People Often Say That Short Stories Are Incomplete,...

People often say that short stories are incomplete, completely vague and leave the reader wondering. So if the author gives the reader an incomplete ending, will the reader ever know what truly happened to the characters? Most likely the answer is no. The reader never finds out what the author`s intended ending will be. Writers like to leave the reader wondering. It s a part of what makes the story more interesting and fun. The authors themselves leave the reader to imagine what might happen next. The beauty of this is that your imagination, the human mind, comes up with multiple different scenarios and alternate realities where anything is possible. The reader can come up with their own ending, be it a happy or sad ending, depending on†¦show more content†¦In the short story, â€Å" In the American Society,† a family of immigrants are learning to survive and cope in a foreign world. For the parents, everything is different than they re used to so they don t know how to react correctly to situations they wouldn t normally be in. Often times parents would react weirdly to the situation, embarrassing the children who know that it is not the proper way to act in this country. But why must a child of a foreigner subside to the ways of a country they do not know but only reside? Why should a parent do the same? A country that wouldn t call them theirs if given the chance? Should children yell at their parents and tell them the correct way to act? Tell them they re wrong? Although there are many people that would disagree with this, there are many more who do agree. â€Å" In the American Society,† the story is nothing but a memory for children of immigrants. It has happened to everyone with parents born in a different country at least once in their life. If it was not at a pool party, then it has happened at a school event, at the doctor s ofice, even at shops and restaurants. Children should never be ashamed of their parents, but it happens m ore than people would like to believe. The main point is that this specific story is so relatable and very different than the ones read this year by the class. The story itself gives the reader an appeal to emotion because some of the audience isShow MoreRelated Krashen’s Hypotheses of Second Language Acquisition Essay1530 Words   |  7 PagesSpanish properly. Possibly the most common error that new Spanish students commit is saying, â€Å"me llamo es†¦Ã¢â‚¬  (â€Å"es† meaning â€Å"is† in English). They assume that to say â€Å"my name is†¦Ã¢â‚¬  the Spanish word for â€Å"is† must be used and therefore commit this error. A native speaker, however, has only ever learned that to state his name, he must say â€Å"me llamo†¦Ã¢â‚¬  There is no error during transference between the two grammatical systems because an interlocutor’s implicit, acquired knowledge need never be transferredRead MoreEssay on The Dark Writings of Ed gar Allan Poe1679 Words   |  7 Pagesdisturbed as Poe would write such troubled stories. It is common knowledge to most that Poe had a heartrending life; he lost his biological mother, adoptive mother, and wife all before he went to college. Poe used the tragic premature endings of his family members as inspiration to write his trademark literature, lengthy eloquent works revolving around fatality. It is atypical for one of his stories to not mention death in one way or another. 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The outcomes of these new scientific experiments were seen by some as a way to conquer the world they lived in, not live in peace with it. Many people in this time also saw this new form of science as an attack on nature, by trying to control it (â€Å"The Birthmark†). â€Å"The Birthmark†, one of Hawthorne’s short stories, was written soon after

Database Optimization Saving Time and CPU Usage Essay

Database optimization is something, that while may go unnoticed, is very important a very important for saving time and CPU usage. In attempting queries on the math database downloaded form stackexchange. A query is an expression written in a programming language, in this case SQL, that is used for data look up in a database. Stackexchange is a large compressed file that contains a record of all the forums from the website stackoverflow.com. I specifically used the math files since they are one of the largest files in size and serve as a perfect example for why database optimization, and finding efficient SQL queries is important. I have noticed that complicated queries can be optimized to make for faster, more complete results. With the†¦show more content†¦( Query Optimization in Database Systems) To sum it up query optimization is important so that these costs can be reduced as much as possible even as the amount of data increases. Using the schema: users id integer, name text, rep, integer, about text) posts( id integer, title text, owner_id text, post_id, created text) com(comment_id integer, post_id integer, comment_text text, user_id integer), I ran a query â€Å"SELECT COUNT(post_id), created FROM posts GROUP BY created† to get a count of how many posts were made and on what days. This took anywhere from five to ten seconds to run which is a pretty good amount of time. The problem with the query is that it is too simple. Every time it is run it is searching the entire database and printing everything out. For one thing this is not ideal since it is not very readable and the information is not very specific. To make this query better I added on â€Å"WHERE† clauses to give it a specific target. If looking for a how many posts where created on 2010-03-27 14:53:20.727 then run query â€Å"SELECT count(post_id) FROM posts WHERE created = 2010-03-27 14:53:20.727. 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Education Program on the Subject of Leadership Development in Nursing

Question: Write an essay on Education Program on the Subject of Leadership Development in Nursing? Answer: Education Program on the Subject of Leadership Development in Nursing Nursing is such a profession that needs the presence of multiple factors and one such aspect is nursing leadership. Nursing leadership is all about advocacy and action after the application of critical thinking in nursing practice and is in an important element of all domains of nursing. The pivotal role that the nurses play in the care of patients needs the execution of leadership (Billings Halstead, 2013). Nursing leadership is about the nurses who understand the need of having the development of a nurse who can act as leaders in their field and who have the characteristics of competent and efficient nurses. Nursing education programs are aimed at making better nurses and nurturing the skills and competencies the nurses have. Educators act as the mentors and are the people in between what the nurses can be and must be in relation to safe and best nursing practice. Leadership in this backdrop is giving education to nurses on how they should lift the practice they are leading so tha t they can bring significant changes in their lifelong commitment (Feldman et al., 2011). Data analysis Data collected on the topic of nursing leadership and the need of a conceptual and suitable framework for nursing education on nursing leadership highlights the following aspects of the topic: According to Bleich (2015), professional development educators have the role of undertaking the responsibility of developing effective programs so that leadership skills can be developed. Leadership skills can be developed if the educators come forward to provide individualized care in the process of developing leadership skills. Use of suitable framework helps in this aim of providing development education and assessing them. Benjamin et al. (2011) stated that the need for a motivated and well-prepared patient care nurses are needed against the backdrop of increasing number of admissions in the hospitals. The researchers conducted a study which concluded that education programs on nursing leadership are helpful in educating participants about how to apply leadership in their practice. As per the opinion of Butler Hardin-Pierce (2005), the demands that are pressurised on the new nurses and the concerns of the nursing shortage contributes to the growing concern about nursing leadership. Lack of a proper approach towards transforming to a professional nurse from a new nurse leads to the immediate need of nursing leadership. These critical issues must be addressed by nursing leaders, and they must be supportive of the culture existing for developing positive experiences. In the viewpoint of Curtis et al., (2011) nursing leadership education is much needed, and the institutions can provide the nurses with the education by the means of diploma, masters or certificate degree. Research has shown that leadership is integrated into nursing. It has a good impact on the practice of nursing, and it is suggested that healthcare organisations must develop and support leadership training. As put forward by MacPhee et al., (2012) nursing development programs empowers the nurse leaders to have an enhanced self-confidence and carry out the roles and responsibilities. These would bring positive changes in the leadership styles and perceptions. The nurses would have a broad appreciation of nursing practice. As stated by Morrow (2015) nursing education programs must integrate and embed within it all the areas of nursing. Education programs must have the focus on the use of reflection, peer learning, organisational partnership and curriculum reforms. Nguyen et al., (2011) stated that the nursing faculty must impart education on nursing leadership with special respect to technical support and learning. The inclusion of information technology competencies in nursing education is crucial. To sufficiently prepare current as well as future nurses, development and training focusing on the use of educational technologies is highly required. Parrish Crookes (2014) states that education on nursing must be given keeping in mind three main aspects. These are adequate preparation along with wide knowledge and confidence of the educators, incorporation of a reflection curriculum that is structured in the logical manner and an effective assessment tool for assessing the core concepts of nursing, and lastly taking into account the appropriate reflection for the betterment of the educators. Sandstrm et al. (2011) conducted a research to find that even though there persists agreement that leadership is a crucial part of the implementation of evidence-based practice. More research and intensive research is needed for having more in-depth knowledge of the exact role of a nursing leader. In view of Wong et al. (2013), the relation between nursing leadership and patient outcome is strong. This provides need for nursing leadership in all healthcare settings and indicates that organisations must take up the task of holding nursing education sessions on the needs of the nurses in relation to nursing leadership. Against the background of the increasing importance of nursing leadership and its need in health care settings with reference to clinical practice, it is desirable to analyze the data and draw a clear conclusion from the data that has the potential of providing knowledge on the concerned topic. The analysis of the data would give way for more research on the topic. Effective nurses who have the capability of exercising leadership must be provided with a theoretical framework and strategies must be taken up for empowering the nurses with leadership qualities. This would result in staff empowerment and ultimately the better patient outcome. Evidence of effective empowerment of nurses by developmental programmes are immense, and they can be used up as a tool for bringing positive changes in the health care settings. When the nurses take up strategies, that are helpful in both psychological and structural empowerment, better outcomes are achieved and the environment they work in are safe r. All nurses have a potential to be a leader and exercise effective leadership in nursing practice. Building up this potential and enlightening the capabilities the nurses must be trained through a proper channel and this is done by having educational programs. Succession planning can be considered as the suitable approach to fill the leadership positions from the available set of qualified graduate nurses. Leaders in community-based hospital understand the importance of effective planning in ensuring a better system of health care practice. Nursing education programs on leadership in nursing help organisations to understand the need for identifying and educating prospective leaders. Participants are highly benefitted from such education programs and are able to understand the importance of nursing leadership and the means by which it can be applied (Laschinger et al., 2015). The evidence for a positive relation between patient outcomes and nursing leadership are indicated by different studies. Nursing leadership is the desired aspect that is needed for avoiding outcomes like patient mortality, medication errors, hospital acquired infections, falls and pressure ulcers. Effective nurse leaders make sure that appropriate staffing and resources are in place for achieving safe care along with optimal outcomes for patients. At the senior level, nurses take up strategies for taking suitable decision making. They help the organisation to take part in maintaining the patient flow and staffing of nurses. This results in quality improvement, learning opportunities and overall improved care for the patients. In the scenario where more nurses are retiring, and there is an economic downturn, there is a need of such nurses that can bring the standard of the health care organisation they are working in to the highest possible level. Safety and health concerns are thus t aken care of in an effective manner. The challenges that the organisations face are solved to a great extent, and there are better outcomes in the functioning of the health care setting. This is reflected by the patient outcomes (Nichols Wright, 2015). The main focus of nursing education on leadership is the application of advanced practice leadership and education skills and knowledge in nursing care. The nurses and nursing students are prepared for the role they have to play in education, clinical practice and administration. The leadership program is facilitated in a suitable nursing environment with interactive, effective strategies in teaching, that is orienting learners to gain more knowledge on nursing and develop themselves on the professional field. The aim of the organisations is to provide the health care system with a strong workforce of energetic and visionary nurses that are best leaders in their field and are capable of working with the other health care professionals in the multidisciplinary team for delivering effective health care and achieving better patient outcomes (Doody Doody, 2012). As the nurses move towards a highly professional field of health care, they have a responsibility to show leadership in the organisation they are working in and take up decisions regarding issues that the organisation is facing. The main reason is that the aim of a health care organisation is to deliver proper care, and the nurses have the main role in doing so. Therefore, it is the responsibility of the organisation to arrange for a training program for the nurses so that they can enhance the leadership skills. The programs do not need to be complex, but they must be multifunctional. The content must be set up according to the needs of the participants, and this can be assessed by the reflection of the nurses on their experiences. Nursing education programs must teach the participants to develop the vital skills for managing finances so that the budgetary information can be communicated, to provide awareness on strategic issues faced by the organization, to develop critical analysis skills for managing the task force into this organization and enhance the capability of the nurses to manage the resources. This is beneficial for optimizing clinical as well as administrative performances. The nursing lesson topic must include planning for execution, financial attributes of a hospital, effective decision making, motivation and team building, managing people in the healthcare sector by influencing them and persuing them (Hamrisk et al., 2013). Nursing education programs, if used in an appropriate manner, would function effectively in advancing nursing roles. Personal, as well as professional development, would be achieved by this process. The opportunities for nursing would be broadened in this way. An education program on nursing leadership needs to be in the promotion of the art of nursing so that the nurses are able to value the unique relations that nurses build up with the patients and the other healthcare professionals. This is meaningful as it has a significant role in preserving human dignity, a vital part of health care. Education would synthesize the experimental, research and theoretical knowledge nurses have. A leadership would be developed through effective collaboration between the nurses, patients and professionals in the organisation. An appropriate role would thus be developed for advanced nursing in the context of dynamic care provisions. Education would make nurses more innovative and competent leaders a nd they would be able to manage their role as consultants, care giver and advisor. The purpose of education on nursing leadership would be to give the opportunity to the nurses for acquiring and refining the skills they need to deliver a standardized nursing practice (Keating, 2014). Article Analysis Relation Bleich, (2015) Identification of the leadership capability through the holistic method which is needed to be conducted. This will increase the contextual factors which will help a nurse to enhance the leadership quality. This approach can be implemented into the educational framework for the better implemenetation enhancement of the leadership. Benjamin, Riskus, Skalla (2011) Magnet model is provided to framework for the transformation of the potentian of an individual nurse. It also helps to identify and organize withe respect to education of potential leaders in an organization. Motivated and well-prepared patient care nurses are needed against the backdrop of increasing number of admissions in the hospitals. This will provide them a fair amount of experience regarding the occupation and increase their potential. Curtis, Sheerin, de Vries (2011) Development of leadership through educational activities , practicing and modelling in order to built leadership characteristics. Proper education system and grooming techniques in the education sector can be implemented to improve the leadership standards. Nguyen, Zierler, Nguyen(2011) Eductaional program can be added or incorporated with various technological aspects in order to increase the leadership standards. Technologival implemenetation in work places and class room will help the nurses to grow confidence and perception regarding a particular topic. Sandstrm, Borglin, Nilsson, Willman(2011) EBP should be implemented to in order to increase efficiency which will result in more useful training. Ebp guideline will increase the knowledge of a nurse and keep the knowledge sphere upto date with other development in this field. Parrish and Kay (2014) Semi structured interviews should be implemented for the reflective practices and consensus which should be reached. Subject related practical based assignmentns can be provided to the student for the enhancement of the leadership potential in an individual. Morrow (2015) Peer learning procedure should be implemented along with interdisciplinary and reformation of the education system which will help to modify the entire system focused on the enhancement of leader potenlial in all students. If the reformation and disciplinary protocols are met well then it will enhance the potential leadership concepts in an individual. It will also provide a proper environment for the gowth of leadership potential. MacPhee, Skelton-Green, Bouthillette, Suryaprakash (2012) Empowerment of the framework in case of leadership should be applied in order to establish a proper education system among nursing students. Nursing psychology and generic competencies should be highlighted to provide the nursing student a proper mind set and framework. This will help them grow a strong psychological mind set. Lucas (2014) Epistemological and ontological Implications can be applied for proper sample designing. Proper sample designing allows to design theoretical, non-probability, snowball, purposive probability sample will help to gather proper information, knowledge and precise result in education and development of leadership potential among the nursing students. Wong, Cummings, Ducharme, (2013) An effective positive relationship between leadership and high patient satisfaction. Supportive relation should also be implemented. It is a known fact that if the leadership potential and skill in a nurse is high, then he or she will work more efficiently. With respect to this fact it can concluded that such efficient works will provide satisfaction into the patients mindset. Butler and Hardin-Pierce (2005) The education process must be implemente with removal of transitional phase which is also known as lag phase. If this transitional phase is removed from the education system, that is the time a student needs to get accustomed with the entire environment then the students education will be more promt. Conclusion In conclusion, it may be stated that nursing leadership is an integral part of nursing practice. Nursing leadership is about nurses who create and use evidence-based research in the nursing practice. Leadership in the domain of nursing is about using the combination of science and understanding of the patient needs. A good Leadership potential among the nurses will increase their work efficiency. As a result, the entire health sectors quality will also increase. One thing that should be kept in mind is that the above mentioned articles has given different asopects of promoting leadership in to the nursing practice and also provided relation between the articles, their main theories, suggestion and the current educational prospect regarding the current nursing education domain. The health care field needs visionary and innovative administrators who are capable of taking care of the complete set of needs of the patients. Education in nursing leadership would help the nurses to execute the much-needed leadership in all nursing positions across the complete set of domains of the nursing practice. Education inbuilt the quality of having leadership in the nurses that nurses take up as a shared responsibility. Nurses are able to manage skills and competencies that co-exist as the independent set of skills. Nursing leadership is the essential determinant of vibrant work in the health care settings, and education enhances this aspect. With the help of nursing education and leadership, the newly graduate nurses are able to play the executive roles in the decision-making process in patient care. References Benjamin, K., Riskus, R., Skalla, A. (2011, April).The Emerging Leader: Leadership Development Based on the Magnet Model. JONA: The Journal of Nursing Administration, 41(4), 156-158. doi:10.1097/NNA.0b013e318211853d Billings, D. M., Halstead, J. A. (2013).Teaching in nursing: A guide for faculty. Elsevier Health Sciences. Bleich, M. R. (2015). Leadership needs assessment. The Journal of Continuing Education in Nursing, 46(1), 10-11. doi:https://dx.doi.org/10.3928/00220124-20150109-13 Butler, K. M., Hardin-Pierce, M. (2005). Leadership strategies to enhance the transition from nursing student role to professional nurse. Nursing Leadership Forum, 9(3), 110-7. Retrieved from https://search.proquest.com/docview/207446559?accountid=458 Curtis, E. A., Sheerin, F. K., de Vries, J. (2011). Developing leadership in nursing: the impact of education and training. British Journal Of Nursing, 20(6), 344-352 9p. Doody, O., Doody, C. M. (2012). Transformational leadership in nursing practice. Feldman, H., Alexander, G., Greenberg, M. (2011).Nursing leadership. New York: Springer Pub. Co. Hamric, A. B., Hanson, C. M., Tracy, M. F., OGrady, E. T. (2013).Advanced practice nursing: An integrative approach. Elsevier Health Sciences. Keating, S. B. (2014).Curriculum development and evaluation in nursing. Springer Publishing Company. Laschinger, H., Duffield, C., Read, E. (2015). Leadership and empowerment in nursing.Leadership and Nursing: Contemporary perspectives, 171 MacPhee, M., Skelton-Green, J., Bouthillette, F., Suryaprakash, N. (2012). An empowerment framework for nursing leadership development: supporting evidence. Journal Of Advanced Nursing, 68(1), 159-169 11p. doi:10.1111/j.1365-2648.2011.05746.x Morrow, K. J. (2015). Leadership curricula in nursing education: A critical literature review and gap analysis. Journal of Nursing Education, 54(7), 367-371, 1-2. doi:https://dx.doi.org/10.3928/01484834-20150617-02 Nguyen, D., N,M.S., R.N., Zierler, B.,PhD., R.N., Nguyen, H. Q.,PhD., R.N. (2011). A survey of nursing faculty needs for training in use of new technologies for education and practice. Journal of Nursing Education, 50(4), 181-9. doi:https://dx.doi.org/10.3928/01484834-20101130-06 Nichols, L. J., Wright, K. M. (2015). Implementing a Primary Healthcare Framework: The Importance of Nursing Leadership in Developing and Maintaining a Brain Tumor Support Group.Clinical journal of oncology nursing,19(4), 463-467. Parrish, D. R., Crookes, K. (2014). Designing and implementing reflective practice programs - key principles and considerations. Nurse Education in Practice, 14(3), 265-70. doi:https://dx.doi.org/10.1016/j.nepr.2013.08.002 Sandstrm, B., Borglin, G., Nilsson, R., Willman, A. (2011). Promoting the Implementation of Evidence-Based Practice: A Literature Review Focusing on the Role of Nursing Leadership. Worldviews On Evidence-Based Nursing, 8(4), 212-223 12p. doi:10.1111/j.1741-6787.2011.00216.x Wong, C. A., Cummings, G. G., Ducharme, L. (2013). The relationship between nursing leadership and patient outcomes: a systematic review update. Journal Of Nursing Management, 21(5), 709-724 16p. doi:10.1111/jonm.12116

Minority and Women Entrepreneurs

Introduction In the bid to enhance collective growth for all industries by encouraging the development of entrepreneurship culture, governments develop policies that ensure equitable access and evaluation of contract bids that are placed by different firms irrespective of their size or ownership.Advertising We will write a custom research paper sample on Minority and Women Entrepreneurs specifically for you for only $16.05 $11/page Learn More The main criterion for selection of the firm or business enterprise that wins federal government contract in the US principally rests on the capacity of the firm or enterprise to deliver on the scope of a given contract as postulated in the terms and conditions of a contract. The United States government leads across the globe in terms of purchasing of various goods and services. According to American Express (2010), it spends an average of 500 billion US dollars annually. 23-percent (US $115) of contracts for suppl y of the goods and services are allocated to small firms. This observation suggests that federal contracting encompasses an essential avenue that is utilizable by small firms to grow. Five percent of the total US government’s spending is on small firms owned by minority and women. This makes these two groups of people important for consideration in the discussion of challenges and opportunities in the US federal procurement. This paper seeks to answer the question of whether minority-owned and women-owned small businesses work harder than their peers do to get the same amount of contracts. The paper is divided into three sections. The first section discusses equality in terms of the effort of minority-owned and women–owned small businesses to successfully bid for a contract from federal governments. The second section discusses how minority-owned business strategies differ from the strategies for majority owners. The third section reflects on these differences to exami ne whether minority-owned and women-owned firms and enterprises that engage in federal contracting encounter more hardships, hence requiring working harder in successful contracting. Equality in Success for Minority-owned and Women-owned Business The 2008-2009 global financial crisis produced negative impacts in the employment sector in the US. Estimations for employment forecasts conducted by Economic Co-Operation and Development (OECD) (2009) indicated that the global recession led to the loss of about 25 million jobs.Advertising Looking for research paper on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More Failure of economic recovery to pick momentum made unemployment rise to 57 million (Ernst Young, 2011). This situation revealed the significance of creating more employment through small businesses as part of the US government’s agenda to prevent and manage higher unemployment rates as the economy struggled to recover from the crisis. In the context of the minority-owned businesses and women-owned businesses, the two have an incredible share for the provision of employment in the US. In 2007, women owned 7.8 million small businesses, which accounted for 30 percent of all small businesses (Blank, 2010). The businesses reported sales and/or receipts of US$ 1.2 trillion. Those with paid workers employed 7.6 million people in total (Blank, 2010). According to American Express (2010), about 65 percent of small businesses engaged in federal contracting and secured their first contract, reporting sales of over $ 1 million each. This figure includes 63 percent of all prime small business contractors owned by women and 63 percent of prime small business contractors owned by people of color (American Express, 2010). Organizations such as a division of minority and women’s business development (DMWBD) are established in response to the challenge of enhancing the capacity of the women-owned and the mi nority-owned small businesses to offer solutions to the challenge of unemployment. The organization aims at promoting â€Å"equality of economic opportunities for MWBEs and to eliminate barriers to their participation in state contracts† (DMWBD, 2013, Para. 1). This suggests that DMWBD fosters fair allocation of contracts to women-owned and minority -owned small businesses. Amid this effort, equality in the success for minority-owned and women-owned businesses requires working harder to secure the first contract. Minority and women-owned small businesses acquire equal achievements in business growth, which is driven by procurement market place variables that come at equal levels to that of their peers after securing their first contract. American Express (2010, p. 2) supports this affirmation by asserting â€Å"once they become active prime contractors, women and minority-owned small businesses match the average small business contractors both in terms of business size and w ith respect to the total value for federal contracts†. However, the research organization partly agrees and partly disagrees with this assertion. It posits that even though minority and women contractors have acquired similar levels of contracting in comparison with their peers, persons of color (who also constitute the minority) who win their first contract have to pay an extra price. Small businesses owned by people of color invest 35 percent more in comparison with an average minority business to seek a contract with the federal government (American Express, 2012).Advertising We will write a custom research paper sample on Minority and Women Entrepreneurs specifically for you for only $16.05 $11/page Learn More Statistical evidence indicates that small businesses owned by men dominate in federal contracting. For instance, American Express (2010) confirms that even though small businesses owned by women and engaging in contracting for supply of goods and services to federal agencies are successful, they have not attained similar levels of success compared to men-owned small businesses. This observation is evidenced by 42 percent of women who are actively engaged in federal contracting reporting $1 million in sales compared to 47 percent small businesses owned by men reporting equal amounts of sales (American Express, 2010). This inequality creates the necessity for investigating the differences between small businesses owned by women and minority groups compared with their peers in a bid to establish the points of disparity or parity in awarding of federal contracts in the US. Differences between Women and Minority-owned and Majority-owned Businesses Data derived from the US Census Bureau in 2009 depicted a close relationship between small business populations’ racial and gender characteristic. According to the data, women represented 28 percent of all active contractors. This figure corresponded to 28 percent in th eir total share for population of people engaged in small business prime contracting or subcontracting with federal governments (American Express, 2010). From the context of minority groups, the data from the same organization showed that persons of color accounted for 24 percent of all active small business contractors against their population of 20 percent in the small businesses’ overall population. This data indicated that small business owners have equal opportunities of winning a federal contract irrespective of gender or racial demographic characteristics. However, considering the characteristics of the population of those who have applied for federal contract without success, inequalities in successful federal contracting are evident. Data from the US Census Bureau in 2009 shows that about half (48 percent) of the business population that applied for contract with the federal agencies without winning a prime contract (non-contractors) were minority-owned small busines ses while 39 percent were owned by women (American Express, 2010). This finding shows that minority and women-owned small businesses constitute the largest proportion of small businesses seeking to secure the first contract with federal agencies. A skeptical explanation for this difference may require claiming out that more minority and women-owned small businesses seek opportunities in contracting with Federal agencies.Advertising Looking for research paper on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More Nevertheless, while noting that 10% of the federal agencies’ contracts are reserved for women and minority-owned business, higher inequalities in winning contract among these two groups of small business under normal market dynamics would even be higher. This assertion invalidates a claim that setting 10% stake in contracting for women and minority-owned business (each 5%) encourages more minority and women-owned businesses to seek contracting opportunities with federal states so that they constitute the highest population for non-contractors in comparison with their peers. Ernst and Young (2011) contend there are inequalities between small businesses owned by women and those owned by men. The organization reckons that by 2011, women-owned businesses’ revenues accounted for only 9 percent of the total US economy in comparisons with the 36 percent contribution from the revenues generated by men-owned small business enterprises. This suggests that in case women would rai se their revenue objectives to equalize with small businesses that are owned by men, they are likely to make a bigger economic impact. However, a scholarly question emerges on how exactly this mission can be accomplished. Trechiel and Scott (2006, p. 52) suggest that women owning small businesses lack adequate â€Å"negotiating, assertiveness, and decision-making skills†. Considering that these skills are important during contracting negotiations, a possible mechanism of reducing the number of women non-contractors is through the creation of programs for their empowerment. In support of this claim, Ernst and Young (2011, p. 22) insist, â€Å"treating women entrepreneurs as a homogeneous group is unlikely to yield positive results, as women’s experiences in cultural backgrounds, education, and life circumstances vary widely†. Therefore, normalization of the incapability of women to manage and execute a contract to deliver its objectives as prescribed by contractu al terms and conditions may reveal the prevalence of women small businesses in the non-contracting category of small businesses in the US. Minority-owned businesses face the challenge of negative representation of their ability to deliver the deliverables of a contract similar to the women-owned small businesses. Indeed, according to Samuels, Joshi, and Demory (2008), they encounter challenges that are articulated to business formation together with equal engagement in government contracting with their peers. In the effort to ensure the businesses overcome the challenge of formation, the US government has created policies such as affirmative action to increase the number of small business firms owned by minorities applying for government contracts. For instance, the government has established a policy requiring reservation of 5% of all contracts awarded by federal governments to minority-owned small businesses (Trechiel Scott, 2006). Nevertheless, such policies do not necessary tra nslate into increasing the number of small businesses owned by minority and engaging in government contracting. Minority-owned small businesses engage in government contracting in the effort to offset limitations that the private sector imposes on them. This does not imply that minority-owned small businesses have a better play in government contracting compared to their peers. Coleman (2005, p. 154) state, â€Å"barriers embedded in the contracting process itself can impede minority firms from winning government contracts†. For instance, the government may not view as appropriate breaking down various contracts into small fragment to allow minority-owned small businesses to bid competitively. Challenges of ineffective screening to eliminate false minority disguise together with bid shopping also constitute important impediments to equality in the participation of minority-owned small businesses in government contracting. This suggests that for minority-owned and women-owned small business to engage competitively in government contracting in comparison with their peers, they have to work extra harder as discussed in the following section. Hardships in Contracting Ability of Minority-owned and Majority-owned Business Winning federal government contracts is significant to both minority and women-owned small business. A research conducted using a sample of 1,508 participants by American Express (2010) found out that women and minority small business owners work harder to win federal contracts for three main important reasons. 70-percent of the sample claimed that winning a prime federal contract was essential for growth of the businesses. Indeed, 37 percent of the sample contended that seeking business growth opportunities was the prime reason for engagement in federal contracting (American Express, 2010). In all minority and women small business owners, 74 percent cited growth as the main reason they pursue federal contracts. The research by American Expr ess (2010) also indicated that women have higher probabilities of engaging in government contracting in the quest to acquire personal leadership together with management skills. Women of color cited the development of the ability to increase their contributions to wellness of the communities as another major driver into engaging in federal contracting (American Express, 2010). The results of the study provide evidence of the willingness of women and minority small business owners to invest more in making bids for contracts and even in ensuring compliance with their businesses to statutory requirements that are essential for successful bids. The main question is, ‘how hard do they work and at what cost?’ Seeking a response to the above query formed the basis for the American Express (2012) study that deployed a sample size of 740 participants who were drawn from small business owners’ population in the US. The organization’s findings indicated that 35 perce nt of all active small businesses owned by women won contracts worth US $1 and above in 2011. 15-percent reported having won contracts worth US$10 million and above. 37-percent and 20 percent of minority-owned small businesses reported having won contracts with the federal government worth US $1 million and above and 10 million and above respectively. These findings evidence that women-owned and minority-owned small business were fairing equally in terms of achievement in federal contracting. However, equality only occurs when equal achievements correspond to equal inputs in terms of the effort required to successfully bid for a federal contract. Different amounts of efforts to win federal governments’ contracts nullify equality in contracting achievements for different small businesses in the US. Samuels, Joshi, and Demory (2008) further claim that women and minority small business invest both energy and time seeking federal governments’ certifications together with a dditional designations for them to qualify either as a prime contractor or subcontractor. Some of these certifications include women-owned small business certification, registration with GSA, minority-owned small business certification, designation for acceptability in the 8(a) program category of businesses, and veteran-owned small businesses among others. While it is important for small businesses owned by minority and women to seek more than one designations, such an endeavor is non-beneficial to the enterprise when it does not increase the probability for successful bidding for a contract. This suggests that increased successful contracting opportunities as discussed by American Express (2012) have an extra effort attached to them in comparison with their peers. Putting extra energy in seeking a designation of 8(a) business category or acquiring the designation for ‘service-disabled veteran-owned business’ proves effective in enhancing contracting abilities of minor ity-owned small businesses. American Express (2012) agrees with this postulation by reporting that 64 percent of the sample studied embraced ‘service-disabled veteran-owned business’ designation as an important extra effort incorporated by minority-owned small businesses in the bid to enhance their competitiveness in winning federal contracts. Similarly, women-owned businesses benefit from seeking registration with GSA. 41-percent of the sample of women-owned small businesses studied by American Express (2012) held that GSA registration was ‘very important.’ Consequently, it is sound to infer that compared to the peers, small businesses owned by women and minority in the US require an additional mechanism of enhancing their competitiveness in winning bids for the federal government contracts. Although this effort does not require financial inputs, winning contracts in some isolated cases requires higher monetary investments compared to their peers. The cont racting process involves expenditure of business financial resources. In 2010, the expenditure for small businesses that were actively seeking federal contracts averaged at US $103,827 (American Express, 2012). However, minority-owned small businesses had to invest more than the industry’s average contracting investment. They invested US$139,709 (American Express, 2012). This figure was about 35 percent higher than the industry’s average. Compared to women-owned businesses who only invested an average of US$86,643 (17-percent less than the industry’s average), this high commitment of business financial resources meant that minority owned-small businesses were the ones required to work harder to secure a federal contract. Thus, equal achievement in contracting for women-owned small businesses and minority-owned small businesses do not necessarily reflect equality in the overall benefits accruing from contracting. A similar comparative analysis may also apply to b oth women and minority-owned business when compared to their peers. Considering the time required to bid successfully for a federal government contract, women and minority-owned small businesses require working harder to secure the first contract. Average small business contractors take lesser time than women and minority-owned small businesses to secure their first contact. According to Ernst and Young (2011, p. 43), â€Å"it took minority business owners an average of 1.7 years (20 months) and 6.1 unsuccessful bids before they notched their first victory in procurement in 2011† (p.43). Comparably, a small business average contractor took only 16 months (1.3 years) to secure the first contract. This was accompanied by 4.4 failures for successful bidding. Women-owned businesses did not require working harder than average small businesses to a win a bid successfully. They only used 1.2 years with only four failures in successful bidding (Ernst and Young, 2011). However, the sa ved amount of energy may have been utilized elsewhere, for instance, in seeking registration with GSA to increase probabilities for success in contracting. Although women and the minority-owned small businesses face several challenges requiring them to work harder than their peers do, it does not imply that the peers do not also face higher expenditure in securing contracts with federal governments. The costs of living in many nations across the globe have been on the rise since the end of the global financial crisis experienced in 2008-2009 (Ernst and Young, 2011). This situation has resulted in the general increase in costs of doing business including contracting. Amid this challenge, minority-owned small businesses increased their investments in seeking contracting opportunities in federal governments by 29 percent between 2009 and 2010 compared to 21 percent industry average and 23 percent of the investments made by women-owned small businesses (American Express, 2012). Therefor e, despite the rise in investments in financial resources together with the time required for securing the first contract across all small business enterprises, this growth was more pronounced amongst women and minority-owned small businesses in comparison with their peers. Conclusion A government has a noble mandate to ensure equitable distribution of resources and business opportunities with a nation. This concern resulted in the establishment of policies for ensuring that particular disadvantaged groups of small business in the US acquire a share in accessing federal governments’ contracts. One of such policies was the allocation of 5% of total contracts awarded by the federal government to women-owned small businesses and an equal share to minority-owned small businesses. These two groups of businesses also possess the freedom to engage in bidding for the remaining 90% stake of contracts awarded to small businesses. To win a contract in this stake, especially where a smal l business seeks to bid successfully for the first contract, the paper revealed that women-owned and minority-owned small businesses have to worker harder than their peers do. Working harder encompasses commitment of more financial and time resources in the contracting process. It also entails spending time and other resources in seeking multiple designations or certifications to enhance the competitiveness of a women-owned business enterprise or minority-owned business enterprises to win the first bid. After winning the bid, such firms acquire an equal ability to contract similar to their peers without necessarily having to work harder. Reference List American Express. (2010). Women and Minority Federal Small Business Contractors: Greater Challenges, Deeper Motivations, Different Strategies, and Equal Success. New York, NY: American Express. American Express. (2012). Women and Minority Small Business Contracts: Divergent Paths to Equal Success. New York, NY: American Express. Blank , R. (2010). Women-Owned Business in the 21st Century. New York, NY: US Department of Commerce, Economic and Statistics Administration for White House Council on Women and Girls. Coleman, S. (2005). Constraints Faced by Women Small Business Owners: Evidence from the Data. Journal of Developmental Entrepreneurship, 7(2), 151-174. DMWBD. (2013). Minority and Women Business Development. Retrieved from https://esd.ny.gov/doing-business-ny/mwbe Ernst, J., Young, H. (2011). Scaling Up: Why Women-Owned Business can recharge the Global Economy. New York, NY: Ernst Young. OECD. (2009). Policy Responses to the Economic Crisis: Investing in Innovation for Long-Term Growth. Paris, France: Organization for Economic Co-operation and Development. Samuels, L., Joshi, M., Demory, Y. (2008). Entrepreneurial Failure and Discrimination: Lessons for Small Firms. Service Industries Journal, 28(7), 883-897. Trechiel, M., Scott, J. (2006). Women-Owned Businesses and Access to Bank Credit: Evidence from Three Surveys since 1987. Venture Capital, 8(1), 51-67. This research paper on Minority and Women Entrepreneurs was written and submitted by user Jaycob H. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.