Bankruptcy: Frightening Reality Essay -- essays research papers

Since the 1960s, personal bankruptcy has often served as a refuge for the young and struggling. Bankruptcy lawyers say younger and less-educated people tended to rack up too much debt while starting families and jobs, without a savings cushion to carry them through lean times. That's changing, as personal bankruptcy filings hit all-time highs. Last year, there were more than 1.6 million such filings, nearly twice as many as a decade earlier. Some experts say much of the increase is being driven by older people, many with decades of work experience in white-collar jobs. In 2001, per capita filings by people ages 45 to 54 increased 58% from a decade earlier, according to one study. Bankruptcy is a legal proceeding that allows a person who is overwhelmed with debts to eventually become debt-free. In a typical personal-bankruptcy case, credit-card balances and other "unsecured" debts-which are not backed by any collateral-are wiped out entirely. Under court supervision, the de btor then negotiates a plan with creditors to pay off as much of the remaining debt as possible, over three to five years. During that time, debtors cannot take on any new debts, but they are protected by the courts from being sued by creditors or having their assets repossessed. Credit reports list bankruptcy filings for seven to 10 years, making it almost impossible for a filer to get new loans or credit. But once that period is over, the debtor can move on with a clean credit record, free of de...

Hardware Store Case Analysis Essay

A. Do you agree with Fred’s decision to conduct the training and use the third vendor? Using concepts from the chapter, explain your answer. When it comes to Fred’s decision making in reference to using a third party vendor for training purposes, I believe that Fred made the best decision possible. Now, Fred based his decision purely on the fact that it embodies a quotation contained customized meetings in adjacent to the sales force for better understanding of the training course, along with being economical. In addition, customized meetings are essential because it allows the sales force team to be able to ask any questions they might feel needs to be addressed. On the other hand, this kind of training allows the sales team to make better decisions based on the new training material provided, so conducting classes on a smaller (size) scale will foster a better learning environment and faster hands on approach on the job site. In accordance, training that provide reenactments of past experiences or future awareness training for client handling enables the trainees to get a full picture of any problems that might arise customer service wise. B. What else might Fred do before choosing a training package? Use information provided in Chapters 2, 3, and 4 to describe your approach. Make sure to provide enough detail to dem- onstrate your understanding of the key issues and approaches to determining how to proceed once a triggering event  has occurred. Another thing that Fred might do before choosing a training package is requesting for referrals from the company to support him in selecting the specific organization or look elsewhere. Fred’s decision-making involves time and money being spent. Therefore, in order for Fred to want to make this kind of investment, Fred should first contact the organizations already practicing this type of training program in order to gain their insight and if they were successful based on real life experiences. In conjunction, Fred needs to make sure that whatever organization he decides to hire to train all his employees, Fred must make sure that the other organizations objectives align with his company’s training objectives. Moving forward, the key to finding a great training partner is by identifying the training strategy through requirements theory for motivating the trainees. Fred, can use the requirement theory by allowing the training organizations to ask the prime questions, whi ch is what does Fred expect his employees to learn in the training? thus identifying the final objective of Fred. Furthermore, if the organization conducting the training meets Fred’s requirements, then they can measure his mission and encourage his employees to efficiently train in accordance to motivating them as well. Once, Fred carries out his plan on finding the best external training organization, the external organization would be more receptive to using good reinforcement for their training & development techniques. The trainees can then get accustomed to being rewarded with a positive reinforcement when they do something right. Therefore, Fred needs to adapt his organization to meet the training & development-learning environment once the training organization is done with their training contract. Fred needs to make any adjustments to his training in an effort to run his business as planned. In order for Fred to experience a successful training, Fred needs to focus on the primary objective, which is making sure his employees are retaining the training material, as well as influencing them in a positive manner. However, Fred needs to request a small demonstration of the entire procedure, because it will help Fred know first-hand if the training organization material is connecting with his employees, and identify if the training material is appropriate with Fred’s objectives. C. If training went ahead as indicated, how successful do you think it would be? Explain your answer using concepts from this chapter. In addition, if training went ahead as indicated, it would be prosperous giving the fact that the program will enable the employees to partake in personalizing their own training. Therefore, Fred needs to double check that the training organization are using methods that meet his organizations objectives in order for the training to be categorized as being efficient. In the beginning, if the training organizations trainers are aware and fully understand the final objective, the training will be effective. Another thing to note is that Fred needs to reaffirm that the training organization is currently offering the specific training required by Fred, and that they are using the right training methods, right motivators and are utilizing reinforcements according to Fred’s expectations. Thus, if Fred checks off his checklist, then there is no reason why his organization should not be effective on accomplishing his objective. After training, the employees will be better prepared at their jobs, and can be more efficient on training other workers, thus benefiting the organization. This training process will also make sure that their customer service is being handled on a timely manner, and with the upmost service. Therefore, ultimately this would benefit both the training organization and Fred’s organization because Fred was able to find the best training organization, which in turn makes his training run effectively.

Should I Earn a Nonprofit Management Degree

A nonprofit management degree is a type of degree awarded to post-secondary students who have completed a college, university, or business school program with a focus on nonprofit management.   Nonprofit management involves supervising people or affairs of a nonprofit organization. A  nonprofit  is any group that is mission-driven rather than profit-driven. A few examples of nonprofit organizations include charities, such as the American Red Cross, Salvation Army, and YMCA; advocacy groups, such as the National Association for the Advancement of Colored People (NAACP) and the American Civil Liberties Union (ACLU); foundations, such as the W.K. Kellogg Foundation; and professional or trade associations, such as the American Medical Association (AMA). Types of Nonprofit Management Degrees There are three basic types of nonprofit management degrees that you can earn from a college, university, or business school: Bachelors Degree in Nonprofit Management: A bachelors degree program in nonprofit management will take approximately four years to complete. The program will usually start with general education courses and conclude with electives and courses with a specific focus on nonprofit management. Students who have already earned a two-year degree may be able to complete bachelors degree requirements in as little as two years.Masters Degree in Nonprofit Management: A masters degree or MBA degree program in nonprofit management takes two years to complete on average. Some students attend part-time and take longer to earn their degree, while others participate in an accelerated program that lasts anywhere from 12 to 18 months. Nonprofit management degree programs at this level generally combine core business courses with specialized coursework in nonprofit management.Doctorate Degree in Nonprofit Management: A doctorate program in nonprofit management is not as common as nonprofit management de gree programs at other levels. A program of this caliber can be found at several colleges and universities. A doctorate program in nonprofit management requires intense study and research. Program length can vary but usually averages somewhere around three to five years. An associates degree is acceptable for some entry-level positions with nonprofits. In some cases, you may need nothing more than a high school diploma. Larger organizations often prefer a bachelors degree or MBA, especially for more advanced positions. What You Can Do With a Nonprofit Management Degree Students who earn a nonprofit management degree almost always go on to work with nonprofit organizations. Of course, the knowledge and skills gained in the program are transferrable to for-profit companies. With a nonprofit management degree, graduates could pursue any number of positions with nonprofits. Some popular job titles include: Fundraiser: Fundraisers are essential to any nonprofit. They help to get donors interested in the cause. They may get donations by speaking to people face to face, organizing campaigns, or grant writing. It is possible to get an entry-level fundraising position with a high school diploma, associates degree, or bachelors degree in nonprofit management. However, larger organizations may look for graduates with a masters or MBA degree.Nonprofit Program Director: Although responsibilities can vary depending on the size and scope of the organization, nonprofit program directors are usually tasked with managing the people and mission of the entire organization or a specific part or program. They may oversee fundraisers, marketing campaigns, or special events. Nonprofit program directors usually have at least a bachelors degree. Many have masters or MBA degrees in nonprofit management.Community Outreach Coordinator: A community outreach coordinator, also known as a community outreach specia list, is responsible for the marketing, outreach, and event planning efforts of a nonprofit organization. They do not usually ask directly for donations like a fundraiser, but they do help to coordinate volunteers and plan fundraising efforts. Most community outreach coordinators have at least a bachelors degree. Marketing or public relations experience--either at school or work--can also come in handy. There are many other job titles and career opportunities available to graduates with nonprofit management degrees. There are more than one million nonprofit organizations in the U.S. alone, with more being created each day. See a list of other nonprofit job titles.

Education And Its Influence On American Education

Graduate Education today shows traces of its European ancestors. The influences range from Greece, Egypt, Italy, Spain, and many others. American education has evolved and manifested throughout the thousands of years of its existence. We can directly trace the roots back to our European ancestors, with the education that exists today in America. Higher education’s journey began in Greece in 387 BC by Plato. The only thing offered at this first educational establishment was an advanced study in philosophy. From this basis, more higher education facilities began to be erected, from 387 BC to the 17th century .The ancestors of graduate education were constructed throughout Palestine, Babylonia, Indian, China and Korea. Most systems either taught religious aspects or philosophy. Like today, many higher education schools are still religious based, even though they offer numerous amounts of studies, they are still based around religion studies and incorporate it into every line of study at the university. Higher education in America today offers many concentrations of study, but each university has a specific concentration subject that they are known for, such as, liberal arts, education, medical, engineering, etc. This influence on education did not begin until Medieval times. Medieval universities had main areas of study at each facility, some offered liberal studies, while others were focused on music, astronomy, geometry and mathematics. Professional studies included law,Show MoreRelatedThe Influence of Progressive Education on American Schooling Essay1173 Words   |  5 PagesTHE INFLUENCE OF PROGRESSIVE EDUCATION ON AMERICAN SCHOOLING The Progressive Era was from 1890-1919 when President Theodore Roosevelt became predecessor to President William McKinley whom was assassinated. For decades, it has been a controversial debate on how influential Progressive Education is on American Schooling. The Progressive Movement started because of the development of big businesses and corporations as education became a major topic for reformers due to child labor laws and publicRead MoreEducation During The Industrialization Era Essay1274 Words   |  6 PagesEducation During the Urbanization Era The Urbanization Era in American history, 1870-1900, was a time for growth in America. During this era, industry grew in the country. Big changes occurred in technology, big business, large scale agricultural, and much more. Industries were growing and big businesses were booming. All of this was causing growth of population in the cities in the America. This all fueled the economic growth of the country (The Development of the Industrial United States (1870-1900)Read MoreUnderstanding the purpose of american public education Essay1062 Words   |  5 PagesUnderstanding the Purpose of American Public Education American public education has undergone a dramatic transformation over the past several hundred years. This transformation not only includes technology and appearance, but diversity and policies as well. However, an age-old question is still being pondered today. What is the purpose of American public education? Although you may have your own answer for this question; not everyone may agree with you. This is where the problem resides. 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The roles of education have evolved from historic liabilities to current liabilities. There are many laws and cases that have had an impact on American education that still has a strong influence on education today such as the debate between church and state, racial desegregation, and education finances. Other impacts as relevant are testing standards and special education programs that

The Industrial Revolution - 2418 Words

The Industrial Revolution became a defining transitional period in United States history. The Industrial Revolution created opportunities for society through, employment, higher pay and allowed for the meeting of many cultures. As a result of high employment opportunities, people flocked to the North and populated areas of the nation creating urban cities. Urban cities of the nation have not changed much since the Industrial Revolution; people are still drawn to the urban culture because of the variety in social and economic opportunities. The urban culture has allowed us to observe the interaction among various cultures and the development of the social class through time. We are currently living in an urban culture where the division that separates social classes has faded away because of human dignity. Human dignity, the need to find self-worth and self-respect for us and others has increased dramatically within society, but this new found self-worth and respect is being developed through capitalism and materialism. Human dignity has evolved into the need to present ourselves to society through the acquisition of materialistic luxuries. In urban cities more value is being placed on extrinsic dignity in the form of materialism. Materialism has taken over the essence of human dignity and has limited our dignity. We must evaluate ourselves carefully and observe the reasons that help develop our own sense of human dignity. People who live in urban cities must be extraShow MoreRelatedIndustrial Of The Industrial Revolution1666 Words   |  7 PagesMartinez English IV, 1st hour 4/29/16 The Industrial Revolution The Industrial Revolution set people away from farms and small villages and moved them to cities and towns because of the job opportunities that arose in the cities. 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The word luddite refers to a person who is opposedRead MoreThe Industrial Revolution1090 Words   |  5 PagesShort Term Misery†¦ Long Term Gain There are two major industrializations that have occurred through out history, both which began in England. The Industrial Revolution was from 1750 until 1800. The first and second industrialization were filled with many inventions, new societal ideas, new raw materials, new sources of power, also new ideas and societal implements were made enabling the world and society to evolve. Overall these industrialization was filled with death, neglect, and disease but endedRead MoreThe Industrial Revolution936 Words   |  4 Pageseconomist Robert Emerson Lucas wrote in regards to the Industrial revolution: For the first time in history, the living standards of the masses of ordinary people have begun to undergo sustained growth. 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Now, as a result of the Industrial Revolution, we live regimented and almost everything that is made, is mass produced. I will discuss three major topics

Free Sample Assignment on Culture & Diversity of HSBC

Question: Contrast and analyze their Diversity practices? Answer: Introduction The terms of diversity and diversity practices are very important to the sustenance of an organisation. It is the specification that is utilised by the organisations to maintain a highly differentiated group of employees and suppliers. Also, to keep a diverse organisation means to manage and retain people from different background, ethnicity, education, religion, gender, age, sexual orientation. The more diverse a workplace is the more chances of innovation, excellence and new ideas of business being conducted. Hence, the report makes a study of the diversity practices prevalent in the three major corporations of UK. Also, a comparison, contrast and analysis are conducted on the same. The three major companies thus chosen are Sainsbury, British Airways and HSBC. Diversity Practices Today organisations have realized the need and power of diversity. The numerous researchers conducted shows that valuing diversity has led to a higher profits and much larger business success. It is seen that despite some significant and crucial obstacles as well as issues the companies have kept their diversity programs intact to sustain their brand image and ensure business growth and productivity. Sainsbury- It is one of the largest retail chains in the country with a huge customer base. The diversity vision of the company is to be the most inclusive retailer in the country. The inclusion factor means to include a diverse people in the workforce strategically. The company achieves its market goals, by recruiting, training, retaining and developing a very diverse and talented people in its workforce. The four board sponsors lead the diversity strategy of the company. The company has taken active steps to support the women as well as the disabled. The company also enjoys being the champions of race opportunity with a workforce of 10% employees falling in the Black Asian Minority Ethnic group. The You Can segment a new opportunity to discuss the issues and the aspirations of the employees. Finally, the Paralympics commitment undertaken by the company is to include employees with disability. Thus, the diversity practices of the company are nationally as well as internationally acclaimed. There are more than 30,000 people recruited by the company to practice diversity and inclusion. British Airways- The global airline company is known for its efficient services and traditional flights. It carries people from different nationalities, religions, cultures and sexual orientation and hence, it is necessary for the company to promote and understand diversity. For the company, the process of recruiting talent is based on the strong and supportive principles of diversity and inclusion. The company believes in providing fair treatment and equal opportunities to its candidates, and the selection is done only on the basis of merit. The company is also a member of the UK government's Two Ticks Scheme that ensures that the company will effectively employ, retain and develop the disabled people. Also, the company has some LGBT societies among them. The British Airways workforce is highly diverse and is based on a culture of mutual respect. The idea is realised the diverse workforce and create an inclusive environment by providing the customer with a sense of value. Hence, the inclusion is segmented into groups of customers with reduced mobility, Ethnically Diverse Network, Faith groups, gender equality and LGBT community. HSBC- The famous international British bank believes that diversity and inclusion mean strength. The diverse workforce to be the world leading international bank and the needs of the diverse workforce are the driving force behind the competitive advantage and a sustainable and secure future. The contributions of each customer, employee and supplier are considered important by the company. The components of the diversity and inclusion strategy include the values of being dependable, open to new ideas and cultures, connection with customers, community regulators and so on. Hence, the company has embedded the Employee Resource Groups and Diversity Councils to undertake the activities. Thus, the company means to leverage the individual talents to gain unique and distinctive insights into the leading growth . Thus, while comparing the three corporations, it could be seen that Sainsbury is the most successfully and well-integrated company that has already attained many accolades through its diversity practices. HSBC follows behind to succeed in a highly competitive market with certain competitive advantages. Finally, the British Airways has only started implementing those programs and thus must be monitored properly. Diversity in Recruitment and Training Diversity should be included in the leadership scenario of the companies to understand the needs and requirements of the companies. The first and the most important function of an organisation are conducting a proper diverse inclusion program to gather the best talents. Hence while, Sainsbury is more focused on recruiting the disabled and women into their teams, the other two companies of British Airways and HSBC has promoted gender equality and uphold rights for the LGBT community. One of the most negative impacts on the diversity practices of Sainsbury occurred when an employee showed disrespect for homosexual couples. Thus, there is need of proper criteria for the recruitment procedure. Their recruitment procedure is not restricted to the special cases or causes. It is particularly seen that the recruiting and selection procedure at British Airways is focused on individual merit than any other social obligations and thus strictly adheres to the code. The strategic policy of HSBC has been based on a diverse culture. It is the different cultural background that will help the company get access to broad consumer insight. Their strategic priorities are embedding and inclusion of diverse cultural values and practices, changing of the biases and unconscious beliefs and feelings harboured by the people, championing diversity among the employees and the customers, maintain a very sustainable workforce and finally by providing a fair and accessible regulatory body to address the issues. The only segment where it lacks is in the number of women bankers in the corporation. Diversity in training and development The diversity practices will be only successfully when the workforce is on par with the company policies and strategy. Thus, it is most important to train and develop the very diverse workforce according to the corporate strategy. Also, it is difficult to maintain diverse employee, and there are many issues and conflicts of interest as well as preconceived notions that lead to some major obstacles in the functioning of the organisations. After the recruitment and selection of a diverse workforce, the British Airways have been more focused on training the people in a diverse work culture. This can also be due to the reasons that the Airline companies are largely dependent on customer service to customers of diverse backgrounds. The British Airways have put forth their program as putting the people first, and thus it needs the management of people giving the priority. The aim of the company is to build a high performing work culture that offer rewards on great performances. The company has recruited best talents at every level and provided them with a special culture to ensure that the people are feeling comfortable at work. The working strategy is fostered to develop Dignity and reduce harassment helping the people with diverse backgrounds to reach their full potential. The Dignity at Work strategy adopted by the company involves training, communications, and workshops conducted across the business. There are also onl ine courses to help the employees to learn and imbibe the core values. At Sainsbury, the training involves the teaching o the new trainees on organisational culture. The staff development section offers a performance development program that analyses the potential of the employees. The purpose of training at Sainsbury's is increasing the productivity and the profits to increase the profit. Also, this training program will make the workforce flexible and provide job satisfaction. The company also enables the workers to report any discrimination or harassment faced by the individuals. The HSBC culture defines Diversity as the heart of the business. The company also believes in professionalism, entrepreneurial spirit and the ethical business principles as a guide. The core values are the inclusion of the different ideas and cultures and various perspectives. The success of the bank lies within its connection between clients and communities. Thus, the company has developed an e-learning diversity training module to help the employees to understand the diverse information and knowledge. Also, the internal network groups and voluntary training program forms an inclusive environment to provide an unbiased and gender-balanced workforce. Finally with its footprints in eight different countries, the company recruits from around the nation to train and sustain a diverse workforce that it could boast of . Issues identified After a brief study and analysis so conducted on the diversity practices undertaken by the three different companies, the issues faced by the organisations or by the customers are identified and stated below: The diversity practices of the three different companies are not same and not balanced. The balance is lost in the internal structure of the organisation Sainsbury has earned accolades for being champion in the race of diversity but has also faced harsh criticism due to the inadequacies in the programs British Airways does not possess a proper retirement plan, and the selection procedure is not clearly defined. HSBC, despite its wide range of actions regarding diversity practices and the models of approach it has taken, there is a lack of women staff bankers that is raising questions about the Company's practices and the authenticity of the measures it has taken. Finally, there is no clear evaluation program defined to understand and measure the assessment of the extent to which the diversity program has been implemented and how much successful it is. Also, there is a marked difference in the three organisations, regarding the organisational objectives that are to be achieved through the diversity program. These objectives often defined the concentration segment of the Company's diversity practice. Recommendations Firstly, the companies should completely abide by the diversity practises suggested by the governmental structures. This will help the companies to manage easily and monitor their activities Next a code of conduct is to format that will be undertaken by the senior management and all the employees and must be followed strictly. This Code of conduct would be separate from the normal code of conduct and will only focus on diversity issues and diverse work culture Sainsbury must be able to imbibe the values it teaches to the workers and ensure that the value for diverse work culture is strictly followed by the individuals working in the organisation A proper plan, rules and regulations are to be defined by all the three companies so that all the diverse and minor groups are provided with equal opportunities HSBC must make sure their programs are so designed that it provides ample opportunities to recruit women and sustain them. Also, it must be ensured that a safe and appropriate environment is provided for the women employees An evaluation plan is to be formulated that will provide scope for assessing the benefit of the diversity practices and the extent to which the people have accepted it and has earned profit for the organisations Irrespective of the organisational goal and objectives, equal attention, must be given to all the segments of the diversity practices to enjoy a great work culture Conclusion Diversity means the difference in culture, ethnicity and demographics among the people in a workplace. The concept of inclusion is recruiting and maintains a diverse workforce. The concept of diversity is fraught with many implications and is thus paid critical attention by employers around the world. Special attention is given to diversity practices that deal with gender equality, LGBT community and the disabled. These issues are increasingly becoming some major factors that can make or mar and organisation. Hence, it is essential must be handled with proper training and care. This report makes a study of three major UK corporations of Sainsbury, British Airways and HSB. Three completely different industries are thus chosen, and the diversity practices are compared contrasted as well as analyse to understand the issues. Finally, the series of recommendations are suggested that will lead to the success of the companies discussed. References 1. Achievers,. 'Culture Diversity Of HSBC'. N.p., 2015. Web. 25 Aug. 2015. 2. Aytemiz Seymen, Oya. 'The Cultural Diversity Phenomenon In Organisations And Different Approaches For Effective Cultural Diversity Management: A Literary Review'.Cross Cultural Management13.4 (2006): 296-315. Web. 3. Banks, Claretha H. 'Diffusion Of Innovation: Communicating To Improve Training And Employee Development'.IJSCM1.1/2 (2006): 143. Web. 4. Britishairways.com,. 'BA Careers - Diversity And Inclusion'. N.p., 2015. Web. 25 Aug. 2015. 5. Bucher, Richard D.Diversity Consciousness. [Place of publication not identified]: Prentice Hall, 2014. Print. 6. Hsbc.com,. 'Learning And Development - Careers - HSBC Holdings Plc'. N.p., 2015. Web. 25 Aug. 2015. 7. J-sainsbury.co.uk,. 'J Sainsbury Plc / Diversity And Inclusion'. N.p., 2015. Web. 25 Aug. 2015. 8. Karatas-Ozkan, M. et al. 'Cross-Cultural Perspectives Of Diversity Within Family Businesses'.International Journal of Cross Cultural Management11.2 (2011): 107-111. Web. 9. Klarsfeld, Alain.International Handbook On Diversity Management At Work. Cheltenham: Edward Elgar, 2010. Print. 10. Mooney, Jonathan.The Short Bus. New York: H. Holt, 2007. Print. 11. Nagayama Hall, Gordon C., and Gloria Gia Maramba. 'In Search Of Cultural Diversity: Recent Literature In Cross-Cultural And Ethnic Minority Psychology.'.Cultural Diversity Ethnic Minority Psychology7.1 (2001): 12-26. Web. 12. Ozbilgin, Mustafa, and Ahu Tatli.Global Diversity Management. Basingstoke [England]: Palgrave Macmillan, 2008. Print. 13. Randlesome, Collin. 'Diversity Of EuropS Business Cultures Under Threat?'.Cross Cultural Management9.2 (2002): 65-76. Web. 14. Romanenko, Alena.Cultural Diversity Management In Organizations. Hamburg: Diplomica Verlag, 2012. Print. 15. Sainsburys.jobs,. 'Diversity And Inclusion - Sainsbury's Jobs'. N.p., 2015. Web. 25 Aug. 2015. 16. Saji, Beena S. 'Workforce Diversity, Temporal Dimensions And Team Performance'.Cross Cultural Management11.4 (2004): 40-59. Web. 17. 'Special Issue On Cultural Diversity: Challenges And Opportunities In China'.Cross Cultural Management15.1 (2008): n. pag. Web.

There is a Price for Admission to the Sick Role Essays - RTT, Cancer

"There is a Price for Admission to the Sick Role" By: Lauren Gonder Illness is defined, in today's terms, as a state or condition of suffering as the result of a disease or sickness and is caused by an abnormal biological affliction or mental abnormality (pg. 188) CITATION Coc16 \l 1033 (Cockerman, 2016) . In 1951, Sociologist Talcott Parsons, initially expressed sickness as a deviant behavior that a person accepts when feeling sick. Deviance is an act or behavior that violates the social norms within a given society CITATION Coc16 \l 1033 (Cockerman, 2016) . This requires a social judgement about what is proper behavior shared by the people in that society CITATION Coc16 \l 1033 (Cockerman, 2016) . Norms are social expectations that guide behavior and explain why people do what they do in a given si tuation. Parsons saw being sick as a distract ion from how society functions (pg. 189) CITATION Coc16 \l 1033 (Cockerman, 2016) . When someone is sick, they are relieved from their daily duties and/or roles. His concept of the sick role is based on the notion that being sick is not a deliberate and knowing choice of the sick person, even though illness may occur as a result of motivated exposure to infection or injury (pg. 192) CITATION Coc16 \l 1033 (Cockerman, 2016) . This choice makes it deviant only because he or she is "not responsible" for the sickness and it is warned that people will adopt this choice to get away from their responsibilities. This is why it is required by a school or employer to provide proof of medical care. Some sick or handicapped people can be labeled if their sickness is unpleasant for others. This can be based on appearance, odor, or behavior. The labeling is called social stigma, which is defined by Sociologist Erving Goffman, as a negative characterization that devalues a person and changes his or her self-concept and social identity. Stigma originated with the ancient Greeks, who used it to refer to marks, such as brands or cu ts, on the body that represents something bad or immoral about the person (pg. 211) CITATION Coc16 \l 1033 (Cockerman, 2016) . These brands were used to signify criminals, slaves, or traitors and varies across and within societies. There are three classifications of social stigma : abominations or deformities, blemishes, such as a mental disorder or alcoholism, and tribal, such as race or religion. People who are stigmatized try to hide their afflictions by acting as normal as possible. Lung cancer is mostly caused by smoking and second-hand smoke. Usually, it starts in the spongy, pinkish grey walls of the lungs' airways or air sacs CITATION Web \l 1033 (WebMD) . The two main types of lung cancer are non-small cell and small-cell. Non-small cell lung cancer has three categories called Adenocarcinoma, Squamous cell carcinoma, and Large-cell carcinoma. They all spread to the lymph nodes and some to bones and other organs. There are other causes of lung cancer such as exposure to asbestos, uranium dust, or the radioactive gas, R adon. Lung tissue that was scarred by disease or infection, such as scleroderma or tuberculosis , becomes at risk for tumors in that tissue, this is called scar carcinoma CITATION Web \l 1033 (WebMD) . Breast cancer doesn't have any one known cause and can occur when the cells in the breast begin growing abnormally CITATION Cli \l 1033 (MayoClinic) . The growth occurs in the milk-producing ducts, the lobules (glandular tissue), or other cells/tissue in the breast. The growth is when the cells divide more rapidly than healthy cells and form a lump or mass. This mass can then spread throughout the breast, lymph nodes or other parts of the body. Breast cancer can be caused by hormonal, lifestyle, environmental, and genetic factors. Hormonal factors are associated with mostly females, but males can also be effected . These factors can transpire as you become older. Drinking alcohol and obesity are related to lifestyle influences. Radiation exposure through other treatments as a child or young adult is a part of the environmental reasons. People who suffer from lung cancer are often stigmatized due to the association with