Native Americans in the United States Essay Example for Free

Native Americans in the United States Essay The Navajo’s land was very precious. They lived in a huge expanse of land. They lived in large chunks of Utah and Arizona. They also inhabited small parts of Colorado and New Mexico. They had a similar climate all year around. The climate was arid to semi-arid. They had very hot summers and very cold winters. The annual precipitation for most of their land was less than 10 inches of rain. The average temperature range was 40 degrees Fahrenheit to 55 degrees Fahrenheit. They also had natural resources. They had coal, uranium, oil, natural gas, minerals, petroleum, agriculture, and herbs. ? LAKE NAVAJO ? FOOD: The Navajos had various amounts of food. They grew corn, beans, squash and melons. They hunted and ate Kaibab squirrels, black tailed jack rabbits, small pigs, peccary, horses, buffalo and sheep. They baked kneel down bread, Navajo cake, Navajo pancakes, blue â€Å"dumplings†, blue bread, hominy cookies, and squash blossoms stuffed with blue corn mush and pinon leaves. They also steamed and roasted corn. They harvested wild fruits and vegetables such as pinon nuts, corn silk, wild berries, wild onion, Navajo spinach (bee weed and pig weed), wolf â€Å"berry†, wax currant, sumac grapes, juniper oranges, yucca bananas, and Navajo tea (telesperma). They also traded for deer, squash seeds, tumble mustard seeds, pinto beans, goat, goat milk, and goat cheese. In special occasions they would have wild edible clay, wild potatoes, mimosa, sagebrush, and juniper ash. ? NAVAJO PANCAKES ? SHELTER: The Navajos had different homes than other native tribes. They lived in small clusters of families spread around. There’re 2 types of hogans (what they lived in), the winter type and the summer type. The winter hogan was more closed and padded for the cold but; the summer hogan was more open and less padded for the heat. They were both miserable and crude structures. The reason for them living in such poorly built homes was because they were nomads (so they could easily leave in a moments notice). They considered the outdoors as home. They used there â€Å"house† for storage, warmth and sleep. They said they wouldn’t get attached to their â€Å"homes† like white men (Americans). Hogans were round â€Å"houses† built with sticks, packed with earth and covered with brush, animal hides and whatever else they could find or was available. The front door always faced east to catch first light. They later built more advanced and bigger hogans made out of logs from pinon trees, and mud. ? NAVAJO HOGAN ? CLIMATE/ GEOGRAPHY INFLUENCE: The Navajo’s climate and geography affected them. Geography caused them not to have the same food or clothing in all parts of the Navajo land because some stuff didn’t grow everywhere and, the terrain made them wear different clothing according to altitude weather. Climate caused them not to have the same food, clothing or shelter all year around either. Some stuff could only be found a certain season. In the winter they had to wear more layers but, as for in the summer they would wear less, and like a said before (read shelter) there was a winter hogan and a summer hogan. ? CLASSIC TERRAIN ? LOCATION OF HOMES: ? NAVAJO’S CURRENT HOME ? NAVAJO’S ANCESTRAL HOME ? BIBLIOGRAPHY: Carey, Harold Jr. â€Å"Navajo People† Donald Snyder. (July 29, 2011) Outskirts Press. October 28, 2011 Donn, Andale. â€Å"Native Americans† Phillip Martin. (2007) October 27, 2011 Eck, Pam. â€Å"In Kido Indianans† Diane Dwenger. (April 22, 1998) October 28, 2011 Erdoes, Richard. â€Å"The Native Americans: Navajos† Sterling Pub. Co : New York; 1978: 15, 21, 12 James, Cullen. â€Å"Veterans Recall† Navajo Times; #24, October 29, 2011. 1,2 Kallen, Stuart A. â€Å" Native Americans of The Southwest† Lucent Books: San Diego; 2000: 12, 1, 11 Knysh, Brian. â€Å"Kid Port† Elizabeth Flynn. (1998) October 27, 2011 Lewis, Orrin, â€Å"Big Orrin† Laura Redish. (1998) October 27, 2011 Rossi, Ann. â€Å" Native Americans of The Southwest† Benchmark Education: Pelham; 2008: 16, 32, 10 Miller, Gay‘s 5th and 6th grade students. â€Å"Navajo. † Miller Gay. (October 23,2011) October 27, 20011 Yurth, Cindy. â€Å"Budding Filmmakers Debut† U. S. A Department of Defense; #3 October 29, 2011. 1,2 ? FUN FACTS: They Call them selves the â€Å"Dine† (the people) They drew petroglyphs Their reservation size is about 13 million acres (the largest in the U. S) They also have the largest membership size compared to other Native Americans membership’s size. (They allow up to 30 people from their extended family into the reservation. ) ? EXTRA: ? NAVAJO BOW ARROW ? NAVAJO POTTERY ? NAVAJO PAINTING ? NAVAJO TOMAHAWK.

Geothermal Energy: The Alternative of the Future Essay -- Economy Tech

Geothermal Energy: The Alternative of the Future When the energy crisis hit Americans in the 1970's, people were scrambling to find ways to conserve energy. The crisis brought to attention the very real shortage of fossil fuels. Gas and oil prices skyrocketed, and Americans looked for ways to save energy. They started producing smaller cars, driving less, and turning down their thermostats. Also, they started to examine alternate energy sources, such as solar, geothermal, and biomass. For a while, Americans were making a conscious effort to cut back on the use of fossil fuels. However, when gas and oil prices started to go back down in the early eighties, many of the conservation ideas were forgotten. In the minds of most Americans, the energy crisis had been solved because they could now afford to use fossil fuels again. Looking into the next century, we can see energy shortage problems starting to resurface. The possibility of another energy crisis is very real; however, this one will be different. It will not be a matter of fossil fuels being too expensive, it will be a matter of fossil fuels no longer being a resource. Our gas-powered cars, factories, and heating systems are using fossil fuels much faster than the dinosaurs are turning to coal. The way things are going now, we won't make it through the next century before running out of our fossil fuels. The problems with fossil fuels go beyond their rapid depletion. The pollution from burning fossil fuels is really taking a toll on the environmentand the atmosphere. Factories in the United States spend millions of dollars on filtration systems to try and cut down on the amount of harmful emissions, yet the environment just isn't getting better. Converting fossil f... ...[WWW]. Available: http://eren.doe.gov/geothermal/gep.htm. Geothermal energy will fill energy gap. (1998, October 6). First Search. Online. Fast DOC Geothermal Energy Technical Site. (1998, November 12). [WWW]. Available: http://geothermal.id.doe.gov/goethermal/faq/q01.html Geothermal heat increases our energy supply. (1998, October 27). [WWW]. Available: http://www.crest.org/renewables/geothermal/grc/supply.html Geothermal technologies. (1998, October 13). US Department of Energy, 1-6. Available: http://www.eren.doe.gov/geothermal/history.html Graham-Rowe, Duncan. (1998, October 6). Resources: Energy: Deep down at the earth's core. Academic Universe. Online. Mclarty, L., & Reed, M.J., (November 15 1998). The U.S. geothermal industry: Three decades of growth. [WWW]. Available: http://geothermal.id.doe.gov/geothermal/articles/mclarty/index.html

Relocating Margaret Thatchers in the Workplace Essay

Working environments are dimensions in which the individual’s skills, talents and production capabilities are put into the test. The war-like situation manifested in corporate arenas continues to post a challenge to each and every individual. It is a legitimized jungle wherein only the strong remains and the weak perish. Thus, for every struggle that is addressed, this spells sweet victory for the triumphant warrior. It is for this aspect that Karsten described the workplace a source of one’s â€Å"sense of self, power and prestige (162). † As the individual continue to climb the corporate ladder, his or her â€Å"sense of self, power and prestige (Karsten 162)† continue to increase. This is most especially true in scenarios wherein leadership roles are assumed and performed. However, a critical examination shows that holding power, garnering respect and expressing authority have exclusively remained in the hands of men. The opportunity to lead has been an exclusive right of males and women, despite of the strong campaign to uphold equality, are continuously pushed to the periphery. Women leadership remains a critical issue in the corporate environment. Despite of the efforts to render equal opportunities to both men and women, the actions taken, remained futile. Women as leaders are still seen from a derogatory perspective. As Spade and Valentine described, work places are no less than â€Å"gendered institutions† that operate under â€Å"inequality regimes (341). † Under this context, it can be argued that the so-called â€Å"inequality regimes† mentioned in this discussion, is no less than the hegemonic and oppressive patriarchal orientations that are highly manifested in various work spaces. Drawing on Dahrendorf’s distribution of power and authority (Lemell & Noll, 52), it is evident that many working environments deprive women from having equal chances or access to positions that demand an exercise of power and control. Also, power legitimacy as for the case of women leaders are often questioned or blatantly ignored. While it is true that women have managed to acquire managerial positions, Ely et. al expressed that only 1 % of these females are CEOs of Fortune 500 companies or establishments (161). Likewise, Ely et. al mentioned that in terms of governmental positions and functions, only a small percentage of women can be observed. The seemingly under representation and to a certain extent—total absence of women leaders in the corporate world is triggered by society’s patriarchal culture. The practices seen in the business world reflect the manipulative and discriminating orientation of the patriarchal system. Under this context, societal roles and functions are highly determined by gender. Men are seen as the stronger sex whereas women are the exact opposite. Women are constantly confined into domestic roles. They are mothers and wives whose values and worth are best exemplified in the bedroom and kitchen. Thus, their entries into the workplace or business environments are often seen as a threat. In addition to that, this scenario highly contradicts the so-called â€Å"normative behaviors (Ridgeway 223)† of world. Leadership in business environments translates to performing firm decision, asserting authority and showing direct control, if necessary. Needless to say, these traits or characteristics are often played or portrayed by men. On the other hand, the idea of being a mere â€Å"follower† is relegated to women. Therefore, in the event wherein a woman leader practices authority, utilizes power and make decisions, these scenario is immediately dismissed as a violation of the canonical norms not only of the workplace, but also of the overall social structure (Ridgeway 223). The problem with women executives or leaders is that their socially-constructed roles are mixed with their corporate or work-related functions. The merit of their leadership skills and capabilities are based on how well they perform their overtly stereotyped duties and obligations. When women act like leaders, the patriarchal system immediately questions their efficiency via insisting the women’s highly biased and gender-based tasks (Ridgeway 223). As Ridgeway stressed, women leaders are initially seen as a woman, then a leader (223). Gender would always come first and leadership capabilities are only secondary. There are several ways in which women are prevented from acquiring leadership positions in the workplace. The first one is illustrated by the â€Å"glass ceiling concept (Goethals & Burns 77). Under this context, women are blatantly deprived of acquiring leadership positions via unequal distribution of chances and opportunities (Goethals & Burns 77). This is despite of eliciting commendable work-related achievements and success. The glass ceiling acts as a barricade that prevents women from being hailed as managers and executives despite delivering good results and performances (Haslett, Geis & Carter 128). In addition to that, it is also evident that women are placed into positions or departments in which they cannot possibly harness their leadership skills (Goethals, Sorenson & Burns 77). They are subjected into roles that do not engage into actual corporate management and decision making. Therefore, in the event in which women are recommended for promotions, their skills and experience readily lag behind. Or in such cases, a woman must shoulder the entire burden of exerting efforts and energy to prove themselves, but with no assurance that they will be selected. But then again even if some women were able to secure their positions on the corporate hierarchy, Goethal, Sorenson and Burns shared that this is no less than a defense mechanism used to avoid accusations of gender discrimination and inequality (77). Aside from the glass ceiling, the persistence of the seemingly omnipotent â€Å"old boy network (Goethals, Sorenson & Burns 77)† is also instrumental in the under representation of women leaders. A critical examination of the old boy network clearly shows the strong attempt of men to protect their own interests (Sanchez et. al 240). There is the intention to keep power in the hands of the few and eliminate new players. This basically explains the degree of favoritism in promotions. Men often receive high preference compared to women not because they are better or more productive. Instead, this is just a way to preserve the patriarchal rule. Since majority of senior executives are men, their power legitimacy is highly acknowledged and recognized. This kind of prestige is then used by males to control, manipulate and safeguard their interests. Thus, to ensure that their power and authority shall remain, these executives are more likely to choose male protegees—individuals, who like them, present a common set of beliefs, ideologies and value systems. Lastly, the limited access of women to building social networks lessens their chances of being corporate leaders (Goethals, Sorenson & Burns 78). Goethals, Sorenson and Burns mentioned that â€Å"informal gatherings† is a way for women to connect with other individuals in the business organizations (78). It is through these activities that women can further improve their social and communication skills—two of the most significant traits that leaders should acquire. However, these opportunities are hardly given to women. Other than obstructing women to create meaningful relationships and camaraderie, this scenario also inhibits females from having their own mentors and role models (Klenke 185). Mentors and role models serve as a support system. Through them, valuable knowledge and insights are shared and transmitted. Mentoring relationships help potential leaders devise sound decisions and appropriate solutions. Unfortunately, this right is highly exclusive to men. The struggles and challenges faced by women leaders in the corporate system is yet another gender issue that should be readily addressed. Leadership roles should not be equated to gender-based functions. Equal rights and opportunities should be provided to both genders and should not be an exclusive privilege of men. It should be stressed and remembered that leadership efficiency is determined by skills and performances, never by gender. Works Cited Sanchez, Penny; Philip Hucles; Janis Sanchez-Hucles and Sanjay Mehta. â€Å"Increasing Diverse Women Leadership in Corporate America: Climbing Concrete Walls and Shattering Glass Ceilings. † Women and Leadership Transforming Visions and Diverse Voices Eds. Jean Lau Chin; Bernice Lott; Joy Rice and Janis Sanchez-Hucles. Massachusetts: Blackwell Publishing, 2007 Ely, Robin; Erica Foldy; Maureen Scully and The Center for Gender in Organizations Simmons School of Management. Reader in Gender, Work and Organization. Massachusetts: Blackwell Publishing, 2003 Goethal, George; Georgia Sorenson and James MacGregor Burns. Encyclopedia of Leadership. California: Sage Publications Inc, 2004 Haslett, Beth; Florence Geis and Mae Carter. The Organizational Woman. New Jersey: Ablex Publishing Corporation, 1992 Karsten, Margaret. Gender, Race and Ethnicity in the Workplace. Westport, CT: Greenwood Publishing Group, 2006 Klenke, Karin. Women Leadership. New York: Springer Publishing Company, 1996 Lemell, Yannick and Heinz-Herbert Noll. Changing Structures of Inequality: A Comparative Perspective. Canada: Mc-Gill Queen’s University Press, 2002 Ridgeway, Cecilia. Gender Interaction and Inequality. New York: Springer –Verlag New York Inc. , 1992 Spade, Joan and Catherine Valentine. The Ka

The World Investment Report about Investing in a Low-Carbon Economy Free Essay Example, 2000 words

World Investment Report 2010 states that immense and appropriate actions should be taken by all concerned parties to tackle the challenge of climate change. The report notes that the existing international and national policy frameworks do not adequately and effectively target TNC and private sector contributions. The report argues that investments in low- carbon can be leveraged better than it is presently. To achieve leveraging objectives, it is important that international investment policies be integrated especially when designing new post- 2012 regime climate change framework (UNCTAD 22). The article goes further and explains what low- carbon foreign investment is. According to the report, low- carbon foreign investment refers to the transfer of products, practices, or technologies to host countries through non- equity and FDI firms. The report split low-carbon investment into two; low- carbon services and products investments and low- carbon processes investments. Low- carbon services and products investments are those that reduce GHG emissions through their use, for instance, integrated mass transport systems, power-saving electronics, and electric cars. Also, these investments include technology solutions that reengineer GHG- emitting processes in local companies. We will write a custom essay sample on The World Investment Report about Investing in a Low-Carbon Economy or any topic specifically for you Only $17.96 $11.86/page On a positive note, the report notes that investing in a low-carbon business is rapidly growing.