The Malleable Yet Undying Nature of the Yellow Peril Essay example --

The Malleable Yet Undying Nature of the Yellow Peril Racial generalizations don't kick the bucket; they don't blur away. Despite the fact that Asian Americans today have accomplished model minority status according to the white greater part in America by taking care of our own problems through our probably tranquil, noble aura and coarse, overachieving hard working attitude, the particulars of the racial segregation we face continue as before today as they have since the primary Asians started settling all at once in the United States over a century and a half prior. At the base of this segregation is the possibility of a Yellow Peril, which, in the expressions of John Dower is the center symbolism of primates, lesser men, natives, kids, maniacs, and creatures who had extraordinary forces in the midst of a dread of attack from the dormant beast of Asia. Since its beginning in the late nineteenth century, the possibility of the Yellow Peril has hued the talk with respect to Asian Americans and has changed to and fro from clear, bigot de test, to charming terms of what Frank Chin portrays as supremacist love. in the midst of war, rivalry or financial struggle, Asian Americans are the malevolent adversary; in the midst of straightforwardness, Asian Americans are the model minority ready to absorb into American culture. What continues as before is that the separation, regardless of whether clear or not, is consistently there. The Yellow Peril initially turned into a significant issue in the United States in California during the 1870s when white common laborers workers, frightful of losing their positions in the midst of a monetary decrease, victimized the grimy yellow swarms from Asia, prompting the national Chinese Exclusion Act of 1882 which precluded migration from China as well as restricted legitimate occupants from turning out to be residents. As per t... ...e consistently is an issue and I was basically naã ¯ve for deduction anything extraordinary. Works Cited Jaw, Frank and Chan, Jeffrey Paul. Supremacist Love. In Richard Kostelanetz, Ed. Seeing Through Shuck. New York: Ballantine Books, 1972. Dower, John. War Without Mercy: Race and Power in the Pacific War. New York: Pantheon Books, 1986. Minear, Richard. Dr. Seuss Goes to War: The World War II Editorial Cartoons of Theodore Seuss Geisel. New York: New Press, 1999. Petersen, William. Example of overcoming adversity, Japanese-American Style. The New York Times. January 9, 1966. Example of overcoming adversity of One Minority Group in U.S. U.S. News and World Report. December 26, 1966. Wu, Frank H. Yellow: Race in America Beyond Black and White. New York: Basic Books, 2002. Zia, Helen. Asian American Dreams: The Emergence of an American People. New York: Farrar, Straus and Giroux, 2000.

Primate evolution Assignment Example | Topics and Well Written Essays - 250 words

Primate advancement - Assignment Example The shortening of arms additionally happens and its centrality is to make running smooth since balance is kept up (Gebo and Severson 11). Cranial advancement is an eminent anatomical event. The size and limit of the mind shift over the different developmental gatherings. Primates built up a bigger cranial limit when contrasted with their prompt forerunners. For example, Homo habilis had a rough cranial limit of 600 cubic centimeters while Homo erectus had a cerebrum limit that extended somewhere in the range of 800 and 1100 cubic centimeters. The expansion in the mind limit was a constant procedure all through the advancement stages. The toes and fingers of the early primates were touchy. The most punctual structures had nails with a hook like adjustment making chasing reachable. The nails likewise filled in as defensive rigging against outer hostility. The forelimbs and the rear appendages had an opposable finger and an opposable toe individually. The opposable finger makes it simple to get a handle on articles and food. Since certain primates explored trees, the opposable fingers and toes made the getting a handle on of tree limbs simple in this manner empowering development along trees. The early types of man had an optically based life structures portrayed by front oriented eyes. Among individuals, the eyes face the sides of the skull. The front aligned eyes gave the primates a three-dimensional perspective on their condition. The vision is stereoscopic. Along these lines, the primates had a bigger field of vision covering before their

Effective Ways Of Handling Employee Grievance

Effective Ways Of Handling Employee Grievance We all complain about our bosses (mostly behind their backs).With that in mind, it would be silly to expect our employees (or juniors) not to complain about one thing or another in the workplace.To hear an employee complaining about having a hard time with their tasks, or even day to day interaction with other employees, is already something that happens in many different companies. How you handle these complaints can easily mean the difference between being the superboss everyone wants to work for and the dictator responsible for everybody’s problems. Most companies have measures in place to deal with those complaints and resolve any problems. These measures could be in the form of company policies or programs that specifically focus on resolving issues employees have within the workplace, whether it has something to do with their job or with their co-workers.The perspective shifts greatly when the complaints from employees are directed towards their employers. There has always been a stigma attached to employees complaining against their employer, and this goes back to the old times. Stories of masters and slaves have been told through the ages. If a slave openly expressed their opinions on what they considered to be the shortcomings of their masters, things did not end well.Don’t get excited. Your employees are not your slaves.Stories like those have been retold over and over as time went by, even as corporate and workplace cultures have evolved. Employees who complain against their employers were, more often than not, viewed as ungrateful, showing no gratitude because the act seems dangerously close to “biting the hand that feeds them”. That’s probably the reason why for a long time most employees would exploit all possible avenues of solving a problem before approaching the boss.Today, times have changed in favor of these employees and workers. Worker rights have certainly gained more recognition, and one indication is how complaints are now given more attention and actually taken seriously. Now, employees can make their complaints formal and they even have the right avenues and platforms to formally air their concerns.WHAT IS EMPLOYEE GRIEVANCE?Employee grievance is one of the many aspects of personnel management. If you try to go over the company policies and employee handbooks of companies, you are bound to find extensive discussion on employee grievance. But what is a grievance in the first place?Grievance is generally defined as a “real or imagined wrong, or other cause for protest that is a cause of distress”. In legalese, grievance is any “injury, injustice or wrong that affords reason for resistance, and its formal expression is in the form of a complaint”.In the context of bosses and their juniors, there is a more specific definition provided by HR practitioners. They define “employee grievance” as a specific complaint or formal notice of employee dissatisfaction related to the adequacy of pay or compensation, the job requirements, the current work conditions, or other aspects of their employment. Often, you will also hear employee grievance when employers are accused by employees to have committed a violation of the terms of an existing collective bargaining agreement.It is a complaint when the employee merely expresses his thoughts and opinions verbally, talking about it to anyone who cares to listen. It becomes a grievance when the employee formalizes it, mostly through putting the complaint in writing and submitting it to the appropriate authority t asked to look into the resolution of the complaint.It is comparable to a university setting. Students dissatisfied with certain aspects of the school administration can complain all they want, but it becomes a grievance once they file a collective petition against the university’s administration. Usually, the formal airing of the grievances is the only thing that results in action from the authorities.Handling employee grievances is a function of the company human resource management department. It makes sense, since the employees can hardly file their complaints against the person they are complaining about, can they? In these instances, the HR department acts as a semi-independent body. It is “semi” independent because, although they are part of the company’s administrative structure, their actions in investigating and helping resolve employee grievances must be independent and unbiased, with respect to the employer or the subject of the complaint.Employee grievance, altho ugh integrated into many company policies, remains to be a heavy and very sensitive issue. Each grievance must be given serious attention, and that falls on the shoulders of the HR or a grievance committee, if there is one formed within the organizational structure. The main task of these grievance committees is to look into the validity of the complaint.We are talking about having to air your dissatisfaction against the employer that essentially signs your paycheck, so it definitely takes a lot of guts to get out there and make your complaint formal. However, it is also a fact that there are some employees that make baseless accusations against their employers because they have their own agendas in mind. This is why employee grievance must be dealt with fairly and properly. TYPES OF EMPLOYEE GRIEVANCESEmployees will not complain for no reason. By identifying the types of employee grievances, we can immediately identify the reasons or causes of such complaints. The types of grievanc es are based on the nature of the complaint, and we will take a look at the most common ones.Employee compensation and benefitsA great bulk of employee grievance cases has something to do with the pay and benefit packages that employees receive â€" or do not receive â€" from their employers. This is the topic most unions take up with the management of the companies they belong to.For example, you may feel like you are undercompensated, or that your salary is not proportional to the level of your responsibilities combined with the bulk and complexity of the work you are actually doing. Other times, you may also feel that there are benefits that you are entitled to but are not being given. This is reason enough for employees to complain against their employers, and no doubt, if you feel that your employer is dong one of these, you’ll not hesitate to lodge your complaint.Attention may also be fixed on pay equity within the organization, with respect to the amount of work and the natu re of the job. In instances when the company grants pay increases or bonuses, if the incentives are not balanced, the group receiving lower incentives will make complaints that they will feel compelled to take to a formal level.Employment and personnel policiesEmployees’ complaints may also be spurred by layoffs, transfers and assignments. If you feel that you have been unfairly transferred to, say, a division or department where your skills are not really required, and your earlier efforts to ask for a reconsideration fail, chances are that you will feel compelled to formalize the complaint into a grievance.The grievance could also be due to some areas or clauses contained in the company’s personnel policies, such as the hiring and recruitment procedures, leave administration, and merit and promotion plans, to name a few.Workload and work distributionYou can also feel that you have been unfairly given more work than other people in the same rank. This clearly shows that there i s a problem with how the workload is distributed among the employees. All employees getting the same compensation should also get roughly the same volume of work and responsibilities.Aside from unfair distribution of work, the complaint may arise simply from the employees’ opinion that the company is working them to the ground. This is especially true in the case of companies that are going through lean times and have to employ cost-cutting measures. For example, efforts of the company to bring down costs could lead to you and the other employees in your department to put in more work outside your usual work hours.Here’s the catch: if the extra responsibilities will not be treated as overtime, you won’t be receiving any extra compensation and as a result, you will most certainly protest. You will definitely not listen to the explanation that the company is simply cutting down on costs. In other cases, you may be asked to take on more work, so that you are technically going to perform the work of two or three people. If you are asked to do so without a corresponding increase in your compensation, there is bound to be a problem.Your employer may have appealed to your good conscience to “sacrifice that much” for the company during tough times. During the first few months, you’re probably going to be all right with it. However, if that situation drags on longer, and it seems that the employer is getting comfortable and he shows no clear plans or intentions of setting it right after the company has regained its footing, then clearly, these are causes for concern.Work conditionsUnsafe workplaces and offices that pose potential physical harm and health problems to employees are also seen as valid reasons for a formal complaint. One of the best indicators of a company caring about its employees is the provision of a safe and clean working environment.Are you provided with the tools necessary to carry out your tasks? Are you working with well-functioning to ols, machinery and equipment? Is the workplace well-ventilated and properly lit? Needless to say, if these are not satisfactory, not only will they cause potential harm and injury to the employees, they will also bring about frustration and dissatisfaction.Management-employee relationsIn some cases, it is possible for you as an employee to feel a divide or a gap with management or your employer. Maybe you are having trouble gaining access to, and communicating with, the employer. One way to bridge that gap is to file a grievance.Unions exist to represent the interest of the employees to the management, and their primary focus is on unfair labor practices that harm the relationship between the management and employees.[slideshare id=64703087doc=managingdisciplineandgrievance-160804152859w=640h=330]THE EMPLOYEE GRIEVANCE PROCESSIn order to handle employee grievances, there must be a set of procedures or a process to be followed. The process may vary depending on the company, specifica lly its culture. Usually, we hear of grievance procedures being developed as part of collective bargaining agreements or company policies designed as a means of internal dispute resolutions. These are often contained in companies’ Formal Grievance Procedures and employee Handbooks.No matter what the differences are, however, these processes mostly follow a basic flow. The grievance process is set in motion once the grievance committee or HR has received the grievance of the employee in writing. Resolving it is done, generally, through a five-step process, as described below.1. The supervisor or a manager takes informal action.If you are the HR representative, or the person in charge of handling grievances in the company, you are supposed to inform the manager or supervisor that the employee directly reports to about it. You are basically letting them take the first step or first informal action, which is usually through a casual and discreet conversation with the employee who made the complaint.The purpose of this informal action is to try to settle the problem early on, without involving other members of the grievance committee. Perhaps a resolution can be reached before the problem becomes more serious and the grievance reaches a higher stage.It is also during this step that the grievance of the employee is acknowledged. The mere fact that you called the attention of his or her immediate supervisor is already an acknowledgement on your part that the employee has a grievance, and it has reached the proper eyes and ears. It is important to let the employee know that his thoughts or concerns are not being outright ignored, and that steps are going to be taken to address them.The supervisor or the person having the talk with the employee should demonstrate sensitivity and the ability to actually listen to what the employee has to say. No matter how, initially, the complaint may seem silly or nonsensical, there is a need to treat it seriously.If no settlement h as been reached at this early stage, the grievance will proceed to the next step. Often, the employee will be required to submit a grievance letter to formalize the whole thing.2. A formal meeting is held with the employee.The formal stage of the process begins and, this time, the grievance committee will take the reins. You will schedule a formal meeting with the employee, and it is in that venue where his grievance will be discussed in greater detail.The meeting should be held private. There are two parties that must be present during the meeting: you as a representative (and other representatives, if any) from the grievance committee and the employee who filed the grievance. In most cases, the employee may be accompanied by another co-worker.Witnesses may be invited. In the course of conducting the meeting, you may deem it necessary to call or invite other employees as witnesses that may provide valuable input regarding the grievance.Confidentiality is a must. The details about t he meeting taking place must be kept under wraps, strictly among the people involved. Thus, the location of the meeting should also be kept off-limits to outsiders or uninvolved individuals.The formal meeting is the appropriate venue to fully discuss the grievance of the employee, focusing on who, what, where, when, why and how the issue came to being. All accounts made by the employee as well as those of any witnesses during the meeting will be the basis in ascertaining whether the grievance is valid or not.Depending on its nature and complexity, the grievance may be resolved at this step. If it’s not solved, the process proceeds to the third step.3. Further investigation is conducted.If the grievance is so complex that it cannot be resolved during the formal meeting, there is a need to conduct further investigation.Fact and data gathering tasks are going to be conducted by members of the grievance committee. You may have already obtained more than the bare facts during the forma l meeting, but those are mostly one-sided, since the input was mainly from the employee. There might be a need to verify some facts that will support any decision that will be made about validity of the complaint.Usually, you will be going about it using the typical data-gathering methods, such as the conduct of interviews with other employees and key personalities to get more information that may shed some light on the grievance.4. A decision is made and communicated to the employee.The results of the formal meeting, and any further investigations conducted, will be the basis for the committee to decide whether the grievance is valid or not. Once a decision has been reached, you must communicate it to the employee.It is important to keep the employee informed of the progress of the investigation â€" and the entire grievance management procedure â€" every step of the way. It’s a matter of fairness and respect for the employee, and to ensure transparency in how the grievance is bei ng handled. This will also help him decide on the next steps to take regarding the complaint.If the grievance is valid, it may be resolved at this stage and your job is done. If the resolution is not to the employee’s satisfaction, you may have to take it to the next step.5. If the grievance is rejected, or it was resolved but the employee was not satisfied with the resolution, the grievance may be taken to the next level in the management hierarchy.The facts will be reviewed, and a decision will again have to be made to resolve the grievance. If, again, it is not resolved at that stage, it will be taken to another, higher, level of management. It may even reach a point where an outsider will be called in to arbitrate and provide a fresh perspective.The higher the level of management that the grievance goes up to, the more people will be involved. This is why, at the beginning, all efforts should be geared to settling the complaint as early as possible. This is because taking it f urther is bound to take more time and company resources.HOW TO MANAGE EMPLOYEE GRIEVANCEResolving employee grievance is usually not an easy task. The one thing that will assure handling it effectively is to approach it systematically, and that is through following the employee grievance process.On top of implementing a systematic grievance process, here are a few other things that you can do to ensure grievances of employees are properly managed and resolved.Find a permanent solution.Solve, do not troubleshoot. Your goal should be to come up with a solution that will, as much as possible, put the grievance brought by the employee to rest, rather than provide a temporary fix. A temporary fix is no solution at all, since the problem is bound to come up again, probably on a bigger scale, since the root cause is still there.Therefore, your goal should be to eliminate the root cause of the problem. Remove the reason for the employee’s complaint.Listen, and listen well.Remember, all gri evances put forth by employees must be heard and listened to. Even if they do not seem plausible at first, and even if they are brought up in very casual conversations, as if in passing. A complaint is a complaint, and it denotes dissatisfaction of an employee. No one wants a dissatisfied and frustrated employee.It is important for people who are in charge of carrying out the grievance process to be good listeners. This is the first step toward finding a resolution to the grievance. By listening, you are also encouraging the employee to be more confident in resolving his complaint. If the employee feels that he is simply being patronized and that he is not being taken seriously, he might take his complaint outside the company, resulting in litigation that will prove to be far more tedious, costly, and damaging to the company and its reputation.One mistake that you should avoid is to treat the employee with hostility and be wholly unwelcome about the fact that he is taking his concer ns forward. Three possible outcomes can be expected from this scenario. The first may involve the employee cowering and slinking away with his complaints. He may even start to feel guilty about trying to air his complaints, and he will feel guarded around others. You will then find him still working, but with dissatisfaction that continuously eats away at him, eventually affecting his job performance and productivity.The second possible outcome involves the courts, with the employee taking legal action against his employers if it is a violation that is against labor law. Finally, the employee can look for a different company to work for and you will have to restart the hiring process to look for a replacement.Clearly, we know what choice the company will prefer. It’s bad rep if your business is suddenly painted as a company that is so problematic its own employees are taking it to court in a legal battle.Respond quickly.This pertains to how swift and decisive the action will be on ce the grievance has been received. Some companies may take their time and drag their feet, probably hoping that the passage of time will eventually convince the employee to just forget about his complaint and give it up. But this approach may backfire, and the employee may add another complaint to the list, and that is on the slow progress in the handling of his grievance.Grievance proceedings should not be allowed to go on for months. Think about all the work that will be affected in the interim. Most likely, the employee will not be able to perform at his peak when it comes to his assigned tasks because a huge chunk of his attention is occupied by the question on when his concerns will be tackled by the grievance committee.In the same vein, as discussed earlier, once a decision has been arrived at, communicating the decision to the employee should also be done quickly. Do not put it off for later.Keep an open mind.This is in line with acknowledging that a grievance exists, even i f you are still in the process of determining whether it is valid or not. By showing skepticism and doubt, you are also showing that you already have prejudged the situation. This means that your objectivity will be shot, and the decision may not be as unbiased as you will later represent it to be.Being antagonistic and hostile is also counterproductive. Anyone tasked to handle employee grievance must maintain a degree of independence from their employer. Throughout the whole process, you should keep an open mind and get all the facts before arriving at conclusions and making decisions. Leave all your prejudices outside the door whenever you are sitting down to investigate the facts.Come up with alternative courses of actions.It is not enough to come up with a single course of action to resolve the issue. As much as possible, identify other options, just so you will have alternatives in the event that the first course of action will not be acceptable to the concerned parties. This i s so that you can cover all your bases and avoid wasting time in thinking of other solutions.If you already have a number of alternatives to choose from, the time to resolve the issue â€" as well as the costs and resources involved â€"will be cut down considerably.Keep all communication lines open.And not just during the investigation period. The employee should be able to connect and communicate with you and the other members of the grievance committee throughout the whole process, and even when it is over and the issue has been resolved, in case there are other things to follow up on.Be responsive whenever the employee reaches out to you. Schedule follow-up meetings when necessary, and ensure that the people involved are truly involved. Think of the grievance committee as one of the bridges that link employees to their employers, and if they are unable to communicate with the people in charge of handling grievances, then the essence of that “link” is gone.Document every step o f the grievance process.This is very important, not just as a matter of record or for future reference, but to be kept apprised and up to date on the progress of the process. A similar grievance may crop up in the future, and so you already have something to start on.The documentation will also come in handy when management decides to develop or improve its internal policies on personnel administration, worker and employee welfare, and similar management aspects and issues.Establish and implement good policies on handling employee grievance.Finally, the best thing that a company can do to handle employee grievances is to have a sound grievance machinery or system in place. This is to avoid complications in the future when employees file more complaints, because there is already a guide or a roadmap that can be followed by the grievance committee.This is also an indication of the acceptance of the company that there are bound to be grievances in the future, so the most logical thing to do is to be prepared for them. This preparedness actually puts the company in a good light, since it shows that they do pay attention to their employees, and they are making every effort to ensure that their people remain satisfied under their employ.Once these policies are established, it is even more important to see to it that they are fully and properly implemented. It will be a complete waste if perfectly sound grievance policies are there, but they are not used properly, so no problems are actually resolved. It goes without saying that post-implementation reviews must be conducted from time to time. The changing nature of the business landscape dictates that management must also ensure that policies are kept current and up to date.Handling employee grievance is perhaps one of the most undesirable aspects of human resource and business management. However, it plays a very crucial role in ensuring the smooth flow of operations and business processes in a company.All companies should aim for zero grievances from employees. In reality, however, this is too good to be true. What they can do is to handle these grievances smartly, swiftly and successfully, so that the normal operations of the business will not be disrupted, and the working environment remains harmonious.

How did the Prohibition Change the United States of...

The word Prohibition as stated in the World Book encyclopaedia refers to laws that are designed to prevent the drinking of alcoholic beverages. The enforcement of the Volstead Act in the United States of America (USA) saw the nationwide beginning of the prohibition on the 16th of January 1920. The Prohibition brought about a change in attitude for the people of the United States (USA). It caused an extreme rise in crime; encouraging everyday people to break the law and increased the amount of liquor that was consumed nationwide. Overall this law was a failure because a law can not be enforced on a democratic society with out the support of a majority. The effect of this mistake (prohibition) lingered on American (USA) society for many†¦show more content†¦The drinking of alcoholic beverages became an act of rebellion against authority from the beginning of Prohibition, especially among university students and flappers. Alcohol consumption did increase over Prohibition years, $40 million of liquor had been smuggled into the United States in 1924 alone and that did not include the amount of alcohol which people made illegally in their own homes, which was most likely consumed that same year as well. There was a decrease in the consumption of beer, because it had to be transported in large quantities, which made the substance difficult to hide, as a result prices of beer and other alcoholic substances which had to be transported in such large quantities skyrocketed. Once this had happened people began to turn to the more concentrated forms of alcohol or hard liquors, which were a lot easier to transport and as a consequence they were cheaper. Due to the increase in consumption of more concentrated forms of alcohol, people got drunk much faster than in pre - prohibition years. 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Immanuel Kant And Ayn Rand Essay - 970 Words

Philosophy is amongst the most difficult and challenging subjects anyone can discuss. Philosophy has changed throughout the years and it can be inquiring and critical. Most philosophers have different theories on how the world should be and there are many issues and questions that arise. What is real; what is truth; what is the good; is the mind something separate from the body; and are we free, or are our actions determined so that we no longer have any control or influence? Immanuel Kant and Ayn Rand are two Philosophers that are respected for their different philosophies. Their lives, influences, and thoughts of how we should be as a society are ideas that make them so different. For most people, to figure out who someone is and why they think the way they do, one has to step in to the other’s shoes to see who they are. Immanuel Kant was born into Pietism and was raised on traditional Lutheran values of humility and divine grace.3 He attended Collegium Frierician in Konigsberg, Russia, as a child then, later, attended the University of Konigsberg. He studied classics but, eventually, found interest in philosophy.3 When his mother passed, he was only thirteen, and his father died when he was twenty-two.3 Eventually, Kant left school and started working as a tutor for several families where he lived.3 As time passed, he found himself teaching Privatdozent at the University until he was forty-six.3 He also attained the position of a professor of logic and metaphysics.3Show MoreRelatedKantian Ethics And The Categorical Imperative Essay1581 Words   |  7 PagesAnalysis of Kantian Ethics and critiques In Elements of Pure Practical Reason Book, I, Immanuel Kant, a prominent late Enlightenment Era German philosopher discusses his most famous ethical theory, the â€Å"Categorical Imperative.† The â€Å"Categorical Imperative† is a proposed universal law in stating all humans are forbidden from certain actions regardless of consequences. 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This belief system is the normative ethical position that judges the morality of an action based on the action s adherence to a rule or rules and is based on the ‘categorical imperative’ theory of German philosopher Immanuel Kant. That theory states that one should; â€Å"Act only on the maxim through which you can, at the same time will that it should become a universal law.† However, when viewed in this light one can see that Mr Surley’s maxim is flawed as it cannot be applied

Thorn Queen Chapter Eight Free Essays

string(67) " borders the Rowan Land, and two of their villages are very close\." Kiyo was gone the next morning, as I’d suspected he would be. We’d stumbled inside to my little-used bedroom once it started raining, and his side of the bed was cold, telling me he’d left some time ago. I sighed, trying not to let the knowledge of him being with Maiwenn get me down, and headed out to see what was going on in Queen Eugenie’s domain. We will write a custom essay sample on Thorn Queen Chapter Eight or any similar topic only for you Order Now The first thing I picked up on was that everyone was really excited that it had rained. We’d returned to normal sunny conditions this morning, but last night’s rain had brought the land to life. Cacti bloomed. The trees seemed stronger. And while there were no ostensible signs of excess water, I could sense it in the ground and even slightly in the air. Had having sex caused it? Maybe. Maybe not. Regardless, I was pleased with my good deed. I made motions to leave, but Rurik stopped me. â€Å"Don’t you want to question the prisoners?† I paused. What I wanted was to go home, shower, and change into clean clothes. â€Å"Can’t you do that?† I asked. He frowned. â€Å"Well, certainly, but†¦Ã¢â‚¬  But it should be my job. That was the unspoken message. I suspected Aeson would have never done such a thing. He would have left it to thugs. I knew if I delegated it to Rurik, he’d do it without (much) complaint. There was something in his eyes, though, that told me he expected more of me than an ordinary monarch. I’d never expected to gain such regard from him-or to feel so uneasy about it. Rurik had pissed me off to no end in the past, but suddenly, I didn’t want to disappoint him. â€Å"Okay,† I said. â€Å"Let’s do it.† I’d interrogated plenty of monsters, gentry, and even humans in my day. But there was something weird about interrogating prisoners. It was strange enough to learn that I actually had a dungeon in the castle. There were even shackles on the wall, but thankfully, our two prisoners weren’t bound. They were a man and a woman, both ragged and sullen. He looked my age; she looked older. I entered the bronze-barred cell, Rurik and another guard behind me. I crossed my arms over my chest and swallowed my misgivings. I was Eugenie Markham, badass shaman and slayer of Otherworldly miscreants. This was no different from any of my other jobs. â€Å"Okay,† I told the prisoners, my voice harsh. â€Å"We can make this easy or hard. Answer my questions, and it’ll go a lot faster and smoother for all of us.† The woman glared at me. â€Å"We don’t answer to you.† â€Å"That’s the funny thing,† I said. â€Å"You do. You’re in my land. You’re under my rule, my jurisdiction.† She spat on the ground. â€Å"You’re a usurper. You stole the land from Aeson.† Considering the way power was always shifting in the Otherworld, I found that statement ludicrous. â€Å"Everyone’s a usurper here. And in case you haven’t heard, I didn’t steal the land from him so much as blow him up.† Her face remained hard, but I saw the slightest flicker of fear in the guy’s face. I turned to him. â€Å"What about you? You going to be reasonable? Are you going to tell me where the girls you kidnapped are?† He nervously glanced at his companion. She gave him a hard look, its message easily interpretable: Don’t talk. I sighed. I didn’t want to resort to torture. All-powerful ruler or not, it was just an ugly thing I didn’t want to dirty my hands with. I had a feeling my iron athame pointed at their throats would go a long way to get them to communicate. Instead, I opted for another solution. Producing my wand, I stepped away from the others and spoke the words to summon Volusian. The momentary cold descended upon us, and then the spirit stood before me. Rurik and the guard were growing accustomed to this, but the prisoners gasped. â€Å"Volusian,† I said. â€Å"Got a task for you.† â€Å"As my mistress commands.† I gestured to the prisoners. â€Å"I need you to put muscle on them. Get them to talk.† Volusian’s red eyes widened slightly, the closest he ever came to looking happy. â€Å"But you can’t kill them,† I added hastily. â€Å"Or hurt them-much.† The pseudo-happiness disappeared. â€Å"Start with the guy,† I said. Volusian sidled across the cell and was only reaching his hand out when the guy cracked. â€Å"Alright! Alright! I’ll talk,† he cried. â€Å"Stop, Volusian.† The spirit stepped back, his glum expression growing. â€Å"I don’t know anything about girls disappearing,† the man said. â€Å"We aren’t taking them.† â€Å"You’ve been preying on people,† I pointed out. â€Å"And girls have been vanishing near your base of operation. Seems kind of suspicious.† He shook his head frantically, eyeing Volusian warily. â€Å"No, it’s not us.† â€Å"Have you heard of them disappearing?† â€Å"Yes. But it’s not us.† His words were adamant. â€Å"Yeah, well, I find it hard to believe they’re all running off. If it’s not you, then who is it?† â€Å"You’re a fool,† the woman snapped. â€Å"What would we do with a group of girls?† â€Å"The same thing men usually use girls for,† I replied. â€Å"We can barely feed our own people! Why would we take on more mouths to feed?† That was kind of a good question. â€Å"Well, you still haven’t really given me another explanation.† â€Å"We heard a monster’s doing it,† the man blurted out. â€Å"A monster,† I repeated flatly. I looked over to Rurik who simply shrugged. I turned back to the prisoners. â€Å"Any details on this monster?† Neither responded. It was strange, particularly considering how some prejudiced part of me still regarded most gentry as dishonest, but I believed them about not taking the girls. I thought the monster explanation was bullshit, but they might honestly have believed it to be true. Volusian took a step forward without my command, and the guy hastily spoke. â€Å"The monster lives in our land. In the Ald-Thorn Land, that is.† â€Å"How do you know that?† I asked. â€Å"Because only girls from the Thorn Land have disappeared,† the woman said. â€Å"Westoria borders the Rowan Land, and two of their villages are very close. You read "Thorn Queen Chapter Eight" in category "Essay examples" Skye and Ley. But they’ve had no one go missing.† â€Å"You guys seem to know a lot about this for allegedly not being involved.† â€Å"We don’t need to be involved. We raid both sides of the border-word gets around.† She spoke of her raiding as a matter of pride, and I tried not to roll my eyes. â€Å"Okay. Let’s put the girls on hold. Where did the fire demons come from?† No answer. I sighed again. â€Å"Volusian.† Volusian swiftly moved forward again and wrapped his hand around the guy’s throat. Most spirits had little substance, but with his power, Volusian was as solid as any of us, his touch cold and deadly. The man screamed and crumpled to the ground. â€Å"Stop! Stop!† yelled the woman. â€Å"I’ll tell you.† I halted Volusian and looked at her expectantly. The man remained on the floor, rubbing his throat and moaning. The skin on his neck bore bright red marks. The woman looked angrier than ever. â€Å"It’s our leader who summons them. Cowan.† â€Å"You expect me to believe some vagrant has that kind of power?† I asked. â€Å"Why isn’t he off working for a noble?† â€Å"He was a noble, one of Aeson’s advisors. He preferred to live a rough life, rather than work for someone like you.† â€Å"Aeson did have a noble named Cowan,† Rurik said. â€Å"Her story isn’t implausible.† I suddenly felt weary. None of these were the answers I wanted. No leads on the girls, and now I had a rogue noble who could summon demons. â€Å"Okay,† I said. â€Å"That’s all I’ve got for now.† â€Å"What are you going to do with us?† the woman demanded. â€Å"Another excellent question,† I murmured. â€Å"Aeson would have killed them,† said Rurik. â€Å"And you know I’m not Aeson.† Would setting them free accomplish anything? Much of what they’d done had been from hunger and desperation, not that that justified robbing and potentially killing and kidnapping. If I freed them out of guilt, I doubted they’d learn their lessons and go on to become upright citizens. I certainly wasn’t going to kill them, though. I didn’t even want to hold them in this cell much longer. The guard who’d accompanied Rurik cleared his throat. â€Å"Your majesty, you could sentence them to a work detail.† â€Å"A work detail?† â€Å"There are others like them, other criminals, who serve a term doing labor as punishment for their deeds.† â€Å"Like digging your aque†¦whatever,† said Rurik. That didn’t sound so bad. And hey, it might actually be useful. I gave the order and was assured the two prisoners would be transported to their work site. The whole thing felt a little strange. Here I was judge, jury, and-if I chose-executioner. No one argued with my decision. No one questioned the time I set-six months. Although, Rurik’s arched eyebrow made me think he would have sentenced them to life. â€Å"Okay,† I said when we’d emerged out of the lower levels of the castle and I’d sent away Volusian. â€Å"Now I’m going home.† Shaya suddenly rounded the corner. â€Å"There you are,† she said anxiously. â€Å"I’ve been looking for you.† â€Å"I’m leaving.† Her face turned confused. â€Å"But Prince Leith is here to see you.† â€Å"Who†¦oh.† The image came back to me. The moderately cute guy from the party. The Rowan Queen’s son, who hadn’t been all that annoying. â€Å"Why is he here?† â€Å"After your last visit, I dispatched those with any affinity for metal out to search for copper. They found a lot of it-thought it’s been difficult to extract-and I sent out word that we’d be in a position to set up trade for it soon. Leith is here to negotiate on behalf of his mother.† â€Å"Man,† I said. â€Å"You guys move fast.† Her looked turned wry. â€Å"Well, yes, but there’s also the fact that you invited him to visit sometime. He’s taking you up on the offer. In fact, I suspect seeing you is more important than the trade negotiations.† â€Å"Good thing. Because I’m not so good in the way of negotiations.† I never wore a watch and had left my cell phone back in Tucson. I had no idea what time it was, only that I was spending more and more time in the Otherworld. Seeing Leith was only going to delay me further. â€Å"I’ll see him. But it’s going to be fast.† Shaya looked relieved. I think she’d worried I would bolt, which was a very good fear to have. As we walked to the chamber Leith was waiting in, she gave me a curious look. â€Å"Perhaps you’d†¦like to change and clean up first?† I looked at my clothes. They were pretty badly wrinkled, and I didn’t doubt that I had grass in my hair from last night. â€Å"No,† I said. â€Å"The less appealing he finds me, the better.† Unfortunately, that proved impossible. When we entered the room, Leith leapt up, face aglow with delight. â€Å"Your majesty! It’s so wonderful to see you again.† He swept me a half-bow and kissed my hand. â€Å"You look amazing.† He was apparently into the grunge look. â€Å"I hope you don’t mind me arriving like this. When my mother heard the news of your find, she wanted to make sure we could get in on it as soon as possible.† â€Å"Sure,† I said, taking my hand back. â€Å"No problem.† The room was a comfortable parlor that still bore the signs of Aeson’s tastes in decorating. Tapestries, lots of velvet, and dark colors. Everyone waited for me to sit on one of the plush sofas and then followed suit. I made a point of kind of sprawling on mine. It wouldn’t have been out of the range of gentry etiquette for Leith to come snuggle up beside me. As it was, he was still beaming at me and seemed a bit put out when Shaya jumped right in. â€Å"So, your highness. We’d like to discuss trading our copper for your wheat.† As they began to talk, I had a sudden flashback to that god-awful board game my mother used to make me play, Pit. I let my mind wander as the two of them hashed out the finer details of matters I didn’t entirely understand. My thoughts drifted to some upcoming jobs I had, the mystery of the demons and the missing girls, and of course, Kiyo. Always Kiyo. Leith and Shaya wrapped up their negotiations fairly quickly. From the happy look on her face, I took it our team had come out ahead. With a polite bow in my direction, Shaya rose, holding some papers to her chest. â€Å"If you’ll excuse me, I’m going to have these written up and formalized so that the prince can sign them before he leaves.† I took this as my cue to entertain him, but nothing readily came to mind. I couldn’t really talk to him about reality TV or American politics. Finally, lamely, I said, â€Å"Thanks for your help. I mean, with the trade and everything.† He grinned. â€Å"We’re getting as much out of it as you. Maybe more.† â€Å"Shaya didn’t seem to think so,† I said, speaking without thinking. This made him laugh. â€Å"She’s a good negotiator. You’re lucky to have her.† He leaned forward. â€Å"Especially since I’m guessing this really isn’t your†¦well, let’s just say it’s not one of your normal pastimes.† The frankness caught me by surprise. I’d expected him to remain starstruck and silly, like most of the guys around here who wanted to hit on me. Leith’s current expression wasn’t lecherous or adoring now, just knowing and sympathetic. â€Å"No, it’s really not. This is a kind of a big life change.† â€Å"And yet, you knew you’d be taking this on when you defeated Aeson.† I hesitated. Both Shaya and Rurik had hinted to me on a number of occasions that I really shouldn’t elaborate on the totally unexpected-and unwanted-nature of my queen-ship. Even if I hadn’t fought Aeson with the specific intent of supplanting him, the point remained now that I was stuck with this. Coming across as weak and whiny to those outside my inner circle could create more problems. â€Å"Well, yeah,† I said brightly. â€Å"We just didn’t anticipate this many problems when the land changed.† â€Å"But this is how your world is?† â€Å"The part I live in. But we’ve had a long time to get used to it and figure out ways to survive and get water in. I gave Shaya books on how to construct some of that stuff, so hopefully she’ll find someone to do it.† His brow furrowed. â€Å"Is there any way I could take a look? I might able to help.† For a moment, I wondered if this was his new ploy to schmooze me-until I recalled what Shaya had said about him having a brilliant mind for technology, inasmuch as the gentry could. If he could parse diagrams and whatnot, it might be worth getting closer to him. â€Å"Sure,† I said. â€Å"We could certainly use it.† He smiled again, and as it lit up his face, even I could acknowledge he was pretty good-looking. Not like Kiyo, of course. Or even†¦well, like Dorian. But pretty cute. â€Å"I’ll set to it as soon as I can. If there’s anything else I can do to make this easier for you, I’ll do it.† There was an enraptured look on his face. Yeah, he definitely had a crush, but he didn’t irritate me in the way so many other more obnoxious suitors did. An odd thought occurred to me. â€Å"Leith†¦here’s something you might be able to help with. Have you ever heard of girls disappearing from the Rowan Land? In the areas that border my land?† The look on his face showed that this was the last question he’d expected from me. â€Å"I†¦beg your pardon?† â€Å"Girls have been disappearing from my land, right near your borders.† What were those names? â€Å"Skye and Ley. But the people I talked to say nothing’s happening to your girls. Do you know anything about this?† He shook his head, utterly confused. â€Å"No†¦I’m afraid I don’t know very much about the lives of those people.† Leith’s words weren’t contemptuous by any means, but there was an implication that villagers and peasants just weren’t people he associated with. It reminded me of Rurik’s comments about how Aeson would have never troubled himself to investigate bandits or missing girls unless they directly affected him. Leith wasn’t as much of an asshole as Aeson, but he and his mother were likely just as out of touch as any other noble. I think a fair amount of disappointment must have shown on my face because he suddenly grew eager to make me feel better. â€Å"But I swear, I’ll look into this when I return. I’ll ask Mother, and we’ll send messengers out to report back. I’ll find out everything I can for you.† I smiled at his enthusiasm. â€Å"Thanks, Leith. It’s really great of you to help.† â€Å"Helping a pretty queen is no trouble at all. By the way, have you ever thought about getting a crown?† We talked a little longer, and I found he actually was a really nice guy, given to moments of humor and intelligence. It wasn’t enough for me to jump into bed with him, but I appreciated finding someone else to connect with in the Otherworld. Shaya returned at last with the paperwork-hand-printed on scrolls, of course-and while Leith signed, we got a hold of the engineering books for him. His eyes widened with delight, and I swear, he probably could have sat down and started reading then and there on the floor. Instead, he took the hint that I had other things to do, and after many more compliments and hand kisses, he took his leave. â€Å"You’ve given him another open invitation,† Shaya pointed out. â€Å"Yeah, I know. But he’s harmless. I like him.† â€Å"None of them are harmless, your majesty.† I couldn’t entirely tell if she was joking or not. â€Å"Well, it’ll be worth the hassle if he can solve our water problem and help with the girls.† â€Å"The girls?† I gave her a quick recap of my interrogation with the prisoners. Her face turned thoughtful as she processed my words. â€Å"Skye and Ley†¦Ã¢â‚¬  â€Å"Do you know those towns?† She nodded. â€Å"They and Westoria are configured in a way that places them equidistant from a gateway. A crossroads.† â€Å"What, to my world?† She nodded again. â€Å"Huh. I wonder if that’s a coincidence. I wonder†¦I wonder if it’s possible that†¦Ã¢â‚¬  One of my crazier ideas came to me. â€Å"Do you think those girls could be leaving and going to my world?† â€Å"I don’t know. Shining ones do often cross over. It’s not unheard of.† â€Å"Yeah, I know. To cause trouble. Or to steal women.† I had to fight a scowl on that one. My own mother had been one such woman, abducted and forced to be my father’s mistress. â€Å"You think these girls are going to go kidnap guys so they can have kids?† The easy ability to conceive was why so many humans got kidnapped. Usually, it was gentry men taking human women. Shaya’s smile turned wry. â€Å"I somehow doubt it would come to that. Women have been known to cross over, spend time in your world, and return pregnant. They don’t need to bring the men back.† Fair point. Well, this was certainly a weird development. I’d have to wait and see what Leith reported back, but I supposed if these girls weren’t actually being abducted†¦well, there was little for me to do. Admittedly, I’d always fought adamantly against gentry sneaking to the human world, but I wasn’t sure where the right and wrong of this situation lay. â€Å"I guess that’d be easier to deal with than a monster taking them. Still leaves that stupid demon problem.† I sighed. â€Å"Well, one issue at a time, I guess.† â€Å"Are you leaving now?† â€Å"Yes. Finally. Thanks for handling this today.† â€Å"Of course,† she said. She actually sounded like she meant it. Her pleased expression turned momentarily hesitant. â€Å"Although†¦there’s something you should know. Someone else responded right away to the trade offer.† â€Å"That’s good news.† â€Å"It’s Dorian.† â€Å"Oh.† Of course Dorian would respond. How could he stay away from an opportunity to put me at his mercy? â€Å"You can deal with it, though, right?† â€Å"Well, that’s just it. He’s specifically requested that you talk to him. At his home.† â€Å"What?† I stared. â€Å"He†¦he can’t do that.† That wry smile of hers returned. â€Å"He’s a king. He can do anything he wishes.† â€Å"Yeah, but Leith came here! Dorian just wants me to go to him so that he can taunt me.† And no doubt flaunt Ysabel in front of me. â€Å"Leith’s kingdom needs copper more than Dorian’s. I suspect Dorian is doing this as a personal favor to you.† â€Å"That’s not exactly how I’d put it.† She shook her head, the amusement now warring with exasperation. â€Å"I know there’s tension between you, but I suspect if you could be nice to King Dorian, he might make us a very generous deal. One that could help us immensely.† A generous deal. The Oak Land was flourishing. I didn’t doubt they had all sorts of food and other items we could use. I thought about those poor people in Westoria and even about my prisoners who’d spoken of having too many mouths to feed. I sighed. â€Å"Fine. I’ll talk to him. And I’ll even be nice.† I started to turn away, needing more than ever to get back to my own home. Then I glanced back behind me. â€Å"But Shaya? Just to be safe, you might want to keep looking for more trade partners.† How to cite Thorn Queen Chapter Eight, Essay examples

Staying Healthy and Eating Right Essay Example For Students

Staying Healthy and Eating Right Essay Staying Healthy and Eating Right Essay is a lifestyle that many people should consider. A juicy hamburger from McDonalds dripping with special sauce topped with cheese is not exactly considered a healthy meal. Our society today is busy and on the go at all times. It is so much easier to stop and get fast food and then continue on. However, we should stop and think; is it really worth it to not eat right and exercise? Studies have shown, people that eat right and exercise live longer. Eating fattening foods clogs your heart with cholesterol and fat. People that do not exercise and continue to eat unhealthy foods will slow their metabolism. This is why over 70% of our society are overweight today. My grandfather has had problems with his heart in the past mostly because he was very overweight and eating the wrong foods. The doctor advised him to exercise and eat right. Now, after two years of following this advice, his heart is stronger than ever. We will write a custom essay on Staying Healthy and Eating Right specifically for you for only $16.38 $13.9/page Order now The doctor informed him that at least ten years has been added to his life. Exercising and eating right really does help you to live longer. Eating healthy foods and exercising also helps to build persons self-esteem. Many people who are overweight do not feel good about themselves. They want to be thinner but instead of doing it the right way, they try crash diets that seem to always fail or do nothing at all about their condition. If we would exercise at least 45 minutes per day, 3 to 4 times per week, it is guaranteed that we lose weight and get in shape. When a person is at the size and stature that they would like to be then their self-esteem rises. If one has a good attitude and think they look great then more than likely other people will also. When one exercises and eats good foods then they also physically feel great. The fact that one has just spent an hour on the treadmill and a salad was for dinner makes a person feel as if they are really accomplishing something. If people would realize what a great feeling a person gets from working out and eating healthy foods then everyone would be doing it. It is a lifestyle that people should adopt and live by. It should also make one feel good that they are doing something to better themselves. All of us have areas that we can improve on. By improving our physical imperfections it makes us feel great. Some people were raised to eat everything on their plate whether it was healthy or not. If your mom made the food, then it was eaten. What our generation should do is learn from our parents mistakes. We should start cooking our children healthier foods so that they will grow up knowing and living healthier lifestyles. Others say that there is just not enough time to exercise or that fat free foods dont taste as good as fattening foods. However, we should make the time to exercise so that we can improve our mental and physical state. Also, there are now even fat free potato chips on the market that taste exactly the same as regular potato chips. Some people say that problems make them eat more, but we should practice more self-control during times that we are having problems. There are also the people that say they are not able to exercise because of physical problems, however, they are still able to eat healthy foods. In fact, people that do suffer from physical ailments and are not able to exercise should be that much more interested in learning to eat healthy. These excuses for choosing to live unhealthy in my opinion are just that; excuses! It is now time to make our choice. A healthy lifestyle and learning to exercise will benefit each one of us. Will we continue to live as unhealthy blobs, or will we take a little time out of our busy schedules so that we can live longer, raise our self-esteem, and feel great? 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