Obama Vetoes Bill Cutting Former Presidents Pension, Allowances

On July 22, 2016, President Obama vetoed the Presidential Allowance Modernization Act, which would have cut the pensions and allowances paid to former presidents. In his veto message to Congress, Obama said the bill â€Å"would impose onerous and unreasonable burdens on the offices of former presidents.† In an accompanying press release, the White House added that the President had vetoed the bill because it would have â€Å"immediately terminate salaries and all benefits to staffers carrying out the official duties of former presidents -- leaving no time or mechanism for them to transition to another payroll.† In addition, said the White House, the bill would have made it harder for the Secret Service to protect former presidents and would â€Å"immediately terminate leases, and remove furniture from offices of former presidents working to fulfilling their continued public service responsibilities.† The White House added that the President was willing to work with Congress in resolving his issues with the bill. â€Å"If Congress provides these technical fixes, the president would sign the bill,† said the White House. The White House noted that the President had vetoed the bill only after consulting with the four other surviving former presidents and that the veto was â€Å"responsive to concerns they raised to us.† Had it not been vetoed, the Presidential Allowance Modernization Act would have: Cut Pensions and Allowances for Former Presidents While not specifically aimed at Bill Clinton, who has made $104.9 million to â€Å"pay the bills† from speaking fees alone, the bill would have cut the pensions and allowances of former presidents. Under the current Former Presidents Act, former presidents receive an annual pension equal to the salaries of Cabinet Secretaries. Under the Presidential Allowance Modernization Act, the pensions of all former and future former presidents would have been capped at a maximum of $200,000 and the current link between presidential pensions and the annual salaries of Cabinet Secretary would have been removed. Replaced Other Benefits with a Single Allowance The bill would have also removed other benefits currently given to former presidents, including those for travel, staff, and office expenses. Instead, former presidents would have been given an additional $200,000 allowance to be used he or she determined. In other words, under Chaffetz’s bill, former presidents would have gotten an annual pension and allowance totaling no more than $400,000 — the same as the current presidential salary. However, under another provision of the bill, the pensions and allowances paid to former presidents could have been reduced further or even eliminated completely by Congress. Under Rep. Chaffetz’s bill, for every dollar former presidents earn in excess of that $400,000, their government-provided annual allowance would have been reduced by $1. In addition, former presidents who went on to hold any elected position in the federal government or the District of Columbia would have received no pension or allowance while holding that office. For example, under Chaffetz’s dollar-for-dollar penalty plan, former President Clinton, who made almost $10 million from speaking fees and book royalties in 2014, would have received no pension or allowances at all. But Presidential Widows Would Have Seen a Raise The bill would have increased the allowance paid to the surviving spouses of deceased former presidents from $20,000 to $100,000 a year. Currently, the only surviving spouse of a former president is Nancy Reagan, who received $7,000 in benefits in 2014, according to the Congressional Research Service. How Much Have Former Presidents Been Getting? According to an April 2014 Congressional Research Service report, the four surviving former presidents received a government pension and allowance benefits in 2014 totaling: Jimmy Carter - $470,000George H.W. Bush -- $837,000Bill Clinton -- $950,000George W. Bush -- $1,287,000 Rep. Chaffetz and other supporters of the Presidential Allowance Modernization Act argued that modern former presidents are highly unlikely to be strapped for cash, an opinion supported by the Congressional Research Service (CRS). â€Å"No current former President has claimed publicly to have significant financial concerns,† stated the CRS report. But, that has not always the case. Prior to the enactment of the Former Presidents Act in 1958, former presidents received no federal pension or other financial assistance at all, and some did suffer the â€Å"hard times.† â€Å"Some former Presidents—like Herbert Hoover and Andrew Jackson — returned to wealthy post-presidential lives,† stated the CRS. â€Å"Other former Presidents — including Ulysses S. Grant and Harry S. Truman — struggled financially.† Former President Truman, for example, said that just responding to his mail and requests for speeches cost him more than $30,000 a year. Current Status of the Bill The Presidential Allowance Modernization Act was passed by the House of Representatives on January 11, 2016, and by the Senate on June 21, 2016. The bill, as passed by the House and Senate, was vetoed by President Obama on July 22, 2016. On December 5, 2016, the bill, along with President Obama’s accompanying veto message, was referred to the House Committee on Oversight and Government Reform. After deliberation, the committee decided against attempting to override the president’s veto.

The Arab-Israeli Conflict Essay - 1092 Words

The Arab-Israeli conflict has been ongoing for many years and so far a peaceful solution to the violence has not been reached. The peace process aims to find a just, fair and lasting peace solution to the conflict in the Middle East. The USA in particular has been very active in looking for a peace solution. This is because Israel is their ally. There are several million Jews in the USA and many send money to support Israel. Also the Arabs used oil as a very successful weapon in the Yom Kippur War, and the West depends on this oil. This was demonstrated with the price rises of 1973 that caused economic recession very quickly. The USA still wished to support Israel, but it was also important†¦show more content†¦However although Israel and Egypt could now exist side by side, the two leaders had to face much internal opposition over Camp David, and there was not peace. There were still a great deal of violence and terrorist attacks. Two years after the peace treaty was signed, Sadat was assassinated by Arab extremists in Egypt. Following the Gulf War against Saddam Hussein in 1990, a conference was held in Madrid where US President Bush stated that any settlement in the Middle East would be based on the United Nations Security Council Resolutions 242 and 338. This stated the demand of the withdrawal of Israel from the occupied territories, acknowledgement of independent states in the Middle East, a just settlement to the refugee problem and that all parties should start negotiations aimed at establishing a just and lasting peace in the Middle East. The declaration was an agenda for negotiations covering a five year interim period which would then aim to lead to a permanent agreement and address such issues as Jerusalem, settlements and the 1948 refugees. In 1993 the Oslo declaration was made after a series of negotiations. Yasser Arafat and Prime Minister Rabin made mutual concessions. Israel recognised the PLO as the representative of the Palestinian people and would commence negotiations with the PLO within the Middle East peace process. The PLO agreed to renounceShow MoreRelatedThe Arab-Israeli Conflict1427 Words   |  6 PagesThe Arab-Israeli dispute is among the centermost issues facing the Middle East today. The conflict itself has spawned a number of wars, myriad militant skirmishes, and several embargos, as well as a lasting peace between Israel and a number of its former opponents. The conflict today is waged primarily between Israelis and the Arab Palestinians that inhabit Israeli territory. The Arab-Israeli dispute is rooted in the separate movements of Zionism and Arab-nationalism. Zionism is an historical movementRead MoreThe Arab Israeli Conflict Essay1263 Words   |  6 PagesAccording to an apocryphal story, Pope John Paul once said that he believes there are two possible solutions to the Arab-Israeli conflict, the realistic and the miraculous. The realistic being divine intervention, and the miraculous being a voluntary agreement by both parties. On September 13th, 1993, it looked like the miraculous had happened when the Oslo Accords were signed by Israeli Prime Minister Yitzhak Rabin and Palestine Liberation Organization (PLO) Chairman Yasser Arafat on the White HouseRead MoreThe Arab Israeli Conflict883 Words   |  4 PagesMy chosen subteam for this negotiation is based on a Fundamentalist Christians opinion. As I had the chance to learn previously, Christians fully support the relocation of Jews in this conflict. This is because one of the main roots of the Arab-Israeli Conflict starts by  the Movement of Zionism. The Bible is interpreted by man y religions in many different ways, however the Christian Zionists belief in a series of Biblical Philosophies and Prophecies. 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Task Cohesiveness and Organizational Support †MyAssignmenthelp.com

Question: Discuss about the Task Cohesiveness and Organizational Support. Answer: Introduction: The report here gives an overview of an expert international HRM consultant that Liam Glavey has hired for his international hotel business venture in the European and Asian nations. Liam Glavey met Dirk Reynolds on a vacation where the later was an hotelier in his ill health looking for a buyer for his European and Asian Hotels that was an opportunity on part of Liam for internationalizing his own business. This not only irked Liam Glavey to take over the ten European and Asian hotels but at the same time plan for setting a process for rebranding and renovating the hotels as a part of Strathmore Hotel Group. The report thereby discusses about the recruitment and selection process of employees for international assignments. There is also discussion about the types of international employees that Liam Glavey can opt for his global venture. The international human resource manager (HRM) consultant also draws Liam Glaveys attention towards the role and characteristics of the expatriate manager. The report also discusses about the reason for expatriate failure and the issues related to repatriation. The international HRM consultant also talks the importance of cross-cultural training of the employees so that they are aware of the cultural aspects of the host country. The report also discusses about the international management development and international compensation management. The international HRM consultant also spoke about international performance management also finds a mention in the report. Liam Glavey along with discussion with Dirk Reynolds took a decision of taking over the European and Asian hotels and rebranding it under the Strathmore Hotel Group. After the management came to know about his decision, they requested to get a transfer to the new hotels. But given the fact that Liam Glavey believes in careful selection of his staffs so that they remain with the company, an expert international human resource management (HRM) consultant was appointed to provide necessary advice on the recruitment and selection of the employees(Stahl et.al 2012). Thus, the expert on the recruitment and selection procedure provided the following necessary advice: Making Use of a Selection Panel: A panel selected consisting of a manager, a staff who possesses the detailed knowledge on conducting business in the assignment destination, HR staff from the host country and an HR from the international destination. Choosing candidates who were successful in similar international assignments: Candidates with prior success in similar assignments will be able to cope up fast with the cultural difference and at the same time perform well. Ensuring priority of the candidates who have language fluency of the assignment destination: This will enable them to earn more respect since they will have more effectiveness in dealing with suppliers, colleagues and clients. Ensuring use of intercultural adaptability assessment tools: The intercultural adaptability tools allow one in accessing the potential of the candidates in innovation, leadership, management, collaboration and socialization. Providing preview of a realistic job assignment: Giving a realistic picture of the job and informing the good and bad things about the assignment is important. These that includes culture, climate, safety, security and business practice Allowing candidates on a reconnaissance trip: If the destination is different for the home destination of the chosen employee then offering a trip around the destination would ensure whether they can get adapted to the culture. Types of International Employees According to the international HRM consultant, Liam Glavey can choose the employees for newly acquired European and Asian hotels based on the following: Employees for the international destination could be the nationals from the home country. They will not only ensure greater organization control but greater understanding on the implementation of the business strategy (Zhuang, Wu, and We 2013). Further, they will also have better cultural understanding and act as a morale builder for the employees of the host county. Liam Glavey can also select nationals of the host country as the employees of his new hotel chain in Europe and Asia (Toh and Srinivas 2012). This will enable the employees in elimination of the language barrier and at the same time in better understanding of the laws and rules that are prevailing locally. Moreover, employing such nationals will also eliminate the cost of visas. Liam Glavey could also hire the nationals of the third country as the employees for the foreign location. Hiring people from the third country might help Liam Glavey to put forward an international perspective to the business. However, cost associated for the visas of such nationals might be less expensive compared to the nationals of the home country (Wiesbrock 2012.). Expatriate Role of Manager The role of the expatriate manager is to build presence and access of the new business venture into the international market. Therefore, it is necessary, for them to possess not only management skills but also technical expertise (Ramalu et.al 2012). They also play a role in establishing the hotel business and flourishing it as per the European and Asian standards. These managers must possess sufficient technical skill so that they can help in training the recruited people. They also look after whether the technical aspects of the business gets carried in the international location and at the same time keep a track of how the business works. They must also possess updated knowledge about the business. On the other hand, if Liam Glavey, look for recruiting someone in a similar designation from the host location then it might not be effective and would inevitably increase the cost of the business. Moreover, they must have a sound understanding of the corporate culture (Rozkwitalska 201 2). The characteristic of Expatriate Managers for taking up a role in expanding the business in the international market are as follows (Chang, Gong and Peng 2012): The expatriate manager must possess general knowledge not only about the global economy but also about the world. They should also possess information about the European and Asian countries where the hotel business is about to flourish. Moreover, understanding of process, strategy and style of leadership is also necessary. The expatriate manager should possess an inner drive to communicate that ensures not being afraid or embarrassed about his foreign language skills. These managers must also possess sociability that allows them in moving out of close circles and forming ties with every kind of locals. The managers must also possess the ability to get adapted to the culture of Europe and Asia thereby reflecting their cultural flexibility. The expatriate managers must possess an open mind since they have to experiment with the different cultures, understand and practice them. The expatriate managers also need to be aware of the negotiation practice that exists internationally (Freeman and Lindsay 2012). This is because the people coming from lower cultural context expects clear and explicit form of communication whereas people of higher culture seems to be better informed due to the presence of informal networks. Expatriate Failure International expansion of Strathmore Hotel Group is not only beneficial to the organization and but is also a factor of excitement amongst the current management (Gupta, R., Banerjee, P. and Gaur, J., 2012). However, there may be several reasons for the failure of the business due to failure of the expatriate. The reasons for the failure are as follows: Choosing the ideal person for the job may become difficult sometimes since there is difficulty in isolating the qualities required for successful expats, as the person chosen might not have a record of accomplishment of successful assignments. The host country will have a major role to play in providing support in helping the employees to get accustomed in the new business venture. Sometimes, there is a complete lack in the local support that the business is supposed to get in the host country. While venturing into the European and Asian market it is pertinent for managers of Strathmore Hotel Group to be in touch with the colleagues back home. The isolation can lead to failure of the expatriate. There are instances where children and spouses remain the primary factors in cases of repatriation. Most often, the employees do not share their domestic or social difficulty with the management due to lack of open and frequent communication. The planning for an overseas assignment requires careful and strategic implementation. There is also another fear in modern business where the resource needs of a business can take a drastic change without any warning. Proper strategies and careful planning might help the business to deal with such adversities. Repatriation Issues Expatriates expected to have a period of adjustment whenever they move to a new host country .However, most of them underestimate the challenges they face in getting back to their life in the home country once the international project gets over (Simpson 2012). Thus, repatriation considered as one of the challenges phases for an expatriate. Therefore, some of the issues related to repatriation are as follows: Work related Repatriation Issue includes: Loss of isolation and visibility Changes in the work place ambience Finding difficulty in adjusting to re-entry position Devaluation of experience gained in an international platform Personal Repatriation Issue includes: Assuming how repatriation could easily fit them back in the home country Having expectations from life that are mostly unrealistic Finding difficulty in social readjustments as they assume that relationship with family and friends might have changed. Facing difficulty in supporting the members of the family thereby resulting in reverse shock in culture Cross Cultural Training Thus, for ensuring Cross Cultural Training in his new international business Liam Glavey must consider the following (Stefanenko and Kupavskaya 2012): Ensuring Proper Training for Development of Intercultural Competence: It is not possible for everyone to have intercultural consciousness. Thus, proper training helps in the development of learned skills that enables the employees to interact in a foreign land. Ensuring that the Employees know the Foreign Language: Though knowing the foreign language is a key factor of cross-cultural training but at the same time, it is also important for an employee to know the values, work styles and priorities of working globally (Landis and Brislin, 2013) Proper Training for Instillation of Values, Beliefs and Norms of the Country: The most important factor however remains in training the employees so that they are aware of the norms, beliefs and values of country in which the employees are traveling. Ensuring Proper Communication with the Team Framework: The employees trained in a matter so that they have an understanding of the values and assumptions of the country they are working for which will enable them in understanding and managing the process of communication within the framework (Durgunoglu and Verhoeven 2013). Ensuring Proper Training in the Ways that Enables Proper Dealing with People: This is necessary, as it will help in portraying the care the employees towards their customers and in valuing cultural traditions. International Management Development The primary function of International Management Development refers to the fact that the Strathmore Hotel Group that is planning to expand on an international level has an appeal in the host country despite having an international feel (Mendenhall 2012). However, the objectives that the internationals HRM consultant suggested Liam Glavey are as follows: Creation of a local appeal in the European and Asian market without any kind of compromise on the global identity Ensuring awareness regarding cross-cultural sensitivities amongst the global managers and the staff hired across the geographic boundaries Providing enough training on the sensitivities and cultures of the host country International Compensation Management The primary focus of international compensation management program is to ensure that employees recruited internationally have sufficient financial compensation during the international assignments so they experience sufficient financial security and does not lose on economic grounds (Stahl, Bjrkman, and Morris 2012). Therefore, in addition to salary the international compensation package involves various components that are as follows: The Base Salary: For expatriate the base salary includes the primary component of allowance that includes Foreign Service premium, cost of living allowance, utility and housing allowance, pension contributions and in service benefits (Daley 2012). Inducement/ Hardship Premium for Foreign Service: The nationals of the parent country receive a premium salary in the form of inducement for the acceptance of the foreign assignment (Rahim 2012.). Sometimes they might also receive a compensation for the hardship faced while transferring. Expatriates paid various allowance based on the assignment that includes the allowance for cost of living, allowance for housing, house leaves and travel allowances. There may also be allowances for children and reallocation Payments for Tax Equalization: International compensation plan must protect the expatriate from the negative impacts tax through plans of tax equalization (Bargain et.al 2013). In such cases, it is the duty of the company to adjust the base income of the employee so that they do not either pays more or less tax Assistance of the Spouse: Companies also helps guarding the expatriate against any offset income due to the reallocation of his /her spouse. International Performance Management The international performance management of the expatriates considered difficult compared to the domestic managers. This is because an expatriate performance depends on a number of issues like cultural adjustments, tasks and job roles, compensation and the support they get from the host environment (Dellinger et.al 2013). On the other hand, an expatriate will face innumerable problems whenever they opt for a job in a foreign land. The jobs and tasks defined to them are sometimes in terms of their home country therefore they might have difficulty in understanding the job role when they actually put them to practice in the foreign land. They also find difficulty in adjusting to the foreign culture (Schlfke, Silvi and Mller 2012). They also face challenges from the host ambience in terms of technological, economic, social, legal and physical complications. Thus, there should be enough means for providing support to the individuals for betterment of their performance from not only the ho me country but also the foreign land. Conclusion The report concludes by throwing a light on the international performance management. There is also discussion about the international compensation management and international management development. The international HRM consultant hired by Liam Glavey for the international expansion of his business venture in the European and Asian nations put across these views. The HRM consultant also advices Liam Glavey on the importance of cross cultural training of the employees and the repatriation issues faced by the employees. This discussion finds a vivid mention on the report. The repatriation issues are important for Liam Glavey and his team, as they believe in recruiting employees who will stay with them. The international HRM consultant also makes Liam aware of the reasons for the failure of expatriate that finds a mention in the report. Discussions about the role of the expatriate and their characteristics also is a part of the report. Further, the international HRM consultant also p rovides advice on the steps followed on the recruitment and selection of the employees along with a mention of the types of international employees. References: Bargain, O., Dolls, M., Fuest, C., Neumann, D., Peichl, A., Pestel, N. and Siegloch, S., 2013. Fiscal union in Europe? Redistributive and stabilizing effects of a European tax-benefit system and fiscal equalization mechanism.Economic Policy,28(75), pp.375-422. Chang, Y.Y., Gong, Y. and Peng, M.W., 2012. Expatriate knowledge transfer, subsidiary absorptive capacity, and subsidiary performance.Academy of Management Journal,55(4), pp.927-948. Daley, D.M., 2012. Strategic human resources management.Public Personnel Management, pp.120-125. Dellinger, R.P., Levy, M.M., Rhodes, A., Annane, D., Gerlach, H., Opal, S.M., Sevransky, J.E., Sprung, C.L., Douglas, I.S., Jaeschke, R. and Osborn, T.M., 2013. Surviving Sepsis Campaign: international guidelines for management of severe sepsis and septic shock, 2012.Intensive care medicine,39(2), pp.165-228. Durgunoglu, A.Y. and Verhoeven, L. eds., 2013.Literacy development in a multilingual context: Cross-cultural perspectives. Routledge. Freeman, S. and Lindsay, S., 2012. The effect of ethnic diversity on expatriate managers in their host country.International Business Review,21(2), pp.253-268. Gupta, R., Banerjee, P. and Gaur, J., 2012. Exploring the role of the spouse in expatriate failure: a grounded theory-based investigation of expatriate'spouse adjustment issues from India.The International Journal of Human Resource Management,23(17), pp.3559-3577. Landis, D. and Brislin, R.W. eds., 2013.Handbook of intercultural training: Issues in training methodology(Vol. 116). Elsevier. Mendenhall, M.E. ed., 2012.Global leadership: Research, practice, and development. Routledge. Rahim, S.A., 2012. Compensation Issues Relating to Expatriate Managers: A Review of Related Literature.ASA University Review,6(2). Ramalu, S.S., Rose, R.C., Uli, J. and Kumar, N., 2012. Cultural intelligence and expatriate performance in global assignment: The mediating role of adjustment.International Journal of Business and Society,13(1), p.19. Rozkwitalska, M., 2012. Staffing top management positions in multinational subsidiaries-a local perspective on expatriate management.GSTF Business Review (GBR),2(2), p.50. Schlfke, M., Silvi, R. and Mller, K., 2012. A framework for business analytics in performance management.International Journal of Productivity and Performance Management,62(1), pp.110-122. Simpson, M.G., 2012.Making representations: Museums in the post-colonial era. Routledge. Stahl, G., Bjrkman, I., Farndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright, P., 2012. Six principles of effective global talent management.Sloan Management Review,53(2), pp.25-42. Stahl, G.K., Bjrkman, I. and Morris, S. eds., 2012.Handbook of research in international human resource management. Edward Elgar Publishing. Stefanenko, T. and Kupavskaya, A., 2012. Cross-cultural Training. InEncyclopedia of the Sciences of Learning(pp. 855-858). Springer US. Toh, S.M. and Srinivas, E.S., 2012. Perceptions of task cohesiveness and organizational support increase trust and information sharing between host country nationals and expatriate coworkers in Oman.Journal of World Business,47(4), pp.696-705. Wiesbrock, A., 2012. Granting Citizenship-related Rights to Third-Country Nationals: An Alternative to the Full Extension of European Union Citizenship?.European Journal of Migration and Law,14(1), pp.63-94. Zhuang, W.L., Wu, M. and Wen, S.L., 2013. Relationship of mentoring functions to expatriate adjustments: comparing home country mentorship and host country mentorship.The International Journal of Human Resource Management,24(1), pp.35-49.

Women Immigrants from Asia

Asian women is a term that was used to collectively identify females who hailed from Asian countries in the United States. The Asian countries included Japan, China and Korea among others. Some Asian women had come along with their husbands in such of greener pastures, and escape from the battles that were taking place in the Asian continent.Advertising We will write a custom essay sample on Women Immigrants from Asia specifically for you for only $16.05 $11/page Learn More As time moved, more Asians relocated to the US and thus, they flooded the state’s labor market. This is what led to the enactment of Chinese Exclusion Act in 1882. The following paragraphs focus on the issues that lie underneath this act and the effects it had on Asian women. Before the legislation of the exclusion act, Asians were allowed to immigrate to the US as laborers in the sugar farms. There was extreme poverty in Asia, which prompted many locals to seek for employment in the US. The construction of transcontinental railroad caused more Asians to relocate to the US and this is because the local population could not satisfy the demand for labor. The Asian laborers were only interested in earning a living and thus, they took any offer that came their way. This attitude did not go down well with the locals because they felt that the Asians were gradually eliminating them from the labor market. In 19th century, activist groups advocated for the passing of Chinese exclusion act, which many people saw it as the appropriate measure of securing the interests of the local people. When the act was passed in 1882, it barred many Asians from relocating to the US. The other argument that activists used was that Asian women were promoting the spread of prostitution in the US. This was a scapegoat because prostitution started even before the coming of Asian women. Furthermore, the Asian women were perceived to be responsible of infecting the locals with sexually transmitted diseases. After the exclusion act was passed, a lot of racial violence was directed towards Asian women. This brutality was intended to make the Asian women to return to their mother countries and discourage other Asian women from relocating to the US. The exclusion act favored the interests of the locals because they were given the first priority in the labor market. With no alternative, the Asian women resorted to prostitution as a way of earning their daily bread.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, American men who had drawn Asian women from Asia while posing as potential husbands forcibly converted them some into sex slaves. The girls were promised good life once they agreed to relocate to the US, but were later shocked by the turn of events. Most Asian opted to remain in the US and practice prostitution rather than go back their poor homes. Besides, by working as commercial sex workers they were able to help their friends back at home because the value of US currency was higher in Asia. On the other hand, a few women were immune from the Chinese Exclusion Act. These Asian women were married to the American natives or were born in the United States. The Asian women were stereotyped as prostitutes, but those born in the US were thought to be pure because they had adopted the American lifestyle. However, this initiative did not stop Asian women from immigrating to the US because most of them managed to pose as wives of American businessmen. Similarly, not all Asian women who wished to trade with their bodies, but brothel owners kidnapped even those who were innocent. This is because owning a brothel was a very lucrative business back then. Once in the brothels, they were subjected to many inhumane acts because their feet had to be bound to attract more customers. Therefore, the US law was used to justify racial discrimination towards Asian wom en. The Asian women would not have engaged in prostitution if they were given equal employment opportunities just like their local counterparts. The exclusion law was biased because if it was to be used to eliminate prostitution, then it should have been comprehensive. From another perspective, the exclusion act was trying to imply that prostitution was reserved for local women, but not for foreign women. This essay on Women Immigrants from Asia was written and submitted by user Francesca Garcia to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

HOW DOES GAME THEORY USE RATIONAL BEHAVIOUR AND APPLY IT TO POKER Essay Example

HOW DOES GAME THEORY USE RATIONAL BEHAVIOUR AND APPLY IT TO POKER Essay Example HOW DOES GAME THEORY USE RATIONAL BEHAVIOUR AND APPLY IT TO POKER Essay HOW DOES GAME THEORY USE RATIONAL BEHAVIOUR AND APPLY IT TO POKER Essay Introduction Game theory is the consequence of a mix between economic sciences and mathematics which is now widely used in all of the societal scientific disciplines. Game theory efforts to accurately predict behavioral actions in certain scenarios when the picks of others can besides hold an adding factor, ensuing in being able to determine the best scheme to derive a competitory border. Game theory is based on the rational side of human ‘players every bit good as non-human ( computing machines, machines, animate beings ) Game theory has been traced back to 1713, but it was most perceptibly accepted as an economic theory in 1928, when a book by John Von Neumann was published, Von Neumann went on to utilize his Game theory when making the Atom and H bombs, the theory has since undergone some alterations, in 1950 a mathematician, John Nash found a simpler solution for deriving the equilibrium, subsequently being named the â€Å"Nash equilibrium† which is still evident in today s reading of the theory. The theory has already been used in dramatic and life altering determination devising ( Von Neumann s ‘bomb as mentioned ) so with farther research into the theory it can go on to be used as the footing to maintain happening the competitory border. Purposes and Aims The purpose of my research is to derive unequivocal consequences as to how ( if at all ) game theory can utilize rational rational behavior and use it to poker to enable a individual ( s ) to derive a competitory border. Evaluate rational Game theory Examine how rational behavior is calculated How to Measure rational fire hook schemes. Examine if the game of fire hook is rational Literature Review Game Theory theoretical accounts in Poker There is already a significant sum of literature that provide an penetration into Game theory in fire hook, most of which all have a beliing position on each others work, Jason Swanson more late in 2005 said in a study entitled Game Theory and Poker, [ April, 23rd, 2005 ] that he had come up with a theoretical account that would be understood by all, even with small or no mathematical background, he concentrated on the impression that all participants would at some point in the game usage a ‘bluffing technique and it was at this minute in clip that the opposing participant ( utilizing the Swanson attack ) could derive a competitory border. In Jason Swansons theoretical account he uses what he calls â€Å"one card poker† where the deck merely consist of three cards ; an one, a deuce and a three, it is merely played by two people ( one of which will be chosen to be the â€Å"dealer† ) Swanson so goes on the prejudice of chance, after each individual has been covering a card they can either look into or turn up ( no rises are allowed ) He gives this illustration â€Å"The trader has the deuce and can crush merely a bluff. The opener has bet $ 100 into a $ 200 pot, giving him 2-to-1 on a bluff. We might hence believe that the trader should name twice and fold one time. Or, in other words, the trader should name with his deuce with chance 2/3† [ Game Theory and Poker, Swanson, 2005. Pg2 ] Staying with mathematical theoretical accounts of Game theory in fire hook. Taken from Tim Harfords book, The Logic of Life, chapter two, Las Vegas. Arguably the most celebrated character, the male parent of Game theory if you will, John Von Neumann ( mentioned before ) Having outshone his opposite number at the University of Princeton, Albert Einstein in the 1940 s 50 s, Von Neumann was ready to intergrate Mathematical theoretical accounts with the rational behavior displayed from worlds in Economics to make an account of fire hook, a scheme to win. Von Neumann realised that fire hook was a game of secrets and misrepresentation, but, by utilizing his theoretical account would do both factors work in one participants favour, Von Neumann accounted for the bluff and the contrary bluff, something that no other theoretician has been able to cite. Von Neumann s theoretical account ; â€Å"Player I to take the stake size B as an arbitrary nonnegative figure depending on x. Beting 0 is tantamount to look intoing. Newman s consequence may be summarizedas follows. An optimum scheme for Player I is to look into if 1/7 lt ; x lt ; 4/7, to wager B if ten = 1- ( 12/7 ) ( 2+B ) -2 for x gt ; 4/7, andt O stake B if x = ( 4/7 ) ( 2+3B ) ( 2+B ) -3 for x lt ; 1/7. An optimum scheme for Player II is to name a stake of B if y gt ; 1- ( 12/7 ) ( 2+B ) -1. The value is 1/7.† [ hypertext transfer protocol: //www.math.ucla.edu/~tom/papers/poker2.pdf, 1992 ] In the above theoretical account Von Neumann concentrated to a great extent on the thought that all participants will â€Å"bluff† ( deceive ) so Player I s first move will state the opposing participant alot about the strength of the manus that participant I has got, so the rational opposing participant will presume his manus and come up with 1- 7/12, But, all the piece participant II is playing along with the contrary bluff and will lose. Rational Choice Theory Rational pick theory assumes human behavior is guided by instrumental ground. Consequently, persons ever choose what they believe to be the best agencies to accomplish their given terminals. Therefore, they are usually regarded as maximising public-service corporation, the currency for everything they cherish ( for illustration: money, a long life, moral criterions ) . As the modern preparation of much older descriptions of rational behavior, Rational pick theory belongs to the foundational theory of economic sciences. Over the last decennaries it has besides become progressively prevailing in other societal scientific disciplines. Rational pick theory adopts methodological individuality ; it conceives of societal state of affairss or corporate behaviors as the sole consequence of single actions. However, rational pick theory is non merely applied to single worlds it can besides be attributed to big companies. Gary Becker won the nobel award in 1992 for his enforcement of rational pick theory in his book â€Å"The Economics of Life† he narrowed rational behavior into two premises Completeness ; where all actions can be ranked in order of penchant -Transitivity ; the impression that is A1 is preferred to A2 but A2 is preferred to A3 so A1 is preferred to A3 Both the premises and the behavioral anticipations of rational pick theory have sparked unfavorable judgment from a figure of professionals in Social Sciences. Some people have developed theoretical accounts of delimited reason, which hope to be more psychologically plausible without wholly abandoning the thought that ground underlies decision-making procedures. For a long clip, a popular strain of review was a deficiency of empirical footing, but experimental economic sciences and experimental game theory have mostly changed that review ( although they have added other reviews, chiefly by showing some human behavior that systematically deviates from rational pick theory ) . Early reviews of the rational pick attack in political scientific discipline for illustration, argued that the rational pick theoreticians could non explicate why people voted, much less do more sophisticated statements about political behavior. Research Design My research design will be dwelling of intermixing all of the bing cognition on game theory every bit good as my new and advanced thoughts. I will be chiefly be concentrating on whether or non Game theory can demo the game of fire hook to be a rational competition. The game of fire hook is a game that can be played in any milieus and the sum of wages ( the cost of playing, usually money ) can be dictated merely before drama. I will chiefly utilize the resource of the cyberspace to play online ( through the medium of a professional participant ) utilizing the guidelines set out from game theory and the game of fire hook itself. Besides, the sum of cognition already available on the topic will be used to my advantage as I will be associating a batch of my new thoughts to the secondary informations that I uncover in my research. The game of fire hook is one that is played by all ages from 18 upwards, this makes implementing a questionnaire a really feasible option and because of the diverseness of participants the replies that will be accumulated will be more accurate and realistic

Inflation Literature review Example | Topics and Well Written Essays - 1250 words - 1

Inflation - Literature review Example The markets had assumed that the debt by Euro zone was safe. This made the investors think that all members thereby making them willing to maintain debts even at low interest rates despite countries including Italy and Greece having high debt levels had backed them. After the credit crunching, the investors began being to be more skeptical about the European finances. The other unfortunate occurrence was that the European Union had no strategies in place to deal with the sudden panic. The diagram below shows some debt from Selected European countries between 2007 and 2010. Pettinger on the economics journal of October 2011, tried to analyze the Euro economic crisis critically where he applied a single currency meant that several of the solutions regarding economic problems could not be used. The most difficult task is to reduce the government borrowing levels while managing lower unemployment and economic recovery. He studied several European economies including Greece, Ireland and Portugal and found the following problems. Pettinger best-suggested solution was currency devaluation. This refers to the reduction in the value of exchange rates .This would see regaining of competitiveness, reduction of budget deficit, increase employment rates, and aid in economic recovery. Since economic recovery is the key to reduction in budget deficit. He suggested that Countries should stop the use of the Euro and maintain their own currency. Most countries agree that the renewal of the economic growth is vital in saving the Euro (Pettinger, 2012; Pg. 68). The obstacle is that the effects of steps such as having a banking union, the recently agreed rescue plan may have positive effects to the banking system but may not have any effect to raise the competitiveness in the region’s economies. The second option was inflation, where the country should try to boost

Analysis of the case study Essay Example | Topics and Well Written Essays - 1000 words

Analysis of the case study - Essay Example The worlds greatest magnificence things association, its principle compactors incorporate Estee Lauder organizations Inc, Avon, Mary kay lnc, and Revion Inc. LOreal has powerful administration, it has both top managerial staff and administration advisory group, Jean-Paul Agon, is Chairman and Chief Executive Officer. It has more than 72,600 workers around the world. Has 43 creation plant overall and 146 conveyance focuses. Fiscally LOreal is stable; it is exceeding expectations all inclusive in creating and showcasing nonessential, aromas and individual consideration items. It has operation in more than 130 nations. In 2013 it reported 5.93 billion euros deals. It works 42 assembling plants all through the world, which utilize 14,000 individuals LOreal has done well in terms of creating business improvement however contention is getting the chance to be more uncommon. For representation, Està ©e Lauder and Coty are both concentrating on China. Creating contention creating markets. At same time, creating markets, for example, China are probably chilling off. In any case, LOreal has the limit acknowledge absolutely new conceivable outcomes. LOreals weakest connection is their decentralized authoritative structure; it is greatly hard to control the organization on account of such a large number of subdivisions. Next, their overall revenue is altogether lower than of their rivals, (for example, Dior, Chanel, YSL, Lancà ´m Estee Lauder in quality, and Nivea, Revlon and Vichy all in all business sector brands). Additionally, they oftentimes host to depend on third gathering retailers, which does not issue them the opportunity to control their business one hundred every penn. Notwithstanding of their solid rivalry. L’Oreal does consistent statistical surveying .Also they publicize and advance items for particular target clients. Its advancement through skin care contraption Clarisonic displays its ability to meander outside broad thing orders to