Historical and Scientific Perspectives on Homosexuality Essay Example for Free

Historical and Scientific Perspectives on Homosexuality Essay Homosexuality, at least from the point of view of history, has seen many ups and downs. In fact, homosexuality itself could not be easily classified to be similar from other various racial or segregation issues such as skin color, language, culture, or religion because those factors have constantly experience negative treatments in the password in homosexuality, has been pointed out by the literature, has enjoyed relatively different approaches to pending on the culture, the timeline, and even the historical context where it is being applied. For example, from the point of view of historians and document literature on the subject of anthropology, researchers have uncovered that homosexuality is not a fairly recent occurrence but rather can be traced back as far back as documented history can show itself. For example, in ancient Greek, Celtic, and even prehistoric cultures such as the Indus Valley civilizations and prehistoric Egyptian cultures, homosexuality was already an occurrence that has been around and was actually freely accepted by the society where it was operating in. In fact, in anthropological texts and research, the subject of homosexual behavior may be from the point of view of romantic relationships, sexual interaction, and even family institution was freely accepted in those societies where in a significant measurement of civilization can be made (Isay, 2009). However, one commentary and theory on why homosexuality has arrived to the point of judgment and negative perception it has today has been pointed out by research as a result of strict monotheistic religious beliefs and Scripture. The three dominating monotheistic religions today on Christianity, Judaism, and Islam. And, both from popular convention and in the understanding of religious texts as well as the popular opinions of the leaders of the faiths, homosexuality ranges from a taboo concept in the reality of society towards even complete banning and be integrated into the religious thought to be illegal and Heretic. In fact, Islam, being one of the most powerful religions today because of its influence not only in Middle Eastern countries but also in other geographies such as Asia and other Western countries as well, having strict laws against homosexuality and homosexual behavior, continues to influence perception such that many new generations which follow that religion and that faith, although already relatively involved in global issues and global perception because of the Internet and other information communication technology, still look at homosexuality to be illegal and heretic act and concept because their religion states it to be so. In fact, in all three faiths, a popular Scripture is the city of Sodom and Gomorrah where in the monotheistic God of these religions punish this city because of its homosexual acts such as sodomy and the like. However, as researchers have also indicated, religions which are not classified under the leading monotheistic beliefs have basically taken homosexuality to be either a normal occurrence in human beings or have at least ignored the subject completely where its practitioners are able to say from a very point of view and spectrum that their faiths and spiritualities accept homosexual behavior. In fact, off all the eastern end not monotheistic religions that are popular in todays society, it is only Buddhism which freely accepts the reality of homosexuality and has been addressed by many of its search for leaders and discussed in many affair spiritual centers. However, because of the relatively low reach and population count of those belonging to this faith, at least from the point of view of religious commentary on homosexuality, it has not yet been able to pull homosexual perception towards the positive end of the spectrum which is cultural and contextual acceptance. On the other end of the contextual spectrum of religion, is a scientific approach of homosexual behavior. In such a perspective, origins of homosexuality have been discussed by researchers to be coming from biological factors rather than social factors. This approach has seen popularity only in fairly recent times because of such scientific projects and efforts such as the human genome project and the ability of advanced biology to indicate various genes, indicators, and factors that as researchers have pointed out, have a direct correlation and effect to the fact that individual turns out in the future to be Gay or not. In fact, this is not only a scientific attempt to explain such factors but has actually been published by many research and academic journals all over the world indicating that scientists have segregated various genetic functions which could associate or at least highly correlate an individuals homosexual behavior with the existence and activation of such genetic functions (Haslam Levy, 2006). This is the root of the modern argument of where homosexuality originates if it is brought about by the environment or by genetics. Such arguments, however, although fairly popular in the homosexual population, or at least in Western cultures where homosexuality is now freely accepted in society with relatively low levels of taboo perception, is not yet completely proven and documented in scientific picture enough to have any significant conclusions on the subject. Another perspective, perhaps the most popular, is an environmental perspective on homosexuality. According to this point of view, which is popular among behavioral scientists, psychologists, and social theorists, homosexuality comes about directly as a result of the environment and other external factors. Such arguments have developed relative popularity in the 20th century and even in the modern 21st century as behavioral scientists and psychologists have been able to more and more formulate theories that are backed up by statistical and essential data that was created using the scientific method of pointing out homosexual tendencies and the correlation and connection of society, other individuals, peers, and even family members and asked experiences in shaping its occurrence (Lewes Gilbert, 2009). As an individual, important processes and most cited upon the occurrence of being homosexual individuals the coming-out process. In fact, the coming-out process itself poses as one of the most significant in major hurdles of homosexuality in todays society because of the judgment that intrinsically comes about in the process itself. However, because of the popularity of such perspectives of scientific and behavioral basis of sexuality were in more and more members of society and even countries and classifications have culture as a whole are beginning to accept the validity of such research, evidence, and findings, the coming-out process, although has not been decreased at least from the point of view of difficulty, is today at least not judge as it was judge during the 1960s, 70s, and 80s. Today, as from personal experience, the coming-out process and admitting not only to friends and family members but even to society as a whole the choice and eventual manifestation of sexual orientation has become easier if not more accepted. However, perhaps an interesting analysis is although such historical and scientific perspectives and frameworks have indeed help in the process of society accepted the existence of homosexuality in todays world, a very difficult approach would be to understand if such perspectives and scientific discoveries have shaped actually being homosexual. This is difficult to answer because causality is often impossible to connect especially if these perspectives and factors did not indeed have any contributions to being a homosexual individual. However, perhaps one factor that has shaped the choice of sexuality and orientation in todays world is the ability to recognize that there is such a concept as homosexuality and it is a fairly popular convention and many individuals in the world today are members of that orientation group. By recognizing such factor in fact, I as an individual have been able to classify myself an essential need according to behavioral psychologists and sociologists to a certain part and classification of todays environment and society and am able to learn much about myself as well as the culture I am living in today.

Performance Support Systems :: Exploratory Essays Research Papers

Performance Support Systems Introduction In all of the research and documentation used to create this paper Performance Support System (PSS) and Electronic Performance Support System (EPSS) are used synonymously. The term Electronic Performance Support System (EPSS) will be used in this paper. Defining EPSS. Performance Support (PS) is the concept of integrating knowledge and learning experiences, with software tools to improve the quality and quantity of worker performance with as little support as possible from other people. PS also provides an electronic foundation to enable organizational learning. EPSS is the computer system the results from applying the concept of performance support (EPSS website). Some people may confuse EPSS with an Information System (IS), an electronic manual, or Computer-Based Training (CBT). IS are designed to help a user use the application, whereas EPSS are designed to provide support on how to do the work. An electronic manual is just an on-line book. An EPSS may contain an electronic manual, but EPSS not only shows you the information, but how to apply it. CBTs facilitates what you need to learn EPSSs facilitates performance. Why Use an EPSS? "The rate of change in organizations today is tremendous. Just when one downsizing or reengineering effort ends, the latest business software is released and there is something new to learn. The result? An environment in which employees are continuously novices again" (Dawson 29). An EPSS can be used to continually train and retrain employees while providing task specific assistance and training at the touch of a button. An EPSS can also provide assistance to infrequently encountered problems as well as create a consistent set of answers to customers’ frequently asked questions. In many corporations today, the time, length, and cost involved in training is excessive. EPSS solves those problems. First, EPSS provides a cost effective way to train employees. Although the initial setup cost of EPSS can be expensive, these cost normally relate to start-up and maintenance. "Instructor led class where teaching time takes roughly 3 times longer compared with computer based instruction. The overhead costs of instructor led training are also much higher. [Also] with instructor led courses, the more students use the program, the more the program costs. Technology based alternatives eliminate these costs" (Winslow & Caldwell 76). Secondly, EPSS provides an alternative to training where employees are absent from work by bring the instruction to the employees.

Leadership & Ethics- Research Paper Essay

Introduction With the collapse of major corporations like Enron, Tyco International, WorldCom and the like, corporate corruption and mismanagement has been in the forefront of some of the major issues that corporate organizations have to overcome and manage. With this research paper, my aim is to review and present three scholarly journals that highlight the impact that leadership can play on the ethical performance of an organization. Firstly, in the â€Å"Cultural & Leadership Predictors of Corporate Social Responsibility Values of Top Management: A GLOBE Study of 15 Countries†, the study states, that with the spread of globalization, it has become imperative to understand managerial values that guide their actions. The authors suggest that the three main dimensions of managerial values that are relevant to the study of CSR are: shareholder/owner values where the aim is to maximize profits, stakeholder relations which refers to ethical and positive relations towards employees, consumer groups and the like and thirdly, community/state welfare which is based on the principle of public responsibility. In a more in-depth analysis the study explores the correlation of societal culture factors such as institutional collectivism, in-group collectivism and power distance on the above three managerial values that impacts managerial decision making. Furthermore, the paper proposes that visionary leadership and integrity enhances corporate social responsibility (CSR) values on moral and ethical grounds. Secondly,† The Association Between Ethical Leadership & Employee Outcomes – The Malaysian Case† will help understand the value in gaining employee commitment and trust through effective ethical leadership skills. This article studies the impact of ethical leadership on the employee outcomes in areas such as organizational commitment and trust. A micro study was done on the country of Malaysia which has experienced a tenfold increase in corporate crime over the last 15 years. From the study one gathers that the main reason for such an exponential increase in such crimes is due to fact of the failures on part of corporate leadership to act ethically in their decision making process. Lastly, with â€Å"Leadership Styles & the Moral Choice of Internal Auditors† I will examine how an employee’s self interest and management leadership guides their ethical decision making. This study plays close attention to one set of an organization’s workers – the Internal Auditing professionals, in order to understand the how their choice in making ethical decisions are subjective to various factors , one of them being leadership. The primary viewpoint of this study indicated that an auditor’s decision making is enhanced by the leaders who adopt a standard achievement oriented leadership style and when they see clear benchmarking, fair performance assessment and growth opportunity. In conclusion, this can be held true for any employee within an organization. Hypothesis According to the GLOBE study, there were three main hypotheses that the researches proposed. The first hypothesis testing was split in two parts wherein, they proposed that â€Å"societies stressing institutional collectivist values will have a positive relationship with stakeholder’s relations and community/state welfare CSR values while societies stressing in-group collectivist values will only have a positive relationship with shareholder relations CSR values (Waldman et al).† The second theory states that cultures that have a high power distance tend to have low CSR values (Waldman et al). Lastly, visionary leadership and integrity on part of CEO’s, adds variance to the prediction of followers (stakeholders) CSR values that go beyond the effects of societal cultural values (Waldman et al). With the Leadership and Employee Outcome – The Malaysian Case, the two main hypotheses of the study were based on the notion that â€Å"there was a significant relationship between ethical leadership behaviour and employee’s organizational commitment and, that ethical leadership behaviour was positively associated with employee’s trust in leaders (Ponnu, Tennakoon).† This study aimed to examine the empirical significance of ethical leadership on employee attitudinal outcomes. The main hypothesis of the â€Å"Leadership Styles & the Moral Choice of Internal Auditors† study was to understand the motivational factors that influence internal auditors when faced with ethical dilemmas pertaining to â€Å"spilt loyalty, expectation gaps and conflict of interest (Woodbine , Liu).† The authors proposed that the dependent and independent variables such as â€Å" personal needs strengths, leadership styles, the interaction between needs strength and leadership styles and situational factors impact an internal auditors moral choices when faced with an ethical issue (Woodbine , Liu).† Sampling In the GLOBE research paper the selected firms were picked from diverse sectors such manufacturing, information systems and tourism, however government run and educational institutions were excluded from the sample. Each firm had an average of 500 employees with six or more respondents from each firm. The final analysis was based on the responses of 561 firms from over 15 countries from various regions and a total of 4656 individuals completed the survey. The respondents comprised of CEO’s and several of their subordinates i.e. top executives. The leadership (two variables- vision and integrity) and societal cultural dimensions (three variables – institutional collectivism, in-group collectivism and power distance) were measured using reliability and confirmatory factor analyses. Cronback’s alpha for the above measures ranged from 0.70 to 0.90 for a five factor model. A two factor model was also used however it was not considered to be a good enough of fit. Control Variables such per capita gross domestic product, firms performance, average of age of respondents, average education and average gender, were used to enhance precision of the model (Waldman et al). Mean, standard deviations and correlations amongst the variables were interpreted and a hierarchical regression analysis was used to test the three main hypotheses. All survey items were standardized by country using Z – scores, so as to control potential differences in items scores and rating processes between countries (Waldman et al). Lastly various data collection strategies were put in to play in order to avoid single source bias issues. The Malaysian cross sectional case study was based on the primary data collected from 172 intermediate managerial employees from a wide variety of industries within the corporate sector in Klang Valley, Malaysia. The sample included 77 males and 97 females, age range from 20 to 53 and with 84% of the respondents holding bachelors or post graduate degrees. The data was collected through self administered questionnaires and â€Å"convenience sampling was used in drawing samples ((Ponnu, Tennakoon).† SPSS Version 14.0 was used to analyze the data and test the studies hypothesis. Correlation matrix and reliability analysis was done all variables to determine relationships among constructs and lastly in order to allow for correlation amongst factors,† exploratory factor analysis using principle components with oblique rotations was conducted (Ponnu, Tennakoon).† With the Internal Auditors case study, the sample population description comprised of full time internal auditing jobs with respondents that had at least one year experience with their respective organizations. The study was conducted in Australia and comprised of mailed out questionnaires. The total sample size was 128. The demographics were as follows: 84 males and 44 females, average male age 44 years and average female age of 36 years. Out of the 128 respondents, 48 of them were audit managers of equivalent. Organizations involved in the sampling were government departments, private sector and accounting firms. Statistical methods that were employed included correlation analysis for the dependent variables using a two tailed test and significant relationship amongst the three variables was found to exist and Q-Q plots and detrended normal plots were used to validate normality and reliability. For the independent variables such as leadership styles, growth needs and the like principal component analysis was used. Reverser measurement and regression analysis using stepwise method was used to explore relationships between the variables and in certain instances to test validity of model. Major Results & Findings From the two GLOBE tables listed below the hypothesis that in-group collectivist values results in positive shareholder/owner is unconfirmed. The statistical analysis has confirmed and supported the authors proposal in that institutional collectivism positively predicts stakeholder CSR values, with a positive ÃŽ ² coefficient of 0.13 (P ≠¤ 0.01); power distance is negatively predictive of stakeholder CSR values, with a ÃŽ ² coefficient of -0.20; and that the leadership variables of vision and integrity enhanced CSR values, with ÃŽ ² coefficients of 0.23 and 0.13 respectively and variance of 9% (P ≠¤ 0.01) (Waldman et al). With GLOBE table 2, total variance amongst the three main managerial values are: shareholder/owner dimension equals 22%, stakeholder values is 45% and community/state welfare is 28% with a 5% significance level. Hence the model best suits stakeholder CSR values. The main findings with the GLOBE study are as follows: 1.The authors multidimensional of managerial values with the dimensions of shareholder/owners, stakeholders and community/state welfare values were appropriately construed. 2.The research indicates that manager from wealthier countries are more inclined to favor shareholder/owners values and less likely to consider the welfare of the state or community at large. In comparison, managers from poorer countries feel a greater personal responsibility towards society. 3.Managers from institutional collectivist societies tend to have greater value for the three managerial values while there has been no significant relationship between the two variables for in-group collectivism. 4.In societal cultures that have great power distance, managers tend to devalue CSR values, thus leading to a more manipulative use of power with little consideration given to stakeholders such as employees, customers, environmentalist. This could pose a definite risk for multinational firms in today’s global economy. 5.Organization variables such as CEO leadership in terms of vision and integrity are very likely to account for variance in managerial attitudes and decision making. One of the major recommendations of the GLOBE study is the need for multinational firms to pay close attention to cultural and leadership factors that have a critical impact on management CSR values. For example CSR values and policies of a multinational firm could be strong and this may be due to the home country’s high institutional collectivism and low power distance however managers in a subsidiary country may have weaker stakeholder CSR values as a result of weak institutional collectivism and high power distance (Waldman et al). The resulting scenario could lead to conflicting policies and business practices that can have an adverse effect on multinational firms. This further reiterates the authors’ proposal that in cases such as this, it’s the firm’s leadership values of integrity and vision that help managers look beyond the economic and cultural limitations. In the Malaysian case as mentioned earlier, correlation analysis was preformed to test strength and linear relationship amongst the variables. With the first hypothesis there was a medium positive correlation between ethical leadership behaviour and organizational commitment. The Malaysian Table 1 below shows correlations r = .46 and p < .0 5 and, co-efficient of distribution is 21% of the variance, which can be explained. Hence with the supporting empirical data the research shows that â€Å"high levels of perceived ethical leadership behaviour are associated with higher levels of employee’s organizational commitment (Ponnu, Tennakoon).† As for the second hypothesis, there was a strong positive correlation between ethical leadership behaviour and employee trust. The Malaysian Table 2 below shows correlations r = .634 and p < .0 5 and, co-efficient of distribution is 40% of the variance, which can be explained. Hence with the above results supporting hypothesis 2, it can be safely concluded that â€Å"high levels of perceived ethical leadership associated with higher levels of employee’s trust in leaders (Ponnu, Tennakoon).† Some of the main antecedents to the Malaysian case findings are as follows: 1.If leaders make ethics a cornerstone of all business practices they gain internal organizational fellowship and employees tend to value a more social exchange with the organization rather than an economic exchange. Employees reciprocate these sentiments through organizational behavioral commitment and are â€Å"willing to exert considerable effort in terms of job dedication and job commitment, on behalf of the organization (Ponnu, Tennakoon).† 2.When an organizational leader priortizes the group’s interest first, who does not wish to seek personal gain at the expense of others, who respects the rights of others and treats them fairly; tends to harness employees trust. 3.When leaders empower employees and involve them in decision making processes they not only facilitate employee well being and growth but increases their trust in them as well. With the Internal Auditors case the major findings of the study support Path goal and ERG theories (Woodbine, Liu). As per the table below, internal auditors are motivated to make ethical decisions based on their personal growth needs. Leadership styles play a significant role as well especially Standard achievement oriented approach that encourages individual performance and achievement (Woodbine, Liu). Lastly gender, age and experienced was an important predictor, as female respondents that were younger and less experienced showed less motivation towards making moral ethical choices. Conclusion The GLOBE study has been extremely informative and clearly structured to provide an in-depth understanding of how societal cultural factors and leadership guide managerial values when it comes to decision making within an organization. Some of the key limitations to the study were that the analyses were limited to 15 countries and the surveyed firms did not represent a wide range of industries (Waldman et al). Actual CSR performance was not measured and lastly, due to multiple levels of data to be collected, additional insight could not be gained. The study indicates that even though leadership integrity is a significant and unique predictor of managerial CSR values, it remains to be an under researched variable. This may be due to the fact that leadership integrity is associated with more tangible organizational outcomes such as reductions of business of costs. However, the authors still believe that it a significant factor that enhances managerial decision making and is worth future examination and research. My personal opinion would also include a more directed research towards in-group collectivism in order to find a relationship between individualistic societies and importance of CSR values towards society at large. The study concluded that, organizations that have strong corporate social responsibility values gain the trust of both internal and external stakeholder which in turn solidifies the foundations for an ethical culture. It also states that Neo – charismatic leadership that is guided by the principles of visionary leadership and integrity have a strong impact on an organization’s ethical performance. The Association Between Ethical Leadership & Employee Outcomes – The Malaysian Case† study showed me a direct link between leadership ethical behavior on employee commitment and trust. It empirically proved that unethical leadership can adversely impact employee outcomes that in turn affect organizational performance. I noted related some factors such supervision, leadership honesty, trustworthiness, fairness and care, have an impact on employee perception and outcomes. The key limitations of the Malaysian study as noted by the researchers due to time and budget constraints, was that, convenient sampling may not be representative of the entire population due to insufficient representation of the entire corporate sector of the country and could be subject to self-selection bias; secondly the study could not measure if distance with top/senior management has an effect on employee perception of ethical leadership. Hence lower level employees who have very minimal contact with upper level management may rely more on information based on public opinion then direct leadership experience (Ponnu , Tennakoon). Both authors found that their study although valid and reliable, needed to be border in terms of sample size and area of study in order to fully understand and demonstrate the importance of ethical leadership. It was also suggested that since the research focused on† superior direct relationships â€Å"(Ponnu, Tennakoon) it would be recommended to gather relevant data from lower level employees within the organizational hierarchy. Finally they suggested further research on the relationship between â€Å"employee psychological empowerment and authenticity of ethical leader behavior (Ponnu, Tennakoon)†. As per my personal suggestion further research can be geared towards relating individual organizational commitment and performance. In conclusion to the Malaysian study, the authors state that corporate crime is still rising as a large number of top executives do not see the importance of ethical leadership values in their business operations. Corporate leaders should set an example of strong ethical and moral values in order to earn loyalty and trust of all major internal and external stakeholders. Organizations that have strong ethical leaders and principles are held in high esteem and enable the organization to employ and retain the best human capital available in the market. The case study on the internal audit profession, provided for a keen micro analysis on the personal motivations that guide employees to make moral decisions especially in professions that require a high level of ethical decision making. The limitations of this study as mentioned by the authors included variable identification and measurement, sample size and the use of a far too simple three vignette based model (Woodbine, Liu). Further research in to gender differences and issues that affect one’s ethical and moral decision making ability. Lastly a broader analysis that analysis the organization as whole as opposed to a particular profession would help enhance understanding of the internal motivations that guide moral decisions when faced with ethical dilemmas. The authors also recommend a new variable for research i.e. â€Å"employee religious affiliation† as a possible predictor to moral choices. Even though the authors conclude that codes of conduct and governance systems provide for an internal control mechanism, whistle blowing channels and develop cultures of honesty and accountability, the study strongly suggests that employee’s moral choices are still subject to their motivation needs. Finally, employee’s motivation to making moral decisions can be difficult to predict however they can be encouraged with proper leadership (Woodbine , Liu). All three scholarly articles empirically supported the main objective of this study, which was to reiterate the sound business principle that, ethical leadership lead to the responsible management of business processes and decision making that will in turn help an organization manage its risk of failure as a result of unethical business practices. Works Cited Ponnu, Cyril H., Tennakoon , Girindra. â€Å"The Association Between Ethical Leadership & Employee Outcomes – The Malaysian Case.† Electronic Journal of Business Ethics & Organizational Studies 14:1 (2009). Web. Sept 19th, 2010. Walman, De Luque, Washburn et al. â€Å"Cultural & Leadership Predictors of Corporate Social Responsibility Values of Top Management: A GLOBE Study of 15 Countries.† Journal of International Business Studies 37:6 (2006). Palgrave Macmillan Journals. Web. Sept 19th, 2010. Woodbine, Gordon F., Liu, Joanne. â€Å"Leadership Styles & The Moral Choice of Internal Auditors.† Electronic Journal of Business Ethics & Organizational Studies 15:1 (2010). Web. Sept 19th, 2010.

Global Warming is a Hoax Essay - 506 Words

The essay opens up with McKibben talking about how the political campaign against global warming is flawed because at our current point there is nothing much that can be done to fix it.(Mckibben,1) He then goes to state that humans are the biggest culprit behind global warming and supports this by giving examples such as SUVs and American ignorance.(2,9) He concludes by saying that if ten percent of America were to go green, it still would not save the planet, but ten percent could get the government’s attention to pass laws making everyone go green. (11) To start my response, I am of a personal belief that global warming is a hoax. Over the course of my education, many of the arguments for global warming have been disproven to me. My†¦show more content†¦Rising water temperatures actually have beneficial effects on coral. It is like leaving a plant in the sun. I watched a documentary where the famous marine biologist, Jean-Michel Cousteau, talks about the Great Barrier Reef and how temperature affects it. Normally it sits comfortably between 85 to 74 degrees Fahrenheit. Temperatures lower than 70 can cause the coral to turn white and die. However, after the existing coral dies, new coral grows on top of it and the cycle starts again. Aside from this this, coral has been known to adapt to survive in waters where the temperature can get below 60 or rise above 90. So the coral population is in no real danger. Another point he makes is that Polar bears are getting scrawnier because the seal habitat has declined because global warming causes the ice to melt. This is false. A common fact global warming supporters forget to mention is that arctic and Antarctic snowfall replenish the ice each year. Polar bears and seals are more in danger of poaching than losing their habitat to global warming. Both species are on the endangered list. However, weighing anywhere between 775 to 1,200 pounds. Polar bears are still the largest species of bear living on the planet. So, in short, I have spent an hour and a half of my time to respond to a person who doesn’t know what he is talking about, doesn’t cite his research, and is arguing for a theory that I myself haven’t found to be credible or factual. I’m glad I couldShow MoreRelatedGlobal Warming A Hoax?935 Words   |  4 PagesGlobal Warming a Hoax? Have you ever had second thoughts about the possible outcome of an action, or who you could possibly be harming? Is it even possible for extreme weather to be caused by something as simple as driving your vehicle? There are many organizations that continue to make accusations that our actions are directly related to climate change. As we move into the future, more and more data is being released showing how the worlds pollution is affecting the climate. 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