Using Perceptual Maps in Marketing Simulation Summary Research Paper

Using Perceptual Maps in Marketing Simulation Summary - Research Paper Example The three phases that this marketing simulation summary contains will include a brief discussion of the existing situation, recommending the appropriate solution to tackle the adverse situation, and finally the discussion of the results (Answers n.d). Moreover, we will look at positioning and differentiation and will try to understand the relationship between them. Positioning and differentiation of a product is extremely crucial for success of a marketing plan. Also, we will try to examine what effects does product life cycle has on a marketing plan. Sales growth chart of Cruiser Thorr has negative slope. The motorcycle has done well in the past but now it requires a serious thought. The dedicated customer segment for these cruiser bikes has grown older. So there is obvious change in liking and Cruise Thorr motorcycle is not as appealing to them as it was few years back. Even the younger consumer base for Cruiser Thorr maintains a distance from it because of the price factor. They doubt if Thorr offers proper balance between lifestyle and price that needs to be paid for it. So the purpose of this scenario remains to assess the positioning of Thor in the marketplace over given parameters. These parameters are namely Price, Lifestyle, Services rendered and Quality engineering. Price is the first P of marketing mix and is pivotal in making a buying decision. Wrong or inappropriate pricing could overshadow all other P’s and qualities that a product possesses. Younger consumers were always interested in competitively lower priced motorcycles. Here, an important decision regarding brand dilution is to be made and that what is the appropriate value. Lifestyle image of Cruiser Thorr needs an honest reconsideration. It has already been stated that older consumer cannot live the same way they used to when they were young, so there is shift in their preference when it comes to selecting a motorcycle. Under this parameter important data could be

Blue Collar Jobs Essay Example for Free

Blue Collar Jobs Essay In the current economic situation in the U.S, graduating high school and going off to college for a degree has pretty much become the goal for most of the students here in the United States. According to the Institute of Education Sciences, studies have shown that between 1999 and 2009, the number of students in the United States perusing a degree in college full time has risen by almost 45% while part time students increased by 28%. With the vast expanding number of students, the number of job openings for these certain fields are simply not enough to provide every graduate with a job. Because of this problem the unemployment rates are staggeringly high here in the United States which includes the 44% those coming out of college. (Rampell) Take Kyle Bishop for example. Currently 24, he has been waiting tables, delivering beer, and working at a bookstore since 2009 when he graduated from the University of Pittsburgh. (Rampell) Stories like this arise every day and only more appear. It will eventually affect future college students pursuing a degree and those who return to study to obtain a degree. Despite these stories however, many companies have been seeking employees to fill up positions for months to years. Many of these jobs have included machinist, welder, and many more in manufacturing, hence blue collar jobs. Now you may be thinking, how can companies not fill up position for manual labor? But with the pace of the advancement of technology in modern society, machinery has become more complicated and requires a higher skill cap to use compared to before while the number of workers with the skill to operate them has been dwindling. In the North Dakota oil fields, there is a 30% shortage of petroleum engineers and a 10% shortage of machinists that the companies simply cannot find enough workers with the skillsets to fill up these positions. According to news article from the Dallas Morning News the workforce is very skilled but they’re mostly people with experience who are soon to retire. It seems like jobs can’t be found without experience and experience can’t be gained without a job however, many say vocational school may become a solution. Students will be able to gain experience by learning about certain jobs in the field and acquiring the skills required without the need of actually finding a job. More people would become qualified to take over the empty positions and those soon to be empty as people begin to retire and more skilled workers join the workforce which could ease the unemployment rates. Every move made can affect the future of the United States economy and the future workers. Education is certainly very important but obtaining skills to work certain jobs is probably one of the most important factors in getting a job.

BP Commerce Analysis

BP Commerce Analysis I believe strongly that we need a work environment where everyone can bring all of themselves to work every day and not feel like they have to be someone else in order to succeed. -Tony Hayward, BP CEO /BP is one of the largest organizations in oil, gas, and alternative energy industry in the world. It employs more than 100 000 people across the world and provides essential oil, gas, and energy products for nearly 13 million customers every day in more than 100 countries. The company has a wide range of businesses including exploration and production, refining and marketing, gas power, and alternative energy (BP, 2010). Despite the success in the market or economic downturns, organization always must care about their employees who bring this success through skills, competencies, and hard work. Therefore, company must have a diversity and inclusion policy in place in order to create perfect working environment for these employees, to motivate them, remunerate, and retain the best. We might ask ourselves why diversity and inclusion is so important to any large or small company. The answer is that employees, shareholders, customers, suppliers, and community partners place a high value on organization for being fair and meritocratic (BP, 2010). Furthermore, we need to recognize the availability of skilled employees is getting smaller in nowadays market and economic situation. Every organization tries to attract new skilled labor and to retain talented employees in the company. In order to achieve that, organizations must have reputation, operational processes and imbedded policies, working climate that not only respects differences, but expose them for competitive advantage. BP is a multinational organization and it is essential to have an up-to-date policies and procedures in place for evaluation and monitoring purposes in order to comply with equality and inclusion policies, avoid any kind of discrimination, and ensure equal opportunities for everyone. Different organizations have different policies and practices and in order to compare BP to others, this organizational audit will review BPs other main competitors such as Exxon and Shell for a comparison on diversity and inclusion issues, provide investigation summary of BPs equal opportunity and equal pay practices, and provide action plans and cost and benefit analysis in order to enhance equality and diversity practice in the organization. A Summary of Analysis The purpose of this project is to produce diversity and inclusion analysis for BPs North Africa Strategic Performance Unit (further NA SPU) based on pay review recommendations in 2009 for employees to be effective on 1st of April 2010. I will be looking at Level E (senior level leaders) to Level K (administration) concentrating on equal pay issues and gender inequality (gaps) among UK employees only. The reason for this is that NA SPU has fairly big population and it is down to UK employees based locally in UK and in the businesses across the world. More to mention, this SPU is a perfect representation sample for other similar strategic performance units across the organization. 270 employees in North Africa Strategic Performance Unit (NA SPU) 139 UK nationals in NA SPU 31 Female employees 108 Male employees Level E (senior level leaders) 7 Males; 0 Females Level F(team leaders/professionals) 26 Males; 2 Females Level G (team leaders/professionals 30 Males; 4 Females Level H (team leaders/professionals 19 Males; 6 Females Level I (specialists/advisors) 17 Males; 8 Females Level J (specialists/advisors) 8 Males; 5 Females Level K (administration) Male 1; 6 Females All analysis is done only for the UK nationals population across all Levels, and Disciplines in NA SPU In order to get a better picture about pay equality and find out if there is any gaps in gender equality it is essential to analyse consistency of Salary Review process across the NA SPU and identify potential inequality in monetary reward between genders in different departments, levels, and across different disciplines. It is important to concentrate on the data which is robust- gender, income, length of service, and grouped by levels and disciplines. The sample group of employees does consist of different levels from E (senior level leaders) to K (administrative employees). It is a healthy business population that depicts statistical average of different employees in SPUs and other businesses within the company. Even though we have split the data down to segments any equal opportunity data is best analysed by working of groups so similar in roles and at similar level can be looked at. In order to understand the data better, I am providing few tables with graphic representation and statistical summary of the proposed data, following the brief comments to bring the main points or anomalies that could be potential gaps in reward and gender equality in the workplace. E F G H I J K Level Average SalaryGraph 1 Average New Salary comparison between Males and Females All Levels Higher level male and female employees positioned on the higher range of average salary scale and lower level male and female employees positioned on the lower range of average salary- it is consistent across every level. As the graph shows all the proposed employee salaries does not have any significant and female and male employees up to level G are similarly positioned on the salary grid. However, I would like to mention that circled in red on the graph data shows that level F female employees are on the lower range of the salary comparing to level F male employees. Picking the fact that there is significantly low number of female workers in higher levels- it raises the question of the possible glass ceiling that prevents female workers to get higher levels and be paid equally. Graph 2 Average New Salary by Job Discipline All Levels This data is very interesting, because it compares proposed new average salary between male and female employees in all levels but grouped by job discipline. The lowest paid group is administration, and the highest paid group of employees are drilling, geosciences disciplines where employees considered as professional and highly skilled workforce. Unfortunately, we notice that in geosciences and petroleum engineering disciplines we a have a significant difference in average salary between male and female employees. This is due to the fact that we have few women who works in these disciplines and the pay equality is very doubtful. On the other hand women earn more in average in the administration and commercial disciplines and we do not have any women working so called male oriented jobs in drilling and maintenance disciplines. This needs more investigation of companys recruitment policies and procedures why company does not attract more women into these jobs. Graph 3 Average New Salary by Years of Service All Levels This graph shows different set of data how the salary progresses depending on length of service despite the level of the employee but across level groups and disciplines. We can notice the gradual increase in salary for women and men, however we have only few women with a lengthy history of employment with company, but the good fact is that more and more women are hired into the business comparing with 20 years ago. It is worth to mention that circled in red- employees appear in the bottom of the range due to lower levels and the job discipline itself (administration). A Discussion of the Meaning of the Data Collected To summarise the findings it is clear that males and females are equally paid and well aligned to each other in every level, but there are few gaps in certain disciplines. Even though the national UK statistics is showing that the pay gap between gender is very high (see appendix 1) BP is trying their best to operate according to Equal Pay Act (release 1970), and Equal Pay between sexes (Article 141, EC Treaty). However the lack of female employees in main leadership positions and levels in our sample population- by all means might be understood as glass ceiling effect in the company (Podro, 2006). Therefore, it is interesting to look deeper into BP diversity and inclusion policy and compare the information to main rival companies policies and think of further improvements and recommendations in order the DI policy in BP policy to be attractive and by no means discriminatory. Table 1 Diversity Policy Comparison between Competitors Recruiting Developing Diversity Inclusive Leadership BP The number of graduates recruited through global recruitment program has increased by 58% since 2005 and 63% of these are engineers or scientists. 35% of all graduate hires were women, while 34% of all graduate hires came from racial or ethnic minorities. Diversity and inclusion policy aims to create a truly inclusive meritocracy at organization, in which the diversity of workforce reflects global reach and maximizes available talent while respecting individual differences. By valuing the differences between employees company establishes a platform for creativity, innovation and problem solving. There is a commitment to the development of a culture of diversity is therefore a true business imperative. Managing Inclusion program is now mandatory for all senior level leaders and by the end of year 2006, around 1000 employees at this level had completed the program. The program is still continues to exist in the organization. Exxon Women comprise about 25 percent of companys worldwide workforce, excluding company-operated retail stores. Approximately 12 percent of executive employees are women, compared to 9 percent in 2000. Organizations strength is the quality and diversity of employees. Organization operates Global Workforce Diversity Framework to attract, develop, and retain a premier workforce, actively foster a work environment where individual and cultural differences are respected and valued; and identify and develop leadership capabilities of employees to perform effectively in a variety of environments. Organization is committed to promoting leadership opportunities for women globally and improving the gender balance in the company. Shell By the end of 2009, 14.0% of the most senior leadership positions were filled by women, up from 13.6% in 2008. As well, 26.4% of supervisory positions (up from 24.7% in 2008) and 16.1% of management positions (up from 15.3% in 2008) were held by women. With a core strategic team in Central HR as well as representatives in organizations businesses worldwide, diversity and inclusiveness is an integral part of the organization. It has a vital part to play in underpinning its continuing success by ensuring attraction, recruitment, and retaining the best people- regardless of their gender, nationality or background. Local people fill senior management positions in every country we operate in. In 37% of countries, local nationals filled more than half the senior leadership positions, compared to 32% in 2008 Sources: BP (2010); Shell (2010); ExxonMobil (2010) 3. An Equality Plan BP has made a significant investment over a short period of time to raise awareness of the importance of diversity and inclusion in the organization. The diversity and inclusion team was reorganized in 2007 in order to shift ownership of diversity and inclusion to the line and embedded in the business to ensure alignment with organizational strategic plans (BP, 2010). This reorganization of the team paid dividends in the sense that the companys diversity and inclusion policy was a driving force in creating engagement in the workplace, changing leadership attitudes, improving performance representation statistics against competitors, and building pride and ownership among employees in different strategic performance units in the organization. To be more specific, in order to achieve desired results there should be a support for leaders and line managers with implementation of a framework that defines the strategy and priorities. The need of advancements or improvements on existing policies and the frameworks are imminent to achieve business goals and improve on diversity issues: Table 2 Diversity Inclusion Development and Maitenance Population Actions Leadership team Governance of diversity and inclusion strategy and periodical reviews of the progress. Ensure objectives embedded within operating business in every strategic performance unit. DI team Developing and proposing strategy, policy, and framework that advocates and supports diversity and inclusion. Cooperating with HR teams and external sources in order to be up to date with the policy and practices. HR team Serving as consultants and advising everyone involved to identify the critical DI areas in the organization that needs improvement. Leading various activities across the business to promote the equal opportunities. BP employees Everyone must take a part in helping the organization to tackle the diversity issues by taking responsibility for diverse behaviour and attitudes. It is essential to participate in creating inclusive working environment using all available tools and support. Having said that, I would like to concentrate on North Africa SPU populations gender equality and equal pay issues and provide recommendations on what can be done to improve situation and to be compliant with BP diversity model and policies: Table 3 Recommendation Costs Issue Target Recommendation Cost Equality in gender workforce Significantly increase the percentage of female employees in senior level jobs Aggressive external recruitment and local talent search via internal recruitment High costs external recruitment and headhunting can be very expensive since there is scarce pool of highly skilled women to fill in senior level positions Minimal costs local talent search via intranet, local recruitment database, and companies internal publications in every form and shape Equal pay across the levels and disciplines Ensure the pay reviews are according to equal pay act and not discriminatory among male and female workers To review the policy of Salary Review procedure and implement a equal pay process that would allow team leaders to have market data during the annual pay conversations Minimal costs internal policy review procedure, and up to line managers responsibility to be up-to-date of legalities Medium costs a market research, investigation new trends, time costs as well implementing, and communicating the new procedures (if any) Equal opportunities for career progression Increase the percentage of female workers in male dominated disciplines (for example geosciences and drilling) Professional development workshops and attractive internship schemes for university graduates Medium costs third party provided courses and development sessions Medium costs graduate recruitment campaigns, including task group time costs, competitive graduate packages to retain the best talents Culture change DI learning sessions / conferences To make aware BP population about internal issues and introduce to internal statistics Reiterate on importance of diverse workforce and how it could be change to achieve diverse working environment Minimal cost lunch and learn sessions, DI team monthly bulletins, presentations Medium costs external investigation or third party conferences and sessions about the different issues of DI On the other hand, some policies might not become a good practice and therefore organization could face a biggest obstacle- its own culture (Kirton and Greene, 2005). Having said that, it is important that organizations do not force the decisions and make the policy unnatural thing. Diversity and inclusion comes along with the culture and one changes another. So, in order to change the rules of the game in nowadays fast changing environment, organizations should come up with diversity audit to highlight the potential gaps. A Cost and Benefit Analysis It is important that leadership of the organization understands that companies that implement workforce diversity policies acquire an important benefits that strengthen not only long-term competitiveness in the market but also produce short and medium-term performance results (CSES, 2003). Therefore, a cost and benefit analysis is widely used to establish how well a planned action or new policy might turn out. The analysis always brings a results into monetary values, so the very important that a cost benefit analysis include all the costs and all the benefits in order to count the true value and establish if the new policy or new action plan is worth the money. On the other hand, companies in most cases gain positive non-monetary benefits. As Hubbard (2004) clearly explained the value of non-monetary benefits- loyalty of the staff, reputation of the organization, employer of the choice status, and etc. can not be transferred or measured into value of money. Also, the major benefit is that making employees and leadership to think critically and be explicit about the issues within the company that along with diversity and inclusion it brings new strategic choices like culture change. Would like to stress on the few diversity and inclusion initiative that BP already is working on, which is with no doubt puts organization in very positive place among the competitors and promotes business success by trying to minimize obstacles to inclusion: Affinity groups- typically form around ethnicity, gender, sexual orientation, or disabilities, but groups that wish to focus on other important or relevant issues may be considered on a case by case basis, and BP as organization encourages and supports affinity groups working for business benefit (BP, 2010). To name a few, these include the African American Network, Asian American Network, Womens Network, Beyond Pride, BP Latino Network, Gray Matters!, and Working Parents and Parents-to-Be. Flexible working- organization always recognizes that flexible working arrangement is almost a part of the modern working environment and can enable it to retain and attract skilled staff and increase employee commitment and morale. And the most important- the flex-working scheme is an integral part of BPs diversity and inclusion agenda. There are more of these initiatives and groups that work towards developing diverse and inclusive workforce around the world, but of course, there are costs as well associated with the implementation of diversity policies in the organization. Let not forget the cash costs of compliance with laws on discrimination, as well as the investment into programmes that serves as implementation to change internal cultures in the way that the diverse workforce is recruited, retained, and developed (CSES, 2003). To reiterate more on proposed changes for North Africa SPU and diversity and inclusion strategies for BP company as a whole, over recent years, BP has implemented and managed a wide range of global and local diversity and inclusion training programs and initiatives to support employees in understanding diversity and building inclusive behaviors. As we could see that organization is treats the DI very importantly in order to stay in the leading position in the market, however there is plenty to do and enough work in progress.

Measure for Measure Essay: Isabella’s Moral Dilemma -- Measure for Mea

Isabella’s Moral Dilemma in Measure for Measure "O cunning enemy that, to catch a saint, with saints dost bait thy hook." A disturbing tale of suspense, dark comedy and corruption, Shakespeare's Measure for Measure explores sexuality, morality and the law, exposing the abuse of authority in high places amid the seething underworld of Vienna. This essay will explore Isabella’s moral dilemma. In the play, Claudio has been sentenced to death for getting his fiancee pregnant (his crime was not so much getting her pregnant, but having sex with her at all). Claudio's sister, Isabella, who is in the process of joining a nunnery, feels that Claudio has done wrong, has sinned and committed a crime, but she feels that the sentence--death--is too strict. So, she goes to the ruler of the city, Angelo, to plead for her brother's life. The previously virtuous Angelo falls into lust with Isabella, and he propositions her to save her brother by having sex with him (Angelo). Now, remember that Isabella is in the process of becoming a nun. She, of course, rejects this propos...

Concepts of Electrostasis

Why do you suppose this is so? -Outer electrons are loosely bound with the nucleus because of their larger distance from the nucleus, so they can be easily stripped off. In the case of the inner electrons, the opposite is true. They are more tightly bound because their closer to the nucleus, so they are more difficult to remove them. 52) You are not harmed by contact with a charged metal ball, even though its voltage may be very high. Is the reason similar to why you are not harmed by the rater than 1 ICC sparks from a Fourth of July sparkler? Defend your answer in terms of the energies that are involved. Yes. The reason is similar, because the amount of energies involved in both cases is very small. Chapter 23: Electric Current 46) In the circuit shown, how do the brightness's Of the identical lightships compare? Which bulb draws the most current? What will happen if Bulb A is unscrewed? If Bulb C is unscrewed? -The brightness of Bulb A and Bulb B will be the same, while Bulb C will be twice as Bulbs A or B. Bulb C draws the most current. When Bulb A is unscrewed, Bulb C will glow as it had and Bulb B will not glow. If Bulb C is unscrewed, Bulb A and Bulb B will glow at the same brightness.Chapter 24: Magnetism 15) One way to make a compass is to stick a magnetized needle into a piece of cork and float it in a glass bowl full of water. The needle will align itself with the horizontal component of Earth's magnetic field. Since the north pole of this compass is attracted northward, will the needle float toward the north side of the bowl? Defend your answer. -The needle will point toward the northward direction; however, it will not eve towards the northward side since the forces acting on the needle balances each other Out, remaining at rest. 3) In a mass spectrometer, ions are directed into a magnetic field, where they curve and strike a detector. If a variety of singly unionized atoms travel at the same speed through the magnetic field, would you expect them a ll to be deflected by the same amount, or would different ions be bent different amounts? Defend your answers. -Deflection of ions by magnetic fields solely depends upon their charge/ mass ratio. This is different for different ions. Chapter 25: Electromagnetic Induction 2) A certain simple earthquake detector consists of a little box firmly anchored to Earth.Suspended inside the box is a massive magnet that is surrounded by stationary coils of wire fastened to the bode. Explain how this device works, applying two important principles of physics-?one studied in Chapter 2 and the other in this chapter. -When an earthquake occurs, stationary coils inside the detector begin to vibrate and a relative motion between the coils and magnets is generated. The motion of the coils induces voltage into the coils. As a result, the intensity of the earthquake is recorded. ) A length of wire is bent into a closed loop and a magnet is plunged into it, inducing a voltage and, consequently, a current in the wire. A second length of wire, twice as long, is bent into two loops of wire, and a magnet is similarly plunged into it. Twice the voltage is induced, but the current is the same as that produced in the single loop. Why? -The voltage induced is directly proportional to the number Of loops Of the wire. Resistance is directly proportional to the length of the wire as long as all other parameters are constant in the formula R=PL/A.The second wire has wise the length and twice the number of turns than the first wire. 43) The metal wing of an airplane acts like a â€Å"wire† flying through Earth's magnetic field. A voltage is induced between the wing tips, and a current flows along the wing but only for a short time. Why does the current stop even though the airplane contain use flying through Earth's magnetic field? -The current stops even though the airplane continues to fly through the Earth's magnetic field, because the losses which occurred when a motor operates a gen erator and when the voltage is stepped up by a transformer is not considered.After the completion of each cycle, the energy outputted decreases due to the losses in the motor, the generator, and the transformer. Therefore, this will stop. Chapter 32: The Atom and the Quantum 6) Why does classical physics predict that atoms should collapse? -According to classical physics, an accelerated charged particle emits radiation. An electron that is orbiting the nucleus should radiate energy and move into a spiral path that ends at the nucleus. Therefore, atoms should collapse from a classical physics description. 28) When and where do Newton's laws of motion and quantum mechanics overlap?When the size of the system is very large compared to the De Brogue wavelength, the Newton's laws of motion and quantum mechanics overlap. Chapter 33: The Atomic Nucleus and Radioactivity 16) Two protons in an atomic nucleus repel each other, but they are also attracted to each other. Explain. -Two protons i n an atomic nucleus repel each other and also attract each Other, because of Coulomb Repulsion. The protons repel each other; however, due to a strong nuclear force, they also attract each other. 47) Why is carbon dating ineffective in finding the ages of dinosaur bones?

Sarah Mapps Douglass and the Anti-Slavery Movement

Sarah Mapps Douglass and the Anti-Slavery Movement Known for:  her work in educating African American youth in Philadelphia, and for her active role in antislavery work, both in her city and nationallyOccupation:  educator, abolitionistDates:  September 9, 1806 - September 8, 1882Also known as:  Sarah Douglass Background and Family Mother: Grace Bustill, milliner, daughter of Cyrus Bustill, a prominent Philadelphia African AmericanFather: Robert Douglass, Sr., hairdresser and businessmanHusband: William Douglass (married 1855, widowed 1861) Biography Born in Philadelphia in 1806, Sarah Mapps Douglass was born into an African American family of some prominence and economic comfort.  Her mother was a Quaker and raised her daughter in that tradition. Sarah’s maternal grandfather had been an early member of the Free African Society, a philanthropic organization. Though some Quakers were advocates of racial equality, and many abolitionists were Quakers, many white Quakers were for separation of the races and expressed their racial prejudices freely.  Sarah herself dressed in Quaker style, and had friends among white Quakers, but she was outspoken in her criticism of the prejudice that she found in the sect. Sarah was educated mostly at home in her younger years. When Sarah was 13 years old, her mother and a wealthy African American businessman of Philadelphia, James Forten, founded a school to educate the African American children of the city.  Ã‚  Sarah was educated in that school. She got a job teaching in New York City, but returned to Philadelphia to lead the school in Philadelphia.  She also helped to found a Female Literary Society, one of many in a movement in many Northern cities to encourage self-improvement, including reading and writing.  These societies, in a commitment to equal rights, were often incubators for organized protest and activism, as well. Antislavery Movement Sarah Mapps Douglass was also becoming active in the growing abolitionist movement. In 1831, she had helped raise money in support of William Lloyd Garrison’s abolitionist newspaper, The Liberator. She and her mother were among those women who, in 1833, founded the Philadelphia Female Anti-Slavery Society.  This organization became a focus of her activism for most of the rest of her life. The organization included both black and white women, working together to educate themselves and others, both through reading and listening to speakers, and to promote action to end slavery, including petition drives and boycotts. In Quaker and anti-slavery circles, she met Lucretia Mott and they became friends. She became quite close to the abolitionist sisters, Sarah Grimkà © and Angelina Grimkà ©. We know from the records of the proceedings that she played a significant role in national antislavery conventions in 1837, 1838 and 1839. Teaching In 1833, Sarah Mapps Douglass founded her own school for African American girls in 1833.  The Society took over her school in 1838, and she remained its headmaster.  In 1840 she took back control of the school herself. She closed it in 1852, instead  of going to work for a project of the Quakers – for whom she had less rancor than earlier - the Institute for Colored Youth. When Douglass’ mother died in 1842, it fell on her to take care of the house for her father and brothers. Marriage In 1855, Sarah Mapps Douglass married William Douglass, who had first proposed marriage the year before.  She became stepmother to his nine children he was raising after the death of his first wife.  William Douglass was the rector at St. Thomas Protestant Episcopal Church.  During their marriage, which seems not to have been particularly happy, she limited her antislavery work and teaching, but returned to that work after his death in 1861. Medicine and Health Beginning in 1853, Douglass had begun studying medicine and health, and took some of the basic courses at the Female Medical College of Pennsylvania as their first African American student. She also studied at the Ladies’ Institute of Pennsylvania Medical University.  She used her training to teach and lecture on hygiene, anatomy and health to African American women, an opportunity which, after her marriage, was considered more proper than it would have been if she had not been married. During and after the Civil War, Douglass continued her teaching at the Institute for Colored Youth, and also promoted the cause of southern freedmen and freedwomen, through lectures and fund-raising. Last Years Sarah Mapps Douglass retired from teaching in 1877, and at the same time discontinued her training in medical topics.  She died in Philadelphia in 1882. She asked that her family, after her death, destroy all her correspondence, and also all of her lectures on medical topics.  But letters which she had sent to others are preserved in the collections of her correspondents, so we are not without such primary documentation of her life and thoughts.

The Age of Reason - Review and Summary

The Age of Reason - Review and Summary The Bottom Line If The Age of Reasons creates controversy today, imagine what readers must have thought at the time the work first appeared! Still, the work was a bestseller in America, and an important representative work from the time period. Pros Presented in a clear, straightforward style (accessible)Drawn from intellectual masters: Voltaire, Hume Spinoza (along w/other influences) Cons Mocks/ridicules religiosity (may be offensive to some readers) Description A deistic pamphletWritten by 18th-century British radical, Thomas PainePublished in 3 partsin 1794, 1795 1804 Guide Review - The Age of Reason Summary Thomas Paine is often associated with the American Revolution, because of his pamphlets; but The Age of Reason is still controversial (and has been banned) for its criticism of established religion and its challenge to the Bible. After reading The Age of Reason in 1757, Benjamin Franklin famously wrote: I would advise you... not to attempt unchaining the Tyger, but to burn this Piece before it is seen by any other Person, whereby you will save yourself a great deal of Mortification from the Enemies it may raise against you, and perhaps a good deal of Regret and Repentance. If Men are so wicked as we now see them with Religion what would they be if without it? Despite the controversy (and the many irate responses) that the pamphlet inspired, The Age of Reasons was a popular in Americathe work struck a chord. It appears to have inspired deep-rooted passionsit brought punishment and imprisonment to those associated with the early publishing history. Study Guide SummaryThe Age of Reason QuotesThe Age of Reason Questions for Study and DiscussionA Letter to a Friend Regarding The Age of Reason