Human Resource Management in Health

Human Resource Management in Health Human Resource Management in Health Assessment 1 Managing Bullying and Harassment Background Bullying and harassment is not only unacceptable, it is unlawful under both the Commonwealth of Australia and the state legislations. There are many acts which prohibit bullying and harassment and discrimination like the Affirmative Action (Equal Opportunity for Women) Act 1986, Disability Discrimination Act 1992, Equal Employment Opportunity (Commonwealth Authorities) Act 1987, Human Rights and Equal Opportunity Commission Act 1996, Human Rights (Sexual Conduct) Act 1994, Privacy Act 1988, Racial Discrimination Act 1975, Racial Hatred Act 1995 and Sex Discrimination Act 1984 at the federal level (Comcare, 2010) and the Anti-Discrimination Act 1977, Disability Services Act 2006 and Privacy and Personal Information Protection Act 1998 at the state (NSW) level. Harassment and bullying is not just unlawful during working hours or in the workplace itself. It is also unlawful in any work-related context, including conferences, business or field trips, work functions and work end of year p arties. Harassing and/or bullying behaviour may be by a supervisor or manager, a co-worker, a contractor, an advisor or others associated with the organisation. Anti-bullying or anti-harassment policies at workplace should provide safe and productive environment where the dignity of every individual should be equally respected. The workplace should ensure to provide fair and equitable treatment to all the employees regardless of their protected characteristics such as sex, age, race, disability, sexual orientation, physical characteristics marital status, religious or political belief, parental or carer status, pregnancy, gender identity, family responsibilities or any other personal attribute under law. Harassment at workplace can include unwanted physical contact, verbal abuse and threat, offensive gestures, unwelcome and offensive remarks, jokes or innuendos, unwanted sexual propositions or demands, practical jokes that cause awkwardness, embarrassment or distress, unwelcome personal contact outside the workplace, unwelcome invitations or requests, intimidation, suggestive behaviour, the display of offensive notices or posters, mocking co mments about a persons appearance or manner of speech etc. Workplace bullying can involve humiliation, domination, intimidation, victimisation and all forms of harassment including that based on sex, race, disability, homosexuality or transgender. Bullying of any form or for any reason can have long-term effects on those involved including bystanders. Bullying behaviour can be verbal (e.g. name calling, teasing, abuse, putdowns, sarcasm, insults, threats), physical (e.g. hitting, punching, kicking, scratching, tripping, spitting), social ( e.g. ignoring, excluding, ostracising, alienating, making inappropriate gestures) or psychological (e.g. spreading rumours, dirty looks, hiding or damaging possessions, malicious SMS and email messages, inappropriate use of camera phones). Literature review of the anti-bullying and anti-harassment measures In Australia, the workplaces identify bullying by the three criteria mentioned in most of the anti-bullying, anti-harassment and anti- discrimination policies (Comcare,2010; NT WorkSafe, 2012; SafeWork South Australia, 2010; WorkCover NSW, 2009; Workplace Health and Safety Queensland, 2004; WorkSafe Victoria, 2009; WorkSafe Western Australia, 2010). The criteria are, they are repeated rather than singular, unreasonable and pose a risk to cause health and safety issues. Bullying and harassment not only have an effect on the health of the individuals being bullied (Einarsen et al, 2011) but also have significant financial implications on the organisations that do not take measures to prevent them (Australian Productivity Commission, 2010; Einarsen et al, 2011). Therefore preventing bullying/harassment by providing safe work environment in order to avoid psychological impact on the worker’s health are the organisation’s responsibility (Lyon Livermore, 2007). There is considerable literature around the causes of the work place aggression/bullying which are placed into three classes ‘internal’ and ‘external’ factors and their ‘interaction’. For example, internal influences are related to the personality or the severity of illness of the patients whereas external influences focus on factors like shortage of staff or noisy stressful work environment. The interactional approach acknowledges the interplay of the internal and external factors in triggering maintaining and exacerbation workplace aggression which is manifested through harassment or bullying of the staff. The workplace should not tolerate harassment, bullying or discriminative behaviour of any kind, whether it is by the managers, staff, contractors, advisors or others associated with the organisation in the course of its operations. All staff should be informed and trained at the time of employment, the organisations stance on harassment, bullying and discrimination. Increased awareness will persuade staff to have ‘zero tolerance’ for bullying and will encourage workers to combat it either by refusing to take part in it or by not keeping silent and reporting the incident on time. Furthermore early intervention is important. Regular workplace surveys and informal and formal discussions with the workers will help secure early intervention (Moore, Lynch Smith, 2006). Workplace bullying and harassment in the health sector affects not only the professional but also the personal lives of the staff. They have an impact on the patients they care for and on the organisations reputations and the fiscal health. For example it was evident from one of the studies that nurses feel less safe at work primarily because of their colleagues bullying and harassment than from the patients or their relatives. Poor staff relations and negative organisational environments were identified as the main reasons for the workplace bullying (Farrell Shafiei, 2012). Hence positive organisational environments including support from the supervisors, managers and colleagues can help buffer the negative influences of the workplace bullying and harassment as well as enhancing the staff’s perception to cope with the situation when it arises (Parzefall Salin, 2010). Moreover where there is support from the colleagues and the managers, and where training and information to deal with the workplace bullying is available to the staff, it is observed that these can help buffer some of the negative health consequences of the bullying and violence (Schat Kelloway, 2003). In order to reduce the incidence of bullying in the public health organisations in Australia, research suggests that the focus should be on four areas of the people management practices which include the quality and frequency of the performance feedback, level of supportive leadership, building an engaging work team environment and establishing managers have accountability for people management (Cotton et al, 2008).These four areas of people management practices can be achieved by taking a proactive approach to bullying through promoting a positive workplace culture, senior management commitment, developing a bullying policy and related procedures, communication and consultation, monitoring of the work climate by surveys and other methods and informing training and instructing the employees (Comcare, 2010) In the health service organisations, management and staff are equally responsible to prevent the bullying and harassment at the workplace. Management has the responsibility to monitor the working environment to ensure that acceptable standards of conduct are observed at all times, model appropriate behaviour themselves, promote organisations anti-harassment policy within their work area, treat all complaints seriously and take immediate action to investigate and resolve the matter. Staff has the responsibility to comply with the organisations anti-harassment policy, offer support to anyone who is harassed and advise them where they can get help and advice, maintain complete confidentiality during the investigation of a harassment complaint, report bullying, harassment and offensive behaviour, even if not involved, to management. Over the past few years Victoria State has strictly implemented a number of anti-harassment and anti-bullying initiatives in their public health system inclu ding workplace redesign, provision of personal duress alarms, employment of specially trained security staff and so forth. However their translation to practice is left to individual health organisations as a result of which they were rarely followed up to know if the above initiatives were successful. This lack of evaluation measures reflects the situation that is prevalent across the Australia in respect to workplace bullying, where there is no agreed national approach and little in the way of the systematic program appraisal (Farrell Cubit, 2005). Conclusion There was some concerns in the past that the anti- bullying preventive measures mentioned in the literature and the polices adopted by the health service organisations were not in tandem with each other as a result of which the services failed to prevent and intervene in bullying. However recent studies has provided evidence that not only the Australian health care organisations are starting to make active efforts to prevent harassment and bullying, but also their efforts agree fairly with the recommendations emanating from the research world. Furthermore the Human Resources departments in the health care organisations seem to recognise the importance of dealing with the bullying and hence go beyond just formulating the policies or training the staff. The active involvement of the Human Resource personnel also negates the popular belief in the past that it is the role of the managers and the immediate supervisors and not the HR department to intervene in preventing the bullying at th e workplace. There is a need to implement the HR practices like attitude and training surveys, formal appraisal discussions and performance based pay etc. in the health care organisations. The other key factor that needs to be changed in the health care organisations is that the anti- bullying action is rather undertaken for the problems reported and not as a preventive measure. In other words many health organisations adopt anti-bullying measures as part of a reactive rather than a proactive strategy. Also there is an urgent need to recognise that the anti-bullying polices in the health services should be framed based on the needs and requirements of the local organisation and not copy pasting from other sources or merely imitating other organisations. Thus, a policy that does not address the local organisation needs is less likely to be adapted, less likely to be implemented and less likely to be applied when the bullying actually occurs. Furthermore, it is observed that there is severe lack of evaluations and surveys to identify the effectiveness of the currently practised anti-bullying measures in the health organisations. As health services are becoming increasingly complex in terms of staff, resources, communications and so forth, they should have clear expectations regarding the transparency of the employer’s interpersonal interactions to avoid the occurrence of the complex or troublesome interpersonal dynamics. The health organisations should take all complaints of harassment, bullying and/or discrimination seriously and deal with them promptly in a spirit of compassion and justice. They should ensure that the privacy is maintained and the complainants and witnesses are not victimised in any way either by the management or the employees. References: Australian Productivity Commission 2010, Performance benchmarking of Australian business regulation: Occupational health and safety, Canberra, viewed 25 March 2014, http://www.pc.gov.au/__data/assets/pdf_file/0007/96163/ohs-report.pdf. Comcare. 2010. Preventing and managing bullying at work – A guide for employers (OHS65), Canberra, viewed 25 March 2014, http://www.comcare.gov.au/forms__and__publications/publications/safety_and_prevention/?a=40108 Cotton P, Hart P, Palmer R, Armstrong K, Schembri C 2008, Working well: An organisational approach to preventing psychological injury, a guide for corporate, HR and OHS managers. Comcare, Viewed 25 March 2014, http://www.comcare.gov.au/forms__and__publications/publications/safety_and_prevention/?a=41369 Einarsen S, Hoel H, Zapf D, Cooper CL 2011, Bullying and harassment in the workplace: Development in theory, research and practice, 2nd edn, CRC Press, Boca Raton, FL. Farrell G Cubit K 2005, Nurses under threat: a comparison of content of 28 aggression management programs. International Journal of Mental Health Nursing, vol.14 no.1, pp. 44–53. Farrell GA Shafiei T 2012, Workplace aggression, including bullying in nursing and midwifery: A descriptive survey (the SWAB study), International Journal of Nursing Studies, vol. 49, pp.1423–1431. Lyon G Livermore G 2007, ‘The regulation of workplace bullying’, Melbourne: WorkSafe Victoria. Moore MO, Lynch J, Smith M 2006, ‘The way forward’, Proceedings from the 5th international conference on bullying and harassment in the workplace, Trinity College, Dublin, pp. 129–131. NT WorkSafe 2012, Prevention of bullying at work – Employers, Darwin, viewed 26 March 2014, http://www.worksafe.nt.gov.au/Bulletins/Bulletins/15.01.12.pdf. Parzefall MR Salin DM 2010, Perceptions of and reactions to workplace bullying: a social exchange perspective, Human Relations, vol.63, no.6, pp.761–780. SafeWork South Australia 2010, Preventing workplace bullying: A practical guide for employers, (0095), Adelaide, viewed 26 March 2014, http://www.stopbullyingsa.com.au/documents/bullying_employers.pdf. Schat AC Kelloway EK 2003, Reducing the adverse consequences of workplace aggression and violence: the buffering effects of organizational support, Journal of Occupational Health Psychology, vol.8, no.2, pp.110–122. WorkCover NSW 2009, Preventing and responding to bullying at work, (WC02054), Sydney: WorkCover Authority of NSW, viewed 26 March 2014, http://www.workcover.nsw.gov.au/formspublications/publications/Documents/bullying_at_work_2054.pdf. Workplace Health and Safety Queensland 2004, Prevention of workplace harassment – Code of practice 2004, (PN11183), Brisbane, viewed 26 March 2014, http://www.deir.qld.gov.au/workplace/resources/pdfs/prevention-workplace-harassment-cop-2004.pdf. WorkSafe Victoria 2009, Preventing and responding to bullying at work, Melbourne, viewed 26 March 2014, http://www.worksafe.vic.gov.au/wps/wcm/connect/f61387004071f2b98ca4dee1fb554c40/WSV585_05_04.10WEBsmall.pdf?MOD=AJPERES. WorkSafe Western Australia 2010, Code of practice – Violence, aggression and bullying at work, Perth, viewed 26 March 2014, http://www.commerce.wa.gov.au/WorkSafe/PDF/Codes_of_Practice/Code_violence.pdf.

Drug Pricing and Competition Issues in India Through Dpco and Cdcso Activites

Introduction Drug pricing is a complex phenomena. Different countries have different methodologies of pricing such as Germany has reference based pring. Canada has system of fixing pricing of patented drugs. India fix the prices of prescription drugs on the basis of cost of the drug. Cost is the main phemomena iin the pricing policies of the drugs. Pricing is important aspect of competition law also. But competition commission is not a price control agency. However price based anti-competitive practices are important area in competition law. DRUG REGULATORY REGIME IN INDIA Indian drug regulatory regime is devided in two branches.Drug standards and marketing is dealt by CDCSO and drug pricing is controlled by NPPA. The CDSCO prescribes standards and measures for ensuring the safety, efficacy and quality of drugs, cosmetics, diagnostics and devices in the country; regulates the market authorization of new drugs and clinical trials standards; supervises drug imports and approves licence s to manufacture the drugs. The process for drug approval entails the coordination of different departments, in addition to the DCGI, depending on whether the application in question is for a biological drug or one based on recombinant DNA technology.The issues relating to patent are dealt by Department of Industrial Policy and Promotion. The Drugs Controller General of India (DCGI), who heads the Central Drugs Standards Control Organization (CDSCO), assumes responsibility for the amendments to the Acts and Rules. Other major related Acts and Rules include the Pharmacy Act of 1948, The Drugs and Magic Remedies Act of 1954 and Drug Prices Control Order (DPCO) 1995 and various other policies instituted by the Department of Chemicals and Petrochemicals. PRICING REGULATION IN INDIA The drug prices are regulated under Essential Commodities Act 1955.It is administered by Department of Chemicals and Petrochemicals, Ministry of Chemicals and Fertilizers. The prices of drugs are fixed under the Section 3 of Essential Commodities Act 1955. National list of essential medicines is prepared under this Act. The prices are controlled according to Drug Price Order 1995. It employs Cost Based formula of drug pricing. In India Drug manufacturing, standards and marketing is done under Drug and Cosmetics Act 1940. There are Drug and cosmetics rule 1945 to assist and provide procedure for the assisiting the Act. NPPA has been reguaslting the drug pricing since 1997.It fixes the prices of essential drugs. The list of essential medicines is updated at regular intervals. As mentioned earlier, pricing policy and industry regulation constitutes one of the key responsibilities of the NPPA. Price control on medicines was first introduced in India in 1962 and has subsequently persisted through the Drug Price Control Order (DPCO). As per the directive of NPPA, the criterion for price regulation is based on the nature of the drug in terms of whether it enjoys mass consumption and in terms o f whether there is lack of adequate competition for the drug.The year 1978 witnessed selective price controls based on disease burden and prevalence. The list of prices under DPCO subsequently witnessed a gradual decrease over a period of time. Around 80% of the market, with 342 drugs, was under price control in 1979. The number of drugs under DPCO decreased from 142 drugs in 1987 to 74 in 1995. Drugs with high sales and a market share of more than 50% are subjected to price regulation. These drugs are referred to as scheduled drugs. The NPPA also regulates the prices of bulk drugs. The MRP excise on medicines was levied by the Finance ministry in 2005.The objective was to increase revenue and lower prices of medicines by using fiscal deterrent on MRP. This change may have had some impact in terms of magnifying the advantage to industries located in the excise free zones. This also succeeded in attracting some small pharmaceutical firms to these zones. (Gehl Sampath 2008, Srivastava 2008). General objective and scope of price regulation in India the general objective of price regulation India is to regulate the equitable distribution and increasing supply of bulk drugs and formulations in india and making it available in india. Consequences of excessive pricingImpact of price regualation on indian drug pricing Coverage of drugs in India Prices of formulations based on scheduled bulk drugs are fixed in two ways: (i) based on applications of the manufacturers and (ii) on suo-motu basis. As per para 8 (2) of Drug (Prices Control) Order (DPCO), 1995, a manufacturer using scheduled bulk drug in his formulation is required to apply for fixation of price of formulation within 30 days of fixation of price of such bulk drug (s). Applications received in NPPA from manufacturers in Form III and importers in Form IV of DPCO are considered for price fixation.As per para 8(4), the time frame for granting price approval on formulation is 2 months from the date of receipt of the complete information from the company. 2. Pricing and Competition Issues 3. NPPA pricing methodology a. DPCO 1995 b. National Drug Pricing Policy 2002 c. National Drug Pricing Policy 2006 Director General (Investigation and Registration) Vs. Fulford India Ltd. Ishaan Labs (P) Ltd v Union of India Director General (Investigation And Registration) Vs. Parke Davis India Ltd. And Ors. MANU/MR/0039/2003, I(2004)CPJ15(MRTP) Director General (Investigation And Registration) Vs.Pfizer Ltd. MANU/MR/0008/1999 (2000)1complj405(MRTPC) Director-General (Investigation And Registration) Vs. Zandu Pharmaceutical Works Ltd. MANU/MR/0012/1994, [1994]81compcas377(NULL). Director General (Investigation And Registration) Vs Biddle Sawyer Ltd. On 11/7/2001 Director General (Investigation And Registration) Vs Infar (India) Limited On 24/8/1999 Director-General (I & R) Vs All India Organisation Of Chemists And Druggists And Ors. On 1/7/1996 Director-General (Investigation And Registration) Vs Indian Dr ugs Manufacturers Association And Anr.On 16/8/1991 Director-General (Investigation And Registration) Vs Indian Drugs Manufacturers Association And Anr. On 16/8/1991 1992 73 Compcas 663 NULL Mars Therapeutics & Chemicals Ltd. V. The Union Of India & Anr W. P. (C) 10277/2009 & Cm Appl 8853/2009 Ranbaxy Laboratories Limited V. Union Of India Union Of India & Anr. Vs. Cynamide India Ltd. & Anr. 1987 Air 1802, 1987 Scr (2) 841 4. Canadian Patented Medicine Prices Review Board Legal Framework Policies Guidelines and Procedures Submissions by Patentees on Level of Therapeutic Improvement Comparable Dosage Forms Therapeutic Class Comparison TestReasonable Relationship Test Median International Price Comparison Test Highest International Price Comparison Test International Therapeutic Class Comparison Test Application of Price Tests for New Drug Products CPI-Adjustment Methodology DIP Methodology Criteria for Commencing an Investigation â€Å"Any Market† Price Reviews Offset of Excess Revenues Updates to the Compendium of Policies, Guidelines and Procedures ICN Pharmaceuticals Inc. v. Canada (Patented Medicine Price Review Board) [1996] F. C. J. No. 1065 Shire Biochem Inc. v. Canada (Attorney General [2007] F. C. J. No. 1688 Conclusion

Comprehensive Annual Financial Report Briefing

Comprehensive Annual Financial Report Briefing Abstract The City of Detroit, founded in 1701, and incorporated in 1806, is in Wayne County, State of Michigan. Detroit is on an international waterway, which connects by means of the St. Lawrence Seaway to seaports around the world. Existing as the largest city in the State of Michigan, Detroit is notorious for its tradition in automotive and is a colloquialism for the automobile industry in the United States. Detroit is also known for its popular music legacies, which residents celebrate in several familiar nicknames, Motor City, Motown or simply the â€Å"D. In a city, whose population is likely at 951,270, Detroit is also known for its liquor distribution during the prohibition in 1920. Each year, government entities, such as the City of Detroit is required to compile a comprehensive annual financial report, or CAFR, complying with the governmental accounting standards board accounting requirements. Comprehensive annual financial re ports are detailed presentations of an entities financial condition, reporting on annual activities and balances.This official statement also includes a letter of transmittal, manager’s discussion and analysis, and has four sections: Introduction, financial section, statistical section, and compliance section. This briefing will review and discuss the comparison of governmental accounting and profit financial accounting. This briefing will also detail how to understand governmental reporting and reporting entities. Last, this briefing will outline management discussion and analysis reports for the state of Michigan. Comprehensive Annual Financial Report BriefingComparison of Accounting Practices Business reports, to include financial reports often refer to the terms nonprofit or not-for-profit, profit, and for-profit to describe an entity classification. These terms are significant as they determine the types of accounting transaction and activities covering a period. Althoug h accounting practices, and activities are most associated between operations of a business enterprise; those of profit, accounting is not restricted to businesses. It also deals with non-business operations.Government or nonprofit entities accounting, being a separate division of accounting, has various accounting practices of which they operate; however, have the same principles. These practices and principles are different from those of for-profit entities (businesses) such that for-profit entities focus on wealth creation, where governmental entities are budget-driven. Budgets’ are key fiscal documents and is the culmination of the political process. For example, according to â€Å"Comprehensive Annual Financial Report – City Of Detroit† (2010), the City’s 2010 General Fund Budget is $1. 8 billion.The city also reports that this budget is void of additions or material changes to existing taxes (Budget to Actual Comparison– General Fund). In a s imilar manner, businesses rely on annual reports to provide shareholders and other interested parties pertinent information about the entities activities and financial performance. Profit margins prove the financial health of a business, although budgets are internal communications to measure results. The key difference in the reporting for the two classifications is that the budget (nonprofit) is a forward communication, while the annual report (profit) is a historic communication.Government Reporting and Reporting Entity Government reporting entities are made up of organizations of which the government controls. The key point to consider about government reporting agencies is to ascertain which public sector the government controls. Reporting entities are the assets, liabilities, revenues, expenses, and cash flow of a board, department, agency, and fund included in a government financial statement summary. Government entities are often made up of additional nonprofit organization, and for-profit organizations called component units.These units are legal and separate entities where the state is accountable. Exclusion of component units alters the state’s financial statement in such a way that it would present misleading or incomplete (â€Å"Office of Financial Management†, 2012). Just for clarity, according to â€Å"Governmental Accounting Standards Board† (2013), the financial reporting entity consists of (a) the primary government; (b) organizations for which the primary government is financially accountable; and (c) other organizations for which the nature and significance of their elationship with the primary government are such that exclusion would cause the reporting entity's financial statements to be misleading or incomplete (Summary of Statement No. 14 The Financial Reporting Entity (Issued 6/91)). With that in mind, governments are likely to construct separate legal entities to perform governmental duties. For example, the City of Detroit has nine legally separated organizations, which make up their component units.For instance, the Economic Development Corporation, and Museum of African American History are two of the nine component units included in the government reporting Comprehensive Annual Financial Report – City of Detroit. (2010). Considering reporting entities, the Statement of Financial Accounting Standards No. 94 best defines and prescribes the recommended treatment. For example, the Statement of Financial Accounting Standards prescribes that consolidated reporting is the only appropriate method to report. Management Discussion & Analysis (MD)This section of the comprehensive annual financial report is required to summarize an organization’s annual results, providing a managerial opinion on the financials, addressing discussion of risks, comparisons to previous years, and a breakdown of financials according to sections and locations. Management discussion and analysis contains for ward-looking discussion paying close attention to uncertainties and the manager’s perception of opportunities and risks. The manager also highlights factors faced that are out of his or her control.For example, the comprehensive annual financial report: City of Detroit includes in its management discussion and analysis the financial position of the city, with the overview of annual activities ending June 30th 2010. The financial highlights include the government’s net asset totals with explanation of increases or decreases Comprehensive Annual Financial Report – City of Detroit. (2010). Reference(s): Comprehensive Annual Financial Report – City of Detroit. (2010). Retrieved from http://www. detroitmi. gov/†¦ /CAFR/2010%20CAFR%20draft%20122010%.. Copley, P. A. , & Engstrom, J. H. 2011). Essentials of accounting for governmental and not-for-profit organizations (10th ed. ). New York, NY: McGraw-Hill. Governmental Accounting Standards Board. (2013). Ret rieved from http://www. gasb. org/ Granof, M. H. , & Wardlow, P. S. (2011). Core concepts of government and not-for-profit accounting (2nd ed. ). New York, NY: Wiley & Sons. Office of Financial Management. (2012). Retrieved from http://www. ofm. wa. gov/policy/glossary. asp Wilson, E. R. , Kattellus, S. C. , & Reck, J. L. (2010). Accounting for governmental & nonprofit entities (15th ed. ). New York, NY: McGraw-Hill.

Story of a Romanian Immigrant Essay - 1749 Words

Story of a Romanian Immigrant Immigrating to the United States in not a simple process. Millions immigrate to America but many millions more are denied a visa or forced to cross the border illegally because of the limited number of applicants that the Bureau of Citizenship and Immigration Services, now a department of Homeland Security, provides as well as the extremely stringent process that is imposed upon migrating applicants. Even getting a simple tourist visa can be a tiring ordeal and beyond reach of most foreign citizens who are not wealthy. This results in numbers of people who are forced to look for other means such as resorting to coyotes, people who smuggle people into America, or corporate coyotes,†¦show more content†¦As a good friend of mine, Mike was chosen because of how aware this author is with the incredible complexities and difficulties both Mike and Joy have had to overcome in order to continue to live their lives together in this land of immigrants, America. Mike was interviewed in his studio apartment in Phoenix where he lives with his wife. Tell me how it all started. What made you want to come to America? Well, the story is not very complicated. I was sitting at my desk, in my office, one day, visiting a chat room, checking the profiles. That is how I discovered Joy. We started chatting, getting to know each other better and a good friendship developed. Was that when you decided to come to America? As a matter of fact, no. She was looking into coming to Romania through a student exchange program between ASU and The University of Bucharest. I was very excited hearing the news. Afterwards, she decided that it would be easier and cheaper to get me here instead. Was it easier? Not from my point of view. I am saying this because, to leave Romania you still need a visa, even as a tourist, and to get a visa for The US is not an easy thing to do, especially after 9/11. They have very strict requirements and it also costs a lot of money, which, of course, I didnt have. It is true that I had a job, as a journalist, but the owner of the newspaper was using the publication as a frontShow MoreRelatedThe Church of the New Testament696 Words   |  3 PagesCatholicism separated itself from the Eastern Orthodox and began its own denomination. The two denominations have remained separate ever since. There are many different genres like, Greek Orthodox, Russian Orthodox, Syrian Orthodox, Serbian Orthodox, and Romanian Orthodox. They are all names for one Church with the same faiths and practices. Today’s Orthodox religion believes that they are the continuation of the ancient Orthodox Christian Church. It is said that they can trace their history back to ChristRead MoreThe Visitor ( 2008 ) Essay919 Words   |  4 PagesIt was written and directed by, writer, actor, and director, Thomas McCarthy. It offers a great deal for the examination of the Social/Civic Breadth area. The four languages that surround the important characters were English, French, Arabic and Romanian. A lonely, widowed, economics professor, Walter Vale, seems to hanging by a thread, as his dismal life refuses any productivity for a book he is supposedly writing. Unsuccessfully, he strives to learn to play the piano, a connecting point to hisRead MoreA Little Brief Background On The Family Farm By Sylvia Bojcvuk956 Words   |  4 Pagesof the overflow of immigrants in Austria. Fortunately, Albina’s second cousin served as their sponsor allowing the Bojcvuk’s to come to America in September of 1950. They lived in Chicago, Alexander and Albina went to work in the factories, while Sylvia worked as a nurse at a Polish, Catholic nursing home. Sylvia later went to work at a local hospital as a nurse, where she would soon meet her future husband, Louis Romanelli. Louis Romanelli, is the son of Italian immigrants from Naples, ItalyRead MoreRomulus My Father Essay885 Words   |  4 Pagesgeneralised as a process where an individual or individuals learn to connect with other people, groups, communities and the larger world. There are several ways that proves this statement above in both texts such as not belonging at the start of each story, complications with trying to belong and then finally achieving a full individual sense of belonging in the end. This is the general way that belonging is achieved but is much more complex than this process above. Firstly, belonging often starts outRead MoreAnalysis Of The Epic Of Gilgamesh 1284 Words   |  6 Pagesindividual in society. Despite the immense chronological divide between Gilgamesh and the aforementioned paintings, there is a distinct milieu between the three compositions: hierarchical dominance, and the exploitation of the uncultured savage. The story expressed in Gilgamesh begins with an introduction to the king himself. Tall, physically desirable and robustly built, Gilgamesh is a gleaming figure who many rely on for protection. Constructed of two parts god and one part man, he suffers from theRead MoreSocial Learning Theory : Social Theory936 Words   |  4 Pageshated feeling towards law enforcement. Growing up in such environment, Philips started his criminal path by stealing a suit in Alahambra. Philips also developed interest in body-building, and therefore met his partner in crime, Matasareanu, a Romanian immigrant with a history of being bullied, and anger management issue. The two conducted stealing, and fled before being arrested. During their travel, they started their first robbery with a bank armored car, followed by more robberies and eventuallyRead MoreEssay on Belonging1704 Words   |  7 Pagesstruggles, to reclaim his sense of belonging. The Pursuit of Happiness is a film directed by Gabriele Muccin o and is based on the inspirational true story of Chris Gardener. The film shows one man’s struggle to make something of his life, while providing for his family in the best way he can. The World at large is a song by the band Modest Mouse, and tells story of an individual’s search to belong and the problems faced in the process. Through the use of various text types and each composer’s choice ofRead MoreGlobalization For Small And Medium Sized Enterprises And Companies From Developing Countries1713 Words   |  7 Pagesgrowth like we are currently experiencing when job opportunities are difficult to be found. This can result in social movements to demonstrate the unhappiness towards immigration like we have recently witnessed in Italy towards an influx of Romanian immigrants. My opinion is that of course all big changes that are social and economical cannot be equal on all fronts and beneficial to everybody in the same degree but what is important is to see if overall there is an improvement and benefit for allRead MoreNeoliberalism Essay1723 Words   |  7 Pages Sharon (2000). Selling the work ethic:  : From puritan pulpit to corporate PR. Australia Daniela Zirra, 2012. CURRENT NEOLIBERAL IDEAS ABOUT EMPLOYMENT AND UNEMPLOYMENT . Romanian Economic and Business Review – Vol. 4, No. 1. — Elizabeth Martinez and Arnoldo Garcia, What is â€Å"Neo-Liberalism†?, National Network for Immigrant and Refugee Rights, January 1, 1997 George, Susan. 1999. â€Å"A Short History of Neoliberalism.† Presented at the Conference on Economic Sovereignty in a Globalising World,  MarchRead More Intersecting Factors: Race, Gender and Sexuality in Immigration 2433 Words   |  10 Pages The United States was founded through means of immigration; immigrants from everywhere and anywhere around the world. Who are they? How did they get here? Why did they come? Many of these questions can be answered when considering how race, gender, and sexuality affect immigration. Immigration means something to different to everyone and for some it forced, while for others, it is a choice. For some it means pursuing the â€Å"American Dream,† for others it may be breaking away from political and religious