Henry Tam and the MGI Team Essay Example

Henry Tam and the MGI Team Essay Example Henry Tam and the MGI Team Paper Henry Tam and the MGI Team Paper Sash was a MBA87 graduate from HOBS and had business experience but not in music industry. However, Igor and Roman were musicians with creative instinct. They came up with the idea of a CD-ROOM music game and believed that crisis-stricken music industry would be hungry for this innovative product and could finance them for further development of Megs music substitution technology. By the start of 2002, the founders felt the need of outside assistance to develop their vision into a viable business plan and sought to execute it wrought HOBS Business Plan Contest. Henry and Dana, both a second-year MBA participant from HOBS appreciated the idea and joined MGM team to prepare a business plan for the contest with this product. Henry, an American and business development and media experienced guy, was frustrated with the worst job market at that point of time but anxious and enthusiastic to test his abilities and participate in contest along with MGM. Dana had an experience in media and investment banking. Sashs unconventional background with no major accomplishment and lack of experience in the USIA industry made Henry and Dana pigeonhole him as a challenge in team. Two more members-Alex, with an idea of music industry and its operations assumed the role of a music industry consultant within the team and Dave, with Software Development experience and MIT graduate student- joined the team later on. The team was, no doubt, dynamic but conflicted as well due to differences within the team as rooted in national or ethnic origins, cultural differences and completely different backgrounds. Allegiances had cropped up mainly around HOBS versus the Russians and there was a clash between he creative impulse of the musicians and pragmatic approach of the HOBS students. Team members attributed the clash to the lack Of leadership, role conflicts and personality conflicts among the members. As a result, progress on the business plan had been very slow. The team could not agree on the target market of the product. Henry and Dana supported to gain a foothold in the education market. However, founders were more fascinated towards a bigger entertainment market With the business plan due in three weeks, challenge was to pull the team together and salvage the situation. 51 page PROBLEM STATEMENT How to make this group Of talented and motivated individuals work effectively as a team and use their potential to prepare the business plan? OPTIONS 1) Operating solely under the guidance of HOBS alumni with experience in similar industry 2) Hiring a team manager with good interpersonal and leadership skills 3) Creating functional structure within the team working under one nominated leader CRITERIA FOR EVALUATION OF OPTIONS 2) 3) 4) 5) Mission and Vision clarity Resolution to the interpersonal and role conflicts within the team Long-term strategy Feasibility to meet the deadline for B-plan contest Cost-effectiveness of the option EVALUATION OF OPTION S Options Hiring a Team Expertise Manager NO Yes No Maybe Criteria Mission Vision Clarity Interpersonal Role Conflict Resolution Long-term Strategy Meeting Deadline for B-Plan Contest Cost-Effectiveness of the Option Functional Units Asking Alumni operating under a Team Leader 61 page C] Operating solely under the guidance of HAS alumni with experience in similar industry An HOBS alumni may be willing to help Henry and Dana who were student at that time and suggest marketing strategy for the product to resolve Mis confusion related to target market. Hence, it is a cost-effective option and will ensure to meet deadlines as well if Alumni with relevant is willing to coordinate. C] However, this will not necessarily ensure resolution to the role conflicts as well as interpersonal conflicts within the team. They will continue to exist until all members share a common vision and are directed by a leader. Hence, it will neither be a longtime strategy nor lead to a common vision which are very crucial to sustain in longer. Hiring a team manager with good interpersonal and leadership skills A team manager with effective interpersonal and leadership skills will prove to be worth for solving the interpersonal conflicts within the team and make role clarifications as per the individual talent. Together under his supervision, team can reach a common vision and mission statement and stand united to implement a longtime strategy and prepare a business plan on time. However, hiring an external agency will lead to extra recruitment costs which wont be possible to MGM to arrange for in such a financially-doomed condition. C] Create functional units within the team working under one nominated deader C Resorting to the functional structure will effectively solve the team conflicts because as per the case facts, currently everyone was serving as facilitator, moderator, task manager, and strategy thinker. Hence, it will be effective to clarify on the roles and responsibilities of individuals so that they specialize in their area of expertise. Leader will ensure that all the functional departments share a common vision and mission and work in coordination with other departments and stay motivated and prove to be productive from long-term strategy perspective. This is also a cost-effective option but its scope depends on how well the team goes through formal stages of team development like forming, morning, storming and performing RECOMMENDATION As per the analysis and evaluation of available options against criteria parameters, it appears that creating a functional structure within the team and nominating a leader from within the team may prove to be effective to resolve current issues within the team as well as result-oriented. 71 page ACTION PLAN Form a stable team after having gone through formal stages of team development I. E. , forming, morning, storming and performing. It will help the team identify a leader and common goals and objectives and avoid conflicts within the team at performing stage. Leader will assume the responsibilities of establishing a shared vision and mission among the team members and motivating them and resolving conflicts arising out of the diverse team. A functional structure should be created assigning technical job to Dave, Research Development to Igor and Roman, Marketing role to Sash, Business plan preparation, Strategy formulation and implementation role to Henry and Dana. Leadership role can be assigned to Dana or Henry (judgment based on case facts.

Definition and Examples of Constructed Languages

Definition and Examples of Constructed Languages Definition A constructed language is a  languagesuch as Esperanto,  Klingon, and Dothrakithat has been consciously created by an individual or group. A person who creates a language is known as a conlanger. The term constructed language was coined by linguist Otto Jespersen in An International Language, 1928. Also known as a  conlang, planned language, glossopoeia, artificial language, auxiliary language, and ideal language. The grammar, phonology, and vocabulary of a constructed (or planned) language may be derived from one or more natural languages or created from scratch. In terms of the number of speakers of a constructed language, the most successful is Esperanto, created in the late-19th century by Polish ophthalmologist L. L. Zamenhof. According to the Guinness Book of World Records (2006), the worlds largest fictional language is Klingon (the  constructed language  spoken by the Klingons  in the  Star Trek  movies, books, and television programs). See Examples and Observations below. Also see: Anti-LanguageBasic EnglishLingua FrancaWhat Is Language?Where Does Language Come From? Examples and Observations A standard international language should not only be simple, regular, and logical, but also rich and creative. Richness is a difficult and subjective concept. . . . The supposed inferiority of a constructed language to a national one on the score of richness of connotation is, of course, no criticism of the idea of a constructed language. All that the criticism means is that the constructed language has not been in long-continued use.(Edward Sapir, The Function of an International Auxiliary Language. Psyche, 1931)The traditional hypothesis has been that because a constructed language is the language of no nation or ethnic group, it would be free of the political problems that all natural languages bring with them. Esperanto materials frequently claim (incorrectly) that this is true of Esperanto. A distinction is usually made between auxiliary languages (auxlangs), designed with international communication as a deliberate goal, and conlangs, usually constructed for other purposes. (Th e Elvish languages showcased by Tolkein in his epic Lord of the Rings and the Klingon language constructed by linguist Mark Okrand for the Star Trek television series are conlangs rather than auxlangs.)(Suzette Haden Elgin, The Language Imperative. Basic Books, 2000) Attitudes Toward Esperanto- As of 2004, the number of speakers of Esperanto is unknown, but variously estimated as between one or two hundred thousand and several million. . . .It   must be emphasized that Esperanto is a real language, both spoken and written, successfully used as a means of communication between people who have no other common language. . . .The traditional aim of the Esperanto movement is the adoption of Esperanto as the L2 [second language] for all mankind.(J.C. Wells, Esperanto.  Concise Encyclopedia of Languages of the World, ed. by Keith Brown and Sarah Ogilvie. Elsevier, 2009)- There is little doubt that, foremost among constructed languages though it is, Esperanto has notparticularly in recent timescaptured a sufficient amount of general attention to become the functioning worldwide auxiliary its proponents wish. One rough distinction seems to be between those who, while not necessarily wholly unsympathetic to the idea of constructed languages, neverthel ess perceive fatal flaws, and those who see Esperantists (and other constructed-language apologists) more or less as cranks and faddists.(John Edwards and Lynn MacPherson, View of Constructed Languages, With Special Reference to Esperanto: An Experimental Study. Esperanto, Interlinguistics, and Planned Language, ed. by Humphrey Tonkin. University Press of America, 1997) The Klingon Language- Klingon  is a  constructed language  tied to a fictional context,  rather than a constructed language like Esperanto . . . or a reconstructed one like Modern Hebrew . . . intended for use among speakers in everyday circumstances. . . .Klingon is a language devised for the Klingons, a fictional race of humanoids sometimes allied with but more often in conflict with members of the United Federation of Planets in Star Trek movies, television programmes, video games, and novels.(Michael Adams,  From Elvish to Klingon: Exploring Invented Languages. Oxford University Press, 2011)- [T]he first thing to say about the Klingon language is that it is a language. It has nouns and verbs, the nouns distributed syntactically as subjects and objects. Its particular distribution of constituents is extremely rare but not unheard of on Earth.(David Samuels, Alien Tongues.  E.T. Culture: Anthropology in Outerspaces, ed. by  Debbora Battaglia. Duke University Press, 2 005) The Dothraki Language Created for HBO’s Game Of ThronesMy goal, from the very beginning, was to create a language that looked and felt like the small number of snippets present in the books. There wasn’t much to work with (about 30 words, most of them namesand male names, at that), but there was enough to suggest the beginnings of a grammar (for example, there is strong evidence of noun-adjective order, as opposed to the adjective-noun order found in English). . . .After I settled on a sound system, I extrapolated a morphological system. Some elements had to be maintained (for example, in the books, we see dothraki for the people [plural], Vaes Dothrak for the Dothraki city, and dothrae meaning rides. This suggests that /-k/, /-i/ and /-e/ are somehow involved in the paradigm for the stem dothra-), but for the most part, I was free to run wild. After I had a fairly stable morphology (verbal paradigm, case paradigm, and derivational morphology, in particular), I se t to work on the best part: creating vocabulary.(David J. Peterson, interviewed by Dave Banks in Creating Language for HBO’s Game Of Thrones. GeekDad blog at Wired.com, Aug. 25, 2010) The Lighter Side of Constructed LanguagesI speak Esperanto like a native.(Spike Milligan)

Reference tool paper Essay Example | Topics and Well Written Essays - 1000 words

Reference tool paper - Essay Example However, there have been a lot of assessment tools that have been developed to correctly evaluate whether a person shows signs of schizophrenic behavior and/or tell the severity of each case. Some of the most commonly used are Abnormal Involuntary Movement Scale (AIMS), Brief Psychiatric Rating Scale (BPRS), and Positive and Negative Syndrome Scale (PANSS). Introduction Schizophrenia is a chronic mental disorder that is mainly caused by unsound function of the brain. A lot of psychologists point to past experiences, frustration, or a tragic loss of a loved one as factors that impact one’s mental health that leads to this debilitating disorder. However, as each case of schizophrenia is always unique, where each patient’s history should be clearly studied before coming to a conclusion of someone’s diagnosis to this disorder, it is important to understand effective assessment tools used to reach to a comprehensible judgment. Common Symptoms of Schizophrenia There ar e common symptoms of schizophrenia that somewhat signals the need to talk to a psychologist or to get help. Some of which would be hearing voices that no one could hear, assumptions of people talking about them or laughing at them, extensive control over their thoughts and imaginations, and the inability to control emotions (The Role of the Diagnostic Statistic Manual IV (DSM-IV) in Diagnosing Mental Disorders, n.d.). Diagnosing Schizophrenia There are several factors to consider in diagnosing schizophrenia. Aside from looking at mental behavior, how they react to their environment for which a candidate for schizophrenia surrounds themselves with is a factor to consider. This would include the change in their work, school, interpersonal relations, and or ability for self-care is important. This is because of the fact that an abrupt change to their routine without anything triggering a behavior is a strong sign of which. Another important basis for diagnosis would be the duration for which these abnormalities have been felt without the influence of substance use and/or an underlying medical condition. Persistence of which for at least six months is a clear supposition of the disorder and not just a result of perhaps a mid-life crisis or coping with a major happening in one’s life (Schizophrenia Society of Canada, n.d.). Assessment Tool in the Diagnosis of Schizophrenia Unfortunately, all these symptoms are not a guaranteed basis for a correct diagnosis of schizophrenia. Also, since there is no single course of treatment yet for this, assessment tools, one of which is the Positive and Negative Syndrome Scale (PANSS) is one that will help provide a more customized and effective diagnosis and treatment. The Positive and Negative Syndrome Scale (PANSS) is a standard rating scale used to weigh the positive symptoms of a patient that manifests schizophrenic tendencies as opposed to the symptoms that point to the absence of these traits. It is a 30-item scale, assessed on a seven-point scale that points one from poor to extreme case of the disorder. This assessment technique was developed solely for diagnosing the syndromes of schizophrenia in all unique cases that

Two Methods for teaching Third Grade students to appreciate Art Essay

Two Methods for teaching Third Grade students to appreciate Art - Essay Example This will enable kinesthetic learning which is so essential for this age-group. A hands-on approach to art in which the students not only look at different forms of art but also take part in creating them will enable the imagination of the children to be captured. The use of water to thin paint can introduce various elements of the basic science curriculum to the children. How water flows, what happens to it when other materials are put in it and what happens to it and other materials when it dries can be made an integral part of this learning experience. This will not only enable the students to understand how paint works but also that "science" is in fact fun and relevant to their actual lives. In the context of third-graders, this can be presented to them as how they can use the water in so many different ways. A second technique for the teaching of art is to introduce the children to the art of many different cultures, and have them try to create their own versions of it. Thus children may be encouraged to bring in pictures from their own culture if the classroom is diverse enough to enable this exercise. The third-graders will learn about other cultures (an essential element of the wider curriculum) and also be self-empowered through discovering that they can produce their own versions of that culture's art. As Gelineau (2003) suggests, the arts can provide opportunities for creative expression and self-fulfillment. The arts can and should be taught for their own sake as legitimate areas of study, but their link within the wider curriculum can also be stressed. Thus, as has been shown in this brief discussion, areas of the curriculum as diverse as science and cultural studies can be brought into the study of art. Most of all, the children should be taught that the appreciation of art is enjoyable, hopefully a lesson that will bring them a lifetime of pleasure in discovering the arts. _______________________________________ Works Cited Gelineau, Phyllis. Integrating the Arts Across the Elementary School Curriculum. Wadsworth, New York: 2003.

Freud Museum :: Psychiatry, Museum, Informative

It contains Freud's remarkable collection of antiquities: Egyptian; Greek; Roman and Oriental. Almost two thousand items fill cabinets and are ranged on every surface. There are rows of ancient figures on the desk where Freud wrote until the early hours of the morning. The walls are lined with shelves containing Freud's large library of reference books. The house is also filled with memories of his daughter, Anna, who lived there for 44 years and continued to develop her pioneering psychoanalytic work, especially with children. It was her wish that the house become a museum to honour her illustrious father. The museum is now being developed as a cultural and research center of outstanding value to the professional community. The Freud's were fortunate to be able to bring all their furniture and household effects to London: there were splendid Biedermeier chests, tables and cupboards, and a fine collection of 18th and 19th-century Austrian painted country furniture. Undoubtedly the most famous piece of furniture in all the collection is Freud's psychoanalytic couch, on which all of Freud's patients reclined. The couch is remarkably comfortable and is covered with a richly coloured Iranian rug with chenille cushions piled on top. Other fine Oriental rugs, Heriz and Tabriz, cover the floor and tables. The Freud Museum's central function is to celebrate the life and work of Sigmund and Anna Freud. The museum organises active programmes of research and publication. It has an education service which organizes seminars, conferences and special visits to the museum. There is a shop well-stocked with books on the life and work of Sigmund Freud and books on contemporary psychoanalysis.

The History of Affirmative Action

The history of affirmative action has its roots in the Civil Rights Act of 1964. Title VII of the Civil Rights Act provided the initial legal basis for affirmative action for women in the workplace. Affirmative action is a policy to encourage equal opportunity and to level the playing field for groups of people who have been and are discriminated against. According to the Equal Employment Opportunity Commission, affirmative action, â€Å"Is considered essential to assuring that jobs are genuinely and equally accessible to qualified persons, without regard to their sex, racial, or ethnic characteristics. Over the past few decades† roles for women in the workplace have increased. Many of the predominately male occupations have increasingly become more diverse. Affirmative action helps to promote diversity in employment and equality between genders. The effectiveness of affirmative action and Equal Employment Opportunity legislation has been vigorously debated for years, with advocates citing gains made by women and people of color in pay, organizational representation, and organizational status. Women, in general, have been the main beneficiaries of affirmative action and will be the biggest losers if it is overturned. The number of women entering the professions, including medicine, law and accounting, has increased substantially in 30 years. Women of all races have increased their share of professional positions in corporations. However, women have yet to achieve equality in the workplace as the gap in wages continues. Nationally, women earn 74 cents for every dollar earned by men. A National Academy of Science Report found that a significant proportion of these wage gaps could not be explained by factors such as education or work experience. Affirmative Action promotes the hiring of qualified people. It does not mean people should be hired just because they are minorities. It helps to broaden the range of people to be considered for employment in hopes of creating a more diverse applicant pool from which to choose. Groups of people are often stereotyped. In the case of sex stereotypes, these are attributes that are imparted to individual men and women simply by virtue of their sex. The impact of affirmative action on women may cause them to suffer the stigma of second-class citizenship as a result of preferential treatment, because they will be subjected to the presumption that they were hired not because of their qualifications but because of their gender. Affirmative action may therefore lead to the conclusion that the women hired under affirmative action are incompetent. If someone is thought to be hired or placed as a result of affirmative action efforts, then that supplies onlookers with a plausible and compelling explanation for the selection decision ndependent of the job incumbent†s qualifications for the position. Then the individual may be assumed to have been hired only because of her sex, with qualifications irrelevant to the selection process. Sex bias also has been demonstrated in decisions about pay raises, promotions, and employee utilization and training opportunities. Although sex may only be taken into consideration after hiring a person for their qualifications, it may only be assumed that they received their position because of affirmative action. Sometimes, affirmative action may create rather than alleviate problems for women by causing people to perceive them as possessing fewer of the characteristics deemed necessary for success in a traditionally male work context. If affirmative action promotes these negative conceptions, then there is a distinct possibility that rather than being a remedy for sex discrimination, it can be yet another contributor to the problem. Often, sex discrimination can be viewed through the â€Å"Glass Ceiling†. The Glass Ceiling refers to invisible, artificial barriers that prevent qualified individuals from advancing within their organization and reaching full potential. The term describes the point beyond which women managers and executives are not promoted. Although the barriers exist, it is hard to imagine how anyone can believe that treating people differently, or not promoting someone based on their sex is morally acceptable or financially responsible. Affirmative action policies are instrumental in providing women and minorities with the tools to help break through the glass ceiling, and create a more diverse workforce. Affirmative action policies provide equal opportunity to those groups who have been systematically denied it. Affirmative action is not the source of discrimination, but the vehicle for removing the effects of discrimination. Affirmative Action plans do not discriminate against anyone competing for any position. They actually increase the pool of qualified applicants by using aggressive recruitment and outreach techniques. The policies developed from the Equal Employment Opportunity and Affirmative Action legislation do make a difference and are still necessary to assure a more equitable workforce. Title VII of the Civil Rights Act, prohibits employers from discriminating on the basis of race, color, religion, sex or national origin. Title VII is presumed to promote the hiring it is designed to protect. The logic underlying this presumption is simple: by making employers liable for failures to hire based on gender, the law raises the price of such discriminatory activity and produces less of it than would occur if employers were left completely free to hire whomever they wished. Women are more likely to be promoted in organizations with human resource programs that have affirmative action policies that consider the demographics of employees. Affirmative action in employment encompasses a broad range of actions and programs intended to ensure a fair chance at job opportunities for all Americans. Although it is suppose to eliminate discrimination, affirmative action is sometimes thought to be a source of reverse discrimination. When affirmative action was first implemented it was designed to be temporary, and now more than 30 years later it is still being used. The definition of it has grown and become far more intrusive than its designers could have imagined. Opponents of affirmative action believe no government law, program, or policy that makes distinctions based on race or gender can be beneficial. Government mandated reverse discrimination, under the politically correct guise of â€Å"affirmative action,† has failed to help minorities in a positive manner and has succeeded in continuing the trend of racially divisive policy. The majority group in an organization may sometimes feel threatened by diversity, because it means sharing their space with people who are different from them. Many people, both men and women, are opposed to affirmative action standards. Often, men do not like it because they think it will take away from their opportunities for employment or advancement within the organization. Some men also feel that they are being discriminated against just because they are men. Although affirmative action has been successful in helping women, they may still be opposed to the stigma attached to it if they are thought to be promoted due to the affirmative action standards, regardless of their qualifications. Some critics believe that affirmative action overcrowds the workforce with minorities or women with substantially lower qualifications. In the last several years cynical forces have tried to use race and ethnicity to divide America by claiming that affirmative action is detrimental and unfair to the majority because the programs contain â€Å"quotas† and â€Å"preferences† for people of color and women. After all, it is often assumed that if women were as qualified, as men were, they would not need help from affirmative action. This is a very negative connotation describing the women†s work ethic and the reason women have the need for affirmative action policies in the first place. Affirmative action is only in place to allow the opportunity for a more diverse applicant pool; the qualifications needed to perform the jobs remain the same. Both men and women can be equally qualified for a job, but the one that receives the offer should have an edge over the other candidate. Although some people view affirmative action as a form of reverse discrimination, it was originally conceived with good intentions. It has helped society to create a more diverse workforce. Affirmative action strengthens the nation by helping to provide equal opportunities to those who have been excluded unfairly. Affirmative action programs were never intended to last forever, however they are expected to remain in place so long as discrimination continues to deny equal opportunity to women and people of color. Affirmative action in employment encompasses a broad range of actions and programs intended to ensure a fair chance at job opportunities for all Americans. Affirmative action programs seek to remedy past discrimination against women, minorities, and others by increasing the recruitment, promotion, retention, and on-the-job training opportunities in employment and by removing barriers to admission to educational institutions. Because of the long history of discrimination based on sex and race, most affirmative action programs have been directed towards improving employment and education opportunities for women and minorities. Race, ethnicity, or gender may be but one factor considered among many others in evaluating qualified candidates. Discrimination continues to permeate American society and results in too many lost opportunities for everyone. The simple reality is that we have not reached the day where an individual†s gender, race or ethnicity is no more important than the color of their eyes or hair. As General Colin Powell noted when speaking about the current state of discrimination, â€Å"We†re not where we want to be- We are where we gotta be. † Reducing the nation†s commitment to equal opportunity by eliminating affirmative action programs for women and other minorities does not move us in the right direction. Until everyone is truly considered equal, affirmative action policies are needed to help ensure equality among genders. Affirmative action has been successful in promoting the advancements of minorities in the workplace. When affirmative action is used correctly, it is helpful by promoting equality for all. When it is abused, it has bad effects on society. Affirmative action may stigmatize or call into question the credentials of the qualified minorities. I believe that affirmative action was necessary to get where we are today in terms of equality. We have come a long way since the 1960†³s. Although, I think that if we were to do away with affirmative action, we would still continue to become a more diverse society. With women and minorities in the management positions of companies it is more likely that this diversification would continue even if we didn†t have affirmative action policies in place. This would probably eliminate some of the doubt people have when it comes to women being hired or promoted just because of affirmative action. It would totally be based on her qualifications. As of now, we cannot dismantle affirmative action and other organizational initiatives aimed at promoting equality in the workplace, and assume that sex discrimination will not occur. Sex discrimination has a long history and has proved highly resistant to efforts to eliminate it. But it is equally clear that Affirmative action as it is currently constructed, creates its own set of problems for those it intends to help. I believe that affirmative action policies will soon not exist, and everyone will be considered equal regardless of race, origin, or gender. Perhaps more than any other sentence in our rich written political heritage, these words from the Declaration of Independence embody the highest ideals of American democracy. We should remember these words and realize they are meant for every person in society. We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness.

The Effects Of Poverty On The United States - 1541 Words

Dustin Nguyen English 1B 12/07/2015 Professor Sirkin The Effects of Poverty on Education For those who live in the United States, some do not see the correlation between poverty and its effects on people’s behavior to their academics. Poverty affects many students at a young age depending on the location they are in as it prevents underprivileged kids to seek higher education. However, with new opportunities [in effect], kids in poverty can have the same education as privileged kids. Poverty stricken students are disadvantaged when trying to obtain a higher education. Children in poverty lose their motivation in school when they do not have the support of their parents. Some other issues students face includes parents not being able to assist their child in school. Another is that the child is not able to go to school because they have to work instead and support their families. Although public education is available to all children, those that live in poverty are deprived of its full potential due to the factors of low family incomes as well as the lack of self- motivation and the importance of having an education. Poverty remains a serious issue in society. As the rate for children in poverty increases, many researchers argue that promoting parent job employment would be necessary to reduce the number of children who lives in poverty to receive a better education. Increasing the amount of employment and the parent’s income would allow the children to perform well inShow MoreRelatedEffects Of Poverty On The United States Essay1436 Words   |  6 PagesWorld poverty is a complex global issue that varies depending on where you live. Many Americans in recent years acquiring the needs for shelter, food, and clothing is becoming more difficult to obtain the necessities of survival. 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