How Much College Loan is Too Much Free Essay Example, 1000 words

The paper presents one of the proofs that college students take too much debt that is clear from the economic perspective. The recent drag in economic growth goes along with an increase in student debt levels. The effects of this drag and the debt are likely to be felt/ experienced in the future. An example of such effect is witnessed when the graduates join the workforce. Instead of using their money to sustain a happy family or save for retirement benefits, the graduates spend loads of their salaries paying the debts. As a result, the final value of their retirement value reduces greatly. As a result, a graduate might find it hard to leave their parents homes thus creating a drag in the household formation. Policymakers have come up with proposals which serve as alternatives to the student s tuition problem, though they are not solutions, they help bring a less indebted generation of students and also minimize the negative consequences. Among the proposals, is that apart from the basic education provided by the college programs, lecturers should also incorporate education about borrowing money for college students. We will write a custom essay sample on How Much College Loan is Too Much or any topic specifically for you Only $17.96 $11.86/page

Achieving Success Of Education And Career - 1539 Words

To achieve success in education and career one must be dedicated and committed to our goals. You must have a clear objective what the goals are and have the proper plan to accomplish your success. Dedication with the proper approach will certainly bring success both in your education and career goals. Just wishing your goals will not bring you success, you must have a desire, the eagerness and driving force to be successful. You must make sacrifices and have a plan in mind. The first part of the plan is to create a goal for you. After that, you need to set a time frame to accomplish the task, then everyday work toward it. You must put in a great effort and work hard to create success in your education and career paths and once you achieve it you must create an environment to maintain it. A successful person chooses goals to achieve something that is of great value and importance to them. This in turn motivates the person to achieve the goal because when the desired outcome is very important to a person, that person will be determined to persevere. Goal setting also improves a person s organizational and time management skills because goal setting requires prioritization and that leads to the successful and sequential completion of necessary tasks. Once a person defines and prioritizes goals a plan should be drawn out detailing how this goal will be achieved. Goals and the time-line for their completion should be clearly defined, it is also important that a person sShow MoreRelatedEssay on Professional Care Action Plan1534 Words   |  7 PagesProfessional Career Action Plan Renika Johnson HCS/449 October 22, 2012 Urmi Bhaumik Professional Career Action Plan The professional career action plan gives in details my career goals, rather than the personal goals. 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Emotional Development and Intelligence Management

Question: Discuss about the Emotional Development and Intelligence Management. Answer: Background Organizational Learning is always related to some type of change during the process and many a times the change could be a continual process. Change could involve emotional aspects which are not addressed in a generic context. In this article, the Author, Peter Jordan has explored four main branches emotional intelligence, emotional awareness, emotional facilitation and emotional knowledge related to the emotional regulation in order to identify the relation between organizational learning and emotional intelligence. Aim The aim of the literature review is to produce a report on dealing with Organizational Change with relation to identify the relation between organizational learning and emotional intelligence. The main purpose of this article was also to highlight the importance of taking into account all the emotions which can affect the organizational change and also to offer the Management various methods in which they can address these issues by relating the emotional intelligence abilities (Mayer Salovey 1997). In this regard we would analyse whether Emotional Intelligence would have an impact on the behaviour of the Employees and Managers during the Organizational Change Will there be any implications for the Managers (Mossholder, Settoon,Armenakis Harris 2000) Methodology The Literature Review was conducted by using the standard practices which are useful for conducting a systematic approach by using various sources of data including the research performed by the various Researchers in the fields of Psychology and Emotional Intelligence. Argument and Analysis Peter Jordan has focussed on Organizational Change which has become a constant need for the organizational enhancement in terms of learning. The ability of the Organization to deal with change is also a competitive advantage as per Skinner, Saunder and Thornhill (2002). The Author has conducted an advanced research that change is a process which is emotional and it involves a series of emotions and feelings in the individuals who undergo that specific process. Any type of change requires a micro level management at all stages. Peter has also combined the works of Ashton James Jordan 2004 and Antonacopoulou Gabriel 2001 in terms of conducting research on emotional aspects of a change process. From the works considered, Peter, has highlighted that the Writers have identified that there are emotional consequences involved in an Organizational change process however there is not much research available related to the emotional skills which are required to manage the organizational change in a successful way. There are some writers who have identified ways in which social support could be provided in order to make the change process a lot smoother however it was noticed that this process has seemed like it was a reaction to the issue which existed than a method which could enable the change (Sheehan Jordan 2003). The Author made a smooth transition from the fact of highlighting emotions in the context of organizational change to the impact of emotions on organizational behaviour. Peter has supported his views with those of Ashkanasy Zerbe (2000). The reason behind choosing the above mentioned fact for the research is that the construct of emotional intelligence has been advanced in the recent years and it has provided a edge to the understanding of various aspects of organizational behaviour (Mayer, Salovey Caruso 2000). Strengths Emotional intelligence comes from the understanding of the relationships between people in any context where it could be relationships in life and relationships at work. If a person is balanced and portrays a genuine feeling towards the others he tends to develop a greater level of emotional understanding towards the others (Jordan Troth 2002). These facts have been proven on the basis of a theoretical understanding which is also in agreement with the other emotional intelligence scholars. Individuals with higher levels of emotional intelligence are more effective in terms of managing change than those individuals with lower levels of emotional intellect. These facts were not tested on the individuals in an empirical way by the Emotional Scholars however; Peter has proven an advanced level of research by proving the type of skills which an individual will develop as a result of being emotional intellectual at a higher level. By conducting such a research a thorough empirical investigation is possible in order to conduct an analysis for managing the change in the Organizations. Peter has treated emotion as a force which has to be managed in any Organization during any type of a change implementation. This could be treated as a psychological and sociological approach. Change is proposed only to go for an innovation of a product or a service in order to target an overall growth of the Organization. If the change proposed is tested at this micro point the effects which it would propose at a later stage can also be assessed a head of time which would in turn motivate the Employees to be prepared for change. The recent research which was done on the emotions at a work place include emotions related to emotional intelligence, emotional labour, emotional expressions of various aspects at a work place and organizational culture related issues (Morris Feldman 1996). The emotions which drive the organizational change were also categorised as impulsive behaviour related decisions, people behavioural issues, continuous efforts which were being placed on changing peoples behaviours and work place ethic related issues. These issues have contributed to an extensive research on the impact of the organizational change. In order to support this aspect of the research, Peter has considered the viewpoints of Mayer and Salovey (1997), where they have explained various aspects of emotional intelligence can be related to the behavioural types which can support the learning in an organization. The research was meant to be based on indicating the type of skills which a highly emotional and an intellectual individual would draw and the research was meant to examine the implications for managing change. The disadvantage of the research was it was not streamlined and it did not have a proper structure where it missed out on drawing the skills in specific. Senge (1992) has emphasized on the fact the Organizations are in strong need to get their Employees improve their skills and abilities which comprise of the emotional awareness, emotional intelligence, emotional policies and emotional knowledge. Such statements have been proved with the basis of an example like responding or reacting to a specific situation involves the individuals emotions at that point in time. It is at this point where the person tends to improvise himself by controlling his emotions. By being aware of such emotions the person experiences and expresses the need to be able to speak out his emotions and any of the situations he has been experiencing. There is a thin line of difference which has been highlighted in the journal that a person would be able to be aware of his emotions and would be able to differentiate between the appropriate and inappropriate expressions. Emotional stability is the way in which a person can use his emotions sparingly and can also prioritize on deciding the important of all emotions to exercise. Weaknesses and Recommendations The concepts were a lot based on emotional knowledge and its components where good focus was given to the original lay out of the research where it has intended to be based on drawing out the relation between organizational learning and emotional intelligence. The writer could have elaborated on the skills which are required for a person to be emotionally strong and decide which of them could be enhanced by applying self learning in order to be able to transition through the change process. Conclusion In spite of most of the research work conducted there are good no. of discussions which take place in order to understand the role of emotions through change. Most of the change processes invite negative outcomes and to curb this type of an experience, the Organizations should empower their employees to participate in more of organizational growth events which can motivate them towards a better performance. References Mayer, J. Salovey, P. (1997). What is emotional intelligence, in P Salovey D. Sluyter (eds)., Emotional Development and Emotional Intelligence: Implications for Educators, basic Books, New York, PP 3 31. Mayer,J D. Salovey, P. Caruso, DR. (2000). Competing Models of Emotional Intelligence, in R Sternberg (ed)., Handbook of Intelligence, Cambridge, New York, PP 396 420 Ashkanasy, NM. Ashton J. CE Jordan, PJ. (2004). Performance impacts of appraisal and coping with stress in the workplace settings: The role of affect and emotional intelligence, in PL Perrewe DC Ganster (eds), Emotional and Psychological Processes and Positive Intervention Strategies, Vol 3, PP 1 43 Floyd, P. (2002). Organizational Change, Capstone, Oxford Senge, P. (1992). The Fifth Discipline, Random House, Milsons Print Sheehan, M. Jordan, PJ. (2000). The antecedents and implications of workplace bullying : A bounded emotionality analysis, paper presented at the Annual Conference of the Association Francophone de Gestion des Resources Humaines Internationalisation of HRM, Paris, November Skinner,D. Saunder, MNK. and Thornhill, A. (2002). Human Resource Management in a changing world, Strategic Change, 11 (7), 341 345 Wong, C. Law, KS. (2002). The effects of leader and follower emotional intelligence on performance and attitude : An exploratory study, Leadership Quarterly, 13(3), 243 274

Panama Canal Essays - Macro-engineering, Panama Canal,

Panama Canal In 1825, a group of American businesspeople announced the formation of a canal building company, with interests in constructing a canal system across the Isthmus. This project was to take place in an area now called Panama. The endeavor was filled with controversy. Though the canal itself was not built until the early 1900's every step toward the building and ownership, was saturated with difficulty. Walter LaFeber illustrates the dilemmas in a historical analysis. In his work he states five questions that address the significance of the Panama Canal to United States. This paper will discuss the historical perspective of the book's author, address pertinent three questions and give a critique of LaFeber's work, The Panama Canal. For proper historical analysis one must understand the importance of the Canal. The Panama Canal and the Canal Zone (the immediate area surrounding the Canal) are important areas used for trade. Even before the canal was built there were to large ports on both sides of the Isthmus. Large amounts of cargo passed through the Isthmus by a railroad that connected the two ports. The most important cargo was the gold mined in California before the transcontinental railroad was completed in the United States. It has strategic significance because of its location, acting as a gateway connecting the Pacific and Atlantic oceans. This allows for rapid naval deployment between fleets in either ocean. These two facets make the Panama Canal very important in the region. LaFeber notes that Panamanian nationalism played a large role in the creation of the canal and, consequently, the cause for the area's constant instability. The first expression occurred in the late 1800's with Panamanian struggle for independence from Columbia. The United States eager to build the canal, and control its operation, used and backed Panamanian nationalist. During the Roosevelt administration, not only did the United States manipulate factors isolating Panama from other world powers through the Monroe Doctrine; but it committed troops aiding the revolutionaries against another sovereign state. The reason this is a surprise is because the Roosevelt administration normally held a position favoring stability. The United States had no legal right to use force against Columbia. Nationalism came back to haunt the United States. With the treaty signed and a 99-year lease given to the United States, the Canal was built. Since then, the United States has varied on its stance of ownership and the principles of sovereignty concerning the Canal. The ever persistent debate of who owns the Canal and who should have sovereign control over it, has not been solved. The United States has occasionally attempted to "claim" the Canal zone through various methods such as military occupation, exclusion of Panamanians for important jobs in Canal operations and even through the customary aspect of international law. However, each time the Panamanians have managed to maintain claim to the Canal despite the United State's imperialistic posturing to get it. The most recent and notorious of the United States' attempts to annex the Canal Zone was during the Reagan administration. President Reagan said that the Canal Zone could be equated as a sovereign territory equal to that of Alaska. The question here is, was he correct? LaFeber points out that, "the United States does not own the Zone or enjoy all sovereign rights in it." He uses the treaty of 1936 in Article III that states, "The Canal Zone is the territory of the Republic of Panama under the jurisdiction of the United States." The entire topic was summed up neatly by Ellsworth Bunker, a negotiator in the region, when he said, "We bought Louisiana; we bought Alaska. In Panama we bought not territory, but rights." A second important question, is the Canal a vital interest to the United States? LaFeber gives three points suggesting that it is not. First, the importance of the Canal decreased after 1974, because of the end of the Vietnam War and all related military traffic ceased. Second, is the age of the antique machinery dating back to 1914. Inevitably the machinery will need to be replaced. Lastly, the size of the new tankers and cargo ships. The capacity of the canal is too small to handle such a large amount of tonnage. These are viable factors; however, the first argument is concerning whether a war is taking place. It is circumstantial in providing a solid reason for increased traffic through the Zone. This can easily change through and emergence of a new conflict or trading habits of other countries. Thirdly, why have the Panamanians insisted on assuming total control of the