Essay --

X can be viewed as high on the transparency scale. â€Å"The character measurement that incorporates creative mind, mind, innovation, and innovativeness; individuals low on this measurement are shallow, plain and simple† (Friedman). X was musically skilled, having been recognized as the â€Å"King of Pop† by Elizabeth Taylor. (Meeting with Oprah Part 2) In 1982, he created the top rated collection ever, Thriller. He is outstandingly inventive as he needs to â€Å"bring out the kid in everyone.† He developed the Neverland Ranch which is outfitted with treats, enchantment appears, jamboree rides, and film. X worked with the Make a Wish Foundation so as to possess at death's door kids who might come at regular intervals and he would engage them with his youngster like and flash. X was so liberal and cherished offering back to the world, and in this way he was likewise engaged with the Heal the World Foundation. Concerning this establishment, the goals for Heal LA di vision were for the immunization of youngsters, having a tutoring elder sibling/older sibling program along with a showing program on tranquilize misuse (Interview with Oprah Part 5). X was additionally absolutely open to understanding by being an artist who visited the world. He demonstrated his receptiveness to various people through his various relationships and the executives with various entertainers on a few collections. Being a craftsman, an artist and artist, X was obviously inventive by composing his own verses and planning his own move moves. Michael appeared to be genuinely high on transparency. (Friedman, H.B., Schustack, M.W 2009). While X focused on accuracy in his music he has all the earmarks of being genuinely low on the uprightness scale. â€Å"The character measurement that incorporates constancy, wariness, association, and duty; pe... ...t just by observing seeing his own dad (Interview with Oprah Part 3). Attributable to the reality of his infringement as a kid, X had numerous issues with his physical appearance, just as resting issues. These elements gave him incredible measures of concern, which would situate him high in neuroticism. X felt uncovered and subsequently had various measures of plastic medical procedures so as to fix his appearance as indicated by his standards. Toward a mind-blowing finish X was utilizing strong dozing medications called Lorazepam and Midazolam so as to help with his a sleeping disorder by realizing serenity, just as Propofol, which was a rest initiating medication utilized for general sedation. The way that X had utilize such intense medications to help manage his sleep deprivation uncovered the amount it influenced his life and showed his enthusiastic shakiness. (Friedman, H.B., Schustack, M.W 2009).

The Quiet American essays

Relationship Between Transformational And Transactional Leadership Skills Education Essay

This paper will quantify the connection among transformational and value-based driving achievements in principals of kindergarten through eight class schools. Seven arranged beginnings joining journals and surveies have been studied and outlined. The find from these articles is that principals with value-based and transformational characteristics lead viably. A definitive finish of a chief is to make a sheltered obtaining condition where understudies can larn to their most elevated strength. The point of convergence of this paper is to examine class schools runing from kindergarten through eight classs and to flexibly the peruser with sufficient characteristics of a viable transformational and value-based leader.Problem StatementRecent surveies propose that kindergarten through eighth grade understudies in the United States are battling to run into rules and are falling behind ( Lucas and A ; Valentine, 2002 ) . Teachers and principals must be considered responsible. Transformational and value-based pioneers get achievements that will propel understudy achievement and instructor answerability. Administrations that usher educators, equivalents, guardians, and understudies inside the value-based and transformational assault will result in a positive school condition and students will work to their most noteworthy potency.Purpose StatementThe aim of this examination is to gracefully principals, or pioneers with solid apparatuses for managing, making, and taking productive and effective schools. Principals need to hold an unmistakable, compact gratefulness on taking viably. This proposal will gracefully them with precise surveies that help value-based and transformational leading.Research Questions and AimsTransformational and value-based driving characterized Executing transformational and value-based driving achievements for principals Instructors solidly learning under the advice of a transformational and value-based pioneer Advancing understudy achievement and achievement for principals of kindergarten through eighth class schoolsBodyTransformational and Transactional Leadership Skills DefinedCharisma, motivation, and solidly pass oning with auxiliaries are three characteristics of value-based and transformational pioneers ( Anderson, 2008 ) . Principals that get these highlights will make a deferential reverberation with educators, guardians, and understudies ( Hood, Poulson, Mason, Walker, and A ; Dixon, 2009 ; Lucas, and A ; Valentine, 2002 ) . Transformational pioneers move and make positive hands on conditions ( Bono and A ; Judge, 1004 ) . Value-based and transformational pioneers energize crew work and purposeful securing plans. Teachers that are driven under the transformational and value-based assault will have the option to divide contemplations with different individuals from the school network. Teachers will be encouraged to recognize other schoolroom scenes and learn signifier different educators ( Chin, 2007 ) . Principals that lead in this assault will make a positive working and learning condition. Understudies will have the option to larn practically and instructors will be urged to work with and larn from individual equivalents. One late study investigated the transformational pioneer and reasons that pioneers whom consider auxiliaries responsible and persistently assess and audit in a positive house will be effective pioneers ( Chin, 2007 ) . This kind of answerability can be estimated however self evaluations ( Pounder, 2008 ) . Transformational and value-based drew closer to driving must be executed for a fruitful school condition ( Lucas and A ; Valentine, 2002 ) . Analysts considered educator examines and concentrated on five nations staying of shared closures, learning coaction, instructor procurement, instructor conviction, and educator committedness. The journalists speculated school principals whom score high in the recognized five components are viable transformational pioneers partner to understudy accomplishment in schools. They proposed for instructors to complete an investigation that assesses their head ‘s transformational driving way. These 18 straightforward principals and their modules were approached to restore the examination all together for the author to nicely gauge the appraisals ( Lucas and A ; Valentine, 2002 ) . With the gathered data, the authors found that expanded transformational driving principals were related with schools that exhibited upgraded degrees of cultural associations intelligent of adequate schools. The overview other than explored two research polls. The first was survey was from Bass and the second from Avolio. These surveys established that expanded transformational principals are related with schools that show high degrees of cultural associations and student achievement, certifying the authors ‘ theory ( Lucas and A ; Valentine, 2002 ) .Educators solidly learning under the direction of a transformational and value-based leaderVariable One: Evaluation and Accountability One of import nature of efficacious guidance is that instructors can self assess and self look at their guidance plans ( Pounder, 2008 ) . Preceding school starting, teachers will be asked by the value-based head to self measure one exercise for every one-fourth of the moving toward school twelvemonth. The exercise program will be submitted to the head. The teacher will watch the advantages and disadvantages of their exercise. Self rating will propel the instructor ‘s capacity to ensure that solid exercises and exercises are educated and actualized in the schoolroom ( Poulson, Mason, Walker, and A ; Dixon, 2009 ; Lucas, and A ; Valentine, 2002 ) . Principals that lead in the value-based and transformational assault can other than elevate educators to quantify different equivalents. Instructors can larn from each other, divide considerations, and turn in glove learn under this sort of driving. ( Poulson, Mason, Walker, and A ; Dixon, 2009 ) . This condition will follow in a positive climate for guardians, educators, understudies, and staff individuals. Like self rating and equivalent rating, the transformational and value-based chief will have the option to quantify and distinguish the teacher. The chief will run into with the educator before the found out exercise. The chief will be furnished with the teacher ‘s exercise program and together they will pick a day of the month for the perception. Following, the chief will distinguish the exercise. This transformational and value-based pioneer will ask the undermentioned requests ( Anderson, 2008 ; Lucas, and A ; Valentine, 2002 ) : Did the educator handle the understudies ‘ joining in? Were the understudies connected all through the exercise? Was the stuff introduced in an unmistakable, succinct estate? Were the requests of each sort of researcher met in the exercise? What were the understudies making all through the exercise? Did the educator check for comprehension and ask follow-up requests? How was the exercise closed? These are seven requests that the chief will watch all through the exercise. At long last, the head and teacher will hold a station meeting sing the perception. At this meeting, the chief will have the option to gracefully the teacher with notes and comments refering to the discovered exercise. The chief will have the option to talk qualities and failings and offer instruments for improvement ( Bono and A ; Judge, 2004. Variable Two: Professional Growth Transformational and value-based pioneers must elevate individuals to consistently improve proficient developing. Constant larning for teachers will progress strong educators. As a transformational and value-based head, chances for developing and improvement must be accessible for instructors. Workshops, courses, and meeting are fundamental for efficacious guidance and for educator answerability ( Bono and A ; Judge, 2004 ) .Promoting understudy achievement and accomplishmentStudents will stand apart under a transformational and value-based pioneer ( Chin, 2007 ) . Understudies react decidedly to pioneers that are attractive, sound, and originative. Understudies can set up a deferential reverberation with the removal and school individual ( Chin, 2007 ) . Principals whom set up the establishment of transformational and value-based driving achievements will propel student achievement and achievement. Pieces of information from 1,762 instructors and 9,941 students in one major school an area were acquired to look into the impacts of transformational driving examples on chose association conditions and student fight inside the schools. The outcomes affirmed that there were solid significant impacts of such transformational and value-based driving on understudy achievement rate. This partciular article was subjective and given voluminous aggregate of data partner to the field of transformational driving and its advantage in schools ( Leithwood, 2000 ) . Transformational and value-based pioneers acquire characteristics that are vivifying and fruitful. Principals who lead in this assault will make a protected procurement condition where understudies can larn to their most elevated strength ( Hood, Poulson, Mason, Walker, and A ; Dixon, 2009 ) . Instructor answerability and open introduction is the second measure inside the transformational and value-based assault ( Chin, ( 2007 ) . Instructors must have the option to self assess, assess equivalents, and participate in head educator rating. Instructors must proceed to turn proficient and go on their guidance.

Microeconomics Business Elasticity

Question: Portray about the Microeconomics for Business Elasticity. Answer: 2. Salary flexibility for show passes Beginning week after week salary = $ 1,500 Last week by week pay = $ 1,800 Rate change in pay = [(1800-1500)/1500] * 100 = 20% There has been an expansion in the interest for show passes by 25%. Thus, pay flexibility = 25/20 = 1.25 Since the pay flexibility is certain, henceforth show pass would be an ordinary decent. The utilization of this great would increment with expanding pay levels (Krugman Wells, 2013). Pay flexibility for transport ride Introductory week after week pay = $ 1,500 Last week after week pay = $ 1,800 Rate change in pay = [(1800-1500)/1500] * 100 = 20% There has been a decline in the interest for transport ride by 6%. Henceforth, pay flexibility = - 6/20 = - 0.3 Since the salary flexibility is negative, thus transport ride would be a sub-par great. The utilization of this great would diminish with expanding pay levels (Mankiw, 2014). Value versatility of interest for sushi The recipe for calculation of PED or Price Elasticity of Demand of sushi is demonstrated as follows. PED for sushi = % change in sushi utilization/% change in sushi cost According to the given information, when there is a lessening in the cost of sushi by 7%, the comparing sushi request increments by 3%. Subsequently, PED for sushi = 3/(- 7) = - 0.43 Cross value flexibility of wasabi with respect to sushi The equation for cross value versatility calculation in the given case is demonstrated as follows. Cross value flexibility of wasabi = % change sought after for wasabi/% change in sushi cost According to the given information, when there is a diminishing in the cost of sushi by 7%, the comparing wasabi request increments by 5%. Henceforth, cross value flexibility of wasabi = 5/(- 7) = - 0.71 A negative cross value versatility shows that wasabi and sushi are supplements. This is obvious as because of cost cut in sushi cost, the interest of sushi goes up and interest for wasabi additionally expands (Pindyck Rubinfeld, 2001). Value versatility of local bananas is given as - 0.5 Likewise, it is realized that there is a lessening in the interest of household banana by 5% Consequently, - 0.5 = - 5/% change in cost of local banana Illuminating the abovementioned, change in cost of local banana - = 10% Consequently, the cost of residential bananas has expanded by 10%. Because of the expansion in cost of household bananas, the interest for imported bananas increments by 3%. Consequently, cross versatility of imported bananas as for household bananas = 3/10 = 0.3 A positive estimation of cross versatility shows that local bananas and imported bananas are substitutes. Since the local bananas are getting costly, subsequently the clients are changing to imported bananas which might be less expensive (Mankiw, 2014). The creation share looks to lessen the gracefully of the great. In the given case, the flexibly of rise is topped at 1500 packs per week. A creation portion graph demonstrating different surpluses and misfortunes is as demonstrated as follows (Krugman Wells, 2013). In the given, the real balance value (Po) is $ 16 for each sack while the balance amount (Q0) would be 2,500 packs for every week. The quantity is forced at 1500 sacks for every week meant by the share line. Presently there is an interest flexibly confound. Likewise, Pd = $ 20 since at this value, the interest is 1500 packs for every week. Also, Ps = $ 12 since at this value, the gracefully is 1500 packs for each week. Because of more popularity, the market cost would increment from $ 16 to $ 20 for each sack. Change in buyer surplus because of share = - (a+c) Change in maker surplus because of quantity = (a+b+e) (b+d+e) = a-d Change in deadweight misfortune = c+ d Territory of a = (20-16)*1500 = $ 6,000 Ares of c = 0.5*(20-16)*(2500-1500) = $ 2,000 Territory of d= 0.5*(16-12)*(2500-1500) = $ 2,000 Subsequently, change in purchaser surplus = - (6000+2000) = - $ 8,000 every week Change in maker surplus = (6000-2000) = $ 4,000 every week Change in deadweight misfortune = 2000 + 2000 = $ 4,000 every week In light of the given interest and flexibly information of wheat given, it is clear that the market balance cost ought to be $ 250 however the legislature has fixed the floor cost at $ 300 as spoke to in the diagram underneath. Obviously, there is an excess of gracefully at this value level. The effect of this floor cost on the different surpluses and misfortune in the local wheat showcase is caught in the accompanying figure. The chart above unmistakably shows that the purchaser surplus has taken a plunge from the previous territory of ACG to ADOG. This is turn has prompted steady deadweight misfortune as COD. Likewise, the maker surplus has taken a plunge from the previous region of ECG to the new territory of EBOG. This is turn has prompted gradual deadweight misfortune as COB. The change in deadweight misfortune because of the floor cost presented by the legislature is likeness the aggregate of COB and COD which is proportionate to the zone of triangle CBD. (Nicholson Snyder, 2011). Accordingly, shopper surplus change because of floor cost = Area of figure COD = 0.5*OD*CO = 0.5*50*(1000000-800000) = $ 5,000,000 or $ 5 million In this way, maker surplus change because of floor cost = Area of figure COB = 0.5*OB*CO = 0.5*(250-200)*(1000000-800000) = $ 5,000,000 or $ 5 million Gradual variety in the deadweight misfortune because of floor cost = Area of figure COD + Area of figure COB = 5000000 + 5000000 = $ 10 million References Krugman, P Wells, G 2013, Microeconomics, third eds. Worth Publishers, London Mankiw, G 2014, Microeconomics, sixth eds., Worth Publishers, London Nicholson, W Snyder, C 2011, Fundamentals of Microeconomics, eleventh eds., Cengage Learning, New York Pindyck, R Rubinfeld, D 2001, Microeconomics, fifth eds., Prentice-Hall Publications, London

Hr Policies free essay sample

HR POLICIES OF MARRIOTT HOTELS Marriott Hotels Pvt. Ltd. invests wholeheartedly in its particular HR rehearses that make the organization a powerful work environment, learn and develop. It has been granted the fourth position by the Economic Times as the best work environment at. It has won 13 lofty honors for its kin rehearses over the most recent couple of years. The soul to serve is viewed as a lifestyle for Marriott partners. This, actually, is Marriotts inheritance of administration and structures a piece of the ethos of the association. The HR rehearses comes from reality that it is just an upbeat worker who can fulfill the client, which will guarantee that business follows. Straightforwardness and transparency are values that are discussed as well as incorporated in the everyday working. †¢ Two-route Communication: For new participants, there is an occasion called Koffee with the GM to interface with the GM and offer their perspectives over some espresso. We will compose a custom exposition test on Hr Policies or then again any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page †¢ Defined Span-of-Leadership: There is a Leadership Performance Process Management System which characterizes nine skills which a Marriott partner ought to have and create. Assurance of Fair Treatment (GFT): It perceives that partners reserve the privilege to voice working environment concerns and to have those worries settled. †¢ Integrity Hotline: If anybody has concerns in regards to a respectability or business misuse circumstance these can be shared by calling the Business Integrity Line and giving the administrator data without uncovering ones name. †¢ Access to data: The organization advocates a straightforward culture and thusly all data identified with the business can be gotten to by each partner. Open entryway arrangement: Open correspondence is energized at all levels and partners can voice their sentiment/recommendations/thoughts/concerns which are esteemed and followed up on. †¢ Knowledge Initiatives: Every Marriott Hotel has a learning place th at has an assortment of books and recordings, alongside a web association. †¢ Focus on CSR: To emphasize its responsibility to the prosperity of the lesser special individuals from the general public, the organization has occupied with thorough CSR activities. Truth be told, JW Marriott Mumbai was granted the NCP EDP Shell Helen Keller Award in 2004 for their commitment towards Spirit To Serve. †¢ Reward System: There are two sorts of grants for people or gatherings to perceive exceptional execution. Each Marriott Hotel in India has its own honors. These are barely any exceptional HR strategies which makes Marriott Hotels unmistakable from its partners. Presented by: Soumik Saha (2010H149256P) Anish Arvindakshan (2010H149245P Veena Rani (2010H149224P) Shweta Garg (2010H149218P)

Why NFL Stars Often Make Less Than Pretty Good MLB Players

Why NFL Stars Often Make Less Than Pretty Good MLB Players Why NFL Stars Often Make Less Than Pretty Good MLB Players Why NFL Stars Often Make Less Than Pretty Good MLB PlayersIf your retirement plan involves your kid becoming a millionaire sports star, you probably want them playing baseball or basketball, not football.With the World Series all wrapped up and the NBA in the early stretch of its season, it’s time for the world to fully turn its attention to football. And that’s assuming the world wasn’t already paying most of its attention to football anyway.Even with viewership dipping over the past few seasons, the NFL is still immensely popular. (Besides, NFL viewership is declining slower than viewership overall.) And then there are the numbers: the NFL saw a whopping 8.1 billion in league-wide revenue for the 2017 season. That’s an increase of 4.9 percent from the year prior! And once you account for local revenues on top of those league-wide numbers, total NFL revenue in 2017 topped $14 billion.Okay, we don’t need to convince you that the NFL is a) popular and b) making money hand ov er fist. But you’d think that with all this money coming in, NFL players would also be raking in the cash. And yet, they’re not. Compared to normal people, sure, but when compared to other elite athletes, their salaries are downright paltry.Outside of QBs, NFL salaries lag behind the MLB.Specifically, let’s look at the salaries in Major League Baseball versus the NFL. The average NFL salary for 2018 was $2.1 million. The average salary in the MLB, however, was $4.52 million, over twice as much!And while starting NFL quarterbacks who sign an extension past their rookie contract are very likely to be making more than $20 million a yearâ€"with the average salary rising every time a new contract is signedâ€"non-quarterbacks usually make far less. There are 16 quarterbacks making $20+ million this season, but only two non-quarterbacks with average annual salaries above $20 million: Khalil Mack of the Chicago Bears and Aaron Donald of the Los Angeles Rams.In the MLB meanwhile, a who pping 35 players had an average annual salary of $20 million or above in 2018. For reference, Chicago Cubs right fielder Jason Heyward had a higher average annual salary this season than Russell Wilson, Ben Roethlisberger, and Cam Newton. And Heywards 2018 salary was higher than any non-quarterback in the NFL who wasn’t Khalil Mack.And then there are the overall contracts themselves. The largest current contract in Major League Baseball is Giancarlo Stanton’s with the New York Yankees, a 13-year-deal worth $325 million dollars total. The largest contract in the NFL, meanwhile, is held by Atlanta Falcon’s quarterback Matt Ryan’s; it’s for five years and is worth $150 million.Now, Matt Ryan’s contract does come with a higher average annual salary than Stanton’s: $30 million to $25 million, but the total value of the contract is still less than halfâ€"and only $94.5 million of that money is actually guaranteed, while Stanton’s $325 million is all guaranteed. Even accoun ting for the full $150 million value, Ryan’s top NFL deal would only be the 23rd largest contract in the MLB.So what’s the deal? Ask any average person on the street and they’re likely to tell you that they care more about the NFL than they do the MLB. So why are baseball players raking in so much more dough?The NFL is making bank, but so is the MLB.Even if it often feels like Major League Baseball is less important culturally than it used to beâ€"with the NFL and the NBA rising to take its placeâ€"it’s not terribly likely that MLB owners are that worried. Salaries for baseball players up, in part, because baseball owners are making a lot of money.In 2017, MLB revenues cracked $10 billion for the first time, driven in large part by extremely lucrative media deals both league-wide and at the team level. Not only will national TV networks pay billions of dollars for the rights to air baseball games, but many teams have deals with local or regional networks as well that can net them hundreds of millions a year. Some, like the Yankees, even own stakes in those regional networks, making them even more profitable.And profit-sharing in the MLB means that all this money isn’t simply getting hoovered up by the league’s most popular teams. A full 31 percent of teams’ net local revenue is shared evenly between all 30 franchises. That means that when the Yankees do well, the Tampa Bay Rays also benefit. More money around the league means more teams willing to shell out big bucks for players.Of course, the NFL is also doing very well. As we mentioned previously, total revenue for the NFL topped $14 billion in 2017, with each team pocketing approximately $255 from league-wide revenues on top of their local earnings. Even with two more teams in their league, it would seem like the NFL franchises would have a lot more money to throw around than MLB teams.Here’s where the differences really begin.The MLB has fewer players and longer careers.This one is pretty o bvious. Major league baseball teams are allowed 25 players on their active roster, while NFL rosters total 53 players. Add in the fact that there are 32 NFL teams and only 30 MLB teams and the numbers add up. Using 25-man rosters, there are currently 750 major league baseball players. Meanwhile, there are 1,696 players in the NFL. That’s over twice as many!The disparity isn’t so great, however, if you take into account 40-man rosters for the MLB, which include players who are injured or who are on major league contracts but are currently playing in the minors. Accounting for 40-man rosters, the total number of MLB players is 1200, which is only 30 percent less than the number of players in the NFL.But it’s not just the number of players. Not by a long shot. In both leagues, rookies play on relatively cheap contracts, with the highest-paid players being the ones who are on the second or third deals. In the MLB, the average player has a career that’s 5.6 years long. In the NFL , the average player’s career is only 3.3 years.Not only are there fewer players in Major League Baseball, meaning they all get a bigger piece of the pie, but baseball players are much more likely to make it past the end of their rookie dealsâ€"when they can really start making the big bucks.MLB teams dont have a salary cap.This is a huge difference between the two leagues. The NFL has a hard salary cap, which means that no team can spend money on players above a certain dollar number each season. The MLB meanwhile does not have any salary cap, which means that the owners can spend as much as they like on their rosters.Since NFL players are guaranteed a certain percentage of league-wide revenue via their collective bargaining agreement, the salary cap is determined by total league revenue. For the 2018 season, the NFL salary cap is set at $177.2 million. Teams are also allowed to roll over unused cap space from year to year.The only limit that the MLB places on team spending is a luxury tax, which came in at $197 million for the 2018 season. Any dollar spent on salaries above that threshold incurs a penalty. These penalties increase the more you spend above the threshold, and they also increase for every consecutive year teams’ spend in the luxury tax. For more specifics, check out the MLB’s “competitive balance tax” glossary page.Not only does the MLB have fewer players than the NFL, but their teams can spend more money on those players before they run into issues. Six MLB teams in 2018 had payrolls above the NFL salary cap. And while teams aren’t required to spend all that money, they still can spend it if they want toâ€"whereas NFL teams aren’t even given the choice.Better unions guarantee more actual money.Here’s the funny thing: If you were to take the average MLB payroll in 2018 and compare it to the average amount that NFL teams spent against the 2018 salary cap, you’d see NFL teams spending much more on their players. The average MLB payroll was $139.1 million in 2018, while the average NFL team spent $144.4 million against the cap. So maybe this whole disparity really does amount to there being fewer MLB players?Except it doesn’t. Because salary cap numbers don’t tell the whole story. In fact, neither do NFL contracts. Remember earlier in this piece where we mentioned how only 94.5 million of Matt Ryan’s contract was guaranteed? Yeah, here’s the dirty little secret about NFL contracts: The only number that matters is the guaranteed money. Everything else is fairy dust.Contracts in the National Football League skew heavily towards the team’s advantage. After a couple of years, players can often be cut with minimal implications for the team’s salary cap. But in the MLB, players have far more leverage. A player who signs a 10-year, $250 million contract is almost certainly going to get all of that $250 million.The difference comes down to the players unions. The Major League Baseball Players Associatio n (MLBPA) has a long and storied history as a labor rights powerhouse. Under their first Executive Director, Marvin Miller, the MLBPA raised the league’s minimum salary from $19,000 to $326,00, established collective bargaining, and ushered in the era of free agencyâ€"the last of which is a major driver of player salaries in every sport.Are you surprised to the learn that the MLB doesnt have a salary cap? We wouldnt blame you. Out of the four primary American sports leagues (MLB, NFL, NBA, NHL), baseball is the only one without a salary cap. That’s how good the MLBPA is. If owners wanted to institute one, they’d be looking at a major work stoppage.The National Football League Players Association (NFLPA), on the other hand, has let their players down. The deal they struck with the NFL to end the 2011 lockout has been derided as a massive failure. In comparison to the NFLPA’s previous collective bargaining agreement (CBA), their current 10-year deal could be shifting as much a s $10 billion from players to owners by the time its done.Is an NFL lockout on the horizon?  If you’re looking for one reason above all others to explain why MLB players (and NBA players, for that matter) make so much more than their NFL counterparts, the strength of their unions is your answer. And don’t think NFL players haven’t noticed either. After their current CBA comes to an end in 2020, don’t be surprised if the 2021 season is delayed by a lockoutâ€"if it even happens at all.To learn more about the financial side of sports and pop culture, check out these related posts from OppLoans:Horror Films Cost Very Little to Make and They Make a LOT of Money10 Money Lessons From the Worst Contracts in NBA History5 Financial Facts About the Olympics That Might Surprise YouWhich Avenger Gives Marvel the Most Bang for Its Buck?How Student-Athlete Insurance Protects Financial FuturesWhat else do you want to know about the money side of sports? We want to hear from you! You can fin d us  on  Facebook  and  Twitter.

For Each Example, Describe Behavior, Characteristics - 275 Words

For Each Example, Describe Behavior, Characteristics (Essay Sample) Content: Social WorkNameInstitutional AffiliationAll human interactions can be termed as relative. They include how people perceive other people subjectively. In the course of interaction with other people, people often meet with all kinds of characters. Some of these people are sincere and some insincere. Of all the kinds of people, it is rare to meet with genuine people. According to Tobak (2015), genuine people sincere people are more or less the same on the inside as they are on the outside. The first trait of genuine people is that they are not attention seekers. In contrast to attention seekers who require reinforcing their ego, genuine people are self-aware and are confident. Another attribute is that sincere people are not in the business of being like by others. People who are insecure and narcissistic tend to manipulate the emotions of others. Genuine people, on the other hand, are themselves, and it does not care if the person they are interacting with likes them or not. Lastly, honest people are consistent in every word and deed. Consistency means that since they are in touch with their true emotions, then they are predictable.On the other hand, it is very easy to detect dishonest people. One of the characteristics of dishonest people is the need to boast. Dishonest people tend to brag about their achievements and strengths. They are therefore more likely to show false modesty during interactions and conversations. Another c...