Shakespeare Poems Essays - British Poetry, , Term Papers

Shakespeare Poems Past, Present, and Future: Finding Life Through Nature William Wordsworth sonnet Lines Composed a Few Miles above Tintern Abbey was incorporated as the last thing in his Lyrical Ballads. The general significance of the sonnet identifies with his having lost the motivation nature gave him in adolescence. Nature appears to have made Wordsworth human.The hugeness of the monastery is Wordsworth's affection of nature. Tintern Abbey representes a place of refuge for Wordsworth that maybe represents an everlasting association that man will impart to it's environmental factors. Wordsworth would likewise recall it for drawing out the piece of him that makes him An admirer of Nature (Line 153). Five unique circumstances are recommended in Lines each isolated into discrete segments. The main segment subtleties the scene around the convent, as Wordsworth recollects that it from five years back. The subsequent segment depicts the five-year slip by between visits to the nunnery, during which he has thought regularly of his experience there. The third segment indicates Wordsworth's endeavor to use nature to see inside his internal identity. The fourth segment shows Wordsworth applying his endeavors from the first verse to the scene, finding and recalling the refined perspective the nunnery gave him. In the last area, Wordsworth looks for a methods by which he can convey the encounters with him and keep up himself and his adoration for nature. . Diamantis 2 In the first verse, Wordsworth tells you he is seeing the nunnery for a subsequent time by utilizing expressions, for example, again I hear, again do I observe, and again I see. He portrays the normal scene as unaltered and he depicts it in slipping request of significance starting with with the grand bluffs (Line 5) predominantly ignoring the convent. After the precipices comes the stream, , then the backwoods, and hedgerows of the cabins that when encircled the nunnery however have since been deserted. After the bungalows, is the transient loner who sits alone in his cavern, maybe representing the impacts being ceaselessly from the nunnery has had on Wordsworth. Wordsworth affirms to sensations sweet/Felt in the blood, and felt along the heart (lines 28-29) which the recollections of nature can move when he is desolate, just as the recluse is forlorn. Wordsworth wants nature simply because of his separateness, and the more detached he feels the more he wants it. This is portrayed in Lines : As that favored state of mind, wherein the burthen of the secret, In which the overwhelming and the exhausted load Of this indiscernible world Is helped:- that peaceful and favored temperament, wherein the expressions of love delicately lead us on, Until, the breath of this mortal edge And even the movement of our human blood Almost suspended, we are laid sleeping In body, and become a living soul. (Lines38-47) In the subsequent refrain, Wordsworth matches his experience after coming back to Tintern Abbey five years after the fact to his past visit. He has changed from thinking about the present to the past. He portrays utilizing the nunnery as an encouragement at whatever point he felt invade by the bleak, uniform, urban scenes he had gotten familiar with. In any case, after his first visit he started to overlook the subtleties of the monastery and what it intended to him: as glimmers of half-stifled idea, with numerous memories diminish and black out, and fairly a dismal perplexity (Line 57-60) Diamantis 3 In the third verse, Wordsworth starts a progress back to the current second. He appreciates the joy of this time and furthermore envisions that he will appreciate it again in future recollections. In the fourth refrain, be that as it may, he starts to reiterate his life as a progression of stages in the advancement of a relationship with nature. From the outset he wandered as openly as a creature, however as he developed he felt happiness and bliss and energetic association with his own childhood. Presently he is engaged with human concerns. He has gotten progressively astute and sees nature in the light of those musings. He despite everything cherishes nature, yet in an increasingly develop and all the more sincerely repressed way. Would he be able to rescue the significance of the convent and take it with him as a motivation? In the second refrain he relates how in the five moderate years he would frequently endeavor to recollect Tintern Abbey, to recover that congruity of brain and condition. He has invested some energy away from the locale and has overlooked the experience, he gets suspicious and feels confined from nature. He recover the inclination, be that as it may, when he alludes to these lines in the fourth

Four Season Hotel in Guangzhou Thesis Proposal Example | Topics and Well Written Essays - 3750 words

Four Season Hotel in Guangzhou - Thesis Proposal Example This rundown ought to be ordered and stapled to the rear of the proposition structure. (You ought not append duplicates of the distributions).  The Research Context/foundation: In this examination study, the primary spotlight is on the shrouded methods of reasoning that influence the administration quality and client devotion and their connection. This exploration would attempt to clarify the hypothesis of administration quality and client reliability.  The importance of Study: The point of this examination is to consider the connection between administration quality and customer’s devotion. This is critical to build the dependability of clients. Administration quality and client dependability are straightforwardly corresponding to one another. The more noteworthy the nature of administration, more prominent would be the reliability of the client to the brand.  Theoretical Framework: Service Quality and Loyalty of Customer are key factors of this investigation. This investigation visualizes recognizing the job of administration quality in figuring a methodology to accomplish customer’s reliability.  In the past, numerous comparable research examines have been led in inn and friendliness industry. These investigations likewise attempted to uncover the concealed methods of reasoning behind the administration quality. No examination explicit to food and refreshments branch of Four Seasons Hotel, Guangzhou, China has yet been led. Thus, this examination study is not quite the same as other research concentrates in numerous angles. This investigation would reveal insight into the working of an American inn network in a profoundly serious market like China. Following are some primary concerns got from a writing audit of comparable research considers.

Satire free essay sample

Albeit little is thought about this article, it was supposed to be pointless and awfully costly. Following quite a while of disappointment with this board, it was resigned from the study hall by and large. This board permitted an educator to attract out data to their understudies and venture it on a screen. † Greg chuckled insanely at the silly idea of such a senseless article, and excused the thought as out of date. The guide proceeded with her discourse. â€Å"In 2010, Microsoft and Mac joined to make the progressive KnowledgeMaker 360 programming, which permitted whole scholarly divisions to move their classes on the web. Furthermore, after Wikipedia distributed its trillionth article in 2021, obviously arrangements of Wikipedia articles would supplant course reading readings for eternity. † Many understudies had at last had enough of their tutoring today, and chose to satisfy their training hours after the fact. Greg needed to come back to his normal everyday employment in any case. While putting on his unofficial ID, Greg left the historical center in a haughty manner and progressed down the packed road, not looking at anybody. We will compose a custom exposition test on Parody or then again any comparative point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page The dim stalls along the road implied it was opportunity of data day, the multi day of the week. After the economy fallen more than one hundred years back, the legislature attached one more day to the week. This day, known as opportunity of data day, resuscitated the economy since it permitted individuals to go out and spend their cash on purchaser products. From that point forward, it has essentially become simply one more day of the week. Greg loathed this day since the entirety of the new redesigns for cutting edge contraptions for the most part came out and he would never manage the cost of the new innovation.. A considerable lot of Greg’s companions chuckled at him since his devices were despicably obsolete. Greg regularly wound up crying in the night, for his companions, who walked further into the domain of innovation, continually made jokes about him. Greg needed to stop four traffic lights away due to the groups. He needed to weave his way through the ocean of bodies to get to his office situated in the Circuit City base camp structure, close to the Oreo treat region. It is very fascinating, as Circuit City claims each working for correspondence and every single significant city, towns, and avenues are named after well known garbage or quick nourishments. In the event that you didn't as of now have the foggiest idea, Circuit city won the correspondence and retail establishment wars that had happened two years sooner. Additionally, note that the total populace had come to depend so vigorously on garbage and inexpensive food, that the administration chose to name numerous regions after these mainstream cooking styles. This choice was at last put forth trying to enable the populace to turn out to be progressively acclimated with their encompassing territory. While Greg disdained innovation, he came to depend on it, much the same as every other person on the planet. When Greg had made it to work, he started to envision what life would have been similar to without the incomparable BooBert.

Phantom essays

Apparition papers From the second I strolled into the Broadway, and gazed toward the monster ceiling fixture hanging in the room, I realized this would be something other than what's expected. I have never been to a play or show previously, so this would have another experience for me. This was the day I saw my first Broadway appear, Phantom of the Opera. The show was to begin at 8PM; anyway we were to meet in school at 6:30PM, and obviously the transport ran late. Nonetheless, we were still in time for the play. The Phantom of the Opera is set in the late 1800s in Paris France. As, the shades opened, I had an inclination that I was truly there. As the play began, I went gaga for the characters. As Christine and Raouls sentiment turned out to be progressively clear, I turned out to be increasingly energized. Their story was delightful, in each meaning of the word. However simultaneously, I couldnt help yet feel awful for the Phantom. He genuinely cherished Christine. I think what truly made this play so unique is the way that it included the crowd. At different occasions in the play, it feels like we are in the crowd of that show house, particularly toward the finish of the principal demonstration when the light fixture fell. I was astonished on how that was finished. Afterward, when the police were searching for the Phantom, he appears to show up everywhere throughout the theater, and his voice coming toward each path. The music was likewise mind boggling and interesting. The entire show talked reality of the Phantom, reality of the affection among Christine and Raoul, and reality of the contention between them. I should state, this show was absolutely stunning and stupendous. It all around done and was an incredible show. The sentiment and struggle between the characters were so captivating and genuine, that it made it a reality. I certainly suggest this show. ... <!

Is Virginia Woolfs THE WAVES a Beach Read

Is Virginia Woolfs THE WAVES a Beach Read V. Dubs and I In Edward Albees play Whos Afraid of Virginia Woolf?, one of the characters sings Whos afraid of Virginia Woolf? to the tune of Whos Afraid of the Big Bad Wolf? Whenever I see that play or watch the movie, I want to jump to my feet and sing back, Me! I am afraid of Virginia Woolf! I have a tumultuous, reading relationship with Ms. Woolf, or V. Dubs as my college friends and I unceremoniously dubbed her while studying abroad in Bath, England. I signed up for a Virginia Woolf class envisioning that I would open my mind to an author who pioneered experimental writing, stream of consciousness, and feminist essays. The study trip to Monks House (Woolfs house and gardens) also wooed me. On the first day of class, our smartly-dressed professor walked into the room and announced that, in order to honor the work of Virginia Woolf, he planned to teach each class in an unconventional way. He began by making statements, we tried to come up with questions and ideas, and, eventually, we ended at the main idea for each lesson. I tried to write my notes backwardsâ€"starting at the bottom of the page and working my way up. It was a failure, as were my papers and class comments. The rest of the class reveled in writing papers peppered with anagrams, poems, and feminist rants. I embarrassingly longed for some structure and a bit of linear thinking. Our assigned readings were not much better. I enjoyed the accessible Mrs. Dalloway and Orlando, but balked when we started reading the more experimental The Waves and To the Lighthouse. While reading those, I pictured V. Dubs looking over my shoulder and maniacally thinking: I know who is in the scene and she does not. Im choosing not to let her make a mental picture. Only I know what goes on here. When it came time to return to the States, I sold back the books from my other classes, but decided to keep all of my Virginia Woolf books. I hoped that one day I would be free enough (tipsy enough?) to decipher and appreciate more of Woolfs oeuvre. reading The Waves with my beach chair in the waves This summer, my husband and I shipped our son off to his Grandmas house for a week of camp with his cousins. While he was away, my husband and I snuck off to the beach together. No children equals lots of beach reading. I packed five books and plucked  The Waves off of my bedside table, where it had been buried in my to-be-read pile. Once at the beach, we set up our daily camp: umbrella up, beach chairs on the edge of the surf, and a cooler loaded with IPAs and Strongbow Cider on hand. After plowing through David Sedariss new book Calypso, I gingerly decided to try The Waves. I began with The Introduction and raised my beer to the first sentence, The Waves presents a challenge to the reader. It is an exploration of the workings of the minds of the six named characters within the text: Bernard, Rhoda, Jinny, Louis, Neville, and Susan. After reading this, I felt better. Others find this book challenging! With my feet in the water and the sound of waves crashing and rolling around me, I started reading. An amazing thing happened. I stopped thinking so hard about the text and let it wash over me like the waves. The characters and the settings became clear in my mind. I found myself emotionally thinking of my own childhood and making connections to cherished books. While exploring the garden, Bernard says, Let us inhabit the underworld. Let us take possession of our secret territory, which is lit by pendant currents like candelabra. I thought of Jesse and Lesley crossing the downed tree to enter Teribithia and how my childhood neighbor and I created our own secret kingdom behind my tool shed. Later on, the characters are leaving for boarding school and Louis says, He is composed, he is easy. He swings his bag as he walks. I will follow Bernard, because he is not afraid. I thought of my own first days in at my all-girls high school, trying to emulate the girls who seemed the most confident, to mask my own awkwardness and fear of starting something new. Neville looks to the sky and says,The clouds lose tufts of whiteness as the breeze dishevels them. If that blue could stay for ever; if that hole could remain for ever; if this moment could stay for ever. I read that line and felt the same way, I wanted this moment to stay forever. I felt I owed Virginia Woolf an apology. Her books are beautiful! Those days on beach, with my feet in the water and sound of the waves the only sound I could hear, I felt Virginia Woolf opening in my eyes a thousand eyes of curiosity. Other unconventional Beach Reads Want some more suggestions for unconventional, serious beach reads? Peruse  this post about reading Bleak House and other classics on the beach!

Should You Apply Through the Early Decisions Program

Do you have a dream school, the one place where you’ve always wanted to study medicine, and no other place will do? Do you have a compelling reason for this one program, maybe a spouse whose job requires them to be in this location or your only living family member is in the area? Or maybe this program has a particular track or professor or other feature that specifically appeals to you? If this is the case, then you may want to apply to medical school through the Early Decision Program (EDP). The requirements of the EDP are simple: Apply by August 1st (for schools participating in AMCAS) to a single school, and promise to attend that school if accepted. Early Decision Program Advantages If you apply through the EDP and get accepted, then you’ll know early on that you’ll be going to your dream school. No lengthy applications to 10+ more schools, no endless months of nail-biting and suspense. By October 1st (usually), you’ll be IN and DONE! Early Decision Program Disadvantages If you aren’t accepted to your chosen school, then your other applications will go out extremely late in the cycle. Since many programs extend interview invitations and then acceptances on a rolling basis, the earlier you apply, the better. It’s for this reason that the AAMC cautions that you should only apply for EDP if you think you have an excellent chance of admission. Another disadvantage is that, by focusing entirely on one program, you’re cutting yourself off from possible funding offers at other schools. Especially if your scores are high, you have a much better chance of finding a program willing to finance your education (not to mention, one that might be a better fit for you) if you spread your net more widely. What Should You Do? Clearly, early decision is not for everyone. But for those who can show they are the perfect fit for their dream school, it might be a chance you want to take. In order to apply early decision, you’ll need a strong, compelling, as close to perfect as is humanly possible application. And we can help you do that. Explore our Medical School Admissions Services and work one-on-one with an expert advisor who will help you get ACCEPTED. A former fellowship admissions committee member and administrator at the University of Washington School of Medicine, Cydney Foote has successfully advised healthcare applicants, including those applying to medical school, dental school, nursing and PA programs, veterinary school, public health and hospital administration programs, post-baccalaureate medical programs, residencies and fellowships. Since 2001, she has brought her marketing and writing expertise to help science-focused students communicate their strengths. Want Cyd to help you get Accepted? Click here to get in touch! Related Resources: †¢ Navigate the Med School Maze, a free guide †¢Ã‚  How Many Medical Schools Should You Apply To? †¢Ã‚  Med School Kicks Off: Ten Tips to Get You Through The Season Should You Apply Through the Early Decisions Program Do you have a dream school, the one place where you’ve always wanted to study medicine, and no other place will do? Do you have a compelling reason for this one program, maybe a spouse whose job requires them to be in this location or your only living family member is in the area? Or maybe this program has a particular track or professor or other feature that specifically appeals to you? If this is the case, then you may want to apply to medical school through the Early Decision Program (EDP). The requirements of the EDP are simple: Apply by August 1st (for schools participating in AMCAS) to a single school, and promise to attend that school if accepted. Early Decision Program Advantages If you apply through the EDP and get accepted, then you’ll know early on that you’ll be going to your dream school. No lengthy applications to 10+ more schools, no endless months of nail-biting and suspense. By October 1st (usually), you’ll be IN and DONE! Early Decision Program Disadvantages If you aren’t accepted to your chosen school, then your other applications will go out extremely late in the cycle. Since many programs extend interview invitations and then acceptances on a rolling basis, the earlier you apply, the better. It’s for this reason that the AAMC cautions that you should only apply for EDP if you think you have an excellent chance of admission. Another disadvantage is that, by focusing entirely on one program, you’re cutting yourself off from possible funding offers at other schools. Especially if your scores are high, you have a much better chance of finding a program willing to finance your education (not to mention, one that might be a better fit for you) if you spread your net more widely. What Should You Do? Clearly, early decision is not for everyone. But for those who can show they are the perfect fit for their dream school, it might be a chance you want to take. In order to apply early decision, you’ll need a strong, compelling, as close to perfect as is humanly possible application. And we can help you do that. Explore our Medical School Admissions Services and work one-on-one with an expert advisor who will help you get ACCEPTED. A former fellowship admissions committee member and administrator at the University of Washington School of Medicine, Cydney Foote has successfully advised healthcare applicants, including those applying to medical school, dental school, nursing and PA programs, veterinary school, public health and hospital administration programs, post-baccalaureate medical programs, residencies and fellowships. Since 2001, she has brought her marketing and writing expertise to help science-focused students communicate their strengths. Want Cyd to help you get Accepted? Click here to get in touch! Related Resources: †¢ Navigate the Med School Maze, a free guide †¢Ã‚  How Many Medical Schools Should You Apply To? †¢Ã‚  Med School Kicks Off: Ten Tips to Get You Through The Season

Sexual Harassment Workplace - Free Essay Example

Sample details Pages: 11 Words: 3205 Downloads: 5 Date added: 2017/06/26 Category Statistics Essay Tags: Sexual Harassment Essay Did you like this example? Sexual Harassment in the Workplace Introduction Don’t waste time! Our writers will create an original "Sexual Harassment Workplace" essay for you Create order Equal Employment Opportunity Commission (EEOC) was established in 1975 and since this time sexual harassment has been one of its major issues that arise in the workplace on a day to day basis. Sexual harassment can be defined as unwanted sexual attention that would be offensive to a reasonable person and that negatively affects the work or school environment (Brandenburg 1997, p.1). The key word in this definition is unwanted. The EEOC has used its influence under the Sex Discrimination Act to support claims of sexual harassment at employment tribunals. It has also initiated investigation on organizations that had an excessive number of sexual harassment complaints. The guidelines by the EEOC about sexual harassment are defined as unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. (Bohlander Snell pg112) There are two types of sexual harassment quid pro quo harassment and hostile environment, in which the EEOC recognizes that, will elaborate on. We will also investigate the liability that is held by employers if sexual harassment is not recognized and how employers can prevent from being liable. We will also discuss how failure to adopt a pro-active and aggressive stance on this issue can result in costly lawsuits, and also be a loss of employee morale, decline in productivity, and an erosion of a companys public image. Review of Literature A Legal and Psychological Framework focuses on variety of points concerning sexual harassment. First of all, in the order for companies to act wisely they need to understand the whole issue of sexual harassment. They should consider the disturbing statistics behind an often hidden problem, the legal grounds available to victims, the current trends in the law, and the ways that companies can protect themselves. The Civil Rights Act of 1964 is an act that should be studied and acknowledged by all companies. It has made it illegal to discriminate on the basis of race, color, religion, age, national origin and sex. (Bladley Fishkin, 1998, p. 207). This gave birth to Title VII of the Act, which states that when a complaint is made, employers are obligated to investigate and take necessary corrective measures. In 1986, the Supreme Court held that employers can reduce the danger of being held liable for sexual harassment by establishing procedures calculated to encourage victims of harassment to come forward. Since then, almost 75 percent of companies with more than one hundred employees have adopted anti-sexual harassment policies. Most of those policies look very much like the Sample Antiharassment Policy reproduced in Barbara Lindemann and David Kadues Sexual Harassment in Employment Law, which first appeared in 1992. (Rosen, 1998, p. 25-35) If you are in management, now is the time to refine your sexual harassment policy so that it is in the spirit of your organizations values rather than written to the letter of the law, writes Rita Risser in a report in 1996 by Fair Measures Management Law Consulting Group. Your policy should go beyond [what the law forbids]. If you set your standards too low, one mistake by one supervisor could make you the next landmark case. Also, the EEOC accepts claims for conduct that clearly is not illegal. Since its costly to respond to such claims, its in an organizations best interest to minimize them. (Rosen, 1998, p. 25-35) Sexual harassment is embodied in two different forms and companies should be aware of them. The first type is Quid pro quo is a Latin term, which means this for that. It occurs when an individuals submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individuals submission to such conduct is made a term or condition of employment. It is sufficient to show a threat of economic loss to prove quid pro quo sexual harassment. A single sexual advance may constitute harassment if it is linked to the granting or denial of employment benefits. Courts have held employers strictly liable for quid pro quo sexual harassment initiated by supervisory employees. A subordinate who submits and then changes his or her mind can still bring quid pro quo harassment charges against the alleged perpetrator. For example, a supervisor promotes a female employee only after she agrees to an after-work-date, the c onduct is clearly illegal (Bohlander Snell, 2007, p 112). Hostile Environment is the second form of sexual harassment. This occurs when unwelcome sexual conduct unreasonably interferes with an individuals job performance or creates a hostile, intimidating or offensive work environment even though the harassment may not result in tangible or economic job consequences, that is, the person may not lose pay or a get a promotion. Employers, supervisors, coworkers, customers, or clients can create a hostile work environment. A hostile work environment might include, repeated requests for sexual favors, demeaning sexual inquiries and vulgarities, offensive language, other verbal or physical conduct of sexual or degrading nature, sexually offensive, explicit or sexist signs, cartoons, calendars, literature or photographs displayed in plain view, and offensive and vulgar graffiti. SEXUAL HARASSMENT INTERVENTIONS Sexual harassment has an effect on people of all races, ages, and regardless of sex. Title VII of the Civil Rights Act of 1964 prohibits sexual harassment and still today many organizations have failed to successfully implement adequate policies and procedures to address sexual harassment issues. According to the U. S. Equal Employment Commission, their agency received an increased number of filed grievances from 10,532 in 1993 to over 15,000 in 1998 (Ganzel 1998). U. S. Supreme Court rulings on cases such as Faragher vs. City of Boca Raton and Burlington Industries vs. Ellerth attempts to decrease the number of sexual harassment grievances filed with the EEOC and the court rulings are requiring employees to work in conjunction with their employer to resolve sexual harassment issues with the EEOC. This requirement places the responsibility on the employer to employ guidelines for preventing sexual harassment and it also places responsibility on the employee to follow the guidelines s et forth by the employer. In turn, the rulings are serving as a motivator to employers so that their action will be in compliance with federal laws. COMPANY POLICY It is important for companies to maintain effective compliance with the rulings of the Supreme Court. It is a requirement of all federally-funded organizations, as well as, schools to establish sexual harassment policies in writing, distributing the policies to employees, and to enforce the policies (Barrier 1998). Effective organizational policies on sexual harassment mush clearly identify (Ganzel 1998): 1)The behaviors constituting the harassment along with the companys intolerance of these behaviors 2)Channels employees must follow to report sexual harassment complaints to their supervisors or designated company representative 3)Strategies the company will follow in investigating and resolving a complaint to include confidentiality practices 4)Warnings that violation of the policy will result in punishments that could include dismissal Assurance that retaliation will not be allowed Good sexual harassment policies echo partnership among company executives, supervisors and employees, and among administrators, teachers and students. Sexual harassment is a demonstration of deeply held beliefs, attitudes, feelings, and cultural norms (Brandenburg 1997). It shows the abuse of power, a gender-power discrepancy, and sometimes power-related vengeance. Marjorie Fink, a national sexual harassment prevention trainer, attributes climate as a major element to guide prevention efforts (Trainer: Stop Bullying 1999). The climate in business and schools is unique. In some organizational climates, verbal teasing, dirty jokes, and sexual pictures may be the central behavior that mirrors sexual harassment; in other instances, improper touching, stalking, or shoving may be the behavior that reflects sexual harassment. As all members of a work organization or school become involved in establishing policy, these related issues can be more effectively addressed and behaviors pursued. GRIEVANCE PROCEDURES Companies and schools are finding internal grievances to be an effective tool to handle sexual harassment claims. Internal grievance procedures may save time, minimize emotional and financial expense, and be more sensitive to all involved parties (Brandenburg 1997, p. 53). In order to be effective, grievance procedures must include clearly defined informal and formal steps for employees to follow when submitting claims. Informal claims should specify how the harassed party should proceed with seeking advice or counsel about a proper response to the offending behavior. Also, informal claims should explain the process of mediation, negotiation, and problem solving that may be used to resolve the issue. In formal claim procedures, grievances are required to be submitted via writing and must present all related facts to the incident who, what, where, when, the scope of the incident, and the names of the individuals involved in the claim. Employees should submit sexual harassment claims immediately after the incident. It is also important for organizations and schools to specify the procedures that are required of employees or students to follow. Grievance procedures should also identify the party or parties to whom grievances must be submitted. According to the grievance officer model, all complaints are processed through a designated supervisor or officer; in the grievance board or committee model, grievances are submitted to a group (Brandenburg 1997). An advantage of the grievance officer model is that it includes one entry point for complaint submission. An advantage of this model is that is may require the harassed employee to deal with someone with whom he or she may feel uncomfortable with discussion the issue. The grievance board or committee model places the problem in the hands of many and has the disadvantage of requiring greater communication and coordination between committee members and the harassed employee which in turn makes the issue more difficult to remain confidential. SEXUAL HARASSMENT PREVENTION TRAINING All employees (supervisors down to line workers, administrators to custodial staff) must have clear and acquired knowledge of the companys policy and grievance procedures. In order to prevent or decrease sexual harassment allegations, it is imperative for organizations and schools to provide access to training for all employees and document their sexual harassment training participation and completion of the training program. It is important that the employees are made aware that although Supreme Courts rulings held companies liable for harassment by supervisors even when management was unaware of the incidents in which a harassed employee did not follow the companys reporting procedures or did not participate in company-sponsored sexual harassment prevention training (Protecting Employees 1988). Effective training should include training on Title VII of the Civil Rights Act of 1964 which prohibits sexual harassment, identify the required actions that may be categorized as sexual harassment, and describe the companys policy and its grievance procedures. Therefore, training provided should serve as a tool to enhance awareness of sexual harassment and present strategies for intervention. Effective training programs provide: 1)Good teaching and learning practices if training is descriptive, intensive, relevant, and positive 2)Involvement of all members of a company or school 3)Interactive problem-based learning experiences 4)Present information from a positive viewpoint, encourage healthy behavior rather than forbidding poor behavior 5)Teach intervention skills (Berkowitz, 1998) Help learners to recognize sexual harassment by providing them with appropriate and relevant definitions and examples of sexual harassment Help learners to interpret which behaviors indicate harassment Encourage participants to share their experiences and their tolerance for certain behaviors as a means of demonstrate their common ground Encourage participants to feel responsible for dealing with the problem Teach intervention skills and provide opportunities to practice them. Use role play scenarios to assist participants find comfortable and appropriate ways to express their discomfort with anothers behavior Assist participants to be free of retaliation. Explore participants fears about retaliation and provide examples of how interventions will be supported. Department of Defense 1995 Sexual Harassment Study In 1994, the DoD implemented 3 types of surveys regarding sexual harassment. The first survey (Form A) was a replica of a 1988 DoD. Disadvantages of the1988 survey was it did not provide opportunities for those responding to the survey to report certain types of behavior related to sexual harassment, the survey limited reporting of sexual harassment claims to occurrences at work, and it did not include items that measured various areas of importance such as how much training was being provided; how effective was the training; what were the opinions of the responders regarding the complaint process. Therefore, two surveys were compiled in which Form A provided comparative data and Form B permitted collection of important information that broadened the DoDs knowledge of sexual harassment in the active-duty member services in 1995. The main purpose of conducting the Form A survey was to compare sexual harassment incident rates between 1988 and 1995. Form B (the second survey), provided an expanded list of potential harassment behaviors of those survey participants, provided respondents to report sexual harassment experiences that took place outside normal duty hours and on/off a military installation, and the measures of service members perceptions of the complaint process and training. For research purposes, the third survey (Form C) was conducted with a small sample of active-duty members. The results from this survey were not calculated. Over 90,000 active-duty military personnel received one of the three surveys between February 15, 1995 and September 18, 1995. Approximately 30,000 members received Form A, 13,600 actually completed the survey resulting in a response rate of 46 percent. Form B was mailed to about 50,000 members with a completion number of 28,300 resulting in a 58 percent response rate. Form C was mailed to approximately 9,500 members and 5,300 surveys were completed with a 56 percent response rate. Major Finding 1: How much sexual harassment is occurring? How do 1995 results compare to those obtained in 1988? (Form A) Major Finding 2: Form B consisted of 25 items. Once the data was collected, it was analyzed and reported into five broad categories. This survey doubled the possible categories of reporting and broadened the circumstances under which harassment could be reported (off-duty hours, off-based). This survey concluded that 78 percent of women and 38 percent of men indicated that they had experienced one or more of the behaviors listed in the survey within the previous 12 months. Major Finding 3: Did service members consider the experiences they reported to be sexual harassment? Many of the service members did not consider the experiences they reported to be sexual harassment. Although 78 percent of the women and 38 percent of men checked one or more items, only 52 percent of women and 9 percent of men indicated that they considered experiences they checked on the survey to be sexual harassment. Major Finding 4: Comparison of surveys and results Based on the information collected from the three surveys, evidence shows that sexual harassment within active-duty military services has declined. Between 1988 and 1995, the percentage of women reporting incidents declined 9 percent while the percentage of men declined 3 percent. Method In our method we decided to have several different people complete an anonymous questionnaire that held a position at United Parcel Service. The questionnaires were handed during the employees lunch break and returned to us at the end of the work day. A large amount of sexual harassment is not reported due to embarrassment or being fearful of termination. Date of Birth Employer Name Have you ever sued anyone before for any reason? Yes No If Yes, Who have you sued? If Yes, Why were you suing them? What is your job title? When did you start working for your employer? Are you still employed there? Yes No If not, were you fired? Yes No If you were fired, when were you fired? What has happened that makes you believe you have experienced sexual harassment? What has been said to you? What is the job title of the person in relation to you that has said or done these things? Have you been touched physically in any part of your body, either with or without your consent? Yes No If you consented to being touched, or involved sexually, did you feel this was important to your job to do so? Yes No Have you reported this behavior to anyone at all? Yes No If so, to whom? Have you reported this behavior to anyone in management? Yes No If so, to whom? When? Was the report verbally or in writing? Verbal Written What was managements response? When did the acts that you believe were harassment take place? Have you had any emotional or psychological consequences from the sexual harassment in the workplace? Yes No Have you shared these experiences with a support group, a doctor, a minister, a spouse, or any other person? Yes No If so, with whom did you share? Have you had any physical illness or results from the sexual harassment? For example, breaking out in hives; insomnia (inability to sleep); nausea or vomiting; pregnancy resulting; headaches (migraine), anxiety attacks, shingles. Yes No If Yes, Why were you suing them? RESULTS Equal Employment Opportunity Data Posted Pursuant to the No Fear Act Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Pub. L. 107-174 *Unable to reconstruct data from FY 2002 through FY 2003 CONCLUSION We have determined that sexual Harassment is definitely not about sex, instead it is about power. This type of harassment is disrespectful and has no justification for the actions that are presented. Companies need to understand the sexual harassment and its severity that can be caused. All companies should have guidelines into place in order to protect themselves. One of the best tools is training on this behavior in order to prevent the action before it takes place. Companies can begin by describing the forms of sexual harassment, which are quid pro quo and hostile environment. Quid pro quo harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions and hostile environment can occur when unwelcome sexual conduct has the purpose or effect of reasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment. Although, these two forms have different definitions their base point still r emains the same unwanted behavior. Intervention is one of the major sources that companies can use in order to save themselves time as well as money on lawsuits. In addition, it can save the employee of any embarrassment they may feel. Sexual harassment continues to go till this day, but we must intervene the first time that it occurs. Allowing this type of behavior to continue is the mistake that is made so often. REFERENCES Berkowitz, A. D. How We Can Prevent Sexual Harassment and Sexual Assault. Educators Guide to Controlling Sexual Harassment 6, no. 1 (October 1998). Bohlander Snell. Sexual Harassment. Nations Business 86, no. 12 (December 1998): Bradley, David Fishkin, Shelley Fisher. (1998). The Encyclopedia of Civil Rights In America. New York: M.E. Sharpe, Inc., p. 207. Brandenburg, J. B. Confronting Sexual Harassment. New York: Teachers College, Columbia University, 1997. Ganzel, R. What Sexual-Harassment Training Really Prevents. Training 35, no. 10 (October 1998). Protecting Employees-and Your Business. Nations Business 86, no. 12 (December 1998). Roberts, Barry S. Mann, Richard A. (2000, June 19). Sexual Harassment In The Workplace: A Primer. Retrieved July 2, 2005 from the World Wide Web: https://www.uakron.edu/lawrev/robert1.html Trainer: Stop Bullying and Teasing in K-6 to Prevent Sexual Harassment Now, Later. Educators Guide to Controlling Sexual Harassment: Monthly Bulletin 6, no. 4 (January 1999):