Wage Discrimination in India The Impact of Gender - 2475 Words

Wage Discrimination in India: The Impact of Gender (Research Paper Sample) Content: Wage Discrimination in India:The Impact of GenderName:Institution:Table of Contents TOC \o "1-3" \h \z \u Introduction PAGEREF _Toc419827808 \h 3Review of the Literature PAGEREF _Toc419827809 \h 7Analysis of the Literature PAGEREF _Toc419827810 \h 10Conclusion PAGEREF _Toc419827811 \h 12References PAGEREF _Toc419827812 \h 13IntroductionFor the longest time now, labor markets have been dominated by instances of gender discrimination. Especially, for females, the inequality at work is remarkably stubborn. The wage gap between males and females is a prominent issue. Whether in developed countries or developing countries, men utterly dominate most of the industries, and women only dominate fewer industries such as Healthcare, educational services and children day care services.Despite the fact that women get more education now than ever before, they are still in a bad situation at work. Why should women not get equity at work? Why should women not earn the same amount of money in the same work compared to men? It is pretty important to females to own the equal rights and treatment in the workplace. In order to enhance equality in the society, the public should take actions and make some policies to eliminate the wage discrimination between males and females. In view of the current situation regarding discrimination of women, this paper, therefore, seeks to provide an understanding on the issue of gender wage discrimination specifically in India.An overview of wage discrimination by gender in India leads to two main conditions i.e. the wage gap between males and females in the rural and urban areas the wage difference between males and females in the informal labor market.According to Agrawal (2013), Indian women have suffered a lot especially in matters gender and social discrimination at the workplace. Deininger Nagarajan (2013) argue that such acts of gender and social discrimination have continued to exist despite the Indian governmentà ¢Ã¢â€š ¬s efforts to put in place reservation policies to counter the problem. Some of the evidence of the governmentà ¢Ã¢â€š ¬s efforts includes Scheduled Castes (SCs) and Scheduled Tribes (STs) (Agrawal, 2013; Deininger Ngarajan, 2013). The hereditary is a typical traditional phenomenon in India. Gender and social discrimination is a major component in the destruction of the various decisions made by different households with respect to the human capital investment and the allocation of human labour as well (Agrawal, 2013). This is background information about its social group system in India, which is the key reason for the wage difference between men and women.The wage gap between men and women is indeed a bother that needs to be thoroughly screened, especially, in rural areas where the wage differential between women and men is bigger than that in urban areas. This wage gap in India is clearly illustrated in Figure 1 below:Figure 1: Decomposition of gender wage differential: Blinde r-Oaxaca Decomposition with sample selectionFor such reasons as child bearing matters and other household chores, females are known to have been left out of the labor market for the longest time now. In the event that they get meaningful employment, there are high likelihoods of them working even fewer hours per week or per month in comparison to their male counterparts (Agrawal, 2013). Deiniger Nagarajan (2013), on their part, give a reasonable explanation to show the wage difference by gender. Women are playing an important role in a family to cost much to take care family compared that for men. Although, many females received much more education than women in rural areas, they still need to cost time in the family. However, women in rural areas are mainly living for agriculture, and most of the time women will deal with home affairs than their male counterparts (Harriss-White JanÃÅ' ²akaraÃÅ'janÃÅ' ², 2004). Thus, the wage gap between men and women in a country is bigger in rural areas than that in the city.In Figure 2 below, the wage differential between non-scheduled castes groups and scheduled castes group is shown. The discrimination between social groups is higher in the village as compared to the same situation in the city. It is because populations in urban areas owned much better educational infrastructure than that in the rural areas (Harriss-White JanÃÅ' ²akaraÃÅ'janÃÅ' ², 2004). The quality of education influences the wage differential between two social groups.Figure 2: Decomposition of social groups wage differential: Blinder-Oaxaca Decomposition with sample selectionAccording to Deniger Nagarajan (2013), three factors lead to the Indiaà ¢Ã¢â€š ¬s informal labor market social wage discrimination. To begin with, formal labour markets are far much better off in terms of wage discrimination based on social groups than in informal labour markets. This arguably causes extreme losses in comparison to the possible gains from one of the countryà ¢Ã¢â€š ¬s most important safety-net programs. The other factor is the fact that the elimination of the gender discrimination is not necessarily accomplished by merely enhancing the economic growth of the country. Third, as opposed to the findings in gender discrimination, the hypothesis of no significant wage discrimination based on caste cannot be rejected (Deininger, 2013; Verma, 1993). It implies that In the India labor market; wage differential will be a long-run issue in Indian labor market.In Figure 3 below the wage differential by gender and caste in Indiaà ¢Ã¢â€š ¬s informal labor market is summarized. It shows that the gender discrimination in the informal labor market is more severe than caste.Figure 3: Wage discrimination in Indiaà ¢Ã¢â€š ¬s informal labour marketsReview of the LiteratureAccording to Khanna (2012), it is not entirely easy to depict the actual trend in wage discrimination across the various quantiles of the distribution in the course of an assessment on wage gaps among different genders and social groups (Khanna, 2012). He goes ahead to explain how the mean wage differential between males and females, especially amongst Indians, has decreased in terms of stability over the years. This is an argument that is seconded by Agrawal (2013) who argues that the various capabilities of women are not usually exploited to their capacity in most labour markets (Agrawal, 2013; Rives, 1997). Deininger Nagarajan (2013), on their part, argue that the Indian government has the responsibility of ensuring that proper policies are not only put in place, but are also implemented fully to ensure women access gainful employment in the labour market just like their male counterparts (Deininger Nagarajan, 2013). They propose such policies as those of equal pay and minimum wage as some of the possible routes the Indian government could take to seal this wage gap between males and females (Rives, 1997).From their perspective, Deiniger, Jin Nagarajan (2013) are of the opinion that in a society where gender discrimination is so rampant, the labour supply is usually negatively affected and the available valuable resources underutilized. Their argument is founded on their belief that in most cases, women tend to have the greatest of minds, yet they still find themselves either out of the labour markets or discriminated within the labour market itself (Deininger, Jin Nagarajan, 2013). In so doing, such brilliant brains are denied a chance to contribute to the national cake on the basis of gender discrimination. Khanna (2012) also seems to agree with this point when he adds that such kind of discrimination is especially more rampant in the rural areas than in the urban areas where women are likely to be seen working with major corporations and holding managerial positions (Khanna, 2012).Agrawal (2014) points out that in a seemingly unexpected turn of events, those who perpetrate discrimination (both in terms of gender and social groups) can even go the extra mile of offering to pay higher wages to their preferred groups of employees than pay a lower amount to the perceived less preferred group of individuals (Agrawal, 2014). With reference to males and females in the labour market, this implies that discriminative employers would rather incur higher costs in employing males than save on the cost by employing the females.Overall, women have been discriminated against in the labour market because there is a blanket perception by most employers not only in India, but all over the world, that women are less productive compared to their male counterparts (Verma, 1993). According to Khanna (2012), women are only accepted at workplaces by employees on condition that they accept an extremely lower wage compared to their male counterparts. Unlike Agrawal (2013), Khanna (2012), and Deninger, Jin, Nagarajan (2013), Agrawal (2014) categorizes the discrimination in the labour market into three i.e. employer, emp loyee, and client. Employees discriminate by denying equally highly qualified females employment in their companies while giving men an upper hand (Agrawal, 2014). Employees exercise discrimination by refusing to work with their female co-workers at the workplace. Clients, on the other hand, show discrimination by their unwillingness to purchase certain items from entities owned and run by women (Agrawal, 2014).In the discussion on wage discrimination in India, two main facts are arrived at: First, there is a wider wage gap with respect to gender than with the social groups, and second, wage discrimination both in terms of gender and social groups is far much rampant in the rural areas than in urban areas (Agrawal, 2014). Agrawal (2014) explains this in two main ways. First, most women donà ¢Ã¢â€š ¬t usually have the opportunity to live in the urban areas; they rather spend most o...

Is Animal Testing Really Necessary - 1844 Words

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Barbara Orlans for her book, In the Name of Science: Issues in Responsible Animal Experimentation, sixty percent of all animals used in testing are used in biomedical research and product-safety testing (62). People have different feelings for animals; many look upon animals as companionsRead MoreAnimal Testing Persuasive Essay769 Words   |  4 Pagesyour opinion is wrong, and the animals should die for science. Hold on, give me a sec,* clears throat* angry mob, put the torches and the pitchforks down, its a joke. Clickbait and controversy aside, back in the space race animal testing was completely necessary. Many people disagree with this topic, and thats ok. Now that the angry mob has settled down a bit, let me tell you why animal testing was necessary during the space race. â€Å"Was the testing even necessary? Is winning the space race even

Boogie Nights Essay - 1284 Words

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Upholders and health educators Essay Example For Students

Upholders and health educators Essay Upholders and health educators for patients, families, and communities, I did my report on Registered Nurses. There are all sorts of fields one could go into. For example, you have hospital, office, home health, nursing home, public health, occupational health nurses, supervisors, nurse practitioners and other advanced practice nurses such as clinical nurse specialists, certified nurse anesthetists, and certified nurse midwives. Among the list of things to go through to be a nurse, a nurse should also be caring and sympathetic. They must be able to accept responsibility, direct or supervise others, follow orders precisely, and determine when consultation is required. They must also be able to spend a considerable amount of time walking and standing. They need emotional stability to cope with patient suffering, emergencies and other stresses. Other working conditions are you must be able to give up your time for being a specific nurse. Many nurses work nights, weekends and holidays. They may also be on-call. In addition, they face back injury when moving patients, shocks from electrical equipment, and hazards from compressed gases. Nursing education includes classroom instruction and supervised experience in hospitals and other health facilities. Students take courses in anatomy, physiology, microbiology, chemistry, nutrition, psychology and other behavioral sciences and nursing. They also must take liberal arts classes. In all states, students must graduate from a nursing program and pass a national licensing examination to obtain a nursing license. Licenses must be renewed periodically; some states require continuing education for license renewal. There are three major education paths to nursing: Associate degree (A. D. N. ), diploma, and Bachelor of Science degree in nursing (B. S. N. ). A. D. N. programs are offered by community and junior colleges and take about two years. Possible places for employment are everywhere. Just to name a few: hospitals, nursing homes and offices. Employment of RNs is expected to grow faster than the average for all occupations through the year 2006 and because the occupation is large, many new jobs will result. There will always be a need for traditional nurses but a large number of new nurses will be employed in home health, long term and ambulatory care. Many job openings will also result from the need to replace experienced nurses who leave the occupation, especially as the average age of the registered nurse population continues to rise. Employment in hospitals is expected to grow more slowly than in other health-care sectors. While the intensity of nursing care is likely to increase, requiring more nurses per patient, the number of inpatients is not likely to increase much. Employment in home health care is expected to grow the fastest. This is in response to a growing number of older persons. The type of care demanded will require nurses who are able to perform complex procedures. Employment in nursing homes is expected to grow much faster than average due to increases in the number of people in their 80s and 90s. Of course, opportunities will be best for nurses with advanced education and training. According to a Hay Group survey of HMOs, group practices, and hospital-based clinics, the median annual base salary of full time nurse practitioners was $66,800 in May 1996. The middle 50 percent earned between $59,300 $75,700. The group surveyed again in January1997, and a full-time nurse anesthetists earned $82,000, the middle 50 percent $74,700-$90,300. In addition to this, many employers offer flexible work schedules, childcare, educational benefits, and bonuses.

Sales Team Structure

Executive Summary This report is focused on building an effective sales model for Austvending vending machine company that has business operations in Australia and New Zealand. The company has ten years of experience in providing cost effective, specialized, innovative, and customized business solutions and services to meet the needs and expectations of the market using vending machines.Advertising We will write a custom essay sample on Sales Team Structure specifically for you for only $16.05 $11/page Learn More The company takes responsibility for the most difficult parts by delivering the services and taking the machines closer to the customers to enable them to optimize the profits earned from the delivered of services using the electronic vending machines. Service delivery relies on the use of web based applications which use a service distribution model defined by a sales team structure which is composed of a hierarchical reporting relationships fr amework. The structure has the national sales director at the top of the management hierarchy and line managers composed of regional sales managers, sales managers, and sales representatives at the lower levels. The managers are geographically distributed based on the business activities and characteristics of the market segments and the state the company’s operations are found. To ensure effective business service delivery, the company has a well-defined organizational structure which shows the roles and responsibilities of each member in the sales team which is composed of the national sales manager who devices and regulates the company’s national strategy, the regional sales manager who is responsible for defining and creating the job description of company employees, and the sales manager who drives the performance of the organization. To provide efficient service delivery to the customers, the sales representative of the company take that responsibility to ensure the services meet the needs of the customers, who are the most critical stakeholders of the company. Appropriate remunerations, commissions, bonuses, and incentives are provided to the each manager for motivational purposes Background of Austvending Austvending is a vending machine company that is mainly based in Australia and New Zealand. The corporation enjoys an experience of over 10 years having started its business in the year 1996. It’s main mission is to provide the best vending machine equipments, which help in establishing vending businesses (Monley 133).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The company also provides supportive services that help vending businesses to be more profitable and efficient. It mainly targets people with the desire to have financial independence in terms of investment opportunities, and a stable income source. Austvending provides its cl ients with a personalized business structure that is best suited for that particular client. Its business model exists almost in all towns in Australia (Zoltners, Sinha Lorimer 2004, p.4). Each client can operate several machines, which are usually put in commercial businesses. The company usually performs a thorough research when deciding where to put the vending machines for the customers (Berry 60). This ensures that the clients get profits. They also ensure that the machines are located close to each other so that they become cost effective to operate. According to the company, the success of the business comes from great profits that are obtained as a result of the sales of stock from the machines. The company ensures that the income for its clients is secured by taking upon themselves the most difficult part of this business, which is ensuring there is a location agreement for each of the machine. The company states that its vending machine is one of highly money-making busin esses. This is because the business gives the clients large profit margins. The machines are also mechanically operated and are user friendly. Some of the vending packages that the company offers to its customers include electronic vending, which is used to sell products such as soft drinks, hot and cold beverages among other drinks.. Another vending packages from the company include novelty vending, which is used to dispense products such as pinball and other children’s fun products. Austvending innovative approach to business and its presence in many cities has made the company to be the best choice not only for entrepreneurs to get an extra source of capital, but also enables people to obtain various products easily. This aspect has also enabled the corporation to emerge as the top company in supplying the vending machines not only in the two countries where its business is based, but across the global market.Advertising We will write a custom essay sample on Sales Te am Structure specifically for you for only $16.05 $11/page Learn More Introduction This report will be focused on building a sales team structure that reflects appropriate staff numbers, their geographic location, their roles and remuneration packages, Web-Based Structure, and distribution model for Austvending company. The report will be started with sales team structure chart that shows the positions ,location, and roles of sale team member. This report will investigate current sales salaries in the vending machine industry and remuneration packages will be advised to be used for the sales team in Austvending company (Schwartz 2006, p.2). Sales team structure This is the chart for the sales team member, which starts with the national sales director of the company who is the head of the sales team members, following by the regional sales managers whom are located in each state of Australia. Following by the sales managers whom are responsible for guiding, c oaching, and disrupting the sales representatives. Distribution The distribution of the sales team members are depending on the size of the state and business activaties in the states. Therefore, the following timetable will show the number of sale team members that is needed in each state. State/positions Regional sales managers Sales managers sales representative Total New South Wales 1 1 11 13 Queensland 1 1 12 14 South Australia 1 1 5 7 The Northern Territory 1 1 5 7 Tasmania 1 1 5 7 Victoria 1 1 10 12 Western Australia 1 1 6 8 Total 7 7 54 68 The capital cities in each state, and where the central location of the company: Sydney (New South Wales) Brisbane (Queensland) Adelaide (South Australia) Darwin (the Northern Territory) Hobart (Tasmania) Melbourne (Victoria) Perth (Western Australia) The sales representatives will be sent in different areas in each state. So, they can reach more custom. The sales managers are in charge of organizing and selecting the suitable sales representatives for the target areas,Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The required number representatives of in each state are depending on the size, commercial building, and public institutions. The following timetable shows that the number and the area of sales representatives in different areas. Capital city/ targeted areas City area Northern suburbs Eastern suburbs Western suburbs Southern suburbs Sydney 3 2 2 2 2 Brisbane 2 1 1 1 1 Gold Costs 2 1 1 1 1 Adelaide 1 1 1 1 1 Darwin 1 1 1 1 1 Hobart 1 1 1 1 1 Melbourne 2 2 2 2 2 Perth 2 1 1 1 1 Total 14 10 10 10 10 Duties and responsibility of the sales National sales managers National sales manager devices and regulates national sales strategy of a company and collaborates with regional sales manager in meeting targeted revenues and expenses. Duties and responsibilities: Entail developing and reporting the performance of a budget, researching on marketing intelligence such as competitors and sales strategies. National sales manager handles major organizational deals and custo mers, collaborates with other managers in implementing national sales levels and overlooks the performance of sales and expenses thus offering guidance where appropriate. National sales manager oversees and reports on the performance of dealers and distributors, recruits, trains and encourages sales staff (Bose 445). Regional sales manager Regional sales manager plays a significant role in a job description by ensuring that the manner in which an organization creates a job description will attract qualified candidates to apply. Regional sales manager performs varying duties such as attaining objectives of regional sales human resource (Ingram 2012, p.3). Duties and responsibilities Meeting regional sales operation goals, which entail gathering information and recommendations for strategic plans Reviewing, maintain action plans, sustaining customer services, Regional sales manager should meet the objectives of regional sales financial. Creating sales objectives including formulatin g sales plan and quota to meet national plans. Retaining customer base, recommend best lines for products, implement best trade promotional strategies, keeps updating job knowledge and ensures fulfillment of both sales and organizational missions (Schwartz 1). Sales manager Sales manager is significant in the performance of an organization. This is because the manager has the powers of attaining sales target, which creates organizational revenue. Duties and responsibilities Planning and budgeting well to meet sales target of an organization. Implementing realistic and achievable targets for sales executives and sales representatives. For the sales manager to ensure good performance from sales team, he or she should delegate responsibilities depending on the interest of a salesperson. Sales managers generates strategies and techniques that can enhance achievement of sales target, identifies prospective customers and generate organizational leads. Motivating sales team, enhance team work among the group and introduce lucrative schemes. encouraging performers while help non-performers improve. Consequently, the sales manager makes significant decisions for the team, maintain and improving the relationship with clients, and maintain essential information for future reference (Zoltners, Prabhakant and Sally 213). Providing a training program for the sales representatives to have a good knowledge about the company’s machines. Recruiting, counseling, planning, appraising and coaching sales representatives   Sales representative The substantial aim of a sales representative is to ensure efficient services to customers by selling them products that meet their needs. Responsible and duties for sales representatives Maintaining applicable accounts, obtaining orders, regulate presentation of sales contents, concentration on sales efforts, submit requested orders, update management team, and support both professional and technical knowledge for the company (Mil ler 87). Visiting commercial buildings and government installations to get more customers for the company. Answering the inquiries that received from customers through the company’s website. Remuneration The remuneration packages of the company are based on fixed salaries and variable compensation consisting of commissions, incentives and bonus. The salaries are depending on the position of the sales team member in the company. Sales representative compensation is constructed using their quota and on target earnings (OTE). The OTE is a combination of base salary and variable compensation. The variable component is the commission that is earned through sales. Austvending uses an approximate 50/50 ratio between salary and OTE. Austvending Regional Sales Manager Remuneration Base Salary 100K On Target Earning 200K Variable Compensation: On Target Earning – Base Salary = 100K Quota: 1,000,000 Commission Rate: Variable/Quota = 10% Total Gross Pay = Total Sales x Commission Rate Commission The commissions are depending on the employees performance (Bose 2002, p.34). Once the sales representative has achieved their sales quota, they become eligible for accelerated commission rate. This is used to stop sales representatives saving deals for future years. After reaching 110% of their quota, the representative is eligible for an accelerated commission rate of 11%. After reaching 120% of their quota, the representative is eligible for an accelerated commission rate of 12% and son on. Quota Achieved Accelerated Commission Rate 110% 11% 120% 12% 130% 13% Bonus The bonus largely depends on the percentage of sales quota and whether the annual target has been reached. If the company meets its target quota the bonus will be paid to the sales team members. Bonuses for hitting targets are 120%. These are equivalent to a straight cash bonus of X dollars paid annually over the Christmas period. Incentives Incentives awarded to employees are grouped into 4 categories. These incentives are renumerated through cash bonuses. The ability to Win over the market share; Retain existing customers Expand product mix – DVD’s, kids toys, bathroom products, lottery tickets Growing contract length/ deal profitability Increasing sales through X opportunites Positions Base Salary Number of members Total National sales manager $AU200000 1 $AU200000 Regional sales managers $AU100000 7 $AU700000 Sales managers $AU70000 7 $AU490000 Exterior sales representative $AU35,000 54 $AU1890000 Total 69 $AU2650000 Web-Based Structure Method and System for facilitating Austvending’s Web-Based Structure via a centralized Web Structure. AustVending Web-Based Structure consists of a centralized Website (Austvending.com.au) which is includes information of the company. This is divided into pages of ‘The Vending Lifestyle’, ‘Austvending Business Model’, Vending Packages’, ‘Austvending in Y our Area’ and ‘Online Store’. These need to be maintained and updated to stores (Miller 2009, p.4). The Website provides a centralized navigation system. It provides a web-based application comprising: Team communication network (amongst staff) Purchase processing requests (food and drink products and $1 and $2 coin mechanisms). Tracking customer issues (e.g. shift of responsibility of making a first decision on a funding request from a first user to a second user) Funding requests Online enquiries (filling in customer details) Security (e.g. identifying a user requesting access via a password Distribution model Conclusion In conclusion, the Austvending vending machine company uses an effective distribution model using web based applications to take its services to customers by providing vendor machines for their business pursuits. The company enjoys a significant presence in the market because it possesses the expertise and experience gained for the ten years it has been in the market. The management of the company exploits opportunities by identifying changing customer needs, expectations, and behavior and aligning the provision of its services according to the changing needs, expectations, and behavior of the customers to sustain its position in the market and create large profits. Because company executives understand the value of the customer in contributing to the growth and sustainability of company profits, the management has modeled delivery of the company’s services to the customers based on well-defined organizational structure for assigning responsibilities to the top level manager and lower level line managers. Some of the clever tricks the company employs to win and lock in the customers, is by doing the most difficult tasks while the customer only does the easier tasks to make huge profits from the services offered by the company. Towards achieving that strategy, the company ensures that each manager is assigned rol es and responsibilities critical to the success of the operations of the company. The top level executive who is the national sales manager drives the company by formulating, devising, and regulating the company’s national strategy. The overall mission is to offer the best vending machine equipment for entrepreneurs wanting to start the vending business. References Bose, D C 2002, Principles of Management and Administration, Prentice-Hall of India, New Delhi. Ingram, T N 2012, Sales Management: Analysis and Decision Making. Armonk, Sharpe, New York. Miller, W 2009, Proactive Sales Management: How to Lead, Motivate, and Stay  Ahead of the Game. Web. Schwartz, M 2006, Fundamentals of Sales Management for the Newly Appointed  Sales Manager. New York: AMACOM. Web. Zoltners, A A, Sinha, P Lorimer, S E 2004, Sales Force Designfor Strategic Advantage. New York: Palgrave Macmillan. Web. 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Liquor Ads essays

Liquor Ads essays According to Antonia Novello, Surgeon General of the United States, in SIRS Government Reporter, the principle cause of death for those between the ages of 15 and 24 are alcohol related car crashes (1). Doesn't it make sense that we should concentrate our efforts into reducing this problem of alcohol abuse? Apparently DISCUS, the Distilled Spirits Council of the United States, doesn't think so. Worsnop says that on November 7, 1996, they removed their voluntary ban of hard liquor ads on television and radio that had been in affect since 1936 (219). He then states that the removal came right after Seagram, a liquor company, advertised for some of their hard liquor on KRIS-TV in CorpusChrist, Texas (219). This movement is definitely a step in the wrong direction and action should be taken to reinstate this ban, but this time legally. First of all, the removal of the ban gave DISCUS a bad reputation. Already the four major TV networks (NBC, ABC, CBS, and FOX) have vowed not to air ads f or hard liquor (Worsnop 219). DISCUS has also lost respect in the field of politics, especially with numerous congressmen and the President, himself. Worsnop said "Beer group representatives think DISCUS' announcement undercut its credibility in Washington" (219). Bill Clinton referred to the decision as "simply irresponsible" (qtd in Worsnop 219). Secondly, many of these advertisements for liquor have been said to target teens. However, Seagram's executive vice president of marketing strategy, Arthur Shapiro, said that Seagram had taken "great pains that our advertising doesn't appeal to or aim at children" (qtd in Krantz 1). This is not so, according to Katherine Prescott, who pointed out the use of animals and a graduation theme in Seagram's commercial. This seems to associate the use of alcohol with academic success when the two rarely coexist (Tannert 2). Clinton also expressed his concern that the ban may cause increased drinking among minors (Fa...

Jose Enrique Rodo's Ariel Essay Example | Topics and Well Written Essays - 500 words

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