The Debate on E-learning: Advantages and Disadvantages

The Debate on E-learning: Advantages and Disadvantages People have different opinions about e learning. Some people think that e-learning is innovative and it reduces the time and distance barriers of education while the other group thinks that e-learning leads to feelings of isolation and frustrations (Handzic Ho-hur, 2005). E-learning can be defined as using network technologies to create, foster, deliver and facilitate learning, anytime and anywhere (Liaw, 2008 cited in Duan et.al., 2010). Due to globalisation corporations have to deal with more complex and uncertain situations nowadays. To survive and succeed in this environment the organisations have to keep up with the pace and have to be more innovative and efficient (Handzic Ho-hur, 2005). It is important to keep the employees up-to-date not only in the technology but also with the implications which use the technology and yield for more efficient and effective working (Newton Doonga, 2007). Corporate e-learning can be done in the form of e-training. Newton (2007) Doonga (2007) define Entraining as an environment in which training or instruction in a range of skills or techniques can be developed using computer technology. The purpose of this paper is to identify the benefits limitations of corporate e-learning to organisations. Corporate E-learning is the future of the business world. Corporate want to save more and more costs by having more corporate e-learning rather than sending their employees to different locations for getting the required training. Literature review Secondary Data: The literature review will discuss the various advantages and limitations of e-learning. The literature reviewed considers both qualitative and quantitative analysis in their research. The purpose of the literature review is to find gaps in the study that has been conducted on e-learning. This includes benefits, limitations and purpose of e-learning. Following are the benefits of e-learning: 1. Technological changes increase the velocity of work environment:   Technology has changed the way people live, work, think, and learn (Urdan Weggen 2000). The work force of today has to be on their toes to get a contract, to achieve targets and all the challenges that come their way. They have to understand a lot of information in a short span of time. The rate at which new products and services are introduced in the market is extra ordinary. As production cycles and life spans of products continue to shorten, information and training quickly become obsolete (Urdan Weggen 2000). The training managers have to deliver the services more efficiently and quickly. Training managers feel the urgency to deliver knowledge and skills more rapidly and efficiently whenever and wherever needed. In the age of just-in-time production, just-in-time training becomes a critical element to organizational success (Urdan Weggen 2000). 2. Cost Savings: Strother citing Newton Doonga (2007) assesses the effectiveness of e-learning in corporate training programs and gives some very impressive examples of à ¯Ã‚ ¬Ã‚ nancial beneà ¯Ã‚ ¬Ã‚ ts of corporate e-learning. She quotes that IBMs reported saving of $200 million in 1999 through conversion of their training delivery methods to e-learning, Ernst and Youngs reduction of training costs by 35% gained by replacing 80% of classroom instruction by using e-training and Rockwell Collins reduction of training expenditure of 40% by converting 25% of their traditional instruction to e-training (Newton Doonga, 2007) . Corporate e-learning also saves on the travelling of the trainers which can be used as optimum use of their skills.   3. Accessibility Flexibility of delivery: Schriver Giles 1999 prove that one of the benefits of e-learning us the accessibility and flexibility of delivery. It is cheaper to deliver the projects through reduced opportunity costs and reduced time away from work. It also helps to reach the wider constituencies, also to the most remote areas.  Ã‚   4. Globalization of business is resulting in manifold challenges: Advances in information technology and falling trade barriers facilitate business around the globe. As borders become less meaningful, global competition intensifies. International expansion has led to larger and more complex corporations. Todays businesses have more locations in different time zones and employ larger numbers of workers with diverse cultural backgrounds and educational levels than ever. Thus, more information has to be delivered in increasingly larger organizations, challenging internal planning, logistics, and distribution. Corporations worldwide are now seeking more innovative and efficient ways to deliver training to their geographically-dispersed workforce (Urdan Weggen 2000).   5. Trainees learn at their own pace: The trainees can take their own time in understanding the concept and dont have to rush. E-learning also helps them to have the training material in their gasp whenever required. Also it can be referred whenever needed (Elliot Clayton, 2007).   Community building and Interactivity (Handzic Ho-Hur, 2005): E-learning helps in community building and increases a lot of interactivity between the trainer and the trainee between different parts of the world. A research was conducted in state of online learning in U.S. higher education. The study was aimed at answering some of the fundamental questions about the nature and extent of online education based on responses from more than 2,500 colleges and universities. The below graph indicates the growth of students taking at least one online course. Limitations of e-learning: E-learning limitations can be categorized as technological limitations, personal issues and design limitations (Wong, 2007). Technological limitations: Wong 2007 believes that for e-learning you need to have a computer or a laptop to have access to e-learning. Rumble (2000) cited in Wong (2007) says that e-learning comes with benefits such as unlimited access 24 hours, 7 days a week, this privilege does not seem to be feasible for some people in rural areas due to the inability to access Internet services. The Internet penetration rate in Malaysia is only 31.8 % (Phang, 2004 cited in Wong, 2007). Good internet speeds are the basic requirement and these are only available in few places and not in all. Bose 2003 cited in Wong 2007 mentioned that, while it is feasible to access to high-speed bandwidth within the university campus, it becomes a problem outside the campus, where Internet facilities are less sophisticated. Handzic Ho-hur (2007) say that a lot of researchers think that e-learning lead to feelings of isolation, frustration, anxiety and confusion.   Personal issues (Wong 2007): Lack of personal technological skills can be an issue in e-learning. The new people coming and joining e-learning might feel clueless as they dont have a teacher to guide them.   Elearners have to be techno savvy. Hamid (2002) cited in Wong (2007) stated that technical skills could cause frustration to e-learning students due to the unconventional e-learning environment and isolation from others. Dringus (200) cited in Macpherson et al. (2004) agrees Hamid saying that e-learners may be unable to sustain their momentum unless they have right skills and they are self motivated. Design Limitations: Poor design of the e-learning courseware is a major issue for learners and e-learning providers Ivergard Hunt (2005) cited in Wong (2007). The design should be easy to understand so that the learner has the motivation to learn. Courseware design should be tailored to the needs of the learners: it should be easy to use and students should have easy access to guidance and information (Howell, Williams Lindsay 2003; James-Gordon, Young Bal, 2003 cited in Wong 2007). The following example explains how China adopted E-learning with the help of 5 influential factors (Duan et al., 2010). Another example of corporate e-learning is taken up by Japan. The Japan e-learning market reached 1350 billion yen in 2004, an increase of 41.3% from 2003 (Schnack, 2005). Traditional learning: Traditional learning is sitting in the class physically and taking lessons. The traditional classroom setting adds value in terms of instruction clarity. Traditional learning is available almost every part of the world where education is available. Students and the teachers are comfortable with the classroom environment as they have been always used to it. Teaching in this environment is more informal (Chen Jones, 2007). Traditional classroom teaching gives an opportunity to the students to ask spontaneous questions in the class. The teacher can answer to the queries of the students right in the class. Traditional learning gives opportunity to students to interact with other students and have live discussions on topics and have different opinions on one concept. Interaction between students is an important part of individual development. Teachers use situations to explain concepts to students which give them a practice to think on the spot and come up with solutions in a quick time (Lunce, 2006). Studies on e-learning have identified lots of benefits like cost savings, flexibility and accessibility of delivery and community building and interactivity (Newton Doonga). Also there is extensive research on the limitations of e-learning. The biggest difference between the two learning is the delivery methods so it is very important to do a proper research in this matter to find the differences. Important goal of this study was to be able to make meaningful comparisons between two delivery methods (Chen Jones, 2007). Mind the gap: Studies on e-learning have identified a lot of benefits and limitations. There is not a lot of research done on the difference between traditional room learning and  e-learning. This research will give us an idea about what do people prefers? Though there are many benefits proven but its the people who will be using e-learning in day to day life, so it is very important to take their opinion into  consideration. In other words we will try to find the user friendly of e-learning in the opinion of the people using this. This research will also give an idea to the people planning to take up e-learning in future. This research should be able to justify the benefits and limitations of e-learning in comparison to the traditional classroom learning. Research question: What do people prefer, e-learning or traditional classroom learning and why? Research Design: Methods, Methodology Data Collection: Methods are the techniques that are used to collect and analyse the data. Methodology determines whether the implementation of particular methods is successful or not (Veal. The method that can be used for this will be quantitative qualitative methods. The qualitative methods will help gathering information in depth and will be more subjective. The quantitative research will be more objective and will be analysed more statistically. Qualitative methods Samples / Focus groups: People from different organisations who use e-learning, a sample will be from organisation which does not use e-learning, a group of students who use learning and the last group who does not. Focus groups can be made and asked about the benefits of e-learning and traditional learning. This debate will give a good knowledge about the thoughts of people about both the concepts. The findings from the focus groups will help us to prepare the questionnaire for the in depth interviews. Different questionnaires will be used for different groups. As the demographics of each group will be different the questions have to be prepared keeping the purpose of the research in mind. Questions asked to the organisations using e-learning will be mostly based on the benefits, limitations and the improvements to be made in e-learning, while on the other side the non user group will be educated first about e-learning and then asked whether they will be keen to move to e-learning. The questions will be based on workplace e-learning. Same technique of two different questionnaire used for two groups will be used for the student groups but with different set of questions which will be more based on e-learning school education. In-depth interviews: The questionnaire made with the help of the findings of the focus groups will be explanatory. In-depth interviews will give an insight of the thinking of people regarding these concepts. The in depth interviews questions will be connected to each other. Quantitative methods: Surveys: Surveys will be conducted in general to get statistics of the number of people interested in e-learning or traditional learning. The questionnaire of the survey will be a mix of open ended and close ended questions. The questions in this survey will be more general to get the numbers only, like how many people are interested in e-learning and how many in traditional classroom learning. Data Analysis: Data Analysis will be divided into 3 different stages: Data Reduction: The irrelevant data will be discarded and only the data which is necessary and related to the research topic will be kept. Data Display :The data will be displayed with the help of graphs and tables as visual graphs can give a better understanding of the data. Conclusion: The findings and the important stuff of the research will be entered in the form of a report. These conclusions are stored so that they be used for future researches as well. Conclusion: As seen through the various journals and sources related to e-learning, it is quite obvious that the story is rather two-fold. There are studies conducted to test the worthiness of e-journal, whether people prefer to use this method, but as indicated earlier, there isnt much research on comparing the traditional classroom method of teaching with the so-called future of teaching e-learning. Where corporate are required to provide knowledge through interdisciplinary areas of the organization, e-learning tends to be a cost-saving method of knowledge dispersion. Though this might be true, there are a lot of people who prefer human interaction, rather the traditional method of learning. Based on this, I decided that future research can be conducted to find out what types of industries, entities or any such establishment, hence an increased number of surveys throughout the workspace spectrum are extremely important to find out the preferences of people in different parts of the globe.

Biddy’s Bakery: Operations Management Essay

1.Elizabeth’s largest challenge considering her capacity needs, is that she outgrew her first facility’s capacity and then decided to move to a much larger facility where she realized she had considerably more capacity than needed for her business. Elizabeth is essentially paying for a facility she is not utilizing fully; therefore her sales expectations are not being met because of the bills she needs to pay with unused space. Elizabeth should have researched more into the facility layout before deciding to up and move her business to a new location. With considering this first, she could have accurately decided if the new building was the right fit for the arrangement of resources in the facility to enhance the producing process. 2.The proposal the business students at the university made for Elizabeth might not be the correct structure for her business due to the layout they are proposing involving a repetitive operation design. With a repetitive operation, the product variety is low, the degree of standardization is high, and the throughput time is shorter. These are all characteristics that would not fit the business for a bakery. Her operation is Intermittent. A bakery is labor-intensive, because of the specialized orders taken by customers that Elizabeth and her business takes pride in. The workers need to be able to perform different tasks, depending on the processes needed of the products being produced. The student’s just proposing the production of the McDoogle pie in large volumes, changes Elizabeth’s whole operations from Intermittent to Repetitive. She would need to create an assembly line type of organization and still suffer from unused capacity because she would then be cutting out a large part of her companies products by no longer taking special request orders. 3.Elizabeth’s bakery is Intermittent involving the use of project processes, batch processes, or a combination of the two. With a repetitive operation, the one the students suggest, would involve line processes or a continuous process both operating on a standard product produced quickly but with little to no customization of the products. Repetitive operations are not only large volume with little customization; they are highly capital intensive where Elizabeth’s operation is labor intensive needing specialized with workers with a variety of skills. 4.The business would be very different if Elizabeth decides to accept the university student’s proposal. She would be changing her whole operations system and would need automation equipment since she would only be producing one type of pie rather then the variety she has been used to. She would also have fewer inventories and mainly have to organize the layout differently to accommodate the new processing needs. The time however, would be increased and she would possibly see an increase in sales. The mission she originally set-forth with her business was producing a variety of baked goods with old-fashioned style and taste. With accepting a repetitive design, her mission statement would not be altered. 5.I mainly would suggest keeping an Intermittent design in the new building because Elizabeth’s business requires a variety of workmanship qualities not available with mass production. By accepting the student proposal and having her pies sold in a store, would mean she would be competing on a scale she is not used to which is price. With customization, she can keep her prices relatively high. Elizabeth may need to hire more skilled workers in her field in hopes of making her through process faster and inevitably, her baked goods to her customers sooner. By making her business focus more on the McDoodle pie in the new building is not entirely out of the cards. Elizabeth could have both an intermittent and repetitive structure with the purchase of some automation to help speed up certain processes while keeping the layout design in the building separate. Most of her sales come from that pie so a larger percentage can be focused on that pie. FMS is a way for Elizabeth to have an automated system while still combining the flexibility her intermittent operation has to offer, with the efficiency still in tact of continuous operations. With this idea of combining some technology with her operation but still keeping her grouping technique of workstations, may help speed up her process and keep her variety baked goods in the hopes of increasing sales to help with bills while eliminating unused space so Elizabeth can work at full capacity.

Organisational behaviour case study Essay

Introduction The main goal for any business has always been to increase profit margins. In the past the companies focused only on the number of productions and other technical issues, whereas other aspects, such as human recourses management, were not valued as of high important. These days, business environment has changed dramatically. It is believed that organisational behaviour is one of the main areas for potential improvement in order to run a sustainable business (Robbins et al 2011, p.8). This case study will examine the internal management strategies of Westpac group (Westpac), one of the four main banks in Australia. It shows how Westpac uses organisational behaviour principles to increase job satisfaction to motivate its employees. It will also explain how the company supports its employees in conflict situations and analyse the leadership styles of the bank’s Chief Executive Officer (CEO), Gail Kelly. Studies have shown that using the appropriate organisational behavioural tech niques can promote a motivated, satisfied and conflict free work force, but how does Westpac motivate its staff and how satisfied are its employees in their job roles? Job satisfaction and motivation Westpac being a large, well established company is well aware of how finding, retaining and motivating its employees can be crucial for a successful business to prosper (Westpac 2006). The company is faced with motivating employees and, in turn, generating high job satisfaction throughout all levels of the organisation (Root 2014). It can also be deduced that if employees feel job satisfaction then this, consecutively, will filter through to create a positive experience for Westpac’s customers as well. However, in order to generate a motivated workforce, Westpac must offer its employees benefits, rewards and recognition, which are a few of the key causes of job satisfaction (Robbins et al 2013, p.59-74). These motivators come in many different forms and are sometimes, specific to an employee’s needs. When motivating a person with a benefit or reward, Westpac must understand that each individual person will value a reward differently (Root 2014). For example, an employee with a young family may value paid parental leave, or a shorter working day, over a promotion or a pay increase. Westpac shows that they understand that not all employees are the same and have  differing needs by ranking first in 2013 in the annual benchmarking survey ‘Work/Life Initiatives’ for their flexible work options, offering 12 weeks paid parental leave, access to child care as well as offering flexible working hours (‘Westpac leads in satisfaction poll’ 2013). However, for another employee, a valued reward may take the shape of opportunity to move up in the company. If an employee is promoted to a role they have been striving to obtain then that promotion is a means of recognising their hard work and determination and makes the employee more motivated in their job and the company, thus generating job satisfaction (Robbins et al 2013, p.59-74), while benefiting the company too. There are many ways that Westpac generates motivation and in turn job satisfaction, however, one of these is through job enrichment (Darling 1997). This is the practice of enhancing an employee’s individual jobs and increasing responsibility which, in turn makes the job more stimulating and rewarding for the employee, by giving them more control over their work and how they perform it, promoting increased job satisfaction (Robbins et al 2013, p. 171-190). By giving employees more responsibility and control of the work they are doing increased job satisfaction, as a lack of control or stimulation is often a cause of stress and boredom, which causes a decrease in motivation. It is hard to dispute that the correct employee motivation creates job satisfaction, and in turn customer satisfaction. In 2013, Westpac surveyed its employees and 70% said they were committed to their job, moreover, in the same year Westpac came out on top of the four main banks for customer satisfaction (Bennet 2014). Westpac places great emphasis on the prevention and resolution of potential conflicts between its employees. It can also be said that by creating a more comfortable workplace for employees this will in turn contribute to the efficiency of the company’s performance as a whole. Conflict management It is difficult to imagine any workplace to be completely conflict free. First of all, workplace brings together people with different values, personality traits and people of different ages. Moreover, when there is increased pressure on employees to meet targets, complete tasks faster often with a lack of resources, tensions can arise and the work environment becomes progressively more stressful for the employees. This means that  co-workers always need to seek an appropriate way to interact with each other at work. However, it is also an issue for managers as they are responsible for comfortable communication and conflict resolution between workers. According to Robbins et al (2012 p.450), there are three main causes or sources of conflict: communication, structural factors (such as size of a group and specialisation) and personal variables (including personality, emotions and values). Examining the conflict management system of Westpac, it is fair to conclude, that the company i s more focused on the prevention of conflicts that may arise from personal variables. As an example, the company pays great attention to the rights of employees to an equal employment opportunity. Indeed, today the recruitment practices of many companies indirectly discriminate potential employees because of their race, gender, age, sexual orientation or ethnic background. One of the main strategies of Westpac is to create a balanced work environment, free of harassment and discrimination. According to Westpac (People policies 2014), the handling claims about the events of discrimination applies to all employees, customers and partners working for the company. Westpac takes all reasonable steps to prevent potential conflicts caused by such events from occurring in the workplace. The company requires all employees to undertake special discrimination/harassment trainings and requires them to be familiarised with the current discrimination and harassment policies and procedures. Two other types of personality-based conflict in the workplace are emotional-based and values-based. The ability to balance emotions and reasons, understand the interests of each other as well as the ability to maintain good communication and stay reliable can help to prevent and manage a conflict (‘Managing Conflict’ 2007, pp. 46-47). In order to maintain a comfortable work environment for the employees Westpac has created the Employee Assistance Program, which provides employees with confidential counselling on a range of issues, such as family bereavements, lack of job satisfaction, outcomes of target oriented management, stress and trauma management. Another foundation, Critical Incident Management Program, helps employees after traumatic events: personal threats in the workplace, the death of work colleagues and threats from different external events. Why is it important for the company to pay so much attention to such type of conflict? As Robbins et al (2012, p.448 ) state, relationship conflicts are  dysfunctional. It means that they have a negative impact on the work efficiency. This point of view was shared by Karim (2009, p.289), who argues that stress on the job causes lower productivity and poor performance in the organisation. As an example, managing traumatic incidents can significantly reduce employee’s absences after the event (‘Prompt trauma management can reduce employee absence’ 2007). The company aims to encourage staff members to report any wrongdoing in order to help managers to adequately manage risk and cultural issues. Examples of wrongdoing can be a breach of Westpac’s Policies and Codes, improper behaviour and safety issues. As a part of conflict management, the company has established the ‘Concern Reporting’ system (Westpac 2013). It includes an online and telephone service, which allows anonymous communication, which connects employees to trained specialists from an independent organisation. However, if the conflict has already occurred, Westpac has a number of processes to highlight issues between employees and their managers with further investigation with senior managers if the issue is not resolved. It is important to realise that the relationships between employees are very susceptible to the leadership style set in the group. Leadership styles Leadership plays an important role to maximise efficiency and to achieve organisational goals. Effective leaders have an ability to motivate and inspire employees and contribute to the great success of the company (Keskes 2014). Gail Kelly emphases the importance of setting a clear direction for an organisation and articulate all employees and other stakeholders (‘Leadership advice from the CEO of Westpac, Gail Kelly’ 2014). This style of leadership has been successful to achieve the company’s goals and visions. This achievement brought her as a charismatic leader and her charisma helps her to all employees commit to the firm and generate higher financial performance (Davidson et all 2009, pp. 386-387). Now she is ranked the 11th most powerful woman in the world and is Australian’s highest paid businesswomen. According to Goleman et all (2002), leaderships are divided by six types, namely visionary, coaching, affiliative, democratic, pacesetting and command ing.Each type of the leadership can be used apart, depending on situations. Companies spend a great deal of money on new  processes and efficiencies to increase one per cent of bottom-line profitability, but thirty per cent of the company’s bottom-line profitability is responsible by leadership style. Therefore, it is very important to use leadership styles to respond to different situations effectively. These days, dramatic changes can be seen across the financial services. Australian banks have competed for the biggest share of the home loans market. However, this competition has shifted to getting customers’ deposits. When the company pursue a new direction, visionary leadership style is the most appropriate. The objective of this style is to move people towards a new set of shared targets with clear explanation. Many companies end up with failure to changes due to slow response or when employees are not sure about the direction of the firm. One of the great successes of Westpac is that Gail Kelly uses this style effectively (‘Leader ship Styles’ 2011). Another style of leadership that is inherent to Gail Kelly is affinitive style. Affinitive style of leadership is also seen to achieve high employee satisfaction (Brook, K 2003). Westpac put the value on the importance of teamwork and the diversity of employees regardless of age, race and ability (People policies 2014). The company helps the employees’ to solve personal problems and encourages them to be more cohesive in order to create a comfortable work environment. This style of leadership is useful to enhance team harmony, increases the morale and the improvement of communication in employees, that is essential in current volatile situation in financial industry. However, affinitive leadership would be dangerous to use by itself since its emphasis’s on group work and it might promote poor performance or no future growth. For this reason, the need to combine different styles of leadership, that the company does successfully, is essential to reach the goals of the bus iness (Robbins et al 2011, p 357). Conclusion Organisational behaviour is more than just the principles of how people can work in the group together. It is a complex study that shows how the right interaction of employees can benefit the business’s effectiveness. The analysis of Westpac Group has revealed that the company endeavours to increase job satisfaction of the employees by rewarding each person correspondingly. Thus, in order, has a beneficial effect on the production  effectiveness, causing positive feelings among customers. The company appreciates the diversity among its employees and successfully manages the conflicts caused by personal problems as well as conflicts in relationships with others. The Westpac’s system of conflict management helps to prevent a potential decline in job performance and creates a comfortable work environment. The case study has also revealed that the company benefitted from the efficient use of different styles of leadership. The ability to quickly respond to the volatility in a finance sector by changing leadership styles helps Gail Kelly to lead the business successfully, enhancing team involvement and overall contribution. References Brooks, K 2003, ‘Primal Leadership: Realising the Power of Emotional Intelligence’, Human Resource Development Quarterly, 14, 2, pp. 235-238, Business Source Complete, EBSCOhost, viewed 6 September 2014. Darling, K & Arn, J 1997, ‘How to effectively reward employees’, Industrial Management, 39, no. 4, Masterfile Premier, EBSCOhost, viewed 8 September 2014. Davidson, P, Simon, A, Woods, P & Griffin, R 2009, Gail Kelly, bank executive – outstanding leader and manager in Management: Core Concepts and Applications, John Wiley & Sons, Milton, Queensland. ‘Dealing with Workplace Conflict’ 2006, Point For Credit Union Research & Advice, p. 19, Business Source Complete, EBSCOhost, viewed 29 August 2014. Goleman, D, Boyatzis, R & McKee, A 2002, Primal leadership: Learning to lead with emotional intelligence, Harvard Business School Press, Boston, USA. Karim, N 2009, ‘Stress in Organsations: Management Strategies’, Dialogue (1819-6462) , 4, 2, pp. 286-300, Academic Search Complete, EBSCOhost, viewed 25 August 2014. Keskes, I 2014, ‘Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions’, Intangible Capital, 10, 1, pp. 26-51, Business Source Complete, EBSCOhost, viewed 10 September 2014. ‘Leadership Styles 2011’, The Wall Street Journal, pp. 1-3, viewed 9 September 2014, . ‘Leadership advice from the CEO of Westpac, Gail Kelly’ 2014, Australia Business Review, viewed 30 August 2014,

The Issue Of Gay Marriage - 1464 Words

Marriage is one of the oldest, passed down traditions since the beginning of time. As humanity evolves through generations, traditions change, but the act of choosing your partner stays the same. For an example, not until President Barack Obama was in office, gay marriage was unacceptable. When President Obama announced that gay marriage was legal, that was a moment in history that will never be forgotten. The process of marriage continues to be the same, but each generation has been going out of their way to change the rules of how getting married is done. Young adults that are in their late 20’s have been eloping since the early 1900’s, however due to the change in society and how we operate and communicate, divorce has been becoming†¦show more content†¦On the other hand, couples argue that getting married early is perfect since couples evolve and grow together. Just saying that statement out loud is wrong. Once the monogamous relationship sets in, divorce papers will be practically signed. Furthermore, like mentioned earlier, maturity is huge. Even though, the United States justice system marks a teenager an adult at the age of 18, that by no means makes teenagers able to make progressive and responsible decisions for their life or for the life of others. Marriage requires both individuals to be able to make non-impulsive decisions since both lives have been conjoined. â€Å"The first years of adulthood, when you become the driver, navigating adult life for the very first time, are the very first steps of adulthood and they make a significant contribution to where you will go and how you will do. (Tanner).† The decision of getting married early is a perfect example of impulsive behavior and immaturity. Most the time, these relationships have only been together for a few months or even just a few years; it is beyond irresponsible to say that both parties fully understand the other during a short period. In the opposing corner , teenagers stand by the fact that they are marked adults by the age of 18. These so called â€Å"adults† believe since they can fight for our country and vote for the next presidential leader, this justifies their actions and proves that they are accountable enough to make executive andShow MoreRelatedThe Issue Of Gay Marriages1028 Words   |  5 Pages1101-113 September 2, 2015 The Issue Of Gay Marriages Through The Eyes Of Sociologists Gay marriages have been an ongoing event in the United States for many years. It was not until June 26, 2015 when gay marriage was legalized for all states with a five to four ratio. With gay marriage being legalized, there became many controversies in the nation. 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A critical argument against gay marriage, is that being gay is a â€Å"choice† therefore it shouldn’t be promoted and spread. This is false because one who is truly homosexual is naturally sexually attracted to the same sex. A heterosexual male cannot just make a choice to engage in homosexual intercourseRead MoreThe Issue Of Gay Marriage1241 Words   |  5 PagesAs the months pass by, the lesbian, gay, bisexual, and transgender (LGBT) community is getting tired of the same arguments in court. They as well as many other Americans are waiting for an answer. Although the solution to this public crises is to let them have their rights, many opposing people classify their arguments as correct or valid. However clear the answer may be, it has yet to be confirmed by all the states in America. Some major factors that lead to this conflict is whether homosexualityRead MoreThe Issue Of Gay Marriage2127 Words   |  9 Pageslonger us as Americans fighting a common enemy such as England, it was now Americans vs Americans. Multiple issues such as gun laws and religion have separated the United States since its creation. Though recently, the main issue that has caused a divide in the American population is the issue of gay marriage. In the past year the most important piece of legislation in favor of gay marriage and equal rights was created, and it all spurred off of a single court case. Obergefell v. Hodges. In orderRead MoreThe Issue Of Gay Marriage3385 Words   |  14 PagesHistory teaches us that marriage has classically been between a man and a woman, but in the recent years, people have begun to challenge that notion. Gay marriage has been one of the most controversial topics of debate lately, dividing our nation into those who support the idea and those who oppose. It seems as though no matter who is as ked, each person’s opinion falls to one side or the other. States have been similarly divided in their treatment of the gay marriage issue. Voters in some states haveRead MoreThe Issue Of Gay Marriage Essay3392 Words   |  14 PagesWell it is 2007, and we are still dealing with the issue of gay marriage being good, and not good for America. Now maybe in 20 years gay marriage will be legal in each state, and this issue will be over. However, I deal in reality. And reality tells me the idea of two men frotting inside a home with children, frankly makes people sick to their stomachs. I prefer women, but I think what two grown people do in their bedrooms is their private moral, and legal business. Just like a straight couple that