High School Experience Essay Example | Topics and Well Written Essays - 750 words

High School Experience - Essay Example Therefore, my expectations in the International school have been a little different from my prior exposure. I encounter a new set of challenges. First, I had a problem getting along with my colleagues who I could see they were taken aback by my presence. In several occasion, I had been frustrated because I was unwelcome to join the groups. Every time I did, they would abruptly stop talking and stare at me. This made me run over weeks without making even a single friend. For this reason, I have had a problem learning about the programs and activities of my new school. In my former high school, learning was easy, and I could get along with my teachers. However, in my new school I have had a problem understanding the teachers. Learning has been different, as I have been used to writing notes on the chalkboard. Here, the teachers teach as student writes their note. This made my learning so difficult at first, but I have come to understand, and now things are much better. I took the time getting to know my new teachers. The school has a huge population and getting an appointment is much difficult. This made learning a bit difficult in the beginning, as I could not seek help from most of the teachers. Moreover, my new school is among the best performing in the State, and this is the reason that made my parent seek transfer from my former school. Therefore, the expectation of teachers from the student has been higher compared to what I have been used. This got me in trouble, as I could not perform well compared to another student. I felt like in the wilderness alone for a long period until I improved my grades. It is through class work that I first made friends. Out of sheer frustration to get my class work done, I had to consult my classmate. However, with time my new friends introduced me to sports. I have been a football player, but I could not get it easy in my new school. I resulted in playing basketball. It was my first time playing

Case Study Essay Example | Topics and Well Written Essays - 1000 words - 14

Case Study - Essay Example This group is limited in the sense that there is a lack of women specially who watch porn and develop the tastes for having the vaginal matches with their favorite porn stars. This will therefore require a wider understanding of the different social and ethical factors related with viewing porn and its overall acceptability in an individual’s life. What is significantly more important however is the fact that the overall market is probably at its developing stage and the demand is driven by the external factors i.e. porn market? The number of stakeholders in this market therefore is relatively large as well as diversified and therefore the overall market development may be slow as well as may not develop at all considering the ethical considerations. The main issue for the plastic surgeons to develop FCGS as a viable business therefore is to maintain a balance between the different stakeholders while at the same time ensure that all the ethical considerations are followed in their true spirit. This would therefore involve not only the perfection of the technologies which are being used during the surgery but also develop and lobby to the influential groups in order to help recognize this business as an ethical and viable business which can fulfill the particular needs of the customers. The above situation analysis points towards the different reasons and causes of the problems discussed in the case study regarding the female genital cutting. A cause and effect analysis of the problem will indicate that the roots of the major problem are in the overall acceptability of the FCGS. Various stakeholders groups seem to stamp their claim on the human rights and ethical consideration of this practice however, what is critical is the question of free choice of the customers who are willing to go through the overall process of FCGS. A limited PEST analysis of the situation would suggest that the political factors are stronger in

The Benefits of Interventions for Work-Related Stress Essay Example for Free

The Benefits of Interventions for Work-Related Stress Essay Objectives. This quantitative metaanalysis sought to determine the effectiveness of occupational stress–reducing interventions and the populations for which such interventions are most beneficial. Methods. Forty-eight experimental studies (n = 3736) were included in the analysis. Four intervention types were distinguished: cognitive–behavioral interventions, relaxation techniques, multimodal programs, and organizationfocused interventions. Results. A small but significant overall effect was found. A moderate effect was found for cognitive–behavioral interventions and multimodal interventions, and a small effect was found for relaxation techniques. The effect size for organization-focused interventions was nonsignificant. Effects were most pronounced on the following outcome categories: complaints, psychologic resources and responses, and perceived quality of work life. Conclusions. Stress management interventions are effective. Cognitive– behavioral interventions are more effective than the other intervention types. (Am J Public Health. 2001;91:270–276) Jac J. L. van der Klink, MD, MSc, Roland W. B. Blonk, PhD, Aart H. Schene, PhD, MD, and Frank J. H. van Dijk, PhD, MD The efficacy and cost-effectiveness of interventions designed for patients with emotional difficulties is a relevant topic in general practice.1 Such considerations also apply in occupational health care. With the increases in workloads of the past decades, the number of employees experiencing psychologic problems related to occupational stress has increased rapidly in Western countries.2 At the societal level, costs are considerable in terms of absenteeism, loss of productivity, and health care consumption. In Britain, it is estimated that 40 million workdays are lost to the nation’s economy owing to mental and emotional problems.3 At the individual level, there are costs in terms of high rates of tension, anger, anxiety, depressed mood, mental fatigue, and sleep disturbances. These problems, usually referred to in aggregate as distress, are often classified as neurasthenia, adjustment disorders, or burnout. Incidence rates in the Netherlands vary from 14 to 50 cases per year per 1000 patients.4 Interventions designed to reduce occupational stress can be categorized according to focus, content, method, and duration. In regard to focus, interventions can be categorized as (1) aiming to increase individual psychologic resources and responses (e.g., coping) or (2) aiming to change the occupational context. The first category of intervention is usually referred to as stress management training. However, stress management is the common denominator of an assortment of interventions ranging from relaxation methods5 to cognitive– behavioral interventions6,7 and client-centered therapy.8 The second category refers to interventions such as organizational development9,10 and job redesign.11 We distinguished 4 intervention types according to categorizations used in previous reviews12–14: cognitive–behavioral approaches, relaxation techniques, multimodal interventions, and organization-focused interventions. Cognitive–behavioral approaches aim at changing cognitions and subsequently reinforcing active coping skills.6,7 Relaxation techniques focus on physical or mental relaxation as a method to cope with the consequences of stress. Multimodal interventions emphasize the acquisition of both passive and active coping skills. The fourth intervention type involves a focus on the organization as a whole. Several reviews have been conducted of interventions designed to reduce occupational stress.2,5,12,14–16 The general finding of these reviews is that such interventions are effective. However, the reviews have been qualitative in nature and thus provide limited information on which type of intervention is most effective and for whom. Recently, Bamberg and Busch conducted the first meta-analysis on occupational stress–reducing interventions.17 However, they included only cognitive–behavioral interventions in their quantitative analyses. In the present quantitative review, the following research questions were posed: (1) Are stress interventions effective, as suggested by qualitative reviews of the literature? (2) If so, which type of stress intervention is most effective, and on which outcome measures? In addition to these research questions, exploratory analyses were conducted to determine what moderator variables (e.g., job characteristics, preventive/remedial nature of interventions, length of treatment) were related to the effectiveness of the interventions. Methods Search and Inclusion Criteria Two strategies were used to locate appropriate studies. First, 4 databases—Medline (1966–1996), ClinPsych (1980–1996), Current Contents (1997), and Nioshtic (1970– 1996)—were used to conduct a computerized search. Three groups of terms were composed for this search: (1) terms linked to stress-related psychologic problems (psychologic stress, work stress, job stress, neurasthenia, burnout, minor psychiatric problems, mental fatigue, minor depression, neurosis, distress, nervous breakdown, and adjustment disorder), (2) terms related to the intervention (therapy, treatment, protocol, program, intervention, primary care, prevention, and employee assistance program), and (3) terms related to the population (employee, occupational, vocational, rehabilitation, work, job, absenteeism, and sickness leave). Within each group of terms, searches were added. Subsequently, these searches were combined. Second, a manual search of relevant reviews, book chapters, and articles was conducted, with the objective of finding relevant references missed in the computerized search. To be included in our database, a study had to meet several criteria. First, the intervention was required to be specifically designed to prevent or reduce psychologic complaints related to occupational stress. Second, in terms of the target population, participants had to be recruited from the working population because of imminent or already-manifested stressrelated psychologic problems not diagnosed as involving a major psychiatric disorder (e.g., depression or posttraumatic stress disorder) or a stress-related somatic disorder (e.g., hypertension, coronary heart disease). Third, an experimental or quasi-experimental design involving a no-treatment control group had to be used. Within the quasi-experimental studies, we required that the experimental group and the control group be recruited from identical populations and have identical baseline values on dependent variables. In this high-quality group of primary studies, we applied no ranking for methodological quality aspects because the consequent choice of a weighting factor in the quantitative analyses would introduce an element of subjectivity. Fourth, outcome variables had to be well defined and of sufficient reliability. Finally, we required that the study be published as a journal article in English. Definitions The variables used in the meta-analysis included intervention-related variables, outcome variables, and population characteristics. February 2001, Vol. 91, No. 2 Intervention-related variables were (1) type of intervention, (2) total number of hours, (3) number of weeks, and (4) number of sessions. The latter 3 variables could be considered indexes of the intensity and extent of the intervention. Because they were relevant in assessing the cost-effectiveness and practical applicability of a program, we used these variables as moderators in the exploratory analyses. As described earlier, 4 intervention types were included; 3 involved a focus on individuals and 1 involved a focus on the organization. In several reviews, a third focus has been discerned: the interaction between the individual and the organization.14,18 Thus far, however, intervention studies conducted with this focus have been uncontrolled.19 The outcome variables included were placed into 5 categories: (1) quality of work life, including such aspects as job demands, work pressure, job control, working conditions, and social support from management and colleagues; (2) psychologic resources and responses, including measures of self-esteem, mastery, beliefs, and coping skills20; (3) physiology, including measures such as tension, electromyographic activity, (nor)adrenaline, and cholesterol level; (4) complaints, including stress or burnout rates or symptoms, somatic symptoms, and mental health status and symptoms (because of their significance in general health practice, depressive symptoms and anxiety symptoms were considered as separate subcategories); and (5) absenteeism. A number of population characteristics, such as sex, age, years of employment, occupational status, and baseline stress level, may be important moderators of treatment effects and thus may provide information on which types of interventions are effective and for whom. However, for most of these characteristics, the specific information required was not available in the studies; the exceptions were baseline stress level and occupational status. The predictive influence of these characteristics on treatment effects was investigated in a number of exploratory analyses. In line with Newman and Beehr12 and with Murphy,2 2 baseline stress level categories were distinguished, preventive and remedial. In the present meta-analysis, a study was considered preventive if no participant selection had taken place in regard to stress levels. A study was considered remedial if participants were selected by means of a criterion. As noted by Karasek and Theorell, occupational status may be indicative of level of job control.20 On the basis of Karasek and Theorell’s ratings, we categorized study samples as â€Å"high control† or â€Å"low control.† Two studies involving samples with mixed occupations were classified as low control because most of the participants in these studies had low-control jobs.21,22 Two studies were excluded from these exploratory analyses because of a lack of sufficient information.23,24 Statistical Analysis The Advanced BASIC Meta-Analysis program25 was used in conducting statistical analyses. In this program, several statistics (e.g., F, t, r, and P) can be entered, and a product–moment correlation is obtained. These effect size correlations are transformed to Fisher z scores. Subsequently, mean Fisher z scores are calculated and transformed back to effect size (r) values. If F or t values were reported, we used these values; if such values were not reported, they were computed if the required information was available. If this computation was not possible, P values were used; effects reported as nonsignificant were rated as P=0.5.26 A problem in meta-analyses is that studies with a relatively large number of outcome measures disproportionately affect the metaanalytic results. To counteract this problem, Rosenthal and Rubin27 proposed a method of computing a mean effect size in which the intercorrelation of outcome measures is taken into account.25(pp45–47) For all analyses, outcome variables were combined according to this method. We used all outcome measures reported in a study in calculating effect sizes. We report effect sizes in Cohen’s d, which can be derived directly from r values. Cohen’s d represents the standardized mean difference between the intervention group mean and the control group mean. Thus, a d value of 1 indicates that the intervention group performed 1 standard deviation above the control group on a particular outcome variable. Results Description of Studies Forty-eight studies10,21–24,28–67 conducted between 1977 and 1996 met the inclusion criteria; findings from these studies were published in 45 different articles. None of the 48 studies had a curative orientation in the usual sense (i.e., target population consisting of people seeking help). Four studies were considered remedial, because there was selection in regard to baseline stress level. Forty-one studies involved employees with jobs categorized as high in job control. Five studies evaluated an organizationfocused intervention, 18 evaluated a cognitive– behavioral intervention, 17 evaluated a relaxation technique, and 8 evaluated a multimodal approach. In all studies, several outcome analyses were conducted. The result was 99 intervention–outcome combinations. American Journal of Public Health 271 Twenty of the studies involved a followup assessment. In most cases, follow-up was either uncontrolled or reported in a way that allowed no retrieval of statistical metrics. Therefore, only the first postintervention assessment was included in the meta-analysis. The mean interval between preintervention and postintervention assessment was 9 weeks for interventions that focused on individuals (SD= 6 weeks). This deviation was merely due to dif- ferences in intervention duration. Differences in interval between intervention types were not significant. The interval for organizationfocused programs was considerably longer (38 weeks) owing to longer program durations and longer postintervention assessment intervals. Pretest-to-posttest dropout rates varied from 0% to 40%. The mean dropout rate for programs that focused on individuals was 11%; differences between intervention types were nonsignificant. Organization-focused programs had a mean dropout rate of 26%.

Comparison Of Civilian And Military Police Criminology Essay

Comparison Of Civilian And Military Police Criminology Essay In the society we live in today it would be hard to imagine the world without police. The police give our societies the structure they need to function properly and continue to grow. There have been many forms of police throughout time dating back to the ancient world in China. The first known or documented style of governments using police took place in China thousands of years ago. Before police existed it was impossible for societies to grow and function properly. Ancient world governments had no way of ruling the people without some type of law enforcement agency to keep the people in order. Thomas Hobbes, who was a philosopher back in the sixteen hundreds, had a belief that all people were born evil (Williams, 2006). He felt that when humans were born they were greedy and selfish. Although this belief has been argued and disputed for centuries the basis of his belief makes you wonder. Humans are considered animals, we belong to the animal kingdom and although show many different and improved traits than most, we are in fact animals. Now, knowing that and seeing how other animals act in the wild without organization and enforcement it makes you understand where he was coming from. It is not that we are evil; it is just that we are born without the knowledge of what is right and what is wrong and need to be taught at very young ages the difference between the two. Along with knowing the difference between what is right and what is wrong; what also helps us understand and differentiate between good and bad is punishment. Without the reinforcement and threat of punishment it would be difficult to remain good in societys eyes. The police provide societies with the threat of punishment for violating the laws set by the government. They also have the ability to enforce laws and protect the general public from harm. In the ancient world the governments were finding it hard to rule large amounts of people without having some style of enforcement over them. In Ancient Greece, police were used mainly for crowd control which could often cause situations to escalate out of hand. Another thing unique about the ancient times is that normally the civilian populous was responsible for policing themselves. In small communities and societies the population could operate with little or no police, relying mainly on the citizens policing themselves. However, when dealing with large societies that cover vast amounts of land this method would result in nothing but disaster. As times went on police began taking on more tasks within society. Over hundreds of years of trial and error the policing system made it way to the United States. At the time the United States was a newly settled and uprising country which needed some type of enforcement to keep it on the right track. The original United States system of pol icing was adopted from the British form. This form of policing laid the framework for the next two hundred years for our country to improve our police structure and organization. The police organizational structure is broken down in seven elements. According to Mintzberg, an organizational structure can be defined simply the sum total of ways in which an organization divides its labor into distinct tasks and then achieves coordination among them (Mintzberg, 1979). When looking at the big picture of a police department there is an overall goal that needs to be accomplished. This goal is divided into a mission statement of what the departments overall goal is. From that overall mission statement the department can determine what needs to be done to accomplish it. After determining the subtasks to be accomplished the department can divide its labor force amongst the tasks to meet the requirement. Now once the plans have been set the department can work towards reaching its goals together. The seven specific elements of law enforcement organizational structure include: functional differentiation, occupational differentiation, spatial differentiation, vertical dif ferentiation, centralization, formalization and administrative intensity. According to Peak the first four elements are methods of dividing labor. The first element is functional differentiation which is having multiple functions within to deal with different issues. Having functional differentiation within a police structure to properly distribute their officers amongst areas where they are needed. It also allows for officers to focus on just what is important to the overall goals by not having to be experts in all areas. The second element is occupational differentiation which is overall how a police structure divides its job titles throughout to the employees. Through proper occupational differentiation a police organization will not have to rely on specifically trained personnel to accomplish other tasks. In most civilian departments there are sergeants responsible for their shifts workers (Dempsey Forst, 2010). The military works almost the same way with senior non commissioned officers being in charge for their respective shift of days or nights. Th e third element is spatial differentiation which would be how widely spread an organization is. Spatial the word refers to occupying space which applies to this element when dealing with physically spreading the organization. Spatial differentiation is not as required in small organizations but in large organizations it is required. When dealing with large areas with many personnel and vast areas of jurisdiction spatial differentiation allows organizations to spread out to meet mission requirements throughout the whole area more efficiently. The fourth element that deals with dividing labor throughout the organization is vertical differentiation. Vertical differentiation deals with chains of command within police organizations. One role that all police officers must perform is leadership. Police officers are taught early in training academies about proper use of the chain of command. When dealing with large organizations the chain of command can become fairly large. It is important for personnel to known their specific chain of command and how to properly use it. Proper use of the chain on command can allow issues to be resolved at the lowest level possible to allow higher tier personnel in chain of command to deal with more important issues (Dantzker, 1999). Going outside the chain of command can cause many problems to moral and overall status of an organization and should be avoided at all times if possible. The fifth element of police structure takes on a different approach to organization. Instead of dealing with dividing labor, centralization is how much control in the decision making process the personnel has. In many smaller police departments the higher tier leadership has say in majority of decision making. Some larger departments allow their personnel to have autonomy to make decisions on their own, and are considered less centralized. Formalization is the sixth element of police structure and is the extent laws and guidelines are enforced on employees. There are many laws that can limit how effective the police departments are, using formalization the amount of laws enforced on a department can be increased and allow them to become more efficient. The last element is administrative intensity which is how proportionate personnel are spaced between the admin and operational sides of a department. Organizations with high levels of administrative intensity are often thought of as be ing more bureaucratic (Peak, 2010). In a bureaucratic organization laws and regulations come from leadership within the department and often become very top heavy. Once a department has its seven elements of organization and structure we can look at the basic police organizational structure. The Chief of Police is at the top of the structure and chain of command. Police Chiefs are not elected like Sheriffs but municipal employees who serve the city. The Chief has many duties and responsibilities such as setting the departments mission and keeping it achievable. They must oversee all operations and keep improving and developing its departments personnel and equipment. Below the Chief the basic structure divides into two branches, the first being the Operations side and the other being Services. Within the Operations branch you will find patrol officers, investigations and youth activities sub divisions. Operations also deals with training personnel to effective achieve the mission set by the Chief. The Services branch of a department deals with staff services such as budget management, fiscal year planning, manning and personnel issues. Although both branches are equally important quiet often more emphasis is placed on the operations branch due to it being more in the publics eye than the services support branch. The civilian basic organizational structure is very similar to the militarys basic police organization. Within the civilian organization below the Chief are Captains, Lieutenants, and Sergeants much like the military model where each rank has their own duties and responsibilities (Dantzker, 1999). I will now take a look at the comparison of civilian police and military police organizational structures and how the seven elements apply. In the typical military police structure there is the equivalent of the police chief. In the military they are referred to as Chief, Security Forces (CSF). Their job is to provide leadership and direction to all personnel within the organization. They set the mission of the unit and ensure it is achievable just like the police chief. Beneath the CSF there are three main branches, unlike the civilian structure of two. The first branch is operations which deal with investigations, confinement, installation security and patrols. Within the operations branch many more sub divisions can be created much like the civilian structure to deal with mission specific issues and specialties like canine teams and special reaction teams. The second branch is administrative which deals with information security, staff services and reports and analysis. The third branch in the military structure is resources and training. This branch was included in the civilian police branch of operations. Within this branch supplies, equipment, deployments and training are covered. The military structure works with normally more personnel and divides its labor among more groups to allow them to focus on single objectives rather than multiple tasks which falls under the occupational differentiation element of organization. The military utilizes vertical differentiation through having a clearly defined chain of command. Although it seems sometimes like you have almost too many people above you in the chain it is built that way for a reason. The military focuses greatly on proper use of the chain of command to deal with issues at the lowest level possible with having to involve the higher tier with resolvable issues. Military structures are not as spatially differentiated as civilian departments due to the lack of physical occupation. Most military bases are limited and space and jurisdiction is limited to base perimeter. Some military bases like those in Korea have off base patrols in coordination with local government but their jurisdiction is limited. Vertical differentiation is very broad in the military structure allowing for members to remain focused on their specialty but also allows for them to move around within the structures when they have mastered one area. It can be presumed that the military structure was based on the civilian police structure but has been slightly modified to better accomplish the mission. Many military personnel who worked police duties normally have later in their careers made the switch to civilian police departments. I will now talk about how the basics of structure can assist and hinder them as they make the switch. The military police structure and training can serve as a great basis for members to make an easier transition to the civilian police departments. Many military members join and volunteer to become security police with the goal of someday returning home and working for their local police departments. With this goal in the back of their mind they can focus on learning the basics of police duties and get a feel for how working in a civilian department would be. The military police structure is based on the civilian equivalent, therefore very similar in many ways. Working under one overall boss, either the Chief of Police or Chief, Security Forces allows officers to learn how one persons objective and mission goals can be accomplished by many personnel working together. Military police perform as law enforcement to military members who do not obey laws and often include a criminal investigations division much like the civilian departments (Green, 2000). All military branches have a form of military police. The US Army and Marines have Military Police, the US Air Force has Security Forces and the US Navy has Masters at Arms. All the above listed allow for their respective branch to have enforcement of laws and regulations on their installations. The military training for their police is very similar to the civilian equivalent. Basic training such as self-defense, weapon employment, hand-cuffing, personnel searches and dealing with the public are almost identical to that of civilian police academy training. The basic principles and training provided to military police can greatly assist them if they decide to become civilian police but there are also areas where it may hinder them. Military personnel are more strictly limited to what laws they can enforce. Military personnel are very rarely allowed to enforce laws on civilians. Based on Title 18, United States Code, when civilian personnel commit crimes on military installations military police are allowed to detain the suspect but not arrest them. Rules like these in my eyes can help and hurt their police officer abilities. I can see these rules if followed as a show of restraint which is an important characteristic for a law enforcement agent. The ability to not abuse their authority could help younger patrol officers learn when to use their position and when not to. Rules and limits on who military police can and cannot apprehend could harm them if they transition to civilian police duties by them not having enough experience in dealing with civilians. Anyone who has served in the military can normally look at a group of people and pick out the military members from the civilians. There are distinct traits a nd characteristics that can help identify who is in the military. The same traits and characteristics apply to personnel being detained or apprehended. Military members are more likely to comply with military police as civilian suspects are more likely to be resistant to comply with military police. Military members often do not normally deal with high stress situations as much as civilian police do. The military police organizations have created subdivisions to deal with serious crimes and situations such as Air Force Office of Special Investigation, Investigations, and Special Reaction Teams. With that being the case, normally military police have very limited experience with high stress situations. This could diffidently hinder them when making the switch to a civilian police career field. In todays military more and more duties formerly performed by military members and being passed over to civilians. The first duty to be passed off was working the gate or entry control point. L ittle by little just about every base has passed these duties off to civilians. A minor task like working the gate gave young military police experience with dealing with the public and traffic control. More recently the military has begun to pass off duties like on base patrols to civilian contractors. This giving away of duties again can hinder military police. Patrolling the base was maybe the most similar duty performed by civilian police departments. Now that this job has been eliminated from the militaries duties it can again diffidently hinder the military polices experience when dealing with the public, maintaining order, enforcing laws and attention to duty. In my eyes, former military police can make very good civilian police officers. They have the ability to be trained, they have basic understanding of the organization and structure due to them being very similar. They have basic understanding of duties and responsibilities and although limited in experience, most police careers you learn more through job experience than training.

Americans that Terrorize Americans Essay -- essays research papers fc

AMERICANS THAT TERRORIZE AMERICANS With the cold war still thawing out and terrorism on the rise, there is a fear within the borders of the world’s greatest nation. This is a new kind of fear, especially in light of the recent attack on the World Trade Center, and even radical solutions are being considered. The United States for the most part of the last fifty years has felt an adequate sense of security from the â€Å"evils of the world†, but now that blanket of freedom has been threatened from within America’s own national borders. President Bush has vowed to track down every terrorist group in the war on terrorism, but the war needs to begin on United States soil. The solution to the war on terrorism is to start with educating the citizens of America about the terrorist organizations within United States borders, and stop American terrorist from terrorizing America. When an American terrorist threatens the freedoms of their own next-door neighbors, the current policies of policing the streets must be weighed. The threat lies within various groups that have been identified by the already established Southern Poverty Law Center (SPLC) about a month before the Oklahoma City bombing by McVeigh. These groups are overwhelmingly white, almost entirely Christian, and predominantly male. The group is called the Patriot Movement, which are compiled of members that are bitterly disappointed in what America has become. Experts estimate that about 200,000 Americans are active in the hate ...

Grammatical Style in Lumpkin’s The Making of a Southerner :: Lumpkin Making Southerner

Effective Use of Grammatical Style in Lumpkin’s The Making of a Southerner Katharine Du Pre Lumpkin has many effective uses of grammatical style. In the first full paragraph on page 86 of The Making of a Southerner this is evidenced. She begins the sentence with an adverbial which ties this paragraph to the previous one. Lumpkin uses the quotation â€Å"’stir up the Negroes’† to cause the reader to feel like he/she is present during this time period. The quotation draws the reader into the paragraph because of its status as a first-hand account, which lends credibility to the argument being presented. Later in the first sentence Lumpkin uses a dash as a sentence interrupter. This pause places much emphasis on the phrase after the dash, causing the reader to give it more weight. Indeed, this phrase is the focus of the entire paragraph, and Lumpkin has adroitly set it apart. Following the first sentence, Lumpkin uses questions to enhance the feeling of ‘there-ness.’ In other words, Lumpkin presents the material in an argumentative fashion in order to draw the reader further into the mind-set of the white male of whom she speaks. Lumpkin uses her position as narrator to step back and give someone else a voice. She argues as though she herself were a white male in the late 1800s to early 1900s. This The quotes continue to support her argumentative style by giving examples of the names and rumors floating during this time now past. On and on Lumpkin extorts the reader to feel what it is like to be a scared white male after the Civil War. Question after question repetitively persuade the reader to vividly imagine the â€Å"drunken Negroes [. . .] burning down plantation homes† as well as the â€Å"armed recruits, former slaves [roaming] the countryside demanding of white men to get their vehicles off the road to make room for these unifo rmed freedmen† (86). The imagery skillfully hidden in the questionnaire is astounding. Then, of a sudden, a dash appears to bring the reader full circle. We are now aware again that the narrator is asserting a voice of her own with the small apposition â€Å"the rumor said so† (86). This phrase gives the reader the sense that Lumpkin now disagrees with this attitude once held by her father. It belies the view that Lumpkin is apparently trying to hide for an unbiased second-hand account of the period.

Fevicol

Fevicol was launched in 1959 and has a long history as a brand used exclusively by carpenters. It later moved into the everyday use category. The campaign, developed by Ogilvy & Mather, was initially aired across the country in teaser poster ads and prints. The advertisements are created in the old traditional Indian cinema poster style, with ‘hand painted’ graphics and vivid colors. The ad takes on the form of a mini movie with a father dressing up his daughter as a male character for a skit. To complete the look, he glues on a moustache with a drop of Fevicol. Unfortunately for his daughter, it stays in place for good. The moustache is with her through good times and bad, until her very last breath. A baby with a moustache is born the moment she passes away as a nod to the concept of reincarnation. Piyush Pandey, executive chairman and CD for South Asia at Ogilvy & Mather was initially tasked to develop a campaign for another brand under the Pidilite umbrella, Fevitite. â€Å"Fevitite is too small a brand for a big idea like this. Take the money all over again and shoot it for Fevicol, and that was the beginning of everything. † Ogilvy & Mather has turned a brand that does not immediately lend itself to creativity into an advertising legend over the past five decades. Work for the brand has scooped 99 awards over the past twenty years. â€Å"To be honest, we didn’t have a clue about the brand aspect when we started out, back then. Piyush happened to us, and I would say 1988-1999 was when the big leap took place,† said Madhukar B Parekh, managing director of Pidilite Industries.