The For Loan Debt Crisis - 1308 Words

Many economist view this current student loan issue in the same realm as the home mortgage crisis. In 2008 The mortgage crisis put the American economy into the biggest recession it had seen since the â€Å"Great Depression†. An economist by the name of John T. Harvey is highly regarded for his work in economics. Harvey attended the University of Tennessee, where he received a doctorates degree in economics and political science, and has now taken on the role as a Professor of Economics at Texas Christian University. Harvey wrote an article published on Forbes.com titled â€Å"Student Loan Debt Crisis†, where he breaks down the main intricacies of student loan debt. Harvey starts by discussing the comparison between student loan debt and the†¦show more content†¦This means ninety percent are making their payments on time. Harvey also points to how the government backs most of the loans, he states, â€Å"the government supports 95% of student loans, meaning tha t the private sector is protected from direct economic fallout in a way that was not true in the subprime crisis. Last and perhaps most important, we don’t have financial institutions enthusiastically creating assets derived from pools of student loans (especially the riskiest ones) that are then traded on the stock market, thus making their value vulnerable to sudden and violent changes of opinion.† The final statement Harvey inquired about is exactly why this student loan debt crisis should be put into perspective. The mortgage crisis had so many cracks in its foundation that it was simply bound to collapse. Banks were making risky loans, but did not care since they knew they were just going to resell the loan to another bank. The loans were then pooled together and received securitization through an intermediary institution. The intermediary would then organize these loans into tranches and aach tranche would then undergo a shaky ratings process where it would receiv e a rating based on the risk. Where all of this went wrong is these intermediary institutions would then pool all the low rated tranches and get them re-assesed where the pools now received a higher rating due to it being a watered down pool of loans. These loans turned into a hot potato where the

The Importance of the Fourteenth Amendment to the United...

The importance of the Fourteenth Amendment to the United States Constitution is such that some have called it the amendment that â€Å"completed the Constitution.† When it was ratified on July 9th, 1868, the amendment became one of legislative cornerstones of the Reconstruction Era, a time in which the Radical Republicans, led by John A. Bingham and Thaddeus Stevens, promulgated a legislative program focused on providing racial equality before the law. Among the laws passed in the Reconstruction Era, the Fourteenth Amendment was one of the most controversial, with one Republican congressman, Representative A.J. Rogers of New Jersey saying that it was, â€Å"†¦but another attempt to†¦consolidate in the Federal Government, by the action of Congress,†¦show more content†¦The conquering North was hoping to, as was said by Abraham Lincoln in his Second Inaugural Address, â€Å"bind up the nation’s wounds,† and obtain, â€Å"a lasting peace, amo ng ourselves, and with all nations.† However, the South, while it had been forced to discontinue slavery, was not prepared to accept Blacks as equal citizens, either politically or socially. In late 1865, Southern states began creating the set of laws that became known as the â€Å"Black Codes,† severely restricting the rights of the newly freed African-Americans living in the South. The degree to which the Black Codes limited freedom of African-Americans would eventually become one of the major motivations for the passage of first the Civil Rights Act of 1866, and finally, in 1868, the Fourteenth Amendment. By March of 1866, eight states of the former Confederacy had adopted various laws limiting the freedoms of African-Americans. In the Slaughterhouse Cases (1873), some of the first Supreme Court cases to deal with the Fourteenth Amendment, the opinion of Justice Samuel F. Miller provided a listing of the rights that had been abridged under the Black Codes: †Å"[African-Americans] were in some states forbidden to appear in the towns in any other character than menial servants. They were required to reside on and cultivate the soil without the right to purchase or own it. They were excluded from many occupations†¦andShow MoreRelated 14th Amendment -EQUAL PROTECTION UNDER THE LAW Essay939 Words   |  4 Pagesthe founding fathers of this nation created a Constitution which included laws that dealt with individual freedoms. However great the founding fathers envisioned the United States Constitution, it did not form a perfect union and justice for all. America would have to amend, or add to, the Constitution in order to serve its constituents better. The most powerful constitutional act towards equality would come with the fourteenth amendment. This amendment permanently changed constitutional law by empoweringRead MoreThe Importance of the Thirteenth, Fourteenth, and Fifthteenth Amendendments1493 Words   |  6 PagesThe Thirteent h, Fourteenth, and Fifteenth Amendments of The United States Constitution were important for implementing a total reconstruction of America and the blessings of of liberty to everyone that lived within the borders or our country. These ideas of equality would be reached out to the entire population including but not limited to slaves and their descendants and all American Citizens. These Amendments were especially important to African Americans and minorities who were the main victimsRead MoreThe State Of Washington And The United States1068 Words   |  5 PagesFacts: The State of Washington is the Petitioner in this case along with the Attorney General. The Respondents are Washington medical physicians. The physicians in this case periodically treated patients that were terminally ill. The physicians claimed that they would provide assistance for the patients in ending their lives if it were not for Washington State’s ban on assisted suicides, Wash. Rev. Code  § 9A.26.060(1). The Respondents believed that Washington’s ban was unconstitutional. InRead MoreThe Court Case Of Powell Vs. Alabama During The 1930s806 Words   |  4 PagesSupreme Court Case The United States’ attention was captivated on the Supreme Court Case of Powell vs Alabama during the 1930s. During the time period, this case revealed the brutal treatment towards African Americans more than any other event. The case began on March 25, 1931, when a group of young white and African American youths were traveling on a train to find a job. A physical encounter broke out between them and the white youths were thrown out of the train. Then they reported the incidentRead MoreCivil Rights And The Bill Of Rights Essay1280 Words   |  6 Pagesrights and liberties worldwide is a luxury that all countries do not have and are not given to them. In America the people have the Constitution and the Bill of Rights that enumerate their inalienable rights. In the State of Texas there is also a constitution and a Bill of Rights for the people. One of the most important rights in the Texas Bill of Rights in the constitution is Article 1 Section 3 and 3a titled Equality and Equ ality Under the Law. There are differences between civil rights and civil libertiesRead MoreThe Reconstruction Era Was A Success1490 Words   |  6 PagesThe Reconstruction Era was a Success Shortly after the Civil War ended in 1867, President Abraham Lincoln’s new objective was to unify the union and the confederate states into what was formerly known as the United States of America. This time period is known as the Reconstruction Era, starting with the surrender of Robert E. Lee at Appomattox Court House in 1865 and ending with the implementation of the Compromise of 1877. The Reconstruction Era was a time period full of political, economicRead MoreCivil Liberties are Constitutional Protections Against the Government1681 Words   |  7 Pagesapply to state governments. In 1833 in Barron v. Baltimore, the Supreme Court ruled that the Bill of Rights only applies to the national government and does not include protections against state governments. Barron sought redress under the just compensation clause of the Fifth Amendment. Justice John Marshall said the United States Constitution cannot be applied to state laws. This ruling was a major boost for statesâ €™ rights. (pg. A107-111) The Fourteenth Amendment was passed in 1868 states that anyoneRead MoreIs National Citizenship Irrelevant Outside the United States?1256 Words   |  5 Pagesanswered with a single word: Depends. Within the United States, national citizenship has conferred rights and duties that remain viable hundreds of years after their creation. Outside the United States, national citizenship is essentially irrelevant. National Citizenship Is Still Relevant as a Nationally-Ascribed Designator of Membership and Rights Within the United States but It is Essentially Irrelevant Outside the United States Within the United States In the Ancient World, citizenship conferredRead MoreThe Case Of Samuel Roth921 Words   |  4 Pagesmen appealed to the Supreme Court and their cases were merged together. 3. Questions of the Case Did the California or Federal Statute violate David Albert and Samuel Roth’s First Amendment freedom of speech? Did California violate David Alberts Due Process? 4. Holding No. The ruling was 6-3 in favor of the United States. The ruling was 7-2 in favor of California. 5. Opinion of the Court Justice Brennan delivered the opinion of the Court. Roth ran a business in New York by selling books, photos,Read MoreReconstruction Is The Effort Made In The United States1566 Words   |  7 PagesReconstruction is the effort made in the United States to restructure the political, legal, and economic systems in the states seceded from the Union. The Reconstruction Era last between the years of 1865-1877. The Civil War caused destruction and several deaths throughout the South in 1865. This struggle was compensated by radical Republicans who felt that they were in control of Southerners by punishing them for wanting to preserve their southern tradition. How would the North and the South come

Essay on truama c-spine - 1431 Words

Trauma C-Spine nbsp;nbsp;nbsp;nbsp;nbsp;This essay is not intended to criticize any emergency medical or hospital staff. I am writing this essay out of concern for patients who come into the emergency room that may have a jeopardized spinal cord resulting from an injury or suspected injury to their cervical spine. I am a certified emergency medical technician, farm-medic instructor and currently a medical diagnostic student doing clinicials. In the United States each year there are approximately 10,000 reported cervical spine injuries that come into emergency rooms. Motor vehicle accidents account for approximately 45%, falls approximately 30%, the remaining 25% from sports and miscellaneous. Although only a small amount of†¦show more content†¦nbsp;nbsp;nbsp;nbsp;nbsp; The radiographer’s job is to deliverer quality X-rays that have been ordered by the medical staff. Basic radiographs required to exclude a cervical spine fracture include lateral view, anterioposterior view, and an o pen-mouth odontoid view. The lateral view must include all seven cervical vertebrae as well as the joint space between C7-T1. If this is not possible because of patient size or condition then a swimmers view will be needed. The anterioposterior view should show all cervical vertebrae, while the dens and joint space should be visible on the odontoid view. These exams need to be completed in a timely matter while continuing to maintain cervical immobilization. The importance of obtaining quality X-rays cannot be overemphasized as the most frequent cause of missed cervical fractures is the result of inadequate films. nbsp;nbsp;nbsp;nbsp;nbsp;The medical staff role in the care of trauma c-spine injuries is to make sure that proper exams are done so that a proper diagnosis can be made. This is achieved by a good physical assessment as well as proper communication with the EMT’s about mode of injury, and evaluation of radiographs that have been ordered. If the radiographs are inadequate to rule out a fracture, then the need for repeated or additional X-rays or a CT scan should be obtained, until all vertebrae are visible and the possibility of fracture can be ruled out. This is how it is supposed to work.

Change Management Innovative Practices Managing

Question: Discuss about the Change Management for Innovative Practices Managing. Answer: Introdution: According to this theory, change management is divided into eight stages. The following are the eight steps of organizational change management according to John Kotter. Increasing urgency. In this step of change management, people in the organization should be encouraged to move, set objectives and make them real as well as relevant. This encourages people in organizations to set themselves goals and work towards achieving them. Building the guiding team. There is the second step in managing change in an organization. The management of an organization should gather the right group of people with a combination of the desired emotional commitment as well as right set of skills. Understanding the vision of the organization. The management together with the team that has been put in place should come up with a vision and strategy. They should then work on emotional and creative issues that are important in delivering efficiency in service delivery. Communicate for buy in. In this step communicate the vision of the organization to all people involved in the organization. The management should focus on responding to the needs of the people accordingly. Make proper use of technology to impact positively on your organization. Empowering action. Take actions that are geared towards the vision. Remove obstacles and allow feedback information and take advice from people especially leaders. The organization should appreciate and reward progress and good performance. The sixth step involves setting achievable targets bit by bit until the overall objective is achieved. Step seven involves encouraging and following up on continuous change in the organization and reporting on progress. In the final stage, change should be emphasized through activities such as promotion and recruitment. Nudge theory This theory emerged from the studies of the early 21st century. Its a very innovative and powerful tool of managing change in the organization. This theory elaborates that people think and act emotionally and through their instincts rather than by being rational and logical in their thinking (Green, Hauser, 2012). This pattern of thinking will influence the decisions that individuals are likely to make. The theory explains that this type of thinking can influence people to behave in ways that are not helpful and even dangerous. This can happen when people are subjected to pressure or manipulation from various sources. Principles of nudge theory can be applied to influence people`s behavior and line of thoughts. This can happen through intervening indirectly rather than forcing people to adopt to change (Rei, 2012). After reviewing the above two theories, change management can be defined as the process by which the management of an organization can help people to accept and adopt to changes in processes, organization, other people and even change in their environment smoothly and successfully through psychologically influencing their patterns of behavior and thinking (Wallace, Fertig Schneller,2007). The above definition is influenced by John Kotter in that it is a process that needs to follow all the steps in order for change to stick. The definition is influenced by the nudge theory by stating that change management involves influencing the thoughts and behavior of people positively so as to accept change without coercion or force (Beech MacIntosh, 2012). Yahoo is an American multinational company which was started in the year 1994. it was started by two students, Jerry Yang and David Filo who were electrical engineering students at the Stanford University. Yahoo grew rapidly throughout the 1990s and made various acquisitions during this period. The company was a major player in technology as well as internet provision services until a wave of organizational change and mismanagement brought it to its knees (Parkin,2009). The years between 2004 and 2008 saw major changes in the management of the organization especially the top management. This was followed by board room intrigues many of which came to public light. After the Scott Thompson took over the company in the year 2012, he oversaw a major layoff of the companys employees. Yahoo announced lying of 2000 of its employees in April 2012. Before the lay-offs, there was a series of resignations by high profile management team individuals including the chief product officer as well as the vice president of computational advertising. Many of the top managers were poached by its competitors. The new CEO announced major re-organizing the organization with focus on customer needs. There were changes in the culture of the organization after a new CEO took over. The company was known to have a bureaucratic culture which discouraged innovation. The new CEO made the organization more democratic and flexible. The CEO made new appointments and changed the comp ensation policies of the company. However most of this tactics backfired because, she wanted to make this changes within a very short period which was impossible. The change agent in this case was the top management of the organization, employees and the shareholders. The change in the management of the organization brought about fear among the employees due to the uncertainty about their jobs. Most of the employees were affected psychologically and this may have affected their productivity. The poor financial performance of the organization also put employees at a very undesirable state of mind. The sudden change of culture in the organization may have been met by resistance from the employees. This is because they were not prepared well and adequately for this change. The top management of the organization also did not involve the employees in the change process (Wallace, Fertig Schneller, 2007). The definition of organizational change as described above is relevant with the change that is going on at yahoo in that organizational change is a process. This process takes time to be implemented to work appropriately. It should also involve the people who are to be affected by the change. Managing change in the organization as in my definition above should involve preparing the minds of those involved so that their behavior and thought can be aligned to desired organizational change. Failure to follow the step involved in organizational change management as well as implement the nudge theory may have resulted in failure by Yahoo to achieve the organizational change they desired (Johnson Paton, 2007) Table 1: SWOT analysis of Yahoo inc Strengths l Large number of Yahoo mail users l Large marketing revenues l Large product portfolio Weaknesses l Decreasing market share in search engine l Decreasing market share in mail services l Unhealthy financial position l Decreasing advertisement revenues Opportunities l Advertising in internet and social media is becoming common hence an opportunity for growth l Increase use of mobile phones and internet in developing nations provide it with an opportunity l Well structured business directory which could be customized to generate revenue Threats l Increasing competition l Role of advertising is being taken up by social media hence reducing Yahoo`s revenues From the above SWOT analysis of Yahoo, deductions can be made on the why the company had to make the organizational changes discussed in question two above. When you analyze the strengths that the company possesses, the company may have made the organizational changes in order to maximize on the strengths of the company to generate extra revenues (Johnson Paton, 2007). The large number of Yahoo mail users could be used by the company to generate additional revenue. The major reasons that made Yahoo to make the organizational changes that they made were due to the weaknesses that they have and the threats that exist in the market. Changes in the top executives of the company severally over a short period show a determination by the directors and the shareholders to turn around the fortunes of the company. The layoff of over 2000 Yahoo employees was in order to reduce the costs of labor which will in turn reduce the losses that the company is making. This change was made because of the financial difficulties that the company is facing. The executive aims of implementing change in the company were taking advantage of the opportunities that are available in the market (Sharma, 2007). The acquisition of flickr an upcoming social media company was is an indication of how keen the management was on taking advantage of the available business opportunities. The company also poached several management talents from its competitors so as to help the company with the right management skills which would help the company weaken their competitors while at the same time becoming stronger. The main advantage of SWOT analysis is that it is simple to analyze and understand. This technique can reduce very many factors into small number which is easier to work with. The disadvantage of the SWOT analysis is that it is subjective. This means that same thing can mean different things to different people. An example is that one organizations strength could be seen as a weakness for another organization. Another shortcoming of SWOT analysis is that it tends to simply things hence may result in making conclusions that are inappropriate (Finch,2011). Change agents can be simply defined as the people within or outside the organization who are affected by transformation that occurs in an organization. There are various types of change agents in an organization. This includes; outside pressure type. People change technology type and development of organization type. The role of change agent refers to how the change agents affect realization and implementation of change in an organization. There are three different roles played by change agents in organizations (Green Hauser, 2012). They include; training, consulting and research. Other roles of change agents in organization are; the mediator, the facilitator, counselor, advocate and detective. These roles are explained below; This role can be played by both the external agent and the internal agents. A consultant manager connects employees within the organization with the data from outside the organization. He/she also helps employees within the organization to access data emanating from inside the organization. The general role of consultants is to help people within the organization to solve problems and overcome challenges through data analysis (Paton McCalman, 2008). Apart from performing the consulting role, an agent may play the role of training. The change agent here helps people in an organization to learn how they can use data to implement change. The change agent offers members of an organization set of skills which may include retrieving, translating and using data for problem solving. Agents of change also play the role of researchers of the organization. They may train other people within the organization on the skills and knowledge needed to evaluate how effective actions that have been taken. The change agent investigates the hidden or unknown factors that may affect the implementation of change in the organization. The will help the organization to effect change in an organization successfully. Dealing and interacting with the behavior and attitudes requires a lot of knowledge and information on various aspects of change implementation. This therefore means that the change agent has to search for information in order to determine the issues that may be hindering change in the organization (Little, 2014). The detective needs to be very keen. Organizational change needs to be backed up and pushed by a particular change agent. This change agent keeps all the aspects that are involved in achieving this change in line with the path that planned change is designed to take. The change agent should ensure that people within the organization keep focused on achieving the required change. The agent of change in any organization must be an expert in that particular field. This will help the change agent to command authority and respect from among the people in the organization. By sharing and demonstrating knowledge and skills, the change agents will show that they can be relied upon to provide guidance and leadership to the others in the organization. People in an organization that is experiencing change will have different views on how change should implement change in the organization. This therefore means that an agent of change should help solve conflicts in an organization which may distract the organization from achieving their objective concerning change. They help to improve understanding and ensuring harmony among the people in the organization. The above roles of change agents in the organization apply in each and every organization that is experiencing change. The above roles apply for Yahoo inc in many ways. The top management of Yahoo are involved in the consulting role where, they collect data from outside the organization. This data from outside the organization can be used in decision making by the management. The managers of Yahoo are also highly trained and posses a lot of knowledge and skills that they use to impact change in the company. The CEO can train the companies` staff and impact the special skill on their workforce. On the aspect of research, the top management of Yahoo Company has to do a lot of background research. The management should collect information from outside and inside the organization. This information helps yahoo managers to prevent any undesired effects of change in that organization. Research by the managers will also help them to learn from the cases of organizations that had taken simila r organizational change and they had either failed or succeeded (Sharma,2007). A problem centered approach to organizational is an approach used by managers of organizations to manage change in their organizations through the context of a real problem. Managers are presented with a real problem in the organization that calls for changes to be made in the organizational. This technique helps managers acquire problem solving methods and technique (Andriopoulos Dawson, 2008). The dialogic approach to organizational change is a method of implementing change in an organization by following the three transformational processes discussed by Bushe and Marshak. This process involves breakdown of current social construction. The status quo in the organization is done away with and the old ways of doing things are no longer seen as effective and efficient hence bringing about change. The second step in this approach involves changing of narratives which gave meaning and made the organization coherent. The final step involves the introduction of new ways of doing things, new behaviors and thinking patterns. The John Kotters 8 step approach to organizational change is under pined to the problem centered approach to organizational change. This is because the John Kotters model is focused on the steps that managers should follow to implement change in the organization when they are faced with challenges hence fitting the problem centric approach. The approach does not focus on the behavior of the people who are to be affected by the organizational change. This model is therefore about making sure that change takes place successfully in the organization no matter the effect the method used will have on people (Green Hauser, 2012). The dialogic approach is under-pined in the nudge theory which focuses on the behavior of people within the organization. It emphasizes on nudging or encouraging them to change by applying principles of behavioral science. This approach emphasizes that choices should be should be aligned to the way people behave. The dialogic approach as well as the nudge theory uses the exploits of the psychology of the human mind and their behavior to bring about successful organizational change (Smillie Hailey, 2001). The benefits of the problem centered approach include: The problem centered approach to organizational change helps managers develop problem solving skills. This approach gives managers of an organization to encounter challenges and problems firsthand and this gives them experience which can be used to solve problems of similar nature in future. The drawback that is experienced with the problem centered approach is that it does not consider the behavior of the people in the organization and its focus is purely on solving the problem at hand. The advantage of the dialogic approach is that it involves the people within the organization a lot. This helps the people adapt their behavior towards the change hence it wont have an adverse effect on their productivity (Little, 2014). The short coming of this approach is that it cannot be applied where change needs to be implemented within a short period to solve a particular problem in the organization. I would use the dialogic approach to manage the change in Yahoo. This is because, the approach is more friendly to the people who may be affected by the change in the organization. This will reduce the resistance to change that may have been experienced in case another approach was used. This approach makes organizational change smooth and successful. References Guidelines for the Management of Change for Process Safety. (2011). New York, NY: John Wiley Sons. Green, A., Hauser, J. (2012). Managing to change the world: The nonprofit manager's guide to getting results. San Francisco: Jossey-Bass. Rei, M. (2012). Change management: A balanced and blended approach. Norderstedt: Books on Demand. Wallace, M., Fertig, M., Schneller, E. (2007). Managing change in the public services. Malden, MA: Blackwell Pub. Beech, N., MacIntosh, R. (2012). Managing change: Enquiry and action. Cambridge: Cambridge University Press. Pole?se, M. (2000). The social sustainability of cities: Diversity and the management of change ; [international research project "Towards Socially Sustainable Cities: Building a Knowledge Base for Urban Management"]. Toronto [u.a.: Univ. of Toronto Press. Smillie, I., Hailey, J. (2001). Managing for change: Leadership, strategy and management in Asian NGOs. London [u.a.: Earthscan. Creasey, T. J., Hiatt, J. M. (2003). Change management: The people side of change. Madison, Wis: Prosci Learning Center Publications. Wallace, M., Fertig, M., Schneller, E. (2007). Managing change in the public services. Malden, MA: Blackwell Pub. Parkin, P. (2009). Managing change in healthcare: Using action research. Los Angeles: Sage. Sharma, R. R. (2007). Change management: Concepts and applications. New Delhi: Tata McGraw-Hill. Anderson, D., Ackerman-Anderson, L. S. (2010). Beyond change management: How to achieve breakthrough results through conscious change leadership. San Francisso: Pfeiffer. Johnson, A., Paton, K. (2007). Health promotion and health services: Management for change. South Melbourne, Vic: Oxford University Press. Finch, E. (2011). Facilities Change Management. New York, NY: John Wiley Sons. Paton, R. A., McCalman, J. (2008). Change Management: A Guide to Effective Implementation. London: Sage Publications Finch, E. (2011). Facilities Change Management. New York, NY: John Wiley Sons. Paton, R. A., McCalman, J. (2008). Change Management: A Guide to Effective Implementation. London: Sage Publications. Little, J. (2014). Lean change management: Innovative practices for managing organizational change. Griffin, W. H., Pareek, U. N. (2005). Management of change in education. Hyderabad, India: ICFAI University Press. Andriopoulos, C., Dawson, P. (2008). Managing change, creativity and innovation.