Does The Environmental Kuznets Curve Exist - 1371 Words

Discussion piece: Does the Environmental Kuznets Curve exist? The case of carbon emissions in Indonesia, China, Australia, and United States. The Kuznets curve is firstly introduced in 1955 by Kuznets as an inverted-U relationship between income inequality and economic development. Later it is found that the Kuznets curve is useful for describing the relationship between environmental pressure and the economic growth or known as the Environmental Kuznets Curve (EKC) (Dinda, 2004). The hypothesis of the EKC is that at early stages of a country’s development, the quality of its environment will be deteriorated faster and getting slow down at some level of income per capita that the economic growth support the increasing of environmental performance (Stern, 2004). The EKC applies differently between countries depend on the economic growth status of the country. This essay will discuss the different appearance of the EKC using the evidences from developing and developed countries. The EKC of developing countries will show the upward slope stage of the curve because of the countries’ focus on economic growth and l ess protection to the environment. Conversely, the developed countries will show the later downward slope stage of the EKC as their economic growth is already high and there is more attention for environmental protection. Figure 1 The Environmental Kuznets Curve Comparation of the EKC appearances between Indonesia, Australia, and United States The EKC of Indonesia,Show MoreRelatedAs the Economy Grows, the Environment Degrades Essay2806 Words   |  12 Pagesgrowth and environmental degradation expanded exponentially (Cole Neumayer, 2005; Stern, 2003; 2004). Most of this intellectual confabulation revolved around the Environmental Kuznets Curve, a hypothesis that argues that environmental degradation would increase during an early economic development phase, eventually reaching the ‘turning point’ where improvement in environmental conditions will begin. 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(2011) finds that the adoption of the improved firewood stove does not necessarily reduce firewood consumption pattern in Nepal. This may be because of the rebound effect (Bensch and Peters, 2013). The rebound effect refers to the sit uation where the use of traditional cooking fuels does not decrease as expected despiteRead MoreThe Incompatibility Between Economic Sustainability And Ecological Sustainability1714 Words   |  7 Pagessustainability and ecological sustainability is a contentious issue, specifically within the area of politics, technology, society, financial economies and environmental issues. When discussing such a matter the terms, sustainability, economic sustainability and ecological sustainability should be defined. Sustainability: the equality of environmental, social and economic necessities between today’s generation and tomorrow’s generation. Economic Sustainability: the employment of various strategies toRead MoreGrowing Number Of Studies ( Ã… ¸Ãƒ   ) Essay940 Words   |  4 Pageskitchens in the developing countries exists even when households own improved cook stoves due to lack of knowledge about indoor air pollution, sanitation and technology operations. Nepal et al. (2011) finds that the adoption of improved firewood stove does not necessarily reduce firewood consumption pattern in Nepal. This may be because of the rebound effect (Bensch and Peters, 2013). The rebound effect refers to the situation where the use of traditional cooking fuels does not decrease as expected despiteRead MoreChinas model7412 Words   |  30 Pagesinimical to China s best environmental and economic interests. This is so for three reasons: * If economic growth were to be slowed or stopped-and sustainable development is essentially concerned with putting boundaries around economic growth-it would be impossible to improve the environmental conditions of China; * The bias for central planning on the part of those endorsing the concept of sustainable development will only serve to make environmental protection more expensiveRead MoreWoolworths Limited Case Study5822 Words   |  23 Pagesretail technology improvements, and by enabling local charities to receive direct donations, in-kind support and facilitation of fundraising Environmentally In November 2007 we launched our Sustainability Strategy 2007-15, identifying our material environmental impacts, setting targets and commitments for improvement, and starting us on the pathway to change. (Woolworths 3 major investment in Australian and New Zealand communities summary) Woolworths has been applauded for taking the initiative andRead MoreInternational Management67196 Words   |  269 Pagesleadership to effective global management. JONATHAN P. DOH is the Herbert G. Rammrath Chair in International Business, founding Director of the Center for Global Leadership, and Professor of Management at the Villanova School of Business. Jonathan teaches, does research, and serves as an executive instructor and consultant in the areas of international strategy and corporate responsibility. He is also Senior Associate at the Center for Strategic and International Studies and an occasional executive educator

Techniques of Comedy Free Essays

Alex Moreno Theater 208 Comedy: Techniques behind the Laughter Comedy is the genre of film that makes even the saddest times bearable and gained a lot of popularity in a time when people needed a boost. Comedy is a unique form of film in its wide range of methods, and in all of these methods there is at least some of a select group of approaches. The true magic that comedy has arises from these select few techniques, that, when used properly, will never fail to generate a laugh. We will write a custom essay sample on Techniques of Comedy or any similar topic only for you Order Now Comedy comes in a wide range of forms, all of which bring a laugh in different ways. There are however, a few specific categories of comedy which become classics. The most effective of these include; screwball, running gags, wit, set-up and punch line, and slap stick. While these are separate categories of comedy, they are very often used together or in other types, to successfully generate a laugh. The question is, what makes them work over and over, and the answer lies in common factors of each technique. An important factor in comedy is the script and use of dialogue. While dialogue is not equally important in all types of comedy, it is still a very effective tool in producing a great comedy. The dialogue must tie in fast pacing, wit, and comedy in order to keep an audience entertained, all while following the script in order to draw the audience in to the film, and keep them hooked. Great comedies always have exceptional dialogue that can make even the most ordinary scene, absolutely hilarious. When dialogue is used properly, it can be comedy in itself, or add to another joke. An example of this is when a main character makes a funny comment about the antagonist or another character. The actions of the other character may not be funny alone, but add some commentary and it becomes extremely funny. Overall, dialogue is not the main drive behind all comedic forms, as seen in silent films, but it is still important to modern comedy in its ability to make ordinary things funny. The next important factor of a successful comedy is the pacing. Fast pacing is the only successful way of making a comedy; the audience must always have something to generate a laugh. Audiences are fickle, and making them wait for something to happen will only cause them to lose interest. The pace must be fast enough to keep people interested, but it must also be at a pace where the audience can keep up with the action. A comedy will not be funny if the next joke starts before the audience even laughs at the last one. A great comedy must find just the right balance that will not lose the audience to boredom, or in a rush. Give the audience enough time to laugh, but don’t let them stop laughing. Another critical factor in generating a successful comedy is in the use of montage. Cutting shots between different angles helps to keep the audience interested by adding fresh perspective, the film must always be moving, and so must the camera. This is used in addition to close-ups and establishment shots during important sequences. A very effective method of doing this is switching shots between characters during important comedic sequences. An example of this would be a main character meant to be funny talking to one of the stagnant characters, anti-comic relief, and showing their lack of reaction to something funny done by the main character. Another method is changing the camera angles while a character has difficulty performing a task. A character struggling to carry a box through a door is funny, but gets old unless you constantly montage in order to keep the scene fresh, adding to the pace. Montage is an important factor in successful comedy because a joke needs to stay fresh in order to be funny, as does a comedy. The casting in a film is of the utmost importance, as not all people are funny in the same situations. Actors all have certain comedic roles, which they best fit into. A serious looking actor with a stern voice would not make a good goofball character. If that same actor is placed into the role of a gangster with the attitude of a child, he becomes a great comic figure. Casting is of the utmost importance as actors must fit their roles, while they have more range in comedy, they still must be believable to some degree. This can be seen by the great number of comedies where people walk out saying; it would have been funny or funnier with someone else. Casting must be done carefully in order also insure that the characters play well against each other. While a grown man acting like a child is funny at times, it becomes extremely effective when there is another character provoking them to behave that way. In the end, casting determines how the audience will react to the story, and whether jokes will be funny when coming from the selected cast. In the end all of these things tie in to make a comedic film funny. If the techniques are used properly you will create a high energy comedy that will keep the audience entertained. True classics have everything that a comedy could need, great dialogue, fast pacing, montage, and great casting. When these techniques are used together properly, a comedy cannot fail. The basic goal of a comedy is to stay fresh, and by utilizing these techniques, even the most played out scenario can become funny all over again. Comedy has made us laugh for nearly a century, and it will continue to so long as it is kept new, fresh, and exciting. How to cite Techniques of Comedy, Essay examples

The Evidence For Age And Gender

Question: Discuss about the Evidence For Age And Gender. Answer: Introduction: Diversity is inclusive of difference that states people of different range and having terms in respect to ethnicity, race, disabilities, background, religion, gender, ideologies, political beliefs and sexual orientation. It is most important element for global business as even the customers, workforce and market are diverse in nature. In todays world variations and culture are numerous in terms of customs, practices, rituals, habits etc. That exists in the world (davis, frolova and callahan, 2016). An individual easily notices different manifestations and colors in a group or society. In this context, one of the major issues being age and gender that is affecting the work performance in some situations prevalent. These issues have to be resolved by accessing, value and analyzing the differences in work as in 21st century workplaces takes pride being gender neutral for its workforce. In this globalised world businesses need be aware culturally and diversely by incorporating strategies by exploiting them to the fullest for the advantage. In present workplace the employees are provided information through social media such as twitter, facebook etc. As with generations different ideas, values, communicating and working smartly is the goal (mack, 2010). The four generation that is present in workplace is traditionalists, baby boomers, generation x and millennias. Traditionalist staffs were present at the time of wwii by adhering to principles and sticking to authority, quality and respect. They were lacking in skills and techniques to work, were hard worker, implements rules, money conservative, physical labor and are logical based representing 6.5% of workforce. Second being baby boomer between the time periods 1946-1964 by working through sacrifice mode. This helped them in being loyal to colleagues and employers that constitutes of 41% of workforce. They work in teams, workaholics, learning on the go, optimistic and working for wellness and health. The generation x is from 1965-1980 periods stated as the first generation growing with computer technology (joshi, dencker and franz, 2011). They work on being productive with 29.5% of workforce by having work flexibility, technology savvy, casual approach, working by having fun etc. The last being generation y or millennials by working through multi-tasking, leveraging between technologies and opting balanced working lifestyle. 22.5% is this by being diverse, sociable, political, confident, diverse, setting goals and working etc. As said by amaram, (2011) when a business or owner becomes complacent in nature he thinks at the first look that it is too hard difficult to form policies regarding diversity, cultural competency and hard for negotiating for flexible working conditions. This is making the employers close ended in terms of promotion or recruitment in certain decisions by excluding some people. As discussed by peterson and thea (2006) the different measures that is related to discrimination and gender biasness are discrimination against compensation package, favoritism in job promotion, recruitment discrimination and setting wage difference in workplace. As per magee, (2014) the reason that is governed by intersection of age and gender is the promotion rate, difference in gender and break timings during employment. As per the international scenario it can be perceived that in north america women and their work are different in terms of job evaluations than men. This is due to the fact that men are considered as resource than women. As said by dyke and murphy, (2006) who interviewed people who are successful estimated that men are making more explicit comments than women that involve material orientation. The difference in interview answer in both men and women varies as men tend to be towards material success and women feel for themselves and their group. In men the emphasis is more up on extrinsic rewards but, in women it is on intrinsic as men feel proud in performing it effectively. According to huges et al., (2003) studies have confirmed that in the process of job evaluation women focus on the aspects of social relations that involves appraisals, coworker and cooperation. As opined by frieze et al., (2006) a study conducted by managers found out that women rank high in terms of personal priority than men as this desire is linked with intrinsic motivation that is salient in women rather than men. The workplace market is divided into vertical and horizontal workforce linked to both male and female biasness in terms of wages and unfair distribution to both gender. As per kelan, (2009) this gender quake is affecting relations and engagement in both genders drastically. The framework for gender discrimination and productivity is explained below with the diagram: [source: abbas, hameed and waheed, 2011] The above depicts the fact that gender discrimination is happening in three elements- promotion, hiring and providing facilities and goods. This is all linked to employee productivity as each one has its own place in workplace. Each term is crucial for management to perform well so that employees act as asset not as tool. Thus, gender biasness can be concluded that participation of women in workplace is crucial as it leads to creativity and innovation due to amalgamation of backgrounds, skills and perspectives in both genders (garg and punia, 2015). With rising age the productivity gets hampered in terms of organization change this is also affecting individual productivity. The changes taking is involved in age diversity affects the firm performance depending up on the nature of the task performed in the business. This change is coming in workplace with the process of ageing as the employee is not able to perform effectively. In australia age discrimination is the biggest issue that the employers are facing but, are not ready to admit. A survey conducted by hays, (2014) estimated that one in 10 bosses wont hire employees who are beyond 50 years of age. This survey conducted reveals that old workers are being treated as redundant by the employers in australia. Third business leaders refers that old workers are not comfortable for reminding them their work by the younger people and at times forget what they have to perform. This affects productivity in workplace as time is being consumed in the process and one in 5 is not ready to recruit old people in job (hays, 2014). Another survey conducted in berlin by the max planck institute for human development gave between the age of 65 to 80 and 20 to 31 to perform tasks in respect to episodic and working memory and perpetual test. The outcome was old people were more effective and reliable by stating the result as motivated, stable mood and routine is balanced. According to australian bureau of statistics people aged between 55 and 64 years are not being employed for long-term as in contrast with people age between 35-44 years i.e. 22% and 13% for 15-24 years old (hays, 2014). The unconscious bias occurs when the individual is unaware about the world that is fostered by various factors such as family, community and culture. According to neill, (2015) in case of workplace it affects the whole hr process starting from job advertisements, conducting interview, selection and acquisition of talent by retaining it efficiently. The other factors are age, hair color, disability, height, personality etc. That affects the workforce widely. As per neill, (2015) when a business continues to employ same kind of staffs in organization the range is limited to knowledge, skills, opportunities and idea sharing. In other way the productivity is hampered as not having diverse workforce means not providing effective service to consumers or producing in large quantities. From the above discussion it can be concluded that workplace diversity is the biggest challenge that fosters opportunity in business. The strategic use of human resources is done by valuing the workforce diversity and attaining the advantage and disadvantage for managing it effectively. In this globalization era no workplace could survive without diverse workforce but, its benefits can be seen in long-term. References Abbas, d., hameed, a. And waheed, a. (2011). Gender discrimination its effect on employee performance/productivity. International journal of humanities and social science, [online] 1(15). Available at: https://www.ijhssnet.com/journals/vol_1_no_15_special_issue_october_2011/20.pdf [accessed 23 aug. 2016]. Amaram, d. (2011). Cultural diversity: implications for workplace management. Jdm, 2(4), p.1. Davis, p., frolova, y. And callahan, w. (2016). Workplace diversity management in australia. Equal div and incl: an int j, 35(2), pp.81-98. Dyke, l. S., murphy, s. A. (2006). How we define success: a qualitative study of what matters most to women and men. Sex roles, 55, 357371. Elisabeth k. Kelan (2009). gender fatigue: the ideological dilemma of gender neutrality and discrimination in organizations. Canadian journal of administrative sciences vol. No.26, pp. 197-210. Frieze, i. H., olson, j. E., murrell, a. J., selvan, m. S. (2006). Work values and their effect on work behavior and work outcomes in female and male managers. Sex roles, 54(1/2), 8393. Garg, d. And punia, b. (2015). Gender implication of high performance work practices in indian organisation. Sona global management review, 9(3). Hays.com.au. (2014). The balancing act creating a diverse workforce. [online] available at: https://www.hays.com.au/cs/groups/hays_common/@au/@content/documents/digitalasset/hays_154080.pdf [accessed 23 aug. 2016]. Hughes, k., lowe, g. S., schellenberg, g. (2003). Mens and womens quality of work in the new canadian economy: research paper w|19. Canadian policy research networks. Joshi, a., dencker, j. And franz, g. (2011). Generations in organizations. Research in organizational behavior, 31, pp.177-205. Mack, m. (2010). 4 generations in the workplace. 1st ed. Tasc conference. Magee, w. (2014). Effects of gender and age on pride in work, and job satisfaction. Journal of happiness studies, [online] 16(5). Available at: https://link.springer.com/article/10.1007/s10902-014-9548-x [accessed 23 aug. 2016]. Martin, c. A. (2005). From high maintenance to high productivity. What managers need to know about generation y. Industrial and commercial training,37, 3944 Neill, r. (2015). The importance of a diverse and culturally competent workforce. 1st ed. Nsw: head teacher hsie, newtown high school of the performing arts. Petersen, trond thea togstad (2006). getting the offer: sex discrimination in hiring. Research in social stratification and mobility science direct vol. No. 24, pp. 239257.