Environmental Impact Assessment Report For Airport Project

Environmental Impact Assessment Report For Airport Project As an officer with a consultant firm located in a developing country, you are in charge of preparing an Environmental Impact Assessment Report for a new airport project in the capital city. Provide a guideline for such a report, stating important requirements that are needed. Make appropriate assumptions when necessary. Introduction Environmental Impact Assessment (EIA) is a study to indentify, predict, evaluate, and communicate information on the environment of a proposed project and to detail out the mitigating measures prior to project approval and implementation. The EIA is essentially a planning mechanisme for preventing environmental problems due to an action. It ensures that the potential problems are foreseen and addressed at an early stage in the project planning and design. Thus this will avoid costly mistakes in project implementation, either because of the environmental damages that are likely to arise during project implementation, or because of modifications that may be required subsequently in order to make the action environmentally acceptable. The purpose of the Environmental Impact Assessment (EIA) report is to investigate and assess the principal environmental concerns associated with the proposed airport. The scope of the Environmental Impact Assessment (EIA) study covers both the constructio n phase and the operational stage of the airport, investigating and analyzing The effects of aircraft noise on institutional and residential areas, particularly at night Increased traffic congestion in the airport approaches Fire hazards Ambient air quality Surface water quality Hydrogeology Impact on flora and fauna Social perception, and Emergency preparedness. This environmental impact assessment (EIA) has been prepared as an evaluation and condensation of a full environmental impact assessment (EIA) of the proposed airport in the capital city, Kolkata situated in the developing country, India prepared for the government by the consulting group, following the developing country , India governments guidelines and the methodologies described in Environmental Assessment Requirements and Environmental Review Procedures and the Environmental Guidelines for Selected Infrastructure Projects. The guideline is based on (i) the EIA, (ii) the airport project feasibility study (iii) field visits to the airport project site and local government capital, and, (iv) discussions with local government and pertinent National Government officials with environmental responsibilities. The methods used to carry out the EIA include: (i) review of available literature, (ii) meetings with National and local government officials (iii) site visits to the capital city of the proposed airport and surrounding areas, (iv) discussions with inhabitants near the site, (v) ambient noise and air quality and surface water quality sampling and testing in the field and in the laboratory, and (vi) application of professional knowledge and experience. DESCRIPTION OF THE PROJECT The project consists of the design, financing, construction, and operation of a new airport. The proposed new airport will be located in the capital city of the developing country, which is in Kolkata in India. DESCRIPTION OF THE ENVIRONMENT A study is conducted to identify the ambient air quality in the selected area. The daytime noise in the vicinity of the site is also surveyed. Temperature range in the proposed area is also identified. It is good to have no forests near the project site as there will not be any endangered species of flora and fauna. The population at the site has to be relocated. Besides, the water supply has to be good and the sewerage system is better to be connected to the drainage system. Finally a good source of electric power is vital. ANTICIPATED ENVIRONMENTAL IMPACTS AND MITIGATION MEASURES Environmental impacts are anticipated during both the construction stage and the operational stage. Construction Stage The daily water estimated requirement for the project should not affect the supply of water to the residents in the capital city. Earthwork, soil excavation, ground preparation, and concreting activities will further increase the TSP level. However, a comprehensive system of netting to be used as well as constant daily watering of the ground will mitigate the impact. Solid waste generated from the construction activities will be disposed of daily by garbage trucks. Employment opportunities and other sources of income for the residents of the capital city will be generated by the project. Operational Stage No significant increase in the level of TSP of the air quality within the vicinity will be generated during operation. Nevertheless, the terminal building will be fully air-conditioned and equipped with dust filtration system which that will be regularly checked and cleaned. The additional aircraft movements will increase the noise level. However, flights are normally scheduled during daytime to minimize noise disruption to settlements relatively near the airport. No breach of acceptable airport noise standards will take place. Further, the flight path of aircraft will not be over densely populated areas. The commercial operation of the airport may cause a mild migration of potential job seekers to the capital city, since jobs will be created by the project. ALTERNATIVES If the airport is not constructed there would be no effects, either positive or negative, on physical environmental factors. In addition, no adverse impact would be suffered by the adjoining city institutions. There would be, however, other significant sociological and economic losses to the city. The loss of this facility would inhibit terminal development and the economic and ensuing sociological gains, and would conflict directly with established, approved master plans and goals. The international passenger congestion would restrict the growth of terminal activities. Even without the proposed Project, air pollution and noise levels will increase due to vehicular emissions, heavy traffic flow, and increase in domestic air flights. COST BENEFIT ANALYSIS Project costs include (i) civil works, (ii) other construction, (iii) equipment and its installation, and (iv) consulting engineering design and supervision. These Project costs also include the cost of mitigating all negative environmental impacts during construction and into the operating phase, which amounts to $400,000, or about 0.6 percent of the total Project base cost.For the cost item, the estimated total Project cost of $504 million was used. The total Project cost includes the total cost of relocation of PAF facilities, the schools, church, and Community center, estimated at $7 million; the cost of the Fire Prevention Plan; the cost of sewerage and drainage systems, estimated at $2 million; and such other costs as provision of a carpark building ($21 million) and road access improvements. In terms of the benefit, the stream of cashflow after debt servicing but before tax payments (because tax payments are considered as one of the benefits) was used. The internal rate of ret urn and net present value are calculated as 21 percent and $506.7 million, respectively. Facilities will also be temporarily subjected to nuisances associated with major construction, including increased noise levels, dust, heavier traffic on Andrew Avenue, and other similar effects. On a permanent basis, the traffic and noise from terminal activities will cause some disturbances. The disturbances will depend on the arrival and departure of various types of aircraft. There will be some direct costs related to the relocation of affected residences and facilities. However, the airport project will result in several beneficial impacts on both a temporary and a permanent basis. INSTITUTIONAL REQUIREMENTS AND ENVIRONMENTAL MONITORING PROGRAM During the whole airport project cycle, monitoring of noise and of air and water quality parameters will be undertaken regularly and continuously. Regular monitoring will be undertaken to assess the effectiveness and integrity of the mitigating measures being implemented to minimize the adverse impacts of the airport project activities. Monitoring will also cover (i) performance of the facility after construction, (ii) verification of proper effluent disposal at the facility, (iii) yearly physical testing of the airport project area, (iv) proper solid waste disposal, and (v) traffic management. PUBLIC INVOLVEMENT A social perception survey will be conducted for the airport project by a group of social scientists. The survey will be undertaken among the residents of the developing countrys capital city, site of the proposed airport project. The social perception survey will be carried out by taking a random sample of the residents of the capital city with the primary objectives of ascertaining awareness of the proposed airport project, eliciting from the interviewees their acceptance or non-acceptance of the airport constuction, and identifying what in their own judgment are its positive and negative effects. It is planned that, during the airport project implementation, the airport project administration, in coordination with the local government, will keep related agencies and the local population near the airport informed about the airport project, and will request their views as the project progresses. Based on consultations with the local government and local residents, the airport constr uction will begin. CONCLUSIONS The proposed airport project will definitely be to public advantage. The major benefit will be socioeconomic. The primary long-range effects on the physical environment include the relocation of several houses due to road widening, and several institutions. Finally, the residents of the capital city will be subjected to both temporary and permanent increases in noise level, which, however, in terms of level,  time of occurrence, and distribution will not cause a major impact. The construction of the proposed airport will assure optimum use of a section of unused land. Although it will result in a few limited temporary environmental adverse effects, the life expectancy of the terminals productivity will prove profitable to society on both a regional and local basis. The proposed airport development will have no significantly adverse impacts on the surrounding environment. The construction, while involving soil improvement and considerable earthwork will, use proven construction techniques and conventional earthwork methods. Potentially minor adverse impacts can readily be avoided by good site management and construction practices, particularly related to drainage system design. A simple monitoring program is needed to cover the construction phase and the first three years of operation. This will be prepared during the design phase of the project by the engineering consultants. It will then be implemented during the airport project construction by the administration assisted by the engineering consultants, and by the staff operating the airport during airport operation. The monitoring program will also be supervised. This report has been produced to inform and facilitate the request for a Environmental Impact Assessment Regulations. In accordance with the EIA regulations, only those issues which give rise to potential significant environmental effects need to be assessed in detail within the airport project. Those matters which have been identified as potentially giving rise to significant environmental effects include: Surface transport and access. Air and ground noise. Air quality. Socio-economics. Waste. Environmental Impact Assessment (EIA) when integrated into the existing planning and decision making structure, provides additional information towards a better decision making. Project proponent must make sure that the concept of the proposed project does not contradict any development plans, policies or any decisions of the government prior to the EIA study.

The Subject of Affirmative Action

Considering the subject of affirmative action the following questions frequently are raised: Is there a clear understanding of affirmative action roles/goals? What are the pros/cons of these programs? What are the â€Å"loop holes† in the system? Does seniority play a role in affirmative action? Addressing these key questions may help us all in our daily routine, as administrators and/or potential administrator in the public/private sector. Affirmative action programs throughout the United States have long been a controversial issue particularly concerning employment practices (public/private) and university student and/or staff recruitment. Most public agencies have some type of instituted affirmative action program. According to Cheryl Perry-League, Director of Equal Opportunity of the Port of Oakland, every business operating on Port of Oakland owned land must have a standing affirmative action program on record and businesses bidding to do work for the Port of Oakl! and must have an acceptably diverse workforce. To understand the role and/or goals of affirmative actions programs we should define what the broad definition of what affirmative action is and what caused its development. The phase â€Å"affirmative action† was used in a racial discrimination context. Executive Order No. 10,925 issued by President John F. Kennedy in 1961. The order indicated that federal contractors should take affirmative action to ensure job applicants and employees are treated â€Å"without regard to their race, creed, or national origin. † A person could define this statement as an order to imply equal access and nothing else. Subsequently, Executive Order 11246 issued by President Johnson in September 1965, â€Å"mandated affirmative action goals for all federally funded programs and moved monitoring and enforcement of affirmative action programs out of the White House and into the Labor Department. Affirmative action â€Å"refers to various efforts to deliberately! take race, sex, and national origins into account to remedy past and current effects of discrimination. Its primary goal is to ensure that women and minorities are widely represented in all occupations and at all organizational levels† (Tompkins, 1995, p. 161). Another definition of affirmative action according to Barbara Bergmann is â€Å"planning and acting to end the absence of certain kinds of people-those who belong to groups that have been subordinated or left out-from certain jobs and schools† (1997 p. 7). Tracing the history of affirmative action, laws against racial discrimination have proved inadequate for workplace integration because they often provide remedies only after the fact. Affirmative action requires proactive steps to provide equal opportunities in employment as well as access to education. Many affirmative action programs were born from Title VII of the Civil Rights Act of 1964. Title VII references to affirmative action programs were brought about â€Å"because of! the history of discrimination in the United States, certain groups are viewed as disadvantage in the current marketplace. Thus affirmative action laws impose temporary requirements to correct underutilization of these groups (e. g. , goals and timetables for increasing the number of minorities and women in a facility)† (Gutman, 1993, p. 9). Prior to these laws and the Title VII law, the U. S workforce was primarily dominated by white males. Although, still somewhat white male dominated, quotas that were designed through affirmative action programs have helped achieve some representation of women and minorities in the current work force. Some remedies brought about through affirmative action programs include goal setting, quotas, and timetables. The term goal â€Å"refers to specific outcomes which, when achieved, will result in equal employment opportunity and equitable representation† (Hall & Albrecht, 1979, p. 47-78). Goals and hiring quotas vary somewhat in their fu! nction. Goals generally are long range plans that organizations use and there are no expected minimum or maximum limitations. Quotas by comparison, â€Å"establishes a definite number of people who must be hired. A Company cannot by law, use quotas unless it has been ordered to do so by a court to remedy a past action† (Hall & Albrecht, 1979, p. 47-78). Deficiency correction is the primary target of goal setting through affirmative action. For an organization to be effective with goals, they must be realistic, attainable, and monitored by the human resource department. Affirmative action programs generally achieve their set goals through several common practices called outreach programs. First, there are special recruiting programs where women and minorities will most likely be found. These special outreach programs often target black universities and female dominated educational facilities. A second outreach program involves special advertising. Generally, this is also implemented ! in areas that are heavily populated by women and minorities similar to that of recruiting programs. Through outreach programs like the ones mentioned above, goals can be attained to achieve equity and representation without forgoing higher educated and skilled applicants. These programs can be justified because discrimination is still apparent in the United States today. A 1990 study by the University of Chicago†s National Opinion Research Center found that the majority of white Americans still believe blacks to be inferior. For example, 53% of non-black respondents said they thought blacks were less intelligent than whites, 62% said they thought blacks were less patriotic, 62% said they thought blacks were lazier, and 78% said they thought blacks â€Å"preferred to live off welfare. † The National Assessment of Educational Progress, a series of national standardize tests, evaluates students on their proficiency in reading, writing and science. They divide and co! mpare these results to better understand the effectiveness of public schools. Their results suggest a large imbalance in the educational quality received by whites and other races. The most noticeable imbalance in the three fundamentals of learning was the most important, reading. When students cannot read well, they usually cannot succeed in other subject areas. With the background of affirmative action and its programs established we should evaluate some of the problems with affirmative action and if affirmative action programs work. Opponents against affirmative action programs often believe that the system currently in place is a misuse of the original intent of affirmative action. The programs as they apply now are detrimental to the operation of the job market, to white males, and to the groups it is supposed to benefit. They further contend affirmative action causes reverse discrimination. It is not good practice for Opponents â€Å"pro† affirmative action to use it as a way! to make up for past discrimination. Another problem caused by affirmative action is that it often places a stigma on any groups, which receive preferential treatment, especially on individuals who earn positions because of their ability. Opponents of affirmative action programs believe that these programs when handled properly through the human resources department within an organization can minimize the negative references received regarding hiring practices. Nye states â€Å"that positive information regarding an employee†s job qualifications should minimize assumptions of incompetence associated with affirmative action hiring programs. In other words, when co-workers have information that clearly describes an individual†s job qualifications, they should be less likely to assume that he or she was hired solely on race or gender†(1998). By making this information available within the organization, it would help remove the pressures from the employee and co-worker regarding the hi! ring practices. This could further help the organization in the area of productivity, public relations within the community, and morale. By increasing morale, you maybe able to retain more employees, recruitment made easier, and motivate employees into a very competitive workforce. Opponents of affirmative action also do not believe that women and minorities will be treated fairly without affirmative action programs. Opportunities in today†s workplace are extremely competitive. Glazer states that â€Å"the battle over affirmative action today is a contest between a clear principle on the one hand and a clear reality on the other. The principle is that ability, qualifications, and merit, independent of race, national origin, or sex should prevail when one applies for a job or promotion, or for selective institutions for higher education, or when one bids for contracts. The reality is that strict adherence to this principle would result in few African Americans getting jobs, admissio! s, and contracts† (1998). With that being said, women and minorities cannot possibly have a fair chance in today†s society without positive affirmative action programs. However, with affirmative action, it has been noted that their incentives to achieve success may be decreased because â€Å"preferential treatment can lead to the patronization of minorities and women workers and students. By â€Å"patronization† I mean the setting of a lower standard of expected accomplishment because of the belief that these people are not as capable of meeting a higher standard† (Loury, 1997). With a white male dominated workforce, negative public perceptions, and low self-esteem of applicants, affirmative action offers a solution for race and gender equity. Further stated, everyone in America should be afforded equal opportunity. If this cannot be achieved voluntarily, then we must continue to take action to remedy these situations. Opponents of affirmative action won a landmark victory, in 1998, wi! th the passage of California†s Proposition 209. This proposition abolished all public-sector affirmative action programs in the state in employment, education and contracting. Clause(C) of Prop. 09 permits gender discrimination that is â€Å"reasonably necessary† to the â€Å"normal operation† of public education, employment and contracting. In 1998, The ban on use of affirmative action in admissions at the University of California went into effect. UC Berkeley had a 61% drop in admissions, and UCLA had a 36% decline. This decline strengthens the position of the Pro side of affirmative action. However, a contingency plan has been established. According to a source (who asked to remain nameless), UC Berkeley has a program to actively recruit more minority students that falls out of the guidelines established by prop. 09. These types of â€Å"loop holes† can ultimately hurt the various studies on the effectiveness of anti-affirmative action laws. â€Å"Loop holes† are exceptions to the ! rules or standards. It†s a way around the system. Opponents for affirmative action might feel that the Washington State government utilized such a â€Å"loop hole† in 1997. Under an affirmative action program criticized as the ultimate example of preferential treatment by supporters against affirmative action, the Washington State government hired more white men than African Americans did or any other minority group. In fact, white men fell second to white women being hired (Brune). The program in question is Washington State†s â€Å"plus three† program, according to Tom Brune of the Seattle Times, â€Å"allows the state to hire people who qualify for affirmative action over finalists with higher job-test scores. White men qualify because the state†s affirmative action policy cover not only people of color and women, but also Vietnam-era veterans, disabled veterans and people with disabilities. Majority of the veterans are white men and nearly half of them are disabled in the State of Washin! gton†. Another example of how affirmative action works for the disadvantaged can be found in Hayward, California. Bonnie Kellogg was admitted into the government†s Small Business Administration program that gives her company competitive advantages in its quest for government and large corporate contracts. Prior to 1995, Kellogg†s chances of getting into this program, officially known as the 8(a) Business Development program, would have been slim to none. However, in 1995 court ruling stemming from a law suit by a white business owner alleging â€Å"reverse discrimination† relaxed government standards. This ruling as allow for whites, Egyptians and Iranians, who fall outside the SBA†s minority designation easier access to the program. This relaxation of the rules as helped non-minorities business owners greatly. Report K. Oanh Ha of the Knight Rider Tribune finds a, a big statistical change. From 1968 until mid-1998, only 40 businesses owned by whites and non-minorities out of 13,40! 0 firms nationally were admitted, were admitted into the 8(a) program. So far this year, 74 non-minority companies have been admitted. 1999) Seniority must be examined because in my opinion it is the most widely used preferential treatment policy in the American workplace? With affirmative action being view as preference by many Americans and seniority being an unchallenged â€Å"rule-of-thumb. † In an article by Paul Rockwell he explains, â€Å"The seniority system may be legitimate, but it is no less preferential in its execution than affirmative action. When layoffs take place by seniority, many highly skilled women, many well-qualified people of color, among others, are bumped out of their jobs by less qualified older white males. In a seniority system, the last hired is the first fired, whether the employee is more skilled and competent than an employee protected by seniority. (1999). † Richard Lester, author of Manpower Planning, believes that seniority places less qualifi! ed employees ahead of employees who are often better educated, more skilled in computers. Arthur Whitehill & Shin Ichi Takezawa in Work Ways, concluded the same thoughts â€Å"Younger worker in some cases are more competent than older workers because of [them being} better education, greater adaptability and physical fitness. The public sector and much of the private sector have recognized seniority for quite sometime. We can find this system practiced by older teachers at various universities who are often protected by tenure. Professor Daniel Barber has even stated in candid conversion that when he was the department chair for the Master of Public Administration he took care of the tenured faculty first. Knowing this, why do Opponents of affirmative action, have appeared to be, judgmental of about so-called â€Å"merit† and â€Å"preference†, why isn†t there the same concern about the biggest workplace exception to strict meritocracy – Seniority? Seniority is yet another way to protect th! e â€Å"good ‘o boys networks†. Found in many of the historically white male dominated professions, for example, Firefighters, police, school superintendents, and college professors. Coming from a public sector background (Disabled Army War Veteran, Bureau of Prisons office administrator, Department of Veterans Affairs administrator, and to many federal internships to count) I support the seniority system in those places where affirmative action is still in place. Workplace should reflect the diversity of the community it serves, seniority is a fair system of labor management relations. Seniority gives employees for the personnel problems and private preferences of an employer. However, seniority is a widely used exception to strict merit system only if the workplace is democratic and applied with affirmative action the workplace can become more inclusive. Where affirmative action is repealed, seniority loses some of its legitimacy. I argue that only loses some of its legitimacy be! cause I personally was retained as an employee in a seniority situation. I was the last hired but I was not fired. In short, the scope of seniority and affirmative action are similar. The goal of seniority is job security and affirmative action is integration; both goals are good for America. The American labor movement has a major stake in seniority. The movement should embrace affirmative action because in good conscience it should not take advantage of one and not honor the other. Basically, benefiting for seniority practices but opposing affirmative action for others. If affirmative action is repealed, seniority should go as well. Labor unions and movements should concentrate on saving affirmative action. At a time when all progressive social policies are under attack, unity between women, labor, and people of color is imperative. Seniority and affirmative action should stand or fall together. CONCLUSION Ultimately, the controversy surrounding affirmative action programs t! oday will continue into the future. Society as a whole does not appear to be ready to relinquish its negative perception of the hiring practices brought about by Title VII. However, the benefits brought about this act has greatly increased the opportunity for women and minorities in employment that may not have otherwise been available. These programs have offered hope to some if not all-socioeconomic groups that they will be afforded the opportunity of equal employment and/or representation in our society. Furthermore, human resource departments in the public sector will have to become more skilled in implementing positive affirmative action programs if we are to reap the full benefits from them. Finally, Affirmative action is not a cure-all. It will not eliminate racial discrimination, nor will it eliminate competition for scare resources. Affirmative action programs can only ensure that everyone has a fair chance at what is available. They cannot direct us to the social pol! icies necessary so people do not have to compete for scarce resources in the first place. The larger question to ask is why are there not enough decent paying, challenging and safe jobs for everyone? Why are there not enough seats in the universities for everyone who wants an education? Expanding opportunity for people of color means expanding not only their access to existing jobs & education, but also removing the obstacles that cause these resources to be limited.

International Legal and Ethical Issues Essay

A biotechnology company based in Candore called Gentura is contemplating entering into a partnership with a pharmaceutical company based in Florida called CadMex. Candore is a small dictatorship country. Gentura started their company by manufacturing enzymes and has grown into a biotechnology company with a focus on biopharmaceutical products. ProPez is an innovative anti-diabetes agent recently developed by Gentura. The company believes ProPez’s marketing potential will be massive. Because Gentura has no marketing or manufacturing resources, they began discussing a possible partnership with CadMex. Resolving Legal Disputes in International Transactions The choice of law determines the applicable jurisdiction if a dispute should arise between the two contracting parties. The companies have an option of litigation or using an alternative dispute resolution (ADRs). Mediation or arbitration is preferable over litigation because the costs are much lower and less time consuming. CadMex and Gentura decided international commercial arbitration would be their best route. The two parties will design a written agreement as a guide for the arbitrator to follow and know what his or her powers will consist of. An arbitrator from a neutral country will enhance the fairness of the decision. He or she has the same powers as courts do but may ask for assistance from the court in some instances. Considerations of Taking Legal Action Against a Foreign Business Partner When negotiating contracts one must consider the choices of law clauses. CadMex selected the Candore Regulations for Technology Import Contract with will benefit CadMex in that Candore will most likely enforce their own regulations. More considerations should be addressed, such as policies of the foreign government, cultural differences, and employees. These will greatly affect the way businesses conduct themselves in different countries. Sublicensing Agreements Sublicensing probably will work well for CadMex, but there are more factors to consider, such as the length and extreme costs for complying with the standards of production after sublicensing. This will keep CadMex’s goodwill and meet the requirements of control for Candore. CadMex would prefer a generic brand, but the Candorean authorities would probability reject it because of the low cost of generics. Which Customs Should Prevail if Conflicts Prevails Abroad There is a conflict with the different laws when mediation or arbitration break down, companies break contracts, or conflict intensifies. [Insert comma here to set off the adjective phrase beginning with â€Å"according to† (unless it is a dependent phrase)] According to the principles of federal supremacy the United States Constitution and treaties rule supreme and take precedence over local laws and customs. Comparing Issues in Simulation to Issues Discussed in Week One Readings These issues compare to procedural law because laws provide a framework and makes rules for seeking existing rights. International companies could also use common law with the courts making the laws based on past cases that have facts that may be similar. Domestic and international companies should resolve disputes fairly. This means to take both sides into account and judgment should be free from any form of bias.

Female Genital Mutilation When A Cultural Practice...

Gibeau, Anne M. 1998. Female Genital Mutilation: When a Cultural Practice Generates Clinical and Ethical Dilemmas. Journal of Obstetric, Gynecologic Neonatal Nursing 27 (1): 85-91. Female genital mutilation may be currently reaching a changing point in its history. It is a cultural practice that is considered to have long standing importance but female genital mutilation presents to most developed nations a need for education and a need to clarify ethical dilemmas regarding it. In most cases, the push for female genital mutilation to be eradicated comes from within individual cultures and communities but internationally there is also support for eradication of this problem. The main dilemma is that most groups that actively practice female genital mutilation see it as a necessary or even obligatory ritual that defines them as a culture and gives their culture or religion autonomy. It is (at the time that this paper was written) illegal to perform female genital mutilation on a child in the United Sates but not on an adult woman, which includes anyone who is who is older than 18 years old. However, ultimately, female genital mutilation is unethical regardless of who it is performed upon, so the United States’ health care providers and the laws governing them need to step beyond their traditionally followed roles on this issue. In fact, health care providers ought to join the ongoing worldwide efforts to completely eradicate female genital mutilation. Health care providersShow MoreRelatedResearch Outline: Female Genital Mutilation2198 Words   |  9 Pagesfocus our research on is Female Genital Mutilation (FGM). We have found that more research needs to be conducted on FGM, and it should be done in a way that respects the rights of the individuals and the culture in which it is rooted and practiced. Throughout this paper we will discuss the practice of FGM, how we plan to research it, theoretical considerations, methodological considerations, ethical considerations, as well as our anticipated results. The use of the term mutilation, rather than possibleRead More Merging Social Work and Social Advocacy in Response to the Plight of Unaccompanied Child Refugees in the United States2304 Words   |  10 Pageschildren as a separate group of individuals seeking asylum in their own right, the societal response toward the plight of children has been muted. This does not fall in line with the trends seen in the rest of the world where, in the escalation of cultural and religious wars, children have become more involved - sometimes as soldiers and sometimes as targeted victims. Thus, many of the refugee children appearing in United States detention facilities in the past decade have been subjected to calculatedRead MoreChild Abuse And Neglect Of Children5936 Words   |  24 Pagesof children. Since 1979, with Sweden as the first country in the world to prohibit all corporal punishment of children, a total of 46 countries around the world have outlawed domestic corporal punishment of chil dren. Some professionals claim that cultural norms that sanction physical punishment are one of the causes of child abuse, and have undertaken campaigns to redefine such norms. Psychologist Alice Miller, noted for her books on child abuse, took the view that humiliations, spankings and beatingsRead MoreRole of Ministry of Health in Malaysia6759 Words   |  28 Pages and to strengthen the health information management system. Ministry of Health has some strategies. First, they want improve governance, and adoption of appropriate technology and service practices to empower individuals, families and communities towards attaining lifelong wellness. Second, they will develop skills and competencies to further reduce mortality and morbidity rates in furtherance of strengthening the quality of healthcare delivery. Third, they aim to establish effective business strategies