Aed 201 Week 6 free essay sample

Axia College Material Appendix C Rights and Responsibilities of Educators and Students Perform a search in the University Library databases and locate four school-related court cases (with outcomes decided), two which involve educators as defendants and two which involve students as defendants. Fill in the table below. When you give your informed opinion, state and discuss whether you agree or disagree with the outcome. Base your opinion on legal and ethical standards as discussed in Ch. 9 of the text. If you do not agree with the outcome, explain what would have been just. Base your explanation upon the rights and responsibilities of those involved. Cite your sources in APA format below the table. Name and Date of Case |Brief Overview of Case |Your Informed Opinion | | |and Outcome | | |Case 1: Educator as Defendant |A student was made to do 100 squat thrusts because he |I do not agree with the outcome, the student should have been able to sue | | |spoke to another student during role call. We will write a custom essay sample on Aed 201 Week 6 or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The student |the teacher in civil court for the reason of In Loco Parentis and | |Name of Case: Aaron Moore Vs. Willis Independent |was later diagnosed with inflammation of the Esophagus |negligence. The teacher could obviously tell that the student was indeed | |School District |and missed three weeks of school. |becoming hurt and the student did complain. | | | | | |The 5th Circuit Court of Appeals ruled that the student| | | was not denied due process because Texas law states | | |Approximate Date(s): December 1, 2000 |that a teacher is immune from being sued for a criminal| | | |offense if he or she is acting reasonably (NA, 2000, P. | | |8, 2) | | |Case 2: Educator as Defendant |In this case, sports players were suspended for |I do not agree with this ruling for the fact that teachers will soon | | |creating a brawl after a game. become scared to discipline students. If that happens teachers can be | |Name of Case: Wood v. Strickland | |found negligent and not acting in their c apacity as educators to be sure | | |This case â€Å"found that if public-school teachers or |that their students is safe, opening the doors for more legal issues. | |principals knowingly violated a student’s due-process | | | |rights, they could be held personally liable for | | |Approximate Date(s): |financial damages (Arum, R, 2004, P. 43). | | |Case 3: Student as Defendant |A student is saying his right to free speech was |I do not agree with this decision, the teacher was acting in the defense | | |violated and one. The student held a banner stating |of other students and has a right to stop anything that is causing a | |Name of Case: Morse v. Frederick |â€Å"bong hits for Jesus. † The principal in this case went |disruption of other students. | | |across the street and confiscated the banner and | | | |suspended the student for 10 days. The later ruling by | | | |the 9th U. S. Circuit Court of Appeals ruled that she | | |Approximate Date(s): January 2002 |can be held personally liable for her decision. (Cook, | | | |G, 2007, P. -7) | | |Case 4: Student as Defendant |This case is concerning a gang member Cesar Sarausad |I agree with the fact that the students was convicted, it is not okay for | | |and he is challenging his â€Å"conviction as an accomplice |violence of any kind and the police did have substantial evidence to prove| |Name of Case: Waddington v. Sarausad |in a March 23, 1994, drive-by shooting at Ballard High |that he was involved. The fact that other students have died in crimes | | |School that killed 16-year-old Melissa Fernandes |that have the same nature does not excuse him from guilt. | | |(Walsh, M. , 2008, p. 7)† | | | | | | |Approximate Date(s): | | | References Type references here in APA format. 5th Circuit Upholds Laws on Corporal Punishment. 12/11/2000. Education USA, Aspen Publishers Inc. Vol. 42 Issue 25, p8, 2p. Retrieved June 28, 2009, from http://web. ebscohost. com/ehost/pdf? vid=16hid=117sid=a9655997-8683- 4f52-ad93-7b6d27e01896%40sessionmgr107 Cook, G. (2007). American School Board Journal. A sign of the times. Vol. 194 Issue 5, p6-7, 2p, 1c. Retrieved Retrieved June 28, 2009, from http://search. ebscohost. com/login. aspx? irect=truedb=aphAN=24690796site=ehost-live Arum, R. (2004). National Review. Sparing Rods, Spoiling Children. Vol. 56 Issue 19, p43-44, 2p. Retrieved Retrieved June 28, 2009, From http://search. ebscohost. com/login. aspx? direct=truedb=aphAN=14737017site=ehost-live Walsh, M. (2008). Education Week. Court Takes Case Arising From Shooting at School. Vol. 27 Issue 29, p17-17, 1/3p. Retrieved Retrieved June 28, 2009, from http://search. ebscohost. com/login. aspx? direct=truedb=aphAN=31660343site=ehost- live

Social media

Social media Throughout the world, more and more people are using the Internet and have registered accounts on social networks, for example Facebook, LinkedIn, YouTube, Twitter and Instagram. Social network is an incredibly powerful tool. At the click of mouse, one can get entertainment, information, news or data about almost anything in the world. Besides that, we can connect to anyone in the world via social networks across the world instantly. The distance of thousands of miles does not matter. This is amazing. It is very useful especially for parents with children studying abroad as they can save the cost of long distance calls. However, we are facing some issues when using social media.From my experience, the most common issue that people might face when using social media is privacy issue. People may get all sorts of confidential information from us via the social networks. They can track information about us and perhaps use the information to cheat us.English: CrazyFriendz is the free onli ne social ne...Many of the struggles and strengths faced by young people as digital natives are caused by a lack of awareness, communication and sometimes a lack of outside influences such as parents or caregivers.Undoubtedly the Internet has vast positive benefits and influences in widening the knowledge of young people, as it keeps young people who are computer literate informed with everything in their lives and the lives of others by the simple click of the mouse. The Internet and social networking opens young people up to a world of information at their fingertips faster and easier than ever before; with access to the likes of online libraries and databases increasing education (Morimoto, Friedland, 2011). Studies show that the primary use of the internet is communication, as increasingly young people are using the internet and particularly social networking sites such as Facebook and Twitter to communicate with people...

Abstract Article Example | Topics and Well Written Essays - 1500 words

Abstract - Article Example These differences were pointed out various experts and authors, which have been featured in articles. So, this paper focusing on two articles titled Mentoring and coaching: what’s the difference? Written by David Macafee and Bob Garvey and Coach, Mentor: Is there a difference? written by Matt M. Starcevich will first provide a summary of the article, followed by the discussion of the main issues in both the articles and its impact organizations, finally ending with a contrast and comparison with the text titled Employee Training and Development written by Raymond A. Noe. David Macafee and Bob Garvey start of their article by providing details about the origins of the word and practice of mentoring and coaching. Then, before focusing on the differences, they first start off by providing the similarities between coaching and mentoring. In the main body of the article, the authors discuss coaching and mentoring separately, but in that discussion, they point out how both of them differ in the purpose and in the process. That is, they opine that mentorship is a long-term beneficiary act, while coaching is a short-term performance-oriented act. In the subsequent paragraphs, the authors discuss the difference by focusing on the applications of coaching and mentoring, and how they are applied differently in differently. The authors mainly point out how coaching has become more commercialized than mentoring. The authors Macafee and Garvey end the article by stressing the importance of having good and effective coaches and mentors, and how they can bring out positive effects on the employee and thereby the organization as a whole. On the other, in the second article, its author Starcevich begins off his article by pointing about an on-line survey conducted â€Å"to define what protà ©gà ©Ã¢â‚¬â„¢s felt were the attributes of effective mentoring relationships† (Starcevich, 2007). Then he jumps in the main

Improving the Use of Medicine Essay Example | Topics and Well Written Essays - 2250 words

Improving the Use of Medicine - Essay Example The publication about this campaign was first reported in the Health Department report titled â€Å"Building a Safer NHS for Patients: Improving medication safety†Ã‚   (National Patient Safety Agency, 2004). Afterwards in 2006 the Health department of UK reviewed the patient safety-first policies. This was after they launched the first movement towards creating awareness and emphasizing on patient safety. However, this process was not an easy journey as the department experienced several challenges on the way while trying to deliver and implement this awareness. Consequently, the outcome of the first movement is what led to the recommendation to come up with a campaign for England’s NHS   (National Patient Safety Agency, 2011). A campaign was, therefore, devised that would support and promote the implementation of interventions. The interventions were to develop the welfare of patient care and consecutively contribute towards strategizing and providing Patient Safety First initiative (National Patient Safety Agency, 2009a). In 2007, a team known as the Safe Medication Practice at The National Patient Safety Agency (NPSA) produced a report on a campaign that seeks to improve the use of medications in the NHS. The campaign dubbed Safety in Doses seeks wrote a report that entailed detailed information on usage and incidents of medication. The report seeks to educate medical field, and those related to the medical field on important facts about medication incidents from various departments and show these incidents can be avoided. This paper will look at the main aims of the campaign and its effect on the distribution of patient care by NHS. AIM: The main aim of Safety in Doses initiative was to identify the weaknesses that arise in current medication practice. In the process, there is need to come up with ways in which healthcare staff and organizations

Managing Diversity Essay Example for Free

Managing Diversity Essay 1. Put forward a business case for taking a managing diversity approach at Hinchliffe Cards. Britain now has one of the most diverse workforces in the world, consisting of a wide range of religions and ethnic backgrounds. However, diversity is not just acknowledged in terms of religious and ethnic origin. It can refer to political beliefs, age, sexual orientation, nationality, colour, etc. Therefore, it is absolutely paramount that diversity is managed effectively in parallel with Britain s rapidly changing social society. The need to manage diversity is even greater after the events of 9/11 as the worlds societies have become more politically charged and involved than ever before. Attached to diversity is the concept of equality from which any contentious questions arise. One such issue is the extent to which UK organisations are fair when it comes to offering equality of opportunity to minority groups in employment. There is a wide range of elements involved in managing diversity including legislative considerations, the handling of equal opportunity issues, as well as the aims of making managing diversity work for organisations. The traditional approach has focused on using the legislation driven equal opportunities route in tacking issues of diversity, and the broad aims of managing diversity are similar to that of equal opportunities, but managing diversity has a more internal focus. Many of these aims are bound up with the various legislation that outlaws discrimination on the grounds of sex, pay, race, disability and criminal record: * Sex Discrmination Act 1975 and 1976. * Equal Pay Act (Amended) 1983. * Race Relations Act 1976 (Amended 2000). * Disability Discrimination Act 1995. * Rehabilitation of Offenders Act 1974. So why should organisations make the most employee diversity? Well, as mentioned previously, the make-up of our society is changing, and businesses must reflect this change. Wheatley, (p, 30, 2000) highlights three important trends that exist and are continuing to develop further. Firstly, the UK population is ageing fast. In 2000, there were 1.5M fewer 16-25 year olds entering employment than in 1987. Secondly, ethnic minority groups made up 5.5% of the total UK population at the time of the 1991 census. Thirdly, women now are a large and significant proportion of the UK workforce. Generally, the management of equal opportunity issues involves a social responsibility on the part of the individual organisation, objective consideration when taking selection decisions, develop a reputation for managing diversity, creating a more healthy business environment including high staff morale. Managing diversity also holds huge significance for business growth. Managing diversity also entails issues of organisational culture that refer to an organisations norms, values and beliefs. A diverse organisation in which there is a broad mix of people will add to the social dimension of the organisation and help to reduce the under-representation experienced by minority groups. Managing diversity is an internally driven proactive mechanism that acknowledges the interests of these groups. Moreover, at a strategic level, managing diversity involves: * Board level participation, responsibility and accountability on diversity issues; * Links to all business plans and benefits at all levels; * Employee ownership of diversity objectives; * Commitment of resources for training and research; * A proactive diversity approach to recruitment, marketing and supplier selection; * The building of diversity issues into recruitment, performance and reward systems. Source: Wheatley, (p. 32, 2000) Managing diversity focuses on the individual as opposed to Equal Opportunity (EO) that focuses on treating individuals as groups. Managing diversity (MD) goes beyond the EO perspective. It acknowledges differences in a more positive light. It does this by intending to proliferate staff performance, generating greater flexibility in the workforce and working practices as well as making organisations more equitable. It endeavours to use the differences to the benefit of the organisation. As stated by kandolla and Fullerton, the concept of managing diversity is founded on the premise that harnessing these differences will create a productive environment in which everyone will feel valued, where there talents are fully valued, where there talents are fully utilised, and in which organisational goals are met1. Whilst EO is legally driven, and subject to the achievement of the performance target, MD seeks to accommodate diverse interests. MD will also enable organisations to become a good corporate citizen, by ensuring that the workforce reflects the (local) population. Moreover, having a diverse workforce will help organisations explore new markets or client groups as MD adds to the social dimension of the organisation. This is particularly relevant after the events of 9/11, which require good understanding of race and cultural issues. In a business sense, it is important to have a workforce that understands diverse cultural backgrounds, especially as businesses become more internationalised. As stated above, MD uses individual differences and recognises them as strengths and talents, which help to dismantle barriers which otherwise prevent them from doing so. MD also brings with it in-built proactive measures such as maternity leave, flexible working patterns etc By doing so, organisations can improve their efforts in meeting their customers needs and increase their organisations profile. Under MD, people are acknowledged as the nucleus the organisation, and organisations can benefit from the following: * MD recognises that female managers have distinct managerial styles and abilities; * Mature workers can offer organisations increased reliability, stability, quality, experience and overall efficiency; * Members of ethnic groups can provide a rich and cultural experience at work; * Disabled people can offer highly developed problem solving and analytical skills because they operate in an inaccessible environment; * Individuals can feel confident in their abilities and their contribution to the organisation; * MD will add to the creative side of the organisation; * MD views employees as an invaluable asset; * MD recognises the need for n-going training; * Increased emphasis and responsibility to diversity issues; * Better recruitment, retention and performance systems. MD provides a more transparent and proactive method of dealing with employee diversity. This involves a fundamental transformation of the organisations working practices, making it more staff-friendly, re-consider the management structure and introduce more fairer recruitment and retention procedures. MD eliminates barriers to opportunity by recognising differences of individuals as positive strengths that can be used to develop a culture of diversity. Successful companies are those that are able to monitor and meet shifts in social expectations, to control risks and to anticipate market opportunities. Businesses that have the vision and the will to create an enabling environment for diverse parts of the community will prosper. 2. Analyse how the human resources activities might have to be changed at Hinchliffe Cards and make recommendations based on your analysis. The main problem the company is having is managing diversity while the organisation is evolving. The case study highlights many issues, which are fundamentally flawed in creating a more diverse productive organisation. At present 70 % of Hinchliffe Cards workforce is made up of women. There is only one woman manager within the organisation dealing with HRM, which is not a primarily authorative role. These statistics are very worrying when you consider that projections show that in less than ten years time there will be two million more jobs within the economy 80% of which will be filled by women2. In order to meet with theses changes Hinchliffe Cards would have to consider having more women in leadership and decision making positions. Many factors may have led to this lack of women in senior positions, like discrimination due to family commitments, womens lack of confidence, the attitudes of senior executives or even men seeing women as a threat. Nevertheless organisations which fail to utilise the potential of women managers will be commiting economic suicicde'(Davidson, 1991). As women managers come with many potential benefits i.e, participative and caring management styles . Hinchliffe Cards have also started to use casual labour during the spring months to deal with the Christmas demand. Over this period they use 20 casual workers to help operate some of the more sophisticated machines during this period. This is due to the current shortage of skill within the industry. This has been met by much discontent from the full time worker who doesnt believe they have the same pride in their work, which affects its quality and ultimately the workforces bonuses. Hinchliffe cards should really be working trying providing a positive learning environment for all staff. A positive learning environment is one in which the values of the organisation include the expressed and acted on belief that the development of its human capital through effective learning is necessary or achieving a competitive environment. The existence of such a environment depends on the active encouragement and support of top management, the belief by lie managers that learning and development activities pay off, and the extent to which the workforce are motivated to learn The female workers are also complaining about the opportunities open to them within the company, as they have not been trained on the complex machines. They feel left out as these machines offer the highest rewards in terms of bonus. In addition to this they are also concerned about the long hours they are made to work during peak periods, which is seen to interfere with their family life. This shows discrimination towards the female staff in using more complex machinery. This is bad for Hinchliffe cards because taking action on diversity and equality has many benefits for the organisation. According to government research it can lead to better recruitment and retention- followed with better morale and performance. If this discrimination and unfair treatment can be reduced, it can have a knock on effect on grievances and relations in the organisation. This can reduce absenteeism and labour turnover by enhancing employees attachment to the organisation and have a positive effect on labour productivity. Concerns about being able to balance family life with work is also a major problem. The costs for businesses who dont meet these needs can be striking. According to british industry, sickness and absence costs cost employers around à ¯Ã‚ ¿Ã‚ ½10 billion a year and 30% of this may be related to stress. In a recent survey, over a fith of women said they would change theyre jobs for more flexible arrangements. Employers may incur additional costs in adopting policies to support work-life balance, including increased managerial worloads. Such costs are however generally outweighed by the gains in achieveing strategic objectives. Hinchliffe have also recently outsourced their work to in home workers to cope with recent demand for handmade products. These workers are mainly women from ethnic groups and the company is experiencing a high rate of labour turnover. Due to this the company is thinking of investing in a team of in house designers employed officially by the firm who can be based in the firms headquarters. However the majority of the women arent interested in this option as they fit theyre work around looking after small children. They believe theyre getting a rough deal from the company as materials are often not delivered on time and theyre has been some talk of covert racism form the company. Senior managers also believe there is position for the company to expand into the EU. The company however would have to be equipped with a workforce with a more diverse range of skills from sales and marketing staff. This would mean being able to speak a different European language and be comfortable dealing with managers from different cultures. The current sales and marketing staff however lack these skills. References 1. Bunderson J S and Sutcliffe K M (2002) Comparing alternative conceptualizations of functional diversity in management teams: process and performance effects, Academy of Management Journal, Oct 1, 2002 v45 i4 p875(19) 2. Caudron, S., (1990) Monsanto responds to diversity, Personnel Journal, 41, 72-80. 3. DNetto B and Sohal A S (1999) Human resource practices and workforce diversity: an empirical assessment, International Journal of Manpower, Volume 20 Number 8 1999 pp. 530-547 4. Jackson, S.E., May, K.E., Whitney, K., 1995, Understanding the dynamics of diversity in decision-making teams, Guzzo, R., Salas, E. and Associates, Team Effectiveness in Decision Making in Organizations, Jossey-Bass, San Francisco, CA, 204-61. 5. Jenner L (1994) Diversity management: what does it mean, HR Focus, Jan 1994 v71 n1 p11(1) 6. Kandola R and Fullerton J (1994) Managing the mosaic diversity in action, IPD (1994), p19 7. Morrison, A.M. (1992) The New Leaders: Guidelines on Leadership Diversity in America, Jossey-Bass Publishers, San Francisco, CA. 8. Mullins L J (2002) Management and organisational behaviour, 6th edition, Prentice Hall, Essex 9. Personnel Journal (1994) Diverse networking prompts change, Personnel Journal, August 1994 v73 n8 pS20(2) 10. Personnel Journal (1995) Open the corporate closet to sexual orientation issues, Personnel Journal, August 1995 v74 n8 p42(7) 11. Peters T (1993) Video Management revolution and corporate reinvention, BBC for Business. Cited in Mullins (2002). 12. Schreiber, C.T., Price, K.F., Morrison, A., (1993) Workplace diversity and the glass ceiling: practices, barriers, possibilities, Human Resource Planning, 16, 2, 51-69. 13. Soni V (2000) A Twenty-First-Century Reception for Diversity in the Public Sector: A Case Study, Public Administration Review, Sept 2000 v60 i5 p395 14. Zeffane R M and Mayo G (1994) Career Trends and Staffing Strategies in the 1990s, International Journal of Career Management, Volume 06 Number 5 1994 pp. 30-35 1 Armstrong, M. (2003)A handbook of Human Resource Management practice (9th edition). P133 2 www.dti.gov.uk/bestpractice/assets/bdciv.txt

Deep Sea Fish Adaptions Essay -- Marine Evolution Sea

The discoverer of the titanic, Dr Robert Ballard famously referred to the deep sea as ‘far more alien than going to mars or the moon.’ The deep sea is one of the largest virtually unexplored ecosystems on the planet; it is found at a depth of 1000 fathoms [1] and is subject to adverse changes in temperature, pressure and light penetration amongst other factors. Therefore as expected fish decrease in abundance, and species diversity. This trend is prominent as in order to survive the harsh conditions of the deep sea, fish need a number of specific adaptations. Allowing them to ultimately survive, feed, and reproduce. The deep sea is one of the most hostile environments in the world, which a living organism is subjected to. As you progress from the surface (the epipelagic zone) through to the abyssopelagic zone near the basin of the ocean; the environmental characteristics begin to alter dramatically. Light, pressure, oxygen, temperature and food are abiotic factors that have all led to the fascinating adaptations of deep sea life. Pressure alone increases by 1 atmosphere for each 10m in depth which is an astonishing rate. The deep sea temperature remains between 2-4Â °c, which is just another factor inhabitants must overcome in order to survive, along with a reduced quantity and accessibility of essential factor’s like ;oxygen, food and light[3]. From the surface to its deepest depth the ocean is 11km deep, and with this distance comes a vast change in physiological feature of fish as they try to survive the changing conditions. The bottom of the deep sea exists in darkness as little light penetrates through the surface. Therefore most inhabitants have to rely on their senses to survive. The fish require light to survive; they ... ... any environment but in the deep sea the fish have had to evolve immensely just to survive. Works Cited [1] http://www.bbc.co.uk/nature/habitats/Deep_sea [2] http://www.seasky.org/deep-sea/ocean-layers.html [3] http://marinebio.org/Oceans/Deep [4] http://www.suite101.com/content/adaptations-of-deep-sea-fish-a230044 [] [6] http://www.eoearth.org/article/Bathypelagic_zone?topic=49523 [7] http://www.allthesea.com/Deep-Sea-Fish.html [8] http://www.suite101.com/content/adaptations-of-deep-sea-fish-a230044#ixzz17YRH7Amz [9] Deep sea and extreme shallow water habitats: affinities and adaptions by Franz Uiblein, Jorg Ott and Michael Stacowitsh 1996 [10] http://www.marinebiology.org/fish.htm [11] Adapted from http://www.mbari.org/earth/mar_tech/EITS/ob_deep/od_back.html [12] http://sanctuarysimon.org/regional_sections/deepSea/overview.php

Le Ly Hayslip: Between East and West

The West has always been generally regarded as a negative force upon Asian cultures in the sense that the introduction of Western ways brings irrevocable changes that stains the purity Oriental cultures. On the other side of the fence, the West has always regarded the East as a land of exotic people, stubbornly clinging to their old ways, refusing to change with the times. Indeed it is a clash between the immovable rock and the irresistible force, and people in the crossroads get caught and get lost in the maelstrom, with a few coming out unscathed. Le Ly Hayslip’s book When Heaven and Earth Changed Places chronicles such a struggle. It is a poignant book that captures the rending of one’s soul, when one is caught between the need to change and the desire to cling to the old and the familiar. The encroachment of the West first took place within the context of the Vietnam War, when the United States allied itself with South Vietnam against the communist North. More than a book about how war changes a life, the book is about how Le Ly Hayslip straddled the East and the West and how she managed to keep herself whole and survived. The book captures the epic life of Le Ly Hayslip, from her childhood, to her life as a young woman escaping to the United States, to her return to her native land, some twenty years after. This paper seeks to take a look at Le Ly’s life at three important milestones and understand how the West has imposed itself upon her world and how it changed her life as well as those of the people she loved. The West first came into Le Ly’s life when she was still very young. Perhaps in an uncanny prediction of her destiny, her village straddles the border between the conflicting South and North Vietnam. Their lives were constantly being pulled by soldiers from each side and their loyalties were constantly shifting and the people were under constant threat of violence and threat to their lives. Le Ly captures the simplicity of their life as well as the suffering they endured at the crossroads, â€Å"Although the land remained fertile, farming was often interrupted and the whole village came close to destruction.† (5) While the influence of the West is not so direct in this case, it can actually be seen in the civil war that is going on in her country. For a long time, Vietnam has been a colony of France, and it was only after World War did Vietnam finally gain its independence. However, the fledgling country soon fell under the shadow of communism through the influence of China, which in turn was being controlled by the Soviet Union. In light of this, it might be said Western imperialism has been affecting Le Ly’s life from the day she was born. The desire of the Soviet Union to spread the communist ideology is the reason why South and North Vietnam are at war. When Le Ly was 14 years old, Le Ly and her friends worked as lookouts for North Vietcongs. The South discovered what she was doing and she is arrested and tortured. When she is released from prison, the Vietcongs regard her with suspicion and sentence her to death, charging her with espionage. However, instead of killing her, the two soldiers tasked with carrying out her sentence raped Le Ly instead. It was at this juncture that Le Ly left her village to work in the town of Saigon. In Da Nang, she took on several jobs, working as a maid, a black-market vendor, and a prostitute. It was at this stage of her life that Le Ly met several Americans. Her bad experiences in the hands of the Vietcongs as well as the relatively good treatment she received from the Americans have changed Le Ly’s values and allegiances. This relatively pleasant encounter with the West has planted in Le Ly the desire to leave Vietnam and start a new life in the United States. She saw the West as a land of promise, where she can escape from all the violence and war in the East. She saw a chance when Ed, asks her hand in marriage, after which, they immediately left Vietnam with her son in tow. When Le Ly left for the United States, she longed to someday return to her home land, but she was also unsure if she will ever have that chance. In the United States, she gets down to settling to a new life, resolved to leave the past behind. Of course that is easier said than done, and her love for her family and the longing to return to Vietnam never left Le Ly. This desire became stronger when Le Ly found prosperity and success in the United State. After so many years of living as an American, Le Ly returned to Vietnam. In all her years living in the United States, she managed to stay true to her eastern roots. The Buddhist ways that Le Ly’s father taught her served as the anchor of her identity, and she never gave up this part of her that she held sacred. Between the East and the West, Le Ly found a haven in the love and respect that she had for the two countries that she calls home. And that perhaps is the reason why Le Ly was able to reconcile the conflict and rage that was tearing her soul apart. She soon comes to an understanding and by her own words Le Ly thus describes the freedom and wisdom in living a life of compassion, Vietnam already had too many people who were ready to die for their beliefs. What it needed was men and women – brothers and sisters – who refused to accept either death or death-dealing as a solution to their problems. If you keep compassion in your heart, I discovered, I discovered, you never long for death yourself. From my father’s death, I had finally learned how to live. (383) References Hayslip, L. L. (1993). When Heaven and Earth Changed Places: Tie-In Edi