditary Essay

The whole issue of nature and nurture is complex with potential debates centered round their influences on human development. Nature refers to the traits inherited from parents while nurture refers to the influence of the environment to an individual’s behavior (Lippa 2005, p. 26). Psychological research shows that both nature and nature have a general influence on the physical and behavioral characteristics of people. This paper seeks to explain the factors which affect nature and nurture. The nature theory holds that human behavior is hereditary. True to the theory, some traits such as blood type and eye color are known to be predominantly genetic. It can therefore be asserted that genetic variation of people affects the development and characteristics of the next generation (Lippa 2005, p. 28). Nurture on the other side holds that the environment in which an individual is brought up in influences his or her behavior. In this context therefore, it can be acknowledged that the ability of an individual to interact and conform to the societal requirements and the environment at large affects the degree to which the environment can influence the individual’s behavior (Lippa 2005, p. 28). Still to be noted here is the effect of age on the influence of nature and nurture. Inherited traits are first noticed when a child is born. As the child grows up to teenage, behavioral characteristics are predominantly influenced by the environment because of the interactive nature of people at this stage of growth as well as the ability to conform to peers and the society at large (Lerner & Bearer 2004, p. 86). At adult stages, people tend to become more independent hence less influenced by the environment. At this stage therefore nature prevails but the nurture traits acquired at early stages of growth remains effective. In conclusion therefore, nature and nurture are undoubtedly influential to human development. Nature gives inborn traits while nurture takes these inborn abilities and changes them with age to fit the individual’s environment. ? Bibliography Lippa, R 2005, Gender, nature, and nurture, Lawrence Erlbaum Associates, Inc. Lerner, R, & Bearer, E 2004, Nature and Nurture: The Complex Interplay of Genetic and Environment. Routledge: New York.

Gender Bias In The Workplace And Pay Inequalities Essay

In 1972, the government attempting to correct discrimination in the workplace passed the Equal Employment Opportunity Act. This act protects individual rights and promotes employment opportunities and fairness for everyone within the workplace (Klingner & Nalbandian, 1998, p. 158). This act should have eliminated gender bias and pay inequities, but has it accomplished its goal? Are employment opportunities and promotion opportunities fair and equal to everyone? Does gender bias and pay inequities still exist in 2000, 28 years after the passage of the act? In researching this topic, I do find that gender bias and pay inequities are still prevalent in today’s work world. Because there are so many women and minorities in the workforce today, I will attempt to explore some of the reasons why gender bias and pay inequities still exist. Background Organizational Culture First, does the organizational culture attribute to gender bias and pay inequalities? In researching this topic, I find the answer to be yes. Many times, the organizational culture and climate foster workplace inequalities and these inequalities are maintained by group pressure (Hale, 1999, p. 13). Informal networks within the agency help to maintain inequality because women and minorities are traditional employed in lower status jobs and not allowed into the networks. These jobs limit their access to powerful employees (McGuire, 2000, p. 1). These informal networks tend to be personal, voluntary and have their own boundaries. You don’t join the network because you want too, you join because you are allowed too (McGuire, 2000, p. 1). Organizations have always been geared to the white male and these habits are hard to break. To accomplish goals of the agency, all employees must work together. Managers must build rapport with their employees and this is most easily accomplished by interacting with those who share the same background and who are most like them (Maume, 1999, p. 4). White men working and networking with white men. Many times the organization does not even realize that they are inequalities in their agency because they have always done it that way. People tend to get set in their ways and operate on auto-pilot and never see their weaknesses. Organizational climates are hard to change and it takes dedication from management to make it happen. Many times the management thinks, â€Å"If it’s not bro ken then why fix it?† What they do not realize is that the organization would be so much stronger if they diversified their workforce and let all employees excel to their greatest potential. Literature also suggest that gender bias is a result of institutional and attitudinal processes. White males simply do not want women or minorities to be in an equal position with equal pay. Not only do they not want it, often times they take steps to protect specific jobs from women (Maume, 1999, p. 9). The â€Å"good ole boy† network is hard to break. All organizations state that they are an Equal Employment Opportunity company, but many agencies are only promoting that image and not actually following it. Yes, they hire minorities and yes they hire females, but these individuals do not have the same advantages as men. Often times they hire just for quotes and this causes hard feelings within the entire organization. Rather than the company hiring the best qualified, sometimes they hire a minority just to meet requirements. When this happens, the Equal Employment Opportunities policy can adversely effect other employees through reverse discrimination which in turn causes problems for the entire organization through decreased morale (Hale, 1999, p. 13). Also, if the black or female fails or performs poorly, then all white males will assume that all blacks and fem ales will fail. â€Å"In sum, it is the relationship between social roles, interests, intergroup relationships and organizational culture norms and values that set the conditions that perpetuate unequal employment opportunities and outcomes (Hale, 1999, p.13).† Society and Personal Influences What we are taught as children in regards to roles of females and males overflow into the workplace (Hale, 1999, p. 14). â€Å"Gender is a culture unto itself, raised with basic rules of conduct â€Å"instinctively† known to all adult members of that gender (Heim, 1995, p. 3). The managers of today grew up in families where their mothers stayed at home and kept house and took care of children. They have been taught at home that men should be the bread winner and women should take care of the house. They are also taught that men are stronger and should be the leader of the household and therefore these behaviors flow into the work setting. Even the Bible states that a women should not be over a man. These beliefs are taught generation after generation. â€Å"Internalization and Identity encompass the learning and socialization processes by which individuals incorporate assumptions, perceptions, stereotypes, and misperceptions and make judgments about themselves based on the way they perceive others judge them (Hale, 1999, p. 3). Women feel their are invisible, isolated and irrelevant within an organization while men see them as emotional (Hale, 1999, p.4). Men and women are different and view situations differently. Literature suggests that men do not want to give up their power and are uncomfortable working with women (Hale, 1999, p. 1). Women feel excluded from power and feel socially isolated within the workforce. Description of a Specific Situation Job Segregation Another proof of gender bias is job segregation. Often times women and minorities are segregated or placed into certain agencies only because they are women or minorities. Social closure issues hold that society has defined what jobs are appropriate for males and what jobs are appropriate for females (Maume, 1999, p. 3). Many studies conclude that men and women are allocated and segregated into positions because they are either male or female. And this segregation affects pay and promotion opportunities (Maume, 1999, p.2). â€Å"Segregation accounts for approximately one-half of the gender gap in wages (Maume, 1999, p. 9)†. A National Study of Gender-Based Occupational Segregation in Municipal Bureaucracies indicates that women can be more successful in redistributive agencies (Miller et al., 1999, p. 2). Agencies such as welfare, social justice a nd health are more likely to support affirmative action. Society has taught us that women should be caring and nurturing and because of these traits, they fit into redistributive agencies. Many women will hold administrative and professional positions in these agencies and so there appears to be a gender balance in public welfare, sanitariums, and hospitals (Miller et al., 1999, p. 8). In a study in Los Angeles, it was determined that economic restructuring had a negative impact on African Americans. The unemployment rate among black males has increased more than twice the rate of white males (James, 2000, p. 4). At a first glance, it appears black females have faired better than white females, but that is not the case. Black females are more likely to be employed in public sector work or pink-collar occupations where segregation of females is high. Many black females have entered the arena because they have obtained higher levels of education (James, 2000, p. 6). However, very few of them have management positions, but are employed as school teachers, educational counselors and social workers. While all of these professions require at least a bachelors degree, they are still relatively low paying jobs (James, 2000, p. 8). It is also noted in the study, that jobs held traditionally by black females such as housekeepers are now held by Latinos. The Latinos are not g aining employment because of non-gender bias but because these individuals are uneducated and speak limited English (James, 2000, p. 7). Once again, minorities and females are being segregated into certain jobs. If government agencies are required to follow Equal Employment Opportunity rules and affirmative action laws, then why are females not getting a fair deal? One reason is because primary stakeholders in government tend to be male and therefore they support the hiring and promoting of men. Policy making, implementation, and management of infrastructure are usually dominated by men, following the orders of men. On the contrary, in social agencies there appears to be less male influence. This is believed to be caused by the fact that most businesses are not the beneficiary, but citizens. Politicians perceive businesses as more important than citizens because of the economic impact of tax revenues. Therefore, men feel they need men in areas of real power positions. This shows a direct relationship between agency-clientele on gender-based employment patterns (Miller et al., 1999, p. 7). Once again, the municipal study finds that females are underrepresented in the best paying or most power ful positions within city government (Miller et al., 1999, p. 7). Jobs are ranked by employers and employees differently. Employers rank them according to skills and commitment and employees rank them according to desirability and rewards (Maume, 1999, p. 3). One would think this process would be fair to everyone but, in many organizations there appears to be double standards to judge men and women. Women most often have to measure up to higher standards than men do to obtain the position (Hale, 1999, p. 8). Are employment opportunities and promotional opportunities equal to both men and women? No. Reskin and Roos conclude that women can move into â€Å"male† jobs â€Å"either because market conditions force employers to reach down into the labor queue to hire women, or because men reevaluate and vacate jobs, thereby creating openings for women (Maume, 1999, p. 3).† Women are traditionally segregated into specific jobs; thereby leaving men in their on world to compete with each other for higher paid jobs (Maume, 1999, p. 3). Men traditional have higher status contacts than women which also help them to maintain their positions (McGuire, 2000, p. 2). Glass Ceilings, Glass Walls and Glass Escalators â€Å"The glass wall metaphor describes occupational segregation attributed to employment barriers that restrict the access of women to certain types of jobs (or agencies) or that trap them within certain types of jobs (or agencies). Glass walls are likely to persist when: (1) organizational cultures create impediments to change; and/or (2) skills necessary to perform jobs in a given agency are not highly valued elsewhere† (Miller et al., 1999, p. 2). The glass ceiling is an expression used to describe the inequalities of men and women within the workforce. It seems that women can become employed in an agency but then run into an invisible barrier when they try to move up the ladder of hierarchy within the organization (Baxter & Wright, 2000, p. 1). â€Å"Although women held half of all federal government jobs in 1992 and made up 86 percent of the government’s clerical workers, only a quarter of them were supervisors and only a tenth senior executives (Baxter & Wright, 2000, p. 2).† Several studies in the employment of women conclude that women continue to face glass walls and glass ceilings in government positions (Miller et al., 1999, p. 2). In addition, women continue to find it hard to obt ain employment in male-dominated fields (Miller et al., 1999, p. 1-2). This further proves that women are segregated into certain types of jobs. The findings of the Panel Study of Income Dynamics suggest that white men have a glass escalator and a glass ceiling continues to exist for women and minorities. White men tend to ascend to managerial levels with little or no effort especially in segregated workplaces (Maume, 1999, p. 3). Initially one would think that females would have the advantage in a predominate female workplace, but that is not the case. Women are continually excluded from supervisory positions and are generally paid lower salaries even in those agencies (Maume, 1999, p. 1-2). Promotions, Job Devaluation, and Pay Inequities Segregation places different sexes into unequal jobs thereby locating women and men into different opportunity structures and affects promotion opportunities (Cassirer & Reskin, 2000, p. 3). Most female jobs then to have a shorter promotion ladder (Cassirer & Reskin, 2000, p. 3). The municipal study finds that females are underrepresented in the best paying or most powerful positions within city government (Miller et al., 1999, p. 2). These positions are traditional administrative and professional occupations. They convey status, authority, and usually influence policy makers (Miller et al., 1999, p. 2). The study concluded that specialists were more likely to be promoted to these positions rather than generalists. The subject specialists are generally from professions mostly dominated by men, for example, engineers or biologist (Miller et al., 1999, p. 4). The municipal study also uncovered two patterns within city government. First, female administrators and professionals were hired in lower paying agencies. Second, agencies with higher level salaries were agencies with more gender imbalance (Miller et al., 1999, p. 10). Again, women were more concentrated in health, welfare, hospitals, and sanitariums. It appears that the jobs with better pay were held for men. Literature suggest that men are more often promoted than women. Because of this, men attach more importance to promotion than women. In addition, men are more likely located in a position where promotions are possible. The organi zational culture encourages male promotions (Cassirer & Reskin, 2000, p. 1). This culture causes women to not value promotions because they know that they will not receive one because the company just doesn’t promote females or the promotion will be blocked (Cassirer & Reskin, 2000, p. 2). Another surprising finding within female dominated organizations is the fact that males still have the advantage in management. One would suspect that in a predominate female organization, the female would have the advantage, but studies show this not to be the case. Males seem to bullet up the glass escalator. Many times the promotion occurs because the male employee will bond with the male manager who will in turn mentor him and prepare him for advancement (Maume, 1999, p.5). Often times the male is promoted in the predominant female agency to boost morale and to decrease tensions (Maume, 1999, p. 5). The tensions develop because females think that the males can not do the job because they do not match the stereotype of nurturing and caring (Maume, 1999, p. 11). â€Å"Kanter concludes that sex-differentiated work behavior results from sex-differentiated opportunity structures rather than from gender assumes a casual process in which workers’ positions, not their gender, aff ect their work attitudes and behaviors (Cassirer & Reskin, 2000, p. 2).† Another interesting facet of gender bias is that when women move into jobs predominately held by men, the jobs are devalued. The autonomy, prestige and high pay are removed (James, 2000, p. 9). It is noted that as agencies become more and more female dominated, they are viewed as the dumping ground for females resulting in lower pay scales and limited job training (Maume, 1999, p. 5). Reskin and Roos conducted a study on labor and job queues to inform readers of the changing ethnic/gender composition of occupations and how it related to African American women’s changing occupational profile. They also found that because occupations were transformed to include women, the jobs status decreased and the pay also decreased (James, 2000, p. 6). The status composition perspective holds that organizations with large numbers of female employees are devalued in the eyes of an organization. The jobs held by mostly females are considered unimportant and lower skilled as compared to male jobs. Job evaluations prove that women receive lower points than men which means lower salaries for the females (Maume, 1999, p. 3). â€Å"Inequality in the distribution of earnings and income i s generally positively related to inequality in education and training (James, 2000, p. 9). I feel that this statement is not true. A male and female can be equally as qualified, but the male will still get a better salary. Literature suggests that even when females hold masters degrees, they still make less than their male counterparts (Maume, 1999, p. 2). Although women have made some progress in obtaining management positions, gender bias is still highly integrated. Ironically, gender bias is greater at the lower level of management than at the highest level of the organizational hierarchy (Baxter & Wright, 2000, p. 9). In all the research that I conducted, the same theme was prevalent in all articles. There is not equal pay for equal work nor is there equal opportunities for advancement. Conclusions and Recommendations In order to fully gain equal employment and fairness, traditionally male positions must be opened up to females. This is the only way to shatter the glass walls and ceilings that currently exist (Miller et al., 1999, p.10). Individuals concerned about equalities for everyone should press for the continuation and strengthening of local government programs designed to increase female re presentation and more equitable gender distributions of better paying and better government jobs (Miller et al., 1999, p. 10). This support must come from white males and not only females and minorities. In addition, organizational cultures must be changed in both the private and public arena. This process will be time consuming and will inevitably run into opposition from white males. Change is hard and many times people try to block it. In order for employees to embrace change, they must understand the changes and why they are necessary. If employees are not supportive, tensions will increase and morale will worsen (Miller, 1963, pp. 236-237). Managers at all levels will need to fully embrace workforce diversification for the value that it will bring to the organizations. Literature also suggests that educational institutions must get involved in teaching equality because they are preparing the leaders of the future. â€Å"Public administration graduate programs should more actively strive to strengthen equal-opportunity learning environments by exposing students to the way gender affects their work-lives and by better preparing students to face and overcome gender-based inequalities in organizations (Hale, 1999, p. 16).† The goal of educators should be to continu ally improve society. Many times schools have failed to recognize this purpose (Miller, 1965, p. 7). Valuing differences in employees creates synergy and the key to valuing these differences is to realize that all people see the world as they see themselves (Covey, 1989, p. 277). This makes the job of equality and pay equity so difficult. Men believe that it is easier to work with men and that men do a better job and therefore deserve more money. Their pride and egos tell them that women cannot do the job as well as they can. These personal beliefs must be changed. Pairing men and women together on teams will expand the male mindset and hopefully help them realize that females and minorities are as equally qualified. Valuing the differences of all employees can make the entire agency stronger because we all have strengths to bring to the agency. Intense staff development must be held to teach men and women how to communicate with each other. Men need to learn all they can about females and females need to know all they can about males. Society requires that men and women work together and this is not going to change. What has to change is the way we work together. Communication is the key. If we do not communicate effectively, then the best intentions of both genders will fail (Heim, 1995, p. 3). In looking at my agency, I can agree that gender bias and pay inequalities exist. Our agency has more white females than white males and only a few minorities. We have an established pay scale but the scale is not always followed.There is evidence that men are given more pay than women with the same degree. Also, men with lesser degrees have received a higher salary because of who they know and not because of their education or experience. Traditionally when promotion opportunities became available, the administration would automatically appoint a white male. The new President of the college recognized the gender bias in management. He put a policy in place that all jobs must be posted and that everyone would have an opportunity to apply for them. When he was hired we had one female administrator, now we have three. BIBLIOGRAPHY Baxter, Janeen and Erik Olin Wright, 2000, â€Å"The Glass Ceiling Hypothesis†, Gender and Society, Vol. 14, Issue 2, p. 275. Cassirer, Naomi and Barbara Reskin, 2000, â€Å"High Hopes†, Work & Occupations, Vol. 27, Issue 4, p. 438, 26p. Covey, Stephen R., 1989, The 7 Habits of Highly Effective People, New York: Fireside of Simon & Schuster. Hale, Mary, 1999. â€Å"He Says, She Says: Gender and Worklife,† Public Administration Review, Vol. 59, Issue 5, p. 410. Heim, Pat, 1995. The Power Dean-Even Rule and other gender differences in the workplace, San Jose, California: Cor Vision Media. James, Angela, 2000. â€Å"Moving up, But How Far? African American Women and Economic Restructuring in Los Angeles, 1970-1990†, Sociological Perspectives, Vol. 43, Issue 3, p. 399. Klingner, Donald E. and John, Nalbandian, 1998. Public Personnel Management: Contexts and Strategies (4th ed.). Upper Saddle River, NJ: Prentice Hall. Maume, Jr., David J. 1999. â€Å"Glass Cei lings and Glass Escalators,† Work & Occupations, Vol. 26, Issue 4, p. 483. McGuire, Gail M., 2000. â€Å"Gender, Race, Ethnicity, and Networks,† Work & Occupations, Vol. 27, Issue 4, p. 500, 24p. Miller, Van, 1963. The Public Administration of American School Systems. New York: The Macmillan Company. Miller, Will; Kerr, Brinck; Reid, Margaret (1999). â€Å"A National Study of Gender-Based Occupational Segregation in Municipal Bureaucracies: Persistence of Glass Walls,† Public Administration Review, Vol. 59, Issue 3, p. 218,

How to Decline an Offer of Admission to Graduate School

How to Decline an Offer of Admission to Graduate School If you were accepted to a school that you no longer wish to attend, youll have to consider writing a graduate school rejection letter. Perhaps it was not your first choice, or you found a better fit. Theres nothing wrong in declining the offer- it happens all the time. Just make sure to take action and be prompt in your response. Tips on Declining a Grad School Offer Here are a few things to keep in mind: Respond soon: Once you know the school is out, do not delay. Once you give up your spot, it may open up for someone else who really wants to attend that college or university. Plus, it looks bad not to respond at all- especially because the admissions committee devoted their time to evaluating your credentials.Keep it short:  You dont owe the university or college an explanation; just politely and briefly decline the offer (see the template below for wording ideas).Thank them: You may want to thank the admissions committee for their time. You never know when you may encounter one of the members during your career, so keep it nice.Dont disclose more than you need to:  You are not responsible for telling the school which college or university you will be attending. They may ask, but likely not.  Check it off:  You may not need to write a letter at all- some universities and colleges let you check a box declining their offer or do it with a few clicks online. Thanks, But No Thanks After you are done carefully considering all of your options and youre ready to decline the offer, how exactly do you word it? Responding with a short grad school rejection letter will do. This can be an email or a printed letter. Try something along the lines of the following. Dear Dr. Smith (or Admissions Committee): I am writing in response to your offer of admission to the Clinical Psychology program at Graduate University. I appreciate your interest in me, but I regret to inform you that I will not be accepting your offer of admission. Thank you for your time and consideration. Sincerely, Rebecca R. Student Remember to be polite. Academia is a very small world. You likely will encounter faculty and students from that program sometime during your career. If your message declining the offer of admission is rude, you may be remembered for the wrong reasons.

Last Situation of Cyprus-2002 essays

Last Situation of Cyprus-2002 essays Cyprus, after so many years, is again in the news. International interest is alive again and hardly a week passes by without some personalities from one or another country visiting it. The interest is fully justified. After such a long interruption at long last the inter-communal talks have started again and since the 16th of January they are going on without interruption. President Clerides and President Denktash meet regularly, two or three times a week, and will continue doing so until some time in June. At the same time the E.U. accession process is reaching its final stages and it is expected that by December this year, Cyprus will be one of the countries to be invited to join the Union at the Copenhagen Summit. The truth is that accession to the EU offers a unique opportunity: it will make the solution of the Cyprus problem much easier to implement and will be of clear benefit to everybody involved. By far the most important contribution of the EU would be provided by its various institutions and Cypruss participation in them. Furthermore, Cypriots in the Union will come to understand, as for example the Germans or the Belgians have, that they can be loyal at the same time to their community, federated state, nation and EU as a whole. Another very important advantage of a solution, prior to accession, is that any agreement between the two communities will be enshrined in the Accession Treaty and will thus provide the best guarantee possible to both communities that what has been agreed is final and has to be implemented. With a solution the Turkish Cypriot community will be harmonized with the Greek Cypriot Community within a short period of time, probably not more than few years, there will be no noticeable difference in the standards of living between Greek Cypriots and Turkish Cypriots. This will be made possible partly by the large special assistance that the EU is ready to provide. Already, it has announced 206 m...