The Overall Quality Of Life Of The Asian American Community

Healthcare access, unfortunately, is more difficult for residents for who cannot access transportation easily. All households in San Francisco, though, are within a quarter mile of a local bus route or rail station. Proximity, however, does not necessarily equal accessibility, as vulnerable residents like low-income individuals or immigrants have a harder time utilizing services. San Francisco is also known for having the highest income inequality in the state (CDPH, 2012; SFDPH, 2012). Experience One can conclude that the overall quality of life of the Asian American community is moderate. There is access to resources and services that they need, and most of them are readily available. Not all of the communities living in San Francisco, though, have equal access to certain services, and there are still various services that needs to be up to par with the state and national benchmarks. Some of the major factors that affects access are the inability to pay or distance of the service from their location. For Chinatown residents, they are living in overcrowded conditions, which can increase their risk for respiratory and ear infections (CDPH, 2012; SPDFH, 2012). They also face poor sanitation, high environmental noise, and residential fires. Chinatown residents are facing an increasingly elderly population, while sitting in a medically underserved area (SFDPH, 2012; Human Service Agency of San Francisco, 2012). Key social factors that affect the Asian American population’ sShow MoreRelatedThe Anxiety Of Asian American Immigrant Children Essay1089 Words   |  5 PagesMental Health, 2015). Also, mental health problems are currently extremely stigmatizing in most Asian cultures, and compared to Caucasians, Asian Americans exhibit significantly high levels of mental health problems (Young et al., 2010). 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This racial tension can sometimes can cause the oppressed to band togetherRead More Asian American Stereotypes in Film Essay1367 Words   |  6 Pagesnbsp;nbsp;nbsp;nbsp;nbsp;Asian Americans only make up a small percent of the American population. Even more significant is that this percentage live mostly on the west and east coasts of mainland United States and Hawaii; leaving the rest of the American population to most likely get their exposures to Asians through television and movies. However the exposure they have receive throughout the history of cinematography has been hardly flattering. Throughout the cou rse of history Asians in film have beenRead MoreInterracial Marriage Between Asian Men And Women860 Words   |  4 PagesBefore I start researching for this topic, I noticed that most of the interracial romantic relationships among Asian on campus involved Asian women. Is that mean Asian women tend to attract and fall in love with the different race as themselves? What cause the imbalance interracial dating or marriage between Asian men and women? Would Asian men or women feel more superior when they have interracial relationships? I believe this situation can be explained in three aspects: experience of racial discriminationRead MoreIs Affirmative Action Racist? Essay1523 Words   |  7 Pagesaspects of life. Every American deserves an equal opportunity to succeed, which is why affirmative action is inherently racist. Affirmative action refers to various government policies that aim to increase the proportion of minorities and women in jobs and educational institutions historical ly dominated by white men. The policies usually require employers and institutions to set goals for hiring or admitting minorities. 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White Americans | Whites here in the United States are classified as individuals that have origins with the Middle East, Europeans, and North Africa (U.S. Census Bureau, 2001). | A large part of the United States population of 230 million (approximately 78.1%) is occupied by White Americans. | White Americans tend to sometimes be outspoken. They also value their independence and have strong religious beliefs. White Americans are very cordial with their greetings butRead MoreHealth Disparities Within Dekalb County1709 Words   |  7 Pageswell-being of its communities today as it relates to cultures and institutions. The population of African Americans is higher in Georgia than in the United States because of the transatlantic slave trade, which brought an abundance of African Americans to the state by force. The history of slavery still impacts African Americans today and causes many health disparities that can be seen around the world not only in Georgia. The obvious and tra gic impact of health disparities in our communities is the disproportionateRead MoreRacism And Discrimination : America s Justice System1301 Words   |  6 Pages society, and cultural upbringing. Native American, Caucasians, African Americans, Asian Americans, Hispanic is all vastly discriminated when we as people, consider race as a viable indicator of weakness. Native Americans are seen as people whose pre-Columbian ancestors were indigenous to the lands within the nation s modern boundaries. Although, the public perception of the acceptability of racial profiling varies under circumstances, Native Americans suffer from Rural justice that demonstratesRead MoreAbundance Of Facilities For Outdoor Recreation And Leisure Activities1212 Words   |  5 Pagespopulation data to prove that the community of Ladera Ranch is a good location to open a business. Based on this data, the report will recommend the type of business that is best suited for the community. Ladera Ranch is a census-designated place located in south Orange County, California (â€Å"Ladera Ranch†, 2012); nearby cities include Mission Viejo, San Juan Capistrano, and Rancho Santa Margarita. Construction of Ladera Ranch began in 1999 with the goal of creating a community where residents enjoy recreational

Essay On Mscs - 808 Words

Applications of MSCs: Findings of in vitro studies, animal models and clinical practices have suggested different applications for MSCs. There are a large number of clues about the efficiency of MSCs in regenerative medicine, tissue engineering and immunotherapy. Currently, a significant number of clinical trials have been conducted on the application of MSCs in the treatment of various diseases, including orthopedic wounds (30), cardiovascular diseases (31), autoimmune diseases such as Crohns, type 1 diabetes (32) and GVHD following stem cell transplantation and liver diseases. Moreover MSCs are applied as cell therapy for the treatment of bone and cartilage disorders, contributing to wound healing (33) or they are applied in the†¦show more content†¦MSCs are a promising tool for cell therapy. They partly contribute to the repair of injured tissues, but they cannot effectively play role in tissue repairing because of their scarce number (e.g. 1 per 106 cells in bone marrow or 1 per 104 cells in umbilical cord) (6). Therefore, in vitro cultivation and expansion and increasing their number for therapeutic purposes is necessary. However, their characteristics and phenotypes may be affected after cultivation and proliferation, depending on factors such as age and donor conditions, cell separation techniques, culture media and supplements (8). Because of self renewality and the ability to differentiate into different lineages they are an extremely appropriate treatment option (37) and are considered as an ideal source for tissue engineering (38). 2. MSCs also have immunosuppressive or immunomodulatory features because of producing immunosuppressive cytokines. Among varied MSCs sources, adipose tissue isolated MSCs have the highest immune suppression potential (39). They have a wide range of functions to suppress the innate and acquired immune responses which include, regulating cytokine production, suppressing cytotoxic T-cell activity, inhibiting differentiation of dendritic cells, elevating the number of regulatory T cell (40) and inhibiting the activity of B-cell, NK-cell and DC. They mainly function through induction of soluble factors such as TGF-b, HGF, NO and HLA-G. Although they canShow MoreRelatedApplications Of Msc Essay1127 Words   |  5 PagesMajor applications of MSCs are: 1. MSCs are a promising tool for cell therapy. They partly contribute to the repair of injured tissues, but they cannot effectively participate in tissue repairing because of their scarce number (e.g. 1 per 106 cells in bone marrow or 1 per 104 cells in umbilical cord) (6). Therefore, in vitro cultivation and expansion and increasing their number for therapeutic purposes is necessary. 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A(n) _________ is a nerve cell. a. axon c. dendrite b. neuron d. glial cell ANS: B DIF: 1 REF: 2-26 OBJ: 1 MSC: TYPE: Factual NOT: BTC 3. ________ remove dead neurons and waste products from the nervous system, nourish and insulate neurons, and direct their growth. a. Schwann cells c. Glial cells b. Neurons d. Myelin sheaths ANS: C DIF: 2 REF: 2-26 OBJ: 1 MSC: TYPE: Factual 4. The function ofRead MoreAutonomic Nervous System and Obj8649 Words   |  35 Pagesrespond.|d.|to drives.| ANS: C DIF: 2 REF: 9-188 OBJ: 1 MSC: TYPE: Factual 2. The study of motivation is an attempt to understand __________ a behavior occurs. a.|why|c.|when| b.|how|d.|all of these| ANS: A DIF: 1 REF: 9-188 OBJ: 1 MSC: TYPE: Factual NOT: BTC 3. Psychologists define hypothetical states that activate behavior and propel one towards goals as a.|needs.|c.|drives.| b.|motives.|d.|incentives.| ANS: B DIF: 1 REF: 9-188 OBJ: 1 MSC: TYPE: Factual 4. 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Estimated compensating wage differentials Free Essays

( B ) Critically appraise the findings of empirical surveies that have estimated compensating pay derived functions. Compensating derived function is a term used in labour economic sciences to analyse the relation between the pay rate and the unpleasantness, hazard, or other unwanted properties of a peculiar occupation. A counterbalancing derived function, which is besides called a compensating pay derived function or an equalizing difference, is defined as the extra sum of income that a given worker must be offered in order to actuate them to accept a given unwanted occupation, comparative to other occupations that worker could execute. We will write a custom essay sample on Estimated compensating wage differentials or any similar topic only for you Order Now One can besides talk of the counterbalancing derived function for an particularly desirable occupation, or one that provides particular benefits, but in this instance the derived function would be negative: that is, a given worker would be willing to accept a lower pay for an particularly desirable occupation, comparative to other occupations. The thought of counterbalancing derived functions has been used to analyse issues such as the hazard of future unemployment, the hazard of hurt, the hazard of insecure sex, and the pecuniary value workers place on their ain lives. ( Wikipaedia ) A batch of theoretical accounts have been presented by different writers of the universe sing counterbalancing pay derived functions and a batch of surveies have been made as good. Based on these surveies, studies and analyses findings have been published in the diaries, newspapers and web sites. These publications stressed on the compensating pay derived functions non merely for the workers exposed to decease due to accidents but on the other grounds as good. The term ‘Risk Premium ‘ is besides used as an option to the compensating pay derived functions for the workers making unsafe occupations. Marin and Psacharopoulos ( 1982 ) , in the first paper utilizing British informations from the Office of Population Censuses and Surveys ( OPCS ) Occupational Mortality Decennial Supplement 1970-72, find grounds of a pay premium for exposure to fatal hazard. Sandy and Elliott ( 1996 ) and Arabsheibani and Marin ( 2000 ) utilizing similar informations over the period 1979 to 1983, and Siebert and Wei ( 1994 ) utilizing Health and Safety Executive ( HSE ) information for 1986 to 1988, all find grounds of a fatal hazard premium. Another survey has been made in the Hong Kong sing counterbalancing pay derived functions giving particular accent on the hazard associated with the workplace human death. The information has been collected from the 1991 nose count and so it has been merged with the accident informations provided by the Labour Department. A theory has been presented by Thaler and Rosen in 1976. The appraisal of counterbalancing pay derived functions has been carried out with the undermentioned expression W = a0+ a1X + a2P + vitamin E Where tungsten is the pay rate, X a vector of single and occupation features, including the usual human capital variables ; P is a step of occupation hazard and vitamin E is an error term. Over the past two decennaries surveies have estimated compensating pay derived functions by utilizing this equation. The consequence usually suggests that a positive and important compensating pay derived function for the occupations with mortality hazard is found majorly in the United States, United Kingdom, Canada, Australia and Japan. Another of import factor the compensating pay derived functions has been identified as ; child punishment ‘ . The fact that female parents tend to gain less than adult females without kids seems to be good established in the economic literature and is calledkid punishmentorhousehold spread. Several research workers found natural pay spreads of about 20 % for the US, 13 % for the UK and up to 20 % for Germany. In order to look into the impact of maternity on the pick between monetary and non-pecuniary occupation features the German Socio-Economic Panel ( GSOEP ; 1984-2003 ) was used by Christina in 2006. The sample of involvement consists of adult females during their fertile period, defined as the age from 16 to 46. The dataset provides elaborate information about personal and occupation features, about monetary and in peculiar non-pecuniary 1s. Besides it reports satisfaction with the occupation what is used as a placeholder for public-service corporation and allows proving if both monetary and non-pecuniary occupation features determine jointly the satisfaction of a female parent. The longitudinal nature of the information allows detecting female parents around first birth. The dataset used is the German Socioeconomic Panel ( GSOEP ) , which is a annually repeated study of Germans and Foreigners in West and East Germany ( 1984-2003 ) . Since 1984 the GSOEP follows the members of the panel. In 2003 the GSOEP provided information about more than 12000 families dwelling of more than 24000 people In order to prove the hypothesis of the kid punishment as a compensating pay derived function, the following methodological analysis, divided in three parts, has been conducted. A first measure was to look into if motherhood truly affects the occupation features, i.e. if non merely the pecuniary but besides the non-pecuniary occupation features change after maternity and therefore the loss of pay might be compensated with an addition in comfortss. In order to gauge alterations in occupation features around and after maternity, an event survey analysis has been used which surveies the effects of first birth on a assortment of occupation features. A 2nd necessary measure was to demo if and how certain occupation characteristics enter the public-service corporation of female parents. Harmonizing to theory of counterbalancing pay derived functions both monetary and non-pecuniary features determine jointly the public-service corporation of a worker. In instance a female parent is willing to give up portion of her income in order to hold a more household friendly occupation, certain occupation features have to counterbalance for this loss in pay and therefore rais e the public-service corporation of a female parent. In order to prove this through empirical observation satisfaction arrested developments has been used. In a last measure the existent compensating pay derived function has been measured, i.e. how much of their pay female parents is willing to give up for holding a occupation with more comfortss ( less disamenities ) . Therefore as a last measure a hedonistic pay arrested development has been run including certain ( dis- ) comfortss as control variables. The decision of the above treatment reveals that the compensating pay derived functions have been surveies by many of the analysts around the Earth utilizing different methodological analysiss and statistics. These surveies helped the users understanding the tendency sing counterbalancing pay derived functions and the impact on workers. Mentions Wikipaedia hypertext transfer protocol: //en.wikipedia.org/wiki/Compensating_wage_differential Arnaud Dupuy, Wendy Smits How Large is the Compensating Wage Differential for R A ; D Workers hypertext transfer protocol: //ftp.iza.org/dp4194.pdf Andrea Christina Felfe 2006 The kid punishment – A compensating pay derived function hypertext transfer protocol: //www.eale.nl/conference2006/Papers % 20Friday % 2017.00 % 20- % 2019.00/add15235.pdf Joseph Lanfranchi, Henry Ohlsson, Ali Skalli Compensating Wage Derived functions And Shift Work Preferences* Evidence from France hypertext transfer protocol: //gupea.ub.gu.se/dspace/bitstream/2077/2897/1/gunwpe0055.pdf Asiatic Economic Journal 1998, Vol 12 No. 2 Wage Compensation for Job Risks: The Case of Hong Kong hypertext transfer protocol: //www.ln.edu.hk/econ/staff/xdwei/docs/edman/wei_aej.pdf Jean Abraham, Stephanie Lluis 2008 Compensating Derived functions and Fringe Benefits: Evidence from the Medical Expenditure Panel Survey 1997-2004 hypertext transfer protocol: //www.bls.gov/opub/mlr/2001/03/art4full.pdf How to cite Estimated compensating wage differentials, Essay examples

Managing Talent At WalMart

Question: Compare the impact of incentive pay on the total compensation of Wal-Marts CEO and the companys average workers. Answer: Amidst extreme competition in retail industry, Wal-Mrt operates in more than 10,000 stores and around 24 countries earning huge revenues. It has designed a pay structure and an incentive plan and has also developed performance system for the CEO and the employees of the organization to give the motivation to enhance sale and revenue for the company(Chemmanur et al., 2013). Compare the impact of incentive pay on the total compensation of Wal-Marts CEO and the companys average workers Mike Duke, the chief executive officer of Wal-Mart Stores, has given enormous responsibilities to generate huge revenue and is one of the highest paid employees in the organization. In 2011, Duke's salary was $1.3 million, his bonus was $ 2.9 million, and stock awards estimated to $ 13.1 million. The company has increased Dukes salary by 3% compared to the previous year, but the company has given a low bonus that is 25% lesser compared to last year as the company fails to generate adequate revenue. The total compensation of Duke is around $18.1 million which made the Dukes rank 82 as the highest paid chief executive as per Forbes magazine, whereas an average full timer can earn $12.40 hourly. Moreover, some incentives vary between Duke and the rest of the employees. The difference in pay structure attributes to the job responsibility that is assigned to Duke and other lower level employees. Since the CEO of the company is the primary responsible person who sets the objectives of the enterprise, and the bottom level of employees implement the strategies developed by the CEO, Duke, so there is a significant difference in pay structure and compensation between the two concentrations in the company (Bremer et al., 2015). The difference between the workers totals compensation and Mike Duke's Total compensation Wal-Mart has made different incentive programs for the employees at the lower level of corporate hierarchy. The wage for Wal-Mart employees is united $12.40 per hour. The full-time employees would earn around $25,800 per year. Wal-Mart has planned the incentive of Duke is based on the total sale of the company and the total compensation of Duke is around $18.1 million which made the Duke's rank 82 as a highest paid chief executive as per Forbes magazine. Moreover, all the wage earners are eligible to earn incentives like Duke, but the amount is comparatively low and it varies with the performance (Gupta Shaw, 2014). Compare the effective performance management techniques for the CEO and the average workers The change in performance management system comes when Wal-Mart has experienced the downfall in sales due to a recession which has impacted the customers' purchasing decision. Consequently, Wal-Mart has changed its previous strategy to operate the retail stores. It has taken a strategy to align the performance standard with the changing business strategy in order o raise the productivity, return on investment and achieve growth (Miller Babiarz, 2013). In contrast to this, few years back, the company has standardized the entire retail which is a key factor that is giving shareholders returns. The performance management technique focused on the total sales based on which the incentive plan is structured and target is set for performance. Previously the company had set a goal for three years to achieve incentives. In 2009, the company had set a one year target to meet goal and incentives (Shanafelt et al.,2014). The company has asserted the fact that the new change will help the employ ees to meet the target and will make the goal more realistic. In addition to that, Wal-Mart has represented a profit-sharing program; the payment has reflected up to 4% of employees pay. The money will be deposited in the employees fund which they can get back after retirement. The case study has revealed that in 2010 as part of profit sharing programs the company has distributed to its employees $1.1 billion to contribute to employees 401(K) retirement funds. However, the lower level employees are no longer eligible for profit sharing. Instead of that, the company will provide quarterly and annual bonuses and medical insurances in order to match employees contributions to 401(k) plans, which is around 6% of the pay. It further added that employees can spend the bonus without waiting until retirement. The CEO who shoulders the major responsibility for formulating strategy of the company and to meet the goal draws more incentive, pay package compared to other workers whose incentives and compensation are low. The CEO, Duke plays the lead role to generate profit for the company and ensures growth and success for the company (Goodman Turner, 2013). Reference List Bremer, R. W., Scholle, S. H., Donna Keyser, M. B. A., Houtsinger, J. V. K., Harold Alan Pincus, M. D. (2015). Pay for performance in behavioral health.Psychiatric Services. Chemmanur, T. J., Cheng, Y., Zhang, T. (2013). Human capital, capital structure, and employee pay: An empirical analysis.Journal of Financial Economics,110(2), 478-502. Goodman, S. F., Turner, L. J. (2013). The design of teacher incentive pay and educational outcomes: Evidence from the New York City bonus program.Journal of Labor Economics,31(2), 409-420. Gupta, N., Shaw, J. D. (2014). Employee compensation: The neglected area of HRM research.Human Resource Management Review,24(1), 1-4. Miller, G., Babiarz, K. S. (2013).Pay-for-performance incentives in low-and middle-income country health programs(No. w18932). National Bureau of Economic Research. Shanafelt, T. D., Raymond, M., Kosty, M., Satele, D., Horn, L., Pippen, J., ... Sloan, J. (2014). Satisfaction with work-life balance and the career and retirement plans of US oncologists.Journal of Clinical Oncology, JCO-2013.