Paying for School COLUMBIA UNIVERSITY - SIPA Admissions Blog

Paying for School COLUMBIA UNIVERSITY - SIPA Admissions Blog The admission season is filled with ups and downs for applicants.   You may receive admission offers from some schools and not from others.   Those who are admitted may experience the exhilaration of all their hard work paying off only to experience the worry of how to pay for the tuition and all of the related educational expenses. When I speak with prospective students I always try to be upfront and state that I do not like surprises.   I do not want people to be surprised by the fact that the cost of attending SIPA for two years can well exceed $100,000.   This figure includes tuition, fees, housing, food, travel, health insurance and everything it will take to support your studies for approximately two years in a city known for high prices. I also do not want to hide the fact that we are only able to award funding to approximately 10% of first year students.   I am happy to say that 70% of those who apply for funding in their second year at SIPA are awarded a scholarship. Having worked in higher education for many years now, I can say that it is quite common to have very emotional conversations with students about money and financial aid.   I can both empathize and sympathize with students I speak with because I attended graduate school and took a considerable amount of loan funding to do so.   I am also happy to say I did apply for and receive scholarships to attend school. Unfortunately when I speak with students and ask them about the effort they have put into searching for scholarships or other sources of free funding, very few are able to respond in the affirmative.   It is common to hear responses such as: “I simply don’t have time.”   “I don’t know where to look.”   “I started to look but there was nothing out there.” For me searching for scholarships is like many other things in life â€" the effort you put in equals the result.   If you want an “A” in a class you have to put in the time.   If you want to find an apartment in New York City you have to search, talk to people, and expend a great deal of energy. In a way searching for scholarships is like saving for retirement.   First, the sooner you start the better off you are.   Second, it is wise to keep researching for ways to make your money and opportunities grow.   So my question to you applicants out there is, “How much time have you spent looking for funding?” My hope is that you have been looking but if not it is never too late to start.   My advice to you would be to make scholarship searches a part of your normal routine.   Most of us have things we like to do that we will not miss.   It can be watching a T.V. show, going to the gym, or taking time to write a letter to a friend.   Schedule a time once a week to look for scholarships and it literally can pay off.   Here are some ways to get started: •  Check out SIPA’s own fellowship database. We search for scholarships for you and post them to the database.   The database is not SIPA specific.   As we search for and hear about funding, we make the information available to you. •  Use RSS  technology to deliver news to your email account or RSS Reader.   RSS allows for news to be delivered to you without having to go look for it every day.   As an example, Gmail accounts have something called the “Alert” tool and I am sure other providers have the same capability.   All you have to do is put in text for searches and a search engine will perform the searches daily  and deliver news to your email account.   You can type in search terms like “Graduate School Scholarships” or “International Affairs Scholarships.”   You can also utilize an RSS reader.   They are free and if you do not know what an RSS reader is, click here for a YouTube tutorial. •  Talk to people you know who have gone to graduate school and find out if they were able to find scholarship opportunities. •  Contact people who are willing to write you a letter of recommendation and have them make multiple copies of the recommendation letter and give them to you in sealed envelops so you are ready if a scholarship opportunity arises and there is a tight deadline. I will not say the process of searching is easy and it can take a considerable amount of effort.   However, if you wish to reduce the amount of loan funding you might need to pay for school it is well worth the effort.

The Way My Elementary School Delt With Age Disparity Essay

The way my elementary school delt with age disparity was by assigning each second grader a fifth grade â€Å"buddy.† I really wanted Jonah for my buddy. He was the coolest kid at school, and he liked baseball, just like I did. Like all the fifth graders, he was really excited to have a younger buddy and excitedly jostled his way into the room alongside his classmates. My teacher gave each child a half sheet of construction paper cut in a specific pattern - whoever’s paper matched mine would be my buddy. Mine was red, as was Jonah’s. It seemed too good to be true. I felt delighted but became confused when I realized that Jonah was looking at me in a weird way, with a sort of pity and fear in his eyes. â€Å"What’s wrong?† I asked. The look didn’t fade from his eyes. â€Å"You’re black, aren’t you? You must be a part of the METCO Program,† he replied, his words long and drawn out as if he thought I couldn’t understand. I didn’t really understand at the time, but as a seven year-old, I was labeled. A ten year-old white American boy marked me as black. Because my skin was a little bit darker than his, he made a set of assumptions about my race and intelligence that were entirely false. I am half Indian and half European, so my skin is naturally a lighter shade of brown typical of my ancestors from Punjab.Why is it that despite centuries of our nation fighting racism, it still persists in 2016? But what are we fighting over? Race, but what is race? Biologically speaking, it relates to the

Strategic Position of Starbucks - Building a Sustainable Supply Chain Free Essay Example, 3000 words

The Bowman s strategy clock suggests that Starbucks falls under the category of Focused differentiation. This category is characterized by high price and high perceived value. Starbucks charge premium price for high quality coffee, unique ambience and customer experience. The high perceived value allows the company to build a strong brand awareness which acts as a competitive advantage for the company. The rival brands of Starbucks like Caf Nero and Dunkin Donuts fall under Differentiation and Hybrid category. Caf Nero has medium perceived value offered at a medium price, thus it follows a differentiation approach. On the other hand Dunkin Donuts falls under the hybrid category, which is characterized fair perceived quality at a lower price. Although Dunkin Donuts does not offer unique in-store experiences like Starbucks but it has captured consumer preference by product quality and competitive pricing (MarketLine, 2014). The perceptual map shown above highlights the relative posi tion of Starbucks based on two parameters, product quality and price. The graph suggests that Starbucks offers high product and service quality at a higher price than its competitors. The high product and service quality has allowed the company to enjoy the leadership position in the market. The graph shown above suggests that the company has incorporated an appealing aesthetics which offers the customers a unique Starbucks experience , thereby gaining higher preference from the niche customers. We will write a custom essay sample on Strategic Position of Starbucks - Building a Sustainable Supply Chain or any topic specifically for you Only $17.96 $11.86/page This section discusses the external drivers and its affect the business of Starbucks by using PESTLE analysis.

Current research into the health-related impact of bullying at work. Free Essays

Abstract This paper addresses the current state of research concerning the psychological and physical effects that bullying within the work place can have on the victim, both its immediate impact and in the long term. The effectiveness of the research method of large scale surveys as a means of determining these findings will be considered. Introduction A recurring issue that arises in the literature of bullying is that it is hard to define; it is a broad term that can be used for a continuum of cases, from a physical assualt to a verbal attack on a person’s character. We will write a custom essay sample on Current research into the health-related impact of bullying at work. or any similar topic only for you Order Now Currently the UK has no legal definition for what constitutes as bullying due to this inability to formally characterise it. UNISON (2003) defines it as â€Å"..persistent unacceptable ‘offensive, intimidating, malicious, insulting or humiliating behaviour, abuse of power or authority which attempts to undermine an individual or group of employees and which may cause them to suffer stress’†. Bullying can be carried out by individuals or groups (mobbing) and can occur at almost every level within an organisation. A survey conducted by Hoel and Cooper (2000) found the phenomenon was prevalent regardless of the sex, ethnicity or superiority, they also recorded that 68.5% of instances of bullying extend over a year. The profile of the victim is largely determined by the bullies want of power and control (Kurth, Spiller Travis, 2000), as such the victim will tend to have poor social and problem-solving skills (Cook et al., 2010), typically in lower superiority relati ve to the instigator. The bullying itself can be both blatant deliberate or subconscious acts, typically in a way that the victim in unable to defend against (CIPD, 2005), removing any sense of control. In order to do this without the risks (e.g. criminal charges or a morality issue), abuse in a workplace is largely indirect (or social aggression) (Daniel, 2006) and within the rules of the organisation. This typically will involve spreading rumours, being highly critical of their work and character, overload of work responsibilities or verbal and physical harassment. The role of power in the bully-victim relationship is best represented in what Fuller (2003) termed as â€Å"Rankism† whereby the bully exploits the disparity of their particular rank in a hierarchy; through the â€Å"superiority† within a company they reduce the risk of the victim reporting to a higher rank, leaving the victim feeling powerless and without options. This ability to abuse subordinates with impunity could explain its prevalence in supervisory roles, as reported by Namie Namie (2000). Effects The abuse can have an immediate detrimental effect of offence and humiliation, but when repeated over a period of time this can lead to severe psychological distress (Einarsen, 2003; Daniel 2006; Vartia, 2001) including stress, damaged self-esteem and confidence, overarousal, anxiety issues, depression, and- in some cases even suicide, all of which can carry over from the work environment to the victims social life in general-. The range of symptoms varies vastly depending on the severity of the attacks, the frequency and the duration it extends over unresolved. Stress is the biggest cause of sickness in the UK and workplace bullying contributes up to 50% of the total figures (Daniel, 2006). Einarsen (2003) found that mental health was beyond the threshold level where people would need to seek psychiatric consultation. Victims can develop somatic symptoms such as sleeping disorders or lowered resistance, leading to physical illnesses and a range of disorders (Sansone Sansone, 2008). The research from the CIPD (the Chartered Institute of Personnel and Development) suggests that initially the victim will be unaware of the bullying and will interpret it as a professional standard, as such they will consider it a failing on their part, over time as the initial assaults are reinforced the victim can become exhausted, incapable of defending themselves and demoralised, their initial means of coping have been ineffective and it becomes a problem-solving issue. If the victim perceives the situation as their fault they can develop anxiety in performing their jobs; Turney (2003) cites a case where a lawyer was criticised so consistently that he lost confidence in performing simple tasks like writing letters. These findings however still have to account for the fact that some of the traits of bullying victims might themselves be pre-morbid, this is a major problem with large surveys: the level of vulnerability and sensitivity before and after cannot be made distinct; Coyne et al. (2000) raises the question as to what traits associated to the effects of bullying are in fact pre-existing traits that are targeted by the bully. Einarsen (2003) gives the example of re-experiencing the event(s) as something that could be directly linked to a symptom of bullying, but a quality like a negative attitude has been found to be part of the profile of a â€Å"typical† victim (Cook et al., 2010). If there is such a thing as a predisposed victim, their inclusion could distort the outcome of the research in determining the true effects of bullying. Mechanism In a culture where people identify themselves by their jobs, when their inferiority in this is brought into question, it naturally carries over to their identity, leading to low self-esteem; in some cases resulting in abandoning the idea of finding employment again (CIPD, 2005). Surveys have shown that some common coping reactions are regression to substance abuse, eating disorders, social isolation and internalisation tactics (Sansone Sansone, 2008; CIPD, 2005; Daniel, 2006); Einsarsen sees it as their perception of their environment becoming that of hostility where simple tasks can become acts of self-recrimination. Daniel (2006) reports that roughly 25% of the victims leave their jobs as a result of the bullying without even reporting the incident. There exists no model that can fully explain the complex mechanism by which bullying induces the varied symptoms. Mark Smith (2008) reviewed the twelve most significant models of how work related stress could produce its symptoms: none of them can be deemed satisfactory in reproducing the true statistics- considering the range of symptoms, the variation in the sector, variation of profiles, and the diverse nature of the human psyche, this is not unexpected. Conclusion The current level of understanding of bullying and its effects of the victim is in a state of arrested development- it is possible to predict how being bullied will create a stressful state of mind, but the variation in possible characters and their ability to cope with abuse makes the mechanism of symptom production hugely complex. It is possible to predict a victim based on a profile as Coyne et al. (2000) suggests, but the relationship between duration, severity, frequency of the abuse and the development of psychological responses means the impact on the health of the victim is highly unpredictable. Word count: 1065 References CIPD, (2005). Bullying at work: beyond policies to a culture of respect. Retrieved 17/12/2012 from [http://www.cipd.co.uk/NR/rdonlyres/D9105C52-7FED-42EA-A557-D1785DF6D34F/0/bullyatwork0405.pdf] Cook, C.R., Williams, K.R., Guerra, N.G., Kim, T.E. Sadek, S. (2010). Predictors of bullying and victimization in childhood and adolescence: a meta-analytic investigation. School Psychology Quarterly, 25(2), pp. 65-83. American Psychological Association. Coyne, I., Seigne, E. Randall, P. (2000) Predicting workplace victim status from personality. European Journal of Work and Organizational Psychology, 9(3), pp. 335-349. Taylor Francis Daniel, T.A. (2006). Bullies in the workplace: A focus on the â€Å"abusive disrespect† of employees. SHRM Whitepapers. Retrieved 16/12/2012 from [http://moss07.shrm.org/Research/Articles/Articles/Pages/CMS_018341.aspx.] Einarsen, S. (2003). Individual effects of exposure to bullying at work. Bullying and Emotional Abuse in the Workplace: International Perspectives in Research and Practice. London: Taylor Francis. Fuller, Robert W. (2003). Somebodies and Nobodies: Overcoming the Abuse of Rank. Gabriola Island, Canada: New Society Publishers. Hoel, H., Cooper, C.L., (2000). Destruction conflict and bullying at work. UMIST Survey. Retrieved 16/12/2012 from [http://www.socialpartnershipforum.org/SiteCollectionDocuments/UMIST%20report.pdf ] Kurth, S. B., Spiller, B.B., Travis, C. B. (2000). Consent, power and sexual scripts: Deconstructing sexual harassment. In C. B. Travis J. W. White (Eds.), Sexuality, society and feminism, pp. 323-354. Washington, D.C. American Psychological Association. Mark,G.M. Smith,A.P. 2008. Stress models: A review and suggested new direction. Vol. 3.Nottingham University Press. .Namie, G., Namie, R. (2000). The bully at work: What you can do to stop the hurt and reclaim your dignity on the job. Naperville, IL: Sourcebooks, Inc. Rick, J., Perryman, S., Young, K., Guppy A. Hillage, J. (1998). Workplace trauma and its management: a review of the literature. IES Report. Retrieved 17/12/2012 from [http://www.hse.gov.uk/research/crr_pdf/1998/crr98170.pdf] Sansone, R.A. Sansone, L.A. (2008) Bully Victims: Psychological and Somatic Aftermaths. Psychiatry (Edgmont), 5(6), pp. 62–64. Turney, L. (2003) Mental health and workplace bullying: The role of power, professions and on the job training. Australian e-Journal for the Advancement of Mental Health, 2(2), [http://www.auseinet.com/journal/vol2iss2/turney.pdf] UNISON, (2003). Bullying at work. Retrieved 16/12/2012 from [http://www.unison.org.uk/acrobat/13375.pdf] Vartia, M. (2001) Consequences of workplace bullying with respect to the well-being of its target and the observers of bullying. Scandinavian Journal of Work Environment and Health, 27(1), pp. 203-214. How to cite Current research into the health-related impact of bullying at work., Essays

Tale Of Genji Overveiw Essay Research Paper free essay sample

Narrative Of Genji Overveiw Essay, Research Paper 1. The work forces expected the # 8220 ; hidden flower # 8221 ; to be from the upper category, nevertheless, in-between category was acceptable. Bing in the lower category was wholly unacceptable. The adult female must hold unflawed beauty, intelligence, fidelity ( even though this was hypocritical ) , and entry. Submissiveness is a namby-pamby feature because Genji was most attracted to those that rejected him and did non accept his progresss as Murasaki and Aoi did. Genji wanted to model the perfect adult female or # 8220 ; hidden flower # 8221 ; out of Murasaki. She was hidden off and he kidnapped her to do her into who he wanted her to be. Genji seemed to bask the pursuit and challenges involved with adult females. He seemed to travel from one adult female to the following to hike his ego regard and solidify his image as a adult male. Each adult female had admirable traits ; nevertheless, each adult female had really distinctable defects to Genji, which discredited her from being the # 8220 ; perfect # 8221 ; adult female. We will write a custom essay sample on Tale Of Genji Overveiw Essay Research Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page For illustration, Murasaki was really immature and non submissive due to her immatureness. Aoi was really rough and provided no pursuit for him because she already belonged to him. Rokujo was seven old ages older than Genji and was really covetous. The Saffron Flower did non possess the unflawed beauty that was desired. All of these adult females were beautiful in their ain ways ; Genji was excessively unsighted to recognize it. 2. Geni was capturing on the exterior to most that knew him. However, a closer scrutiny reveals that he is selfish, uncompassionate, unfaithful and superficial. He is everything I am non looking for in a adult male. He sees what he wants and he takes it, as he did with Murasaki. He is really hypocritical. Genji expects his married woman to be faithful to him while he is invariably sharing himself with other adult females. Lady Murasaki does praise Genji ; nevertheless, her regards do non fit his actions. Lady Murasaki might hold experienced a similar experience in her ain life. She might hold been utilizing Genji as an illustration to demo how work forces are praised for making immoral Acts of the Apostless such as being unfaithful when adult females are ridiculed for such Acts of the Apostless. 3. Womans are expected to function work forces deferentially. They are like flowers # 8230 ; beautiful, delicate and they have no pick in who comes along and picks them. Womans were used for amusement and satisfaction. The book seemed to fundamentally go around around Genji # 8217 ; s relationships with adult females. 4. Apparels represented societal position throughout the novel. Even if adult females were non wholly acceptable to Genji, he would direct them apparels to convey them up to his criterions. Peoples were really self-aware of manner. Still today people are judged based on name trade names and manners of vesture. 5. Sneaking about was a cardinal subject in the novel. Shadows and screens enhanced this topic. The houses and suites were easy entered and unfastened which might hold represented the easiness with which Genji entered into personal businesss with assorted adult females. The houses were distant which made mousing around possible. Several cases occurred which represented the characters emotions and the events taking topographic point. For illustration, the storm after Aoi # 8217 ; s decease represented the bereavement and darkness in Genji # 8217 ; s life. 6. Poetry and letters were the chief signifier of communicating throughout the novel. Secrecy and coded information were really of import as good. Secrecy made the brushs more exciting and perplexing. Peoples were judged by how good they wrote poesy and the manner in which it was written. The colour of the paper was besides critical for it set the temper and communicated unwritten emotions.

Employment and Form I

Employment and Form I Employment and Form I- 9 Essay OMB No. 1615-0047; Expires 06/30/09 Form I-9, Employment Eligibility Verification Department of Homeland Security U.S. Citizenship and Immigration Services Instructions Read all instructions carefully before completing this form. Anti-Discrimination Notice. It is illegal to discriminate against any individual (other than an alien not authorized to work in the United States) in hiring, discharging, or recruiting or referring for a fee because of that individual's national origin or citizenship status. It is illegal to discriminate against work-authorized individuals. Employers CANNOT specify which document(s) they will accept from an employee. The refusal to hire an individual because the documents presented have a future expiration date may also constitute illegal discrimination. For more information, call the Office of Special Counsel for Immigration Related Unfair Employment Practices at 1-800-255-8155. What Is the Purpose of This Form? The purpose of this form is to document that each new employee (both citizen and noncitizen) hired after November 6, 1986, is authorized to work in the United States. When Should Form I-9 Be Used? All employees, citizens, and noncitizens hired after November 6, 1986, and working in the United States must complete Form I-9. Filling Out Form I-9 in Section 2 evidence of employment authorization that contains an expiration date (e.g., Employment Authorization Document (Form I-766)). Preparer/Translator Certification The Preparer/Translator Certification must be completed if Section 1 is prepared by a person other than the employee. A preparer/translator may be used only when the employee is unable to complete Section 1 on his or her own. However, the employee must still sign Section 1 personally. Section 2, Employer For the purpose of completing this form, the term "employer" means all employers including those recruiters and referrers for a fee who are agricultural associations, agricultural employers, or farm labor contractors. Employers must complete Section 2 by examining evidence of identity and employment authorization within three business days of the date employment begins. However, if an employer hires an individual for less than three business days, Section 2 must be completed at the time employment begins. Employers cannot specify which document(s) listed on the last page of Form I-9 employees present to establish identity and employment authorization. Employees may present any List A document OR a combination of a List B and a List C document. This part of the form must be completed no later than the time of hire, which is the actual beginning of employment. Providing the Social Security Number is voluntary, except for employees hired by employers participating in the USCIS Electronic Employment Eligibility Verification Program (EVerify). The employer is responsible for ensuring that Section 1 is timely and properly completed. If an employee is unable to present a required document (or documents), the employee must present an acceptable receipt in lieu of a document listed on the last page of this form. Receipts showing that a person has applied for an initial grant of employment authorization, or for renewal of employment authorization, are not acceptable. Employees must present receipts within three business days of the date employment begins and must present valid replacement documents within 90 days or other specified time. Noncitizen Nationals of the United States Employers must record in Section 2: Section 1, Employee Noncitizen nationals of the United States are persons born in American Samoa, certain former citizens of the former Trust Territory of the Pacific Islands, and certain children of noncitizen nationals born abroad. Employers should note the work authorization expiration date (if any) shown in Section 1. For employees who indicate an employment authorization

How To Say Again in Spanish

How To Say Again in Spanish Although Spanish has no single word that means again, it has at least three common ways of expressing the concept. They are usually interchangeable. Key Takeaways: 'Again' in Spanish The most common way of expressing the concept of again in Spanish is by using the verb volver followed by a and an infinitive.The adverbial phrases otra vez and de nuevo also are frequently used to mean again.The phrase una y otra vez can be used to strongly emphasize the concept of again. Volver a + Infinitive Volver typically means to turn or to return, but when followed by the preposition a and an infinitive it is perhaps the most common way of saying again. If you think of volver a as meaning to return to, you can see how it can be used in all tenses and moods. Nunca volverà © a trabajar en esta ciudad. (I will never again work in this city.)Es probable que no vuelva a escribir. (She probably isnt writing again.)El jefe vuelve a vender acciones de Microsoft. (The boss is again selling shares in Microsoft.)Es importante que volvamos a tener un cierto respeto por el acto de comer. (It is important that we again have a certain respect for the act of eating.)Costanzo volvià ³ a defenderse. (Costanzo again defended himself.)No quiero que vuelvas a llorar. (I dont want you to cry again.)Quiero volver a viajar con mi madre a Buenos Aires. (I want to travel again with my mother to Buenos Aires.) Otra Vez Literally, otra vez means another time. Note that una should not precede this phrase. Its use is especially common in partial sentences, i.e., ones with no verb. In complete sentences, otra vez, like most adverbs, is usually placed next to (either directly before or after) or after the verb it modifies. The same is true for other again phrase show below. Siento que otra vez va a pasar lo mismo. (I feel the same thing is going to happen again.)Mucha tarea otra vez. (Much homework again.)Est otra vez de moda. (Its in style again.)Parece que olvidaron otra vez explicarme el problema. (It seems that they again forgot to explain the problem to me.)El mecanismo empezà ³ otra vez a responder. (The mechanism began to respond again.) De Nuevo Like otra vez, de nuevo can be used in partial sentences without a verb. Unlike the English equivalent of anew, its closest equivalent, de nuevo has colloquial as well as formal usage. Brasil, de nuevo campeà ³n mundial. (Brazil, again the world champion.)Voy a escribir de nuevo a usted tambià ©n. (Im going to write to you again.)Hace unos meses me hablà ³ de nuevo. (A few months ago she spoke to me again.)Empezarà © de nuevo sin mirar atrs. (I will begin again without looking back.)Tan pronto la tenemos, contactaremos de nuevo contigo. (As soon as we have it, we will contact you again.) Miscellaneous Translations of 'Again' A common equivalent of again and again is una y otra vez. El nuevo presidente se contradice una y otra vez. (The president contradicts himself again and again.)Es importante escuchar una y otra vez. (It is important to listen again and again.) ¿Hay pelà ­culas que podrà ­as ver una y otra vez sin cansarte? (Are there movies you could see again and again without getting tired of them?) There are a few idioms where again doesnt mean another time. Among them are its uses in the phrase now and again, which can be translated as de vez en cuando, and the phrase then again, which can be translated as por otra parte. Los delfines nos visitan de vez en cuando. (Dolphins visit us now and again. You could also translate this sentence to English using phrases such as occasionally and from time to time.)Si no te equivocas de vez en cuando, es que no lo intentas. (If you dont make a mistake now and again, its because you arent trying.)Por otra parte, no vamos a confiar en este software. (Then again, we arent going to trust this software. You also could translate this sentence using phrases such as on the other hand or furthermore, depending on the context.)Por otra parte, no queremos acusar a ellos de ser locos. (Then again, we dont want to accuse them of being crazy.)