Biology Questions and Answers Essay Example for Free

Biology Questions and Answers Essay 2.) a) proteins b.) i) Amylase ii) Protease iii) Lipase c) i) Glucose ii) Amino Acids iii) Fatty acids and Glycerol 3.) a.) Each enzyme has a unique shape that fits onto the substrate. As enzymes normally only catalyse one reaction the substrate has to fit in the specific shape (active site) and if it doesn’t fit in (lock and key method) then the enzyme won’t be catalysed. b.) As when the enzyme is denatured it’s special shape is destroyed, thus destroying it’s active site meaning that the substrate wont be able to fit in, therefore not catalysing the enzyme. c.) As enzymes are specific when an enzyme catalyses an enzyme it can be used over and over again as they are not changed during the reaction. 5.) a.) if the concentration of the enzyme is increased the rate f the reaction will increase. This is because there will be more enzymes to help break down the substrate, however when the enzyme reaches it’s optimum it will be equal. b.) if the temperature is decreased it will drop the rate of reaction and slow down the speed of catalysing. c.) if the pH is lowered then the rate of reaction will drop causing the pH to interfere with the bonds holding the enzyme together and denaturing the enzyme. 7.) a.) i) the rate of reaction is increasing at a positive constant correlation, because the increase in temperature is causing the enzymes to move around faster increasing the chance of a collision. ii) the rate suddenly drops after it’s hit the optimum temperature, this is because the bonds holding the enzyme together have broke destroying enzymes special shape. b.) It increases it as it causes the enzymes to move around faster increasing the chance of a collision. c.) the bonds change it’s special shape causing it unable to catalyse substances. d.) A. it could be pepsin in the stomach e.) B, it could be phosphatases f.) it is very narrow.

Treating Foxconn Workers As Machines

Treating Foxconn Workers As Machines Foxconn Technology Group is a multinational anchor company of Hon Hai Precision Industry CompanyLtd., a Taiwanese company that is the worlds largest leading of electronic manufacturer. Foxconn is the largest exporter in China which has a workforce of 90,000 workers all over China. Its well-known clients include Apple, Dell, Nokia, and Microsoft and so on, which take comparative advantages of labour cost and production resulting in profit maximisation (BBC, 2011). For satisfying rapid and huge demand on IPad, Foxconn has promised Apple Company to boost the productivity to fulfil their orders. Unfortunately, Foxconn did not be concerned on the employees of job stress due to intensive manufacturing process. According a report from Student and Scholars Against Corporate Misbehaviour (SACOM) (2010), it stated that 14 frontline workers died from suicides between January and August 2010, due to excessive working quantity and depressed emotion. It reflected that the boosting productive manag ement would lead the workers as dehumanized machines and the deterioration of dignity and well-being. In respond to the tragedy incidents, then the CEO Terry Gou Tai Ming advised that the workers signed the commitment of all kinds of suicides disregarding as the companys responsibility. He also attributed the suicides to personal problems, such as bad socialisation and finical debts, in order to obtain the grant amount of compensation offered by the company. Although the company initiated the action for the recovery of job satisfaction, the harsh management methodology was eventually not changed to contribute to job stress and burnout. For instance, the action invited counsellors to the factory, negotiated to make higher wage, established the hotline and Employee Care Centre, held an anti-suicide assembly and organised the activities for inspiration, but it is useless for reduce in job stress. Despite to carry out the emergency decision-making, there is a close relationship between poor wage and accommodation, harsh management and lack of health and safety protection (Chamberlain, 2011). First, the raised wage was slightly increased CNY 100 compared to the minimum wage (CNY 1250 per month) set by local government. This improvement is insufficient for living condition especially in Shenzhen where the monthly living wage should be CNY 2293 (Students Scholars Against Corporate Misbehaviour, 2010). In addition, each crowded dormitory can accommodate 24 workers and observer was told by a worker who was forced to sign confession letter after illicitly using a hairdryer (AM 730, 2011). Second, excessive and involuntary overtime is an apparently serious problem led to job stress and burnout. The report of SACOM (2010) revealed that workers had to work 10 hours and 6 days per week which means overtime adding up to 84 hours during the midst of series of suicides. The premium should generally be 1.5 or 2 times weekend hourly wage conformed to Labour Law, yet there is no bonus for overtime during weekend. Then, the frequent change of work shifts may be irregular that probably arrange the day and night shift in a day, are changed 2 to 3 times a month. The workers would not allow talking at work. Finally, the employer has responsibility to provide a safe work place and the effective protection and training the employees on occupational health by Occupational Disease Law of China. Unfortunately, 3 workers were diagnosed with leukaemia and 1 worker is anxious related to the harmful chemicals. Meanwhile, no personal protective equipment liked goggles and gloves would be provided when the workers operated a drill on his duty. The victims even need to pay medical fees themselves. An assistant of CEO explained to the criticism of anti-suicide commitment becoming over intensive and to the prohibition of talking during working in order to enhance the quality of productivity (The Liberty Times, 2011). Introduction While Economy becomes booming period, employer would make generous incomes by fulfil the demand. For example, the manufacturers would like to use existed production machines and a number of workforces in order to complete the orders and satisfy their clients. Responding to accomplishment of goals and targets, management may underestimate the front-line employees job difficulties and anxieties that results in turnover or potential negative outcome. This purpose is to analyse the threats of employees health and safety in Foxconn and to research the implication of leading organisation. Job stress and Burnout Job stress is defined as a relationship between employees mental or physical distress and working environment (Kahn Boysiere, 1994). Other definition may allow stress for improving performance that is the interaction of work conditions and employee personality with changing psychological functions (Beer Newman, 1978). However, the workers in Foxconn would not contribute to this improvement, the tragedies occurred under stress and harsh management instead. The main three stressors are job quality, relationship, and physical quality that yield to job burnout. Job burnout refers to a result of job stress that develops from the sustained situation that employees are unable to deal with the excessive demand resulting in physical, emotional and cognitive exhaustion (Hu Cheng, 2010). The degradation of job quality in Foxconn may compose of low wage and excessive work hours. The workers could not receive the compensation on overtime; even there is no internal (mental) or external (monetar y) reward. It would damage the job security and relationship between the employer and workers, then the company would be decreased the labour force due to the increasing resignation of workers. Another stressor is a lack of physical quality that results from irregular work hours and work-life imbalance. Consequently, the company should face the potential loss of revenue and take the responsibility of turnover. Emotional Labour Emotional labour plays a significant role in daily work life for employees and direct or indirectly influence to the company. For instance, the employees become emotional exhaustion and cognitive withdrawing from the job, and then finally resigned. Emotional labour is the regulation of emotion and emotional display at work that interact with customers, co-workers, and the public (Chau et al. 2009). The emotional labour consists of two categories are surface acting and deep acting. Surface acting refers as suppressing ones emotional and pretending to the desired emotional expression, while deep acting involves modifying actual ones feeling to show proper emotional display. Chau et al. stated that the surface acting would relate to the negative outcomes, such as turnover, or withdraw behaviour, due to emotional dissonance and internal exhaustion, whereas deep acting may reduce negative outcomes due to authentic and positive emotions. Acknowledge of deep acting for the employees perform s in Foxconn that can lead to decrease the emotional exhaustion and avoid the turnover intentions. Psychological Contract A psychological contract (PC) is considered as a mutual obligation that was established by both the employees and their employers regarding the terms and conditions of exchanging relationship (Kotter, 1973; Rousseau Tijoriwala, 1998). In other words, the expectations concern on what the employees owe their employers and on what their employers owe the employees in return (Ng Feldman, 2009). For example, the employers may provide the inducement, such as high pay or potential promotion, for the motivation to encourage the employees maximise effort. Nevertheless, the breach of psychological contract (BPC) could not reach the promise by either the employers or employees. Chen, Tsui and Zhong (2008) categorised into two types of BPC which are reneging and incongruence. Reneging occurs when employee breaks the promise, or the employer is unable to satisfy the promise. Incongruence occurs when the employee and employer have misunderstanding of the contract and promise. Obviously, the form er PBC is the Foxconn employers who violate the law and could not pay the overtime rate wage to compensate the employees effort. The excessive work quantity would be detrimental to their physical and psychological health that lead to depressive work condition and finally happened suicides. The latter BPC was analysed misunderstanding of the Foxconn employers driving the additional work hour into daily work quantity; on the other hands, employees would like to have a normal socialisation with certain work hour and well-being. Ironically, the employers made military management in order to achieve the productivity maximisation, but they neglected the employees job stress to seriously misunderstand that was the employees needs. The four methods can deal with BPC depending on age and work experience, because PC focuses on relatively young employees with relatively low work experience (Ng Feldman, 2009). The first method is exit that refers to voluntary withdraw behaviour. Flaherty and Pappas (2002) demonstrated that the older and more experienced workers have more likelihood to stability in their work live and less likelihood to intend to leave their employers. The second method is voice that the employees attempt to voice out to the employers yielding to improvement in work condition. On the other hand, it may increase the risk of retaliation from employers. Consequently, the younger and less work experienced employees should express their disappointment due to less malleable PC, while the older and more experienced employees should avoid using voice direct to employers in order not to decrease their job security. The third method is loyalty which involves silence or passion to negative work condition for remaining with an organisation. Generally, older and more experienced employees may have more flexible expectation to deal with interpersonal relationship problems. According the suicides at Foxconn in China record of SACOM (2010), the victims age range from 18 to 25 that belongs to young age or junior work age group. It implied the younger or less experienced employees that could not have appropriate expectation to overcome the difficulties. The last one is neglect in term of counterproductive behaviour that is lower involvement and greater workplace withdrawal. The older and more experienced employees would be less to engage in this method because of more malleability within the current firm and less replication in outside firm. In additional, other research showed that mentors and supervisors can support with BPC by providing career-related information and psychological support (Zagenczyk et al., 2009). The career-related support includes the provision as protection, visibility a nd sponsorship, while psychological support includes friendship, confirmation, acceptance and counselling. The supervisors would like to evaluate the performance as well as giving feedback to subordinates. Organisational Misbehaviour Organisational misbehaviour (OMB) is the intentional action that violates the shared organisational norms and expectation or unconventional practices which are not supposed to do at work (Vardi Wiener, 1996). Vardi and Wiener (1996) distinguished OMB into three types to influence in personal, organisation and others or organisations. OMB type S is intention to benefit self-interest which often occurred in internal organisation. For example, distorting data may obtain the high evaluation in order to increase the chance of promotion; stealing and selling the property from organisation take money into personal account; and harassing peers by handling the personal work task or gossip others is detrimental to other accounts of reputation. Type O OMB intends to benefit the employing organisation that usually occurred in external organisation. For instance, cheating other firms members is to obtain the contracts for the employing organisation. Type D OMB intends to hurt others or to damage the organisation that associated with both internal and external organisation. An example of type D is revenge in order to deriving the own satisfaction and responding to actual or perceived mistreatment. In addition to three types of OMB, workplace deviance and dysfunctional behaviour are important to analysis in the case. Workplace deviance refers as voluntary behaviour of organisation members that infringe upon the organisational norms due to threaten to the organisation or organisational members (Robbinson Bennett 1995). The latter considered as the behaviour instead of motivation, the action will carry the negative effect and consequence for an individual or group within organisation (Griffin, O Leary-Kelly Collins, 1998). Hence, dehumanised management in Foxconn belongs to type O that excessive work hours and low overtime paid would benefit to the organisational interest that encourage the profit maximisation. This action would deteriorate the relationship between employers and employees, and damage the employees socialisation and physical quality. Then, the supervisors forced to sign confession letter due to unintentional faults that attributes to workplace deviance because it should directly be detrimental to employees physical and mental aspects. Although the company attempted to allow the activities such as hotline and anti-suicide assembly, for motivating the employees, those activities would be compulsory to join and not be counted in their work hours. As a result, the behaviours would reverse the function of motivation that considered as dysfunctional behaviour. However, Shamsudin (2006) showed the ways to resist OMB that are personal counselling and surveys with questionnaires. Personal counselling is a primary solution that understands the reasons of OMB and the different standards of behaviours because employees may possess the different values, perception and norms. But personal counselling might not work when the OMB is in group, violent or criminal in nature, surveys can collect and analysis the whole employees perception and norms in order to avoid the conflicts in the relationship of employers and employees. Job quality Job quality can come from many dimensions that enhance job security and satisfaction. Consequently, understanding of job quality is significant to maintain employees in the organisation, and the likelihood of BPC can be decreased within the interaction of employees and employers. Job diagnostic survey is a job measurement that understands the degree of job quality (Hackman, 1975). The motivating potential score that add up skill variety, task identity and task significant to divided by three and then combine with autonomy and feedback. In addition, other studies expressed the job quality in America and Europe, so that can help to improve the situation of Foxconn. Handel (2005) explained that Fordism is a period which is the context of stable industrial system including American economic dominance, rising productivity and earning, steady or decreasing inequality, and robust employment growth. Neo-Fordist theory claims that job quality for most workers is in term of material reward and work pace which is the base principle of high pay, job security and career mobility due to inequality between management and labour in post-war market. Increasing job quality through Post-Fordist theory means the respect to both material (e.g. pay) and intrinsic (e.g. job challenge, autonomy and workplace cooperation) rewards and working condition (e.g. decreased physical workloads). Referring to Handels theory, post-Fordism period is similar as booming economy in China where real GDP grew at an average rate of 9.3% by foreign investments and become the worlds largest economy (Morrison, 2005). The Foxconn should increase the wage by the material reward, offer sufficient time and independence by intrinsic reward, and decrease the quantity of workload to diminish the possibility of job burnout. In European work market, the work-life balance and working time and training and career development are principles of job quality (ETUL, 2009). The management of Foxconn could provide the flex ible working arrangement by employees choosing working pattern themselves for balance the job stress and well-being in order to enhance the socialisation (Kelliher Aderson, 2009). Also, training and career development can expand the confidence in job task and identity. Conclusion In conclusion, Foxconn has made a military management to its employees as dehumanised treatment that drove the suicide tragedy. Job stress may contribute to job burnout that composed of excessive work quantity and low wage in Foxconn. Emotional labour could help to improve the turnover intention and emotional exhaustion by deep acting. PC is s mutual expectation involving employers and employees and BPC would fulfil PC which can use exit, voice, loyalty and neglect method to eliminate BPC depending on age or work experience. OMB type O should attribute to overtime and low wage deteriorate the relationship between employers and employees. In addition, the workplace deviance and dysfunctional behaviour could be detrimental to the relationship as well. Job quality is also significant to raise job security and satisfaction because job redesign is to change the role and return of career when the economy changed.

Rip Van Winkle Essay -- Washington Irving

Rip Van Winkle In the late 1700's and early 1800's, literature began to show it was changing thanks to the newly formed democracy in America. As is the case with any young government, many different interest groups arose to attempt to mold the government according to their vision of democracy. Washington Irving, a native New Yorker born in 1783, grew up in a world engulfed in these democratic ideals. He grew up to be, as many would grow up in this atmosphere, a political satirist. This satirical nature of Irving's shows up well in "Rip Van Winkle", as he uses historical allusions and symbolic characters to mockingly compare colonial life under British rule to the democracy of the young United States. The reader assumes the appearance of Rip from the preceding paragraphs in which the author sets the general timeframe in the colonial era before and after the American Revolutionary war. To describe Rip one would have to look mostly at little hints in the story. The best way to describe Rip would be that he is very muscular because of all of the physical labor done in chores. We also learn Rip had light hair with blue eyes. Rip's clothing was that of the time period: black suits with fluffy white collars, tri-cornered hats, and brass buckles on the black shoes. Good-natured and helpful best describes Rip's attitude, this good faith towards all that eventually lands Rip in trouble. This story is full of historical instances. The first historical satire occurs attached to the name Peter Stuyvesant, who is mentioned twice with exaggerated praise. Stuyvesant, a harsh and strongly disliked governor, was in power when the English seized New York. Irving uses a false respect for Stuyvesant to make fun of the Dutch in New York, who blamed him for the loss of the land to the English. Having set the scene as a Dutch-friendly narrator, Irving introduces Dame Van Winkle, Rip's angry wife, who maintains contempt for Rip's laziness and carefree attitude. Dame Van Winkle' harsh control over her husband represents King George and the English rule of the colonies. Whereas George, yet felt faithful and attached to the Crown, mistreated the colonies Rip stood by his demanding wife. The irony is in Rip's non-caring attitude towards Dame Van Winkle. He was harassed and bossed, but he was content. Nicholas Vedder, the owner of the inn, who controlled the conversations and opi... ...ourse Rip, having been gone for twenty years, doesn't know what he is talking about and it goes on from there. Rip becomes very popular after telling his story to the villagers over and over again which proves that, in most cases, a fairy tale will beat out the truth in the order to please the public - and this story is no exception 1.  Ã‚  Ã‚  Ã‚  Ã‚  Poupard, Dennis "Twentieth-Century Literary Criticism." Sharon K. Hall, Vol. 4 Detroit, Michigan, Gale Research Company. 1981 Pg.1989-1992 2.  Ã‚  Ã‚  Ã‚  Ã‚  Greene, Gayle. "Yearbook 1986" Sharon K, Hall Vol. 44. "Contemporary Literary Criticism." Detroit Michigan. Gale Research Company. 1986. Pg.194-195 3.  Ã‚  Ã‚  Ã‚  Ã‚  Galens, Judith. "Nineteenth-Century literature Criticism." Joann Cerrito. Vol 41 Detroit. Gale Research inc. 1994 Pg. 31-35 4.  Ã‚  Ã‚  Ã‚  Ã‚  Greene Gayle. "Nineteenth-Century Literature Criticism." Laurie Lanzon Harris. Vol 2 Detroit Michigan Gale Research Company. 1982 Pg.62-64 5.  Ã‚  Ã‚  Ã‚  Ã‚  Magill, Frank N. "Cyclopedia of literary Characters." A.J. Sobezak. Vol. 4 New Jersey. Salem press Inc. 1998. Pg. 1641-1645 6.  Ã‚  Ã‚  Ã‚  Ã‚  Rochin, Domingo "Rip Van Winkle an American story" Washington Irving. David Barfoot New York 1998 Pg.14-20

Genetic Engineering Is Not Safe Essay -- Genetic Engineering Essays

Genetic engineering is the intended modification to an organism’s genetic makeup. There have been no continuing studies on this topic or action so there is no telling whether or not it is harmless. Genetic engineering is not safe because scientists have no absolute knowledge about living systems. Given that, they are unable to do DNA surgery without creating mutations. Any interference on an organism’s genetic makeup can cause permanent damage, hereditary defects, lack of nutritious food, or a spread of dangerous diseases. Even through the downsides of genetic engineering scientists have had a few breakthroughs. It can help us in our farming needs and also drugs for animals, and pesticides. For agriculture, engineering is used for herbicide tolerance which is the most commonly used form of alteration in plants, and it is also able to keep insects away. Drugs are also produced so that animals have healthier meat to eat. For example, chickens can be modified to produce more eggs and grow larger faster. Which is not a good thing but it is not necessarily bad. Also by doing this a person’s moral compass doesn’t exactly point due north. Biotechnology is when you produce something by using life sources. This process has an unlimited amount of possibilities. By forcing these changes on organisms and not letting them be, it can be helpful and or cause many dangerous risks to nature. By not letting the plants create their own pesticides naturally it can be helpful now but dangerous and regretful later on. Also, with the pesticide everywhere in a farm, it will lead to a tolerance to the pesticide on the part of the bugs and they will sooner or later be immune to it. For many people including myself who are against genetic eng... ... stop this process. Hopefully soon scientists will be able to minimize and control the amount of ‘beneficial’ genetic changes they make. Thus preventing any unwanted changes to our future society. Works Cited OMOTO, CHARLOTTE K. and LURQUN, PAUL F. Genes and DNA: A Beginners Guide to Genetics and It’s Applications. New York: Columbia University Press, 2004. LILLISTON, BEN and CUMMINS, RONNIE. Genetically Engineered Food: A Self-Defense Guide for Consumers. Marlowe & Company, 2000. SINGH, RAM J. and JAUHAR, PREM P. Genetic Resources, Chromosome Engineering, and Crop Improvement: Grain legumes. Volume 1 of Genetic Resources, Chromosome Engineering, and Crop Improvement, CRC press, 2004 â€Å"BIO Biotechnology Industry Organization†. June 2011. August 25 2011. http:bio.org/node/517. â€Å"Genetic mutation†. August 25 2011. http://www.environmeltalcommons.org/ctos/.

Crowd Management in Sport Facilities Essay

When conditions or circumstances warrant substantial levels of wariness, crowd management as a consequence becomes prudent. The key in getting a safe and comfortable environment for large packs of people is in planning for their management. There is considerable prominence on crowd management planning and implementation since it is important to provide a safe environment for everyone. Crowd management must take into account all the rudiments of an event especially the type of event, for example a circus, sporting, concert, or carnival event. It must also view characteristics of the facility, dimension and demeanor of the crowd, methods of entry, communications, crowd control, plus queuing (Herb, 1998). As in all management, it must also include planning, arranging, staffing, directing in addition to evaluating. Crowd management is best defined as every element of the game or event from the design of the stadium to the game itself as well as the protection of the customers from unforeseeable risk of danger from other persons or from the actual facility itself. The main criteria for gouging if crowd control procedures are sufficient and suitable depend on the kind of event, threats of aggression, existence and sufficiency of the emergency arrangement, expectation of crowd size in addition to seating arrangement, known rivalries among teams along with schools, and the use of security personnel (Herb, 1997). Crowd management is therefore paramount in sports facilities and venues because of the large masses that throng such places. Some facilities involve more sport management than others, thus would require more crowd management during functions. Venues should be primarily assessed for safety and its ability to hold large crowds. From the evaluation, the results should be processed, conclusions drawn, proposals made and a report written to all parties involved. The team that carries out such a task should be well trained in this area and used to dealing with all sorts of events, particularly sports. Reference Herb, A. (1998) Risk Management in Sport: Issues and Strategies. London, Carolina Academic Press Miller, L. (1997) Sport Business Management. New York, Jones & Barlett Publishers.

Othello – Notions of Powerplay

Othello embraces many instances involving the dynamic of Powerplay. This can be examined through the relationships of characters: being Othello, Iago, Roderigo and Desdemona. Iago's relationship with Othello is where the clearest examples of Powerplay can be viewed. Iago maintains an overarching power over Othello in the play. Iago is successful in manipulating both the truth and Othello, describing Casio's departure from his meeting with Desdemona: â€Å"that he would steal away so guilty like, seeing you coming†. Iago's tremendous gift with language allows him to maintain power over Othello by essentially planting doubt in his mind. Throughout the play, Iago is successful in manipulating Othello through his artificial language which portrays himself as an ‘honest' friend who is there for assistance. This is reiterated throughout the play with constant repetition of the word ‘honest' when describing Iago and this is highly ironic as he is clearly the most dishonest character in Othello. Iago is often seen enraging Othello by providing extra, unnecessary details about Desdemona's supposed betrayal. Whilst attempting to remain innocent and of a moral high ground , Iago's gift with language enables this manipulation to have a greater effect on his victim, Othello. This is clearly conveyed when he describes Desdemona's unfaithfulness with Cassio where he lies â€Å"with her, on her, what you will†. This has an astronomical impact on the Moor who's response is furious and vicious. Iago's manipulation is further explored when he quotes after Othello has a epileptic fit â€Å"my medicine, work! â€Å". This enables the audience to understand Iago's thoughts and offers them insight as he acknowledges that his medicine, being his language is having a huge effect on Othello. He is now in complete control and possesses complete power. Powerplay can be notable seen through the relationship of Othello and Desdemona as she is innocent of all his accusations and only lives to serve him. Given the context, being Venice and Cyprus in the 16th century the men are the more powerful and capable whereas women serve a stereotypical purpose. This is also seen in Othello where Desdemona is entirely faithful to her husband the Moor as he is in control of the relationship. Often, however the powerplay is turned around as Desdemona is capable of convincing Othello with her delicate voice and he becomes her victim. Ultimately, the both fall victim to Iago, the ultimate manipulator and this is clear when he visits Desdemona, asking â€Å"Can he be angry? † after she confides in him about Othello's belief in her unfaithfulness which originated from Iago. This is highly ironic and makes clear the extent of Iago's power and control over all the characters. The relationship of Iago and Roderigo is based on power and manipulation as Iago uses him for financial gain. Roderigo is blurred in his ways by his love and lust for Desdemona and Iago recognises and capitalises on the opportunity he sees by this. This is clearly seen when Roderigo tells Iago that he will â€Å"incontinently drown myself† as he believes he will never have Othello's wife and after only minutes, Iago is able to convince him to â€Å"sell all my land† in order to provide Iago with financial support. Immediately, Roderigo then leaves and the audience is confronted with a soliloquy by Iago, referring to Roderigo as a â€Å"snipe† and explaining he has no emotional connection with Roderigo and he only uses him for his money. This offers insight into Iago, his evil train of thought and his manipulative qualities. Thus it can be seen that Othello clearly offers forward examples of Powerplay which can be examined through relationships within the play. Ultimately, at the centre of all Powerplay is Iago who is capable of extraordinary manipulation due to his strong ability with language, with his most obvious examples being Othello, Desdemona and Roderigo. The powerplay is so clear between the characters that is becomes very clear that manipulation is one of the foundations of powerplay.

Racism within football/Soccer Essay

As A glory hunter I support Middlesbrough.Admittadly not the greatest club in the Premier League.I take any victories and cup excursions with open arms.One such occasion was when they rose to the dizzy heights of the Zenith Data final at Wembley.Having travelled from Germany all night I was more than happy to be drinking in the pubs near the ground.I eventually started to talk to a group of Chelsea fans,it quickly became clear that they were racist in their attitude to any player who was Black and would not cheer if any Black player for Chelsea scored† ?I asked them what they would do if they were in a European Cup final and it was a Black player who scored the winning goal or even a hat trick† ? â€Å"No† was the reply  Ã¢â‚¬Å"we would just sit in our seats and do nothing â€Å"I couldn’t believe it.I finished my drink and left the pub.If I was honest I couldn’t believe their bigoted attitude. I found it especially hard as at the time as I had just finished an active service tour of Northern Ireland where I had served along side Black people who I had worked closely with.I often wonder what those hypocrites would make of the present Chelsea team, full of very talented Black players.No doubt Chelsea are a better because of these players who have raised the clubs game and profile within England and Europe. Therefore to study football and how racism it and it’s affect upon society was an opportunity too good to be missed. An obvious starting point would be to define racism ? It be divided into three categories overt,institututional and covert. Black players within the game are routinely subject to overt racism at games (Gruneau,.(1999).Although not as frequently, they and their families can still be subjected to covert racism.In recent times institutional racism has never been far from the public eye especially in light of the Stephen Lawrence enquiry about his murder and the subsequent investigation that followed which was dogged by institutional racism (MacPherson,1999).Football and the structure of the game would also appear to being affected by institutional racism.There are very few Black coaches and managers being employed. Indeed what are the sociological effects this is having and how are these theories affecting the game of football ? Whilst it could be debated that football is autonomous it still has had to acknowledge the presence of racism.UEFA,Fiffa, along with respective F.A’s in the British Isles have sought to address this problem with campaigns e.g. ‘Football Unites Racism Divides’ and ‘Show racism The Red Card’. However football may be unwittingly providing an arena for any resentment and alienation that exists within communities.This behaviour is then displayed at matches.Although it would be hard to justify any racial behaviour of a player *Bowyer & Woodgate* .But what are the UEFA, Fiffa and the respective F.A’s doing in order to combat this problem ?Whilst it is an aim of this paper to acknowledge schemes that have been put in place to eradicate racism If we evaluate the success if any of schemes that have been run by UEFA, Fiffa and the F.A’s. we can see in recent events as those that took place at Sunderland in April 2003 these schemes are having little or no affect The game of football has changed.Clubs are now run as PLC’s (Public Limited Companies) they are heavily reliant on the support of sponsors and television rights to games.It could be suggested that these companies need to look at their responsibility towards their morale obligation of ridding the game of racism. *Bowyer & Woodgate* Sarfraz Najeib.Najeib along with his brother Shahzad and three friends, then students at Leeds Metropolitan University had been attending the the Majestyk night-club club when on leaving the club an argument took place with the then Leeds United player Jonathan Woodgate and Lee Bowyer.Bowyer was cleared of attacking student while Woodgate received 100 hours’ community service for affray. Little has been done by these companies to promote or forward any anti-racist programmes. Television companies appear willing to manipulate the fixture list for T.V. scheduling but are not willing to accept that there is a problem with racist behaviour. Consequently it is the intention of this paper in its it final section to propose a financial strategy that could be used to tackle the problem of racism within football. The British public has always had an affinity with the game of football.It has evolved and changed from ‘no rules’ to pre-war modern image onto a post-modern multi Million pound industry.High transfer fees and high wages are the norm.All seater stadiums especially in the Premier League better facilities and better standards are now expected. Satellite broadcasting reaches out to a larger audience than ever before with Sky paying in excess of  £1.2 Billion pounds for the rights.Terrestial T.V has also been engaged in this battle,culminating in the BBC losing a Saturday night national institution’Match Of The Day’. I.T.V now presents a polished and stylish programme for the fans along with a Black pundit and a female presenter,unheard of in previous decades (Giulonotti,1999). Broadsheet newspapers now actively report about football at great length.This domain was primarily reserved to the tabloid press and low quality magazines. Stadiums have changed for a number of reasons e.g. the Taylor Report 1995 after Hillsborough.The disasters at Bradford and Hysel forced governing football agencies to evaluate the structure of stadiums and the fans that attended these stadiums.These changes have attracted different fans Evidence to support this can be seen in the growth of executive boxes at football grounds (Greenfield, & Osborn,2001).Working class fans now regularly mix with the middle class. No longer is the primary class of fans attending the game working class. Racism is an easy term to use term.However it can and does have far reaching affects in society. There appears to be many definitions of the term although all these definitions arguably mean the same thing. Racism can be defined as a specific form of discrimination usually based on skin colour or membership of a minority ethnic group. It’s a system of group dominance. This system is both structural and ideological. That is, it  embodies political, economic, and socio-cultural structures of inequality. It involves processes and practices of exclusion, oppression and marginalisation, as well as stereotypes and symbols required by these structures and processes (Gilroy,1995).Within this process there are three sub forms of racism,overt,covert and and institutional.Overt racism can be seen as something violent, even thuggish.It can be displayed through violent behavior,threats to the person and even through demonstrations and political parties.However some political parties e.g. the British National Party (B.N.P) are no strangers to overt and covert racism.Covert racism seeing a rise in popularity i.e. people nowadays are reluctant to express openly their dislike of and contempt fo r minorities, indeed they are not prepared to express publicly a sentiment that could be interpreted as racist. Racism (Gilroy,1995). Institutional racism has been defined as ordinary people going about their normal day to day business but producing outcomes that are disadvantageous to Black and ethnic minority groups.This form of racism can have catastrophic effects with regard to accommodation/housing, health and education leading to poor results for students (Cashmore, & McLaughlin, 1991).Whilst this example is related to racism within the state aparetus,a clear definition can be given by examining the Police and the ‘McPherson Report’Mcpherson reported that the Police was Institutional racist.This was protrayed in their investigations of racially motivated crime.A procedure known as ‘stop and search’.Routinly carried out against Black people. In short the very essance in which the Police went about their duties was institutional racist to people from ethnic minoroties.In the report he comments â€Å"Unwitting racism can arise because of lack of understanding, ignorance or mistaken beliefs. It can arise from well intentioned but patronising words or actions. It can arise from unfamiliarity with the behaviour or cultural traditions of people or families from minority ethnic communities. It can arise from racist stereotyping of black people as potential criminals or troublemakers. Often this arises out of uncritical self-understanding born out of an inflexible police ethos of the â€Å"traditional† way of doing things. Furthermore such attitudes can thrive in a tightly knit community, so that there can be a collective failure to detect and to outlaw this breed of racism. The police canteen can too easily be its breeding ground†( http://www.archive.official). With these definitions of racism established we can now examine why are there so few Black players within the game as a whole.Foot ball employs only 20% of Black players (Black ,2001).Whilst there are no figures for players with an Asian or Oriental background it would be fair to argue that these players are even fewer and at best token gestures.With only 1% of black people watching the game (holmes,2003.Appendix).This problem is not just confined to Football in Great Britain. If we look at America and the game of basketball we can see that for a long time they suffered same problem.Jay Coakley argues the reason why Black people were under-represented within coaching and management, was because of strong prejudices emanating from owners of clubs.These prejudices were founded in the belief that unless the Black coach or player make a dramatic impact upon their arrival they were doomed to failure.Coakley also adds that there was a strong stereotypical myth perpetrated by white people about Blacks, that there are â€Å"inferior intellectually† (Coakley,2001:301).While these beliefs are unfounded Coakley does however go onto argue : â€Å"that these barriers no longer exist, although it would be difficult to conclude that race and skin colour have become irrelevant† â€Å"(Coakley,2001:301). Therefore an argument may exist that these problems which America experienced we too are now experiencing ? Therefore Football has to tackle these problems and eradicate them in order to open the game out to a larger audience. UEFA Chief Executive Gerhard Aigner recently commented that racism was â€Å"an evil and a poison† (Uefa.com).In a recent conference held by UEFA at Stamford Bridge Chelsea.Aigner also commented that â€Å"We have to be prepared to reflect our duty.We have to to tackle racism, xenophobia and other forms of discrimination and hatred.† (uefa.com)Whilst in the conference acknowledgement was given to f.a.r.e {Football Against Racism in Europe},there was also an acknowledgement that there is still much left to do in order to tackle some of the root causes.Within the British Isles there appears to be a multi-pronged attack on racism by the English,Scottish,Welsh and Irish F.A.s with the administration of Football Unites Racism Divides {f.u.r.d} and Show Racism The Red Card {s.r.t.r.c}. S.r.t.c aim is to â€Å"combat racism through anti-racist education and professional footballers are showing the way in terms of making a stand and fighting racism†(srtrc.org). A member of f.a.r.e it targets school children as it’s audience and with the distribution of leaflets at football matches it seeks to capture a wider audience.It can count on the support of Sir Bobby Robson,Bryan Robson,Ian Wright,Gary Linekar amongst it’s supporters some of the most respected names in football.F.u.r.d seeks a more captive audience†¦Ã¢â‚¬ ¦Children. F.u.r.d â€Å"believes that football, as the world’s most popular game, can help bring people together – people from different backgrounds, to play, watch and enjoy the game, and to break down barriers created by ignorance or prejudice†. (furd.org).F.I.F.A in July 2001 put in place a fourteen point plan to tackle the problem.Amongst it’s recommendation was that there has to be an acceptance of r esponsibility amongst all those connected with the game to try and eradicate the game of racism.This is interesting only for the reason this is in direct contravention to one of F.I.F.A.s rules about international school children playing football together. FIFA have a regulation which bans foreign kids from playing with English kids.Chapter IV, article 12 of the FIFA Regulations governing the status and transfer of players (pressbox.co.uk) The Mixer Soccer Academy, a full time private football academy in Dorset which attracts junior soccer stars from all over the globe, have a situation where their foreign students, playing and training football alongside English students all week, all year, are not allowed to play football with them at the weekend because the local Dorset FA. will not allow them to sign the appropriate forms and thereby allow them to play with the English kids. Perhaps if F.I.F. A revised their 2001 ethos and brought it up to date with other initives being run in Europe there would not be this contradiction in terms ?Giulianotti argues that whilst these schemes are important they are fundamentally flawed in their belief that all racists who attend the game belong to some political right wing extremist group or a hooligan group.Not so many hooligan groups contain Black people.Giulianotti argues powerfully  that â€Å"this smug belief therefore removes the real from this type of behaviour†. (Giulianotti,1999 :163).When it is clearly not the case as he cites the first game played by John Barnes the first Black player for Liverpool who was taunted with racist crowd chant’s throughout the game. So how can we move forward.What I am about to present to you is not the holy grail of anti racist behaviour.Whilst there was an acknowledgement in the paragraph above about F.I.F.A.s short comings there was a chink of light in their fourteen point plan that may provide the foundation to the problem.F.I.F.A stated that it â€Å"requires the media to strongly condemn all acts of racist behaviour or declarations by any persons or groups, and to refrain from reporting such behaviour or declarations in a manner that may serve to provoke confrontation, and calls upon football websites (including those of clubs and national associations) to incorporate prominent anti-racism messages on their home-pages†(fifa.org). Let us take this a step further.Sky Sports pays the Premier League  £1.2 Billion pounds for the right to screen football.This money sees little light outside the Premier League if any at all. £2 Billion can be placed into an independent scehme,designed to target racism.This will provide a pro active starting point to tackling some of the root causes of racism within football. Within this target : All clubs MUST participate in this scheme. Packages that tackle the key issues of racism. Better training for stewards. Actively seek to promote an anti-racist culture within the club and stands. Accountability. Actively seek to employ players at playing and coaching levels from an  ethnic background. The scheme has to be independent of the clubs.Primarily ran by elected members.These members must have no connection with a club or T.V.companies in any capacity. They would be given the power to award grants in order to aid clubs combat racism.Bonus payments could be made for meeting their set targets.But also the power has to be given to the panel in order to fine clubs that have failed to meet any basic level set.Nothing radical or complicated in this proposed package.These key points have to be implemented at all levels and everywhere in the club.You could be forgiven for thinking that all clubs actively employ this code of practice. Wrong.Richie Moran comments about racism within football.He comments that he was insulted and abused about everything from the colour of his skin to his hair style.This abuse was not only from the fans but it was equally directed from his fellow team mates.Consequently he left the game because of this abuse (Garlan,Malclom & Rowe,2000). You could also be forgiven for thinking this is an isolated case it would never happen now,Clubs are more aware and are actively seeking to promote an Anti-Racist ethos ? Wrong.During the compiling of this paper letters were sent to the following clubs{ appendix} Bradford, Oldham, Middlesborough, Sheffield United all disturbingly failed to reply to letters sent to them.Burnley were also contacted, they replied to the letter but were to busy to enclose any literature !{ appendix}Sunderland however were different. They were more than happy to distribute information about why and how they actively tackle racism at the Stadium Of Light.Sunderland do seem to have a pro-active attitude towards stamping out racism within football therefore it seems ironic.In the recent European qualifying match at the stadium Of Light there game was marred by violenceAmong those held were 25 individuals known to be associated with hooligan elements of Sunderland and Newcastle football clubs Police said no Turkish fans were arrested as a result of the match, which England won 2-0. The match had been given a high police priority, with around 1,000 officers on duty to prevent trouble between England fans and 5,000 Turkish supporters. At the height of the violence bottles, car wheel trims and bar stools were thrown at police. Superintendent Jim Campbell, of Northumbria Police, said â€Å"the policing of the event had been successful†! (www.bbc.) Football has changed.From it’s origins of ‘no rules’ to a modern post war image and then now into its present post-modern image.High transfer fees, high ticket prices and high wages have changed the game.Although argumentative there is a belief that the game has drifted away from it’s working class origins into a more middle class audience.Stadiums are more modern, they had to change.’Italia 90†² saw little or no hooliganism. Together with a good run for the English team helped promote a positive image of the game in the U.K. Satellite television has helped changed the environment by which football is viewed.However whilst the officials stand and pat themselves on the back they are becoming guilty of complacancy.We have still not rid the game of racism.Evidence from the England game against Turkey has shown it.As A consequence critics would argue that the English F.A got off lightly with a fine and not having to play the next home qualifying gam e against Slovakia behind closed doors at Middlesborough. Footballers their families and friends regularly suffer from the three forms of racism as set out in this paper covert,institutional and overt racism happen on a regular basis.Poor job prospects for managers and coaches and taunts from players and fans are common place.Fiffa,Uefa and the respective F.A.s are right to acknowledge this problem.However it would appear actions are short in their forth coming and it is nothing more than lip service.Fiffa almost got it right in their 2001 proposals when they said the media and other agencies have a duty to respond to racism.In order to survive clubs are dependant upon the large amount of income that television rights generate. Television companies have influence within the corridors of football.Why therefore can they not influence clubs to make a more aggressive stand towards racism ?By not taking an aggressive stand towards racism within the game, the television companies are condoning racism. It may be because they fear it is an issue too large to tackle on their own. Therefore they have to realise they are not alone in this stand.Simply by sticking their heads in the sand and not acknowledging they have power and the responsibility to take the appropiate action, they are allowing the biggots to go unchallanged and prosper un-hinderd.Admittadly it is hard for any fan to confront a person(s) using racist language,but there are phone and text lines which they can use at the match to inform stewards and the  police.Why not write a letter to the club alerting them to this issue. Ultimately however the responsibility lies with the fan and society for this behaviour and it’s eradication from the game. Certain sections of our society are happy to abuse someone because they are Black and playing for the opposition. Surely as a modern society this cannot be right ? BIBLIOGRAPHY. Coakley,J.(2001).Sport In Society.McGraw-Hill International Cashmore,E & McLaughlin,E.(1991) Out Of Order Policing Black People.Routledge. Garland,J,Malcolm,D & Rowe,M. (2000).The Future of Football.Frank Cass Gilroy,P.(1995) There Ain’t No Black In The Union Jack Routledge Giulianotti,R.(1999) Football : A Sociology Of The Global Game Polity Press. Greenfield,S & Osborn,G.(2001) Regulating Football.Pluto Press. Gruneau,R.(1999) Class,Sports And Social Development.Human Kinetics. Kirk, B.M.(1996) A Simple Matter Of Black and White ? Avebury. The Stephen Lawrence Inquiry.(March 1999). H.M.S.O. INTERNET. http://www.archive.official-documents.co.uk/document/cm42/4262/sli-06.htm#6.6 http://www.uefa.com/uefa/aboutuefa/Communications/index.html http://www.fiffa.com/ www.the-fa.org/ http://news.bbc.co.uk/1/hi/uk/2820125.stm www.pressbox.co.uk/Detailed/68011.html http://www.srtc.org/srtrc.htm http://wwwfurd.org/ http://news.bbc.co.uk/1/hi/england/2911623.stm NEWSPAPERS. Black,L (Dec18th,2001).One of The Lads.The Guardian.