Online education Essay Example for Free

Online education Essay The shift from a traditional classroom setting to online education has both been hard and easy. The transition has been easy because the internet and other on line websites are not new for the generation of today thus there is really not much adjusting that is needed to be done in order to be familiar with this tool. There has been sufficient guidance extended by the schools which makes the transition easy and there are approachable staffs that are ready to answer any queries about the new system. The change also allowed the students to manage their time better because they are now less time constraints since there is no requirement to attend classes personally. (Clark, Kim. Online Education Offers Access and Accessibility. Retrieved from website http://www. usnews. com/articles/education/online-education/2009/04/02/online-education-offers-access-and-affordability. html. Everything is being done through the computer. The transition was hard at first because of the adjustment in a new learning environment. There are no more fixed school schedules to attend to thus there is a need to discipline students regarding their task to finish school work. The two systems can co-exist because the choice of one would not really result to the elimination of the other. If a student would chose to avail of attending some regular class and also of taking some online education subjects, this would work for the advantage of the student. The reason for this is that the student is given the option to manage his or her time properly and chose what subjects he or she thinks is better to be completed within the school grounds for reasons of the use of the library or counseling from the professor.In this way, the student would be able to maximize both his and her time and potential in a subject that truly interests him or her. Reference: Clark, Kim. April 2, 2009. U. S. News. Online Education Offers Access and Accessibility. Retrieved on May 7, 2009 from website http://www. usnews. com/articles/education/online-education/2009/04/02/online-education-offers-access-and-affordability. html.

Realism and Romanticism in A Midsummer Night’s Dream :: Midsummer Nights Dream

Realism and Romanticism in A Midsummer Night’s Dream In A Midsummer Night’s Dream, by William Shakespeare, love is viewed in different ways. While the four main characters believe in romanticism, Theseus is a strong supporter of realism. Bottom proves to be quite accurate characterizing the four main lovers when he states, "O what fools these mortals be.". Demetrius and Lysander both speak in figurative language and both are very handsome. Their love for Helena and Hermia deal mainly with physical attraction and flirtatious acts than love that captures body, mind, and soul. If any of the four characters posses anything of realistic love, it would be Hermia. She was willing to risk death in order to be with Lysander. This act of love goes beyond any other in this play, and demonstrates Hermia’s devotion to Lysander. "My good Lysander, I swear to thee by Cupid’s strongest bow- Tomorrow truly will I meet with thee" (Act 1, Scene 1). Helena is one of the silliest character’s in the play, and at times can be quite irritating. Demetrius shows no love for her, yet she persists in chasing him. "And even for that do I love you the more. I am your spaniel; and, Demetrius, the more you beat me, I will fawn on you" (Act 2, Scene 1). These characters are a true definition of "love sick." All of them appear to be in love with love, more so than in love with each other. They all frantically run about, each changing partners so often that one is never really sure of who loves whom. Each consume themselves with what they consider to be real love to the point of losing touch completely with the real world. To them, love is a fairy tale which involves no reason. They all believe that falling in love involves nothing more than romantic speech and desire for each other. Unlike the four main lovers, Theseus, Duke of Athens, believes that men should never be out of touch with the real world. In short, he views the four lovers story as nothing but an illusion concocted in their imaginations. The entire idea of being infatuated with one’s lover to the point of losing touch with the real world is ludicrous to him. At first, Theseus’ love for Hippolyta may be viewed as cold, but once one realizes Theseus’ realistic and noble character, it is obvious that he strongly desires his bride.

Law and Real Estate Essay

Executive Summary Pacific Grove Spice started as a small specialty grocer on the Monterey Peninsula of California in the early 1980s. Within 10 years they were the â€Å"place† to find spices in Central California and now have a widespread reach covering all 50 states. The spice industry that it is in has been growing steadily because of how important a role spices are getting in the kitchens and in cooking. The growing concern about obesity and diet has also left a positive impact because of the health conscious people that desire healthier meals that are still favorable. The demand for spices is at an all-time high and although multinational firms like McCormick & Company dominate the industry, many small firms are competing successfully, Pacific Grove spice being one of them. The problem that Debra Peterson and Fletcher Hodges are having is that they have three choices to make. They have to decide whether they should accept an offer from a cable-cooking network to produce and sponsor a new program, raise new equity by selling shares of common stock, and/or acquire High Country Seasonings-a privately owned spice company. While making their decision they have to keep in mind that the bank financing their company wants them to reduce interest-bearing debt to less than 55% of total assets and the equity multiplier to less than 2.7 times by June 2012. We recommend that Introduction Debra Peterson is currently the Chief Executive Officer of the Pacific Grove Spice Company. The Chief Financial Officer, Fletcher Hodges, and she are trying to figure out what strategy to take to meet the demands of the bank that finances their company. The recent financial crisis had made the credit committee uneasy and they now want Pacific Grove Spice to reduce interest-bearing debt to less than 55% of total assets and the equity multiplier to less than 2.7 times by June 2012. They have three options they are currently considering and this case study illustrates the financial forecasts for the next few years and showcases what we feel is the best decision for them regarding their options and the banks demands. Analysis Pacific Grove Spice’s operations are not profitable enough to quickly bring  it into compliance with the bank’s requirements. It’ll take about four years with just the regular operations.

The Law of Age Discrimination in the Workplace - Free Essay Example

Sample details Pages: 9 Words: 2561 Downloads: 2 Date added: 2019/03/29 Category Society Essay Level High school Tags: Discrimination Essay Did you like this example? Introduction In this current time, age discrimination has increased reported incidents around the world. For many, this type of discrimination is hampering the rights of employees or artists who were given less priority to claim a certain privilege or opportunity. This is due to the preference of institutions and groups towards the younger generation who are more active and cooperative. Don’t waste time! Our writers will create an original "The Law of Age Discrimination in the Workplace" essay for you Create order The aging population is concerned that this type of discrimination can significantly affect their emotional integrity due to the intimidating factors caused by stereotyping companies. However, there are new laws that are attempting to prevent this situation from happening in the future. Companies are usually apprehended after finding out that they have been involved in discriminative nature towards individuals who are subjected for apprehension. Now, the law of discrimination is slowly gaining presence around the world due to its negative impact on the community with the elderly population (Prokurat, 2012). As for the case of Liebman v. Metropolitan Life Insurance, the issue is all about discrimination on the basis of age. Employees were restricted from receiving benefits as well as having the threat of discontinuing their employment contract based on their older age group. As a result, their financial and emotional well-being is compromised due to the fact that elderly employees are already singled out by the company. The main goal is to employ younger individuals who are more technically skilled and does not have any medical conditions to continue the business efficiently. As a response to this application, limiting the aging workforce has been generating a concern to the community due to the unfair treatment of Metropolitan Life Insurance. Although there are laws prohibiting age discrimination, this law is not totally implemented as it causes an individual to become degraded with a privilege of working with the company who does not want older employees. Argument Older employees have benefits to claim, which are the insurances and job opportunities since they are still productive as the younger population. The most interesting fact about this feature is their ability to comprehend simple tasks provided by the company, old school etiquette. This is because there are new laws that provide multiple privileges for the elderly to receive benefits as they have already contributed significant productive practices in the community. Instances of age-related discrimination are often managed by the Supreme Court if there are brave elderly employees who managed to file for a legal lawsuit against their employer. The involvement of the Supreme Court generates public attention due to the nature of the lawsuit that provides a wake-up call for companies to start considering age discrimination to become more affiliated with equal treatment. An example is when an employee is fired due to a health condition, which attracts the attention of the authorities. Elderly employees are understandably weaker as compared to the younger generation. Employees aged 65 and above are mostly experiencing health problems due to a poor sedentary lifestyle that limits their physical and mental performance. They may need to work longer due to lack of retirement income and limited insurance coverages. This is usually the basis of some companies who have been considering if they are still capable of accomplishing several tasks as applied by the managers. The only problem is when the elderly become sick; it can significantly halt the operation of their performance, leading to a disruption or delays with a certain process. The impact of traditional common law constraints on managers could risk the companys productivity at a given time and strain the performance of the company if the company still employs an individual who is already suffering from discomforts at a given time. For example, a 72-year-old employee, employed with the company for 29 years, with a second diagnosis of breast cancer. With treatments and surgeries, she returns to work from FMLA and Short-Term Disability, however, she is tired and still healing. She is unable to handle the day-to-day responsibilities. With modifications to her workload, how long does the employer continue paying her wages when like employees have additional workloads? From the negative point of view from employers as managers, they believe that it is the right choice for elderly employees to have a limited employment contract. The main reason is that there are physical, mental, and emotional limitations associated with the skills and knowledge performance. As managers, the welfare of the company is always considered as an important consideration to ensure that the level of productivity is competent. Managers are aware that there are corresponding benefits awaiting elderly employees, which is beneficial as compared to the younger generation. This reason has been considering civil rights groups co ncerned due to the risk of disconnecting affected employees from having a productive socio-economic lifestyle. As a result, there is a surge in seniors filing bankruptcy according to the Washington Post (Singletary, 2018). There is a higher cost of living and Social Security alone will not sustain their debt without a supplemental income. In response to the legal laws, the Equal Employment Opportunities Commission (EEOC) is an institution that regulates all issues of age-related discrimination within the workplace. It conducts an investigation of companies involved with complaints of discriminating their employees based on their age. The Age Discrimination Employment Act of 1967 (ADEA) is another law that aims to sanction any company, individual, or group involved in segregating other individuals basing on their age, race, color, nationality, or gender (Clarkson, 2012). There are corresponding punishments and financial liabilities for individuals who have been proven on committing discrimination against other individuals or even groups. For Older Worker Benefits Protection Act (OWBPA), it aims to provide more benefits for the elderly population to have more opportunities to maintain their productive socio-economic status. By reaching the age of 65, there are several benefits and compensation opportunities that are pro vided to them regardless of the company they are currently affiliated to in order to prevent any risk of committing financial losses (Echavarria, 2015). Definition of Age Discrimination When we say age discrimination, this is the process wherein an individual has been degraded with their right or privilege basing on their age aside from their health conditions. This scenario usually occurs at the workplace wherein the affected employee has been regarded as a liability by the company or an individual responsible for discriminating an employee. At first, the affected employee may not realize that their age is the factor for influencing their employment viability. However, they become emotionally frustrated whenever discovering that they have been segregated due to their age. Therefore, there are laws such as the ADEA who can be responsible for monitoring companies involved in these illegal acts towards the elderly for a possibility of apprehension. As a result, it seeks to protect all affected employees who are at risk from being laid off by the company they are currently working. Jobs that restrict older employees One major job example is a pilot because airline companies are always ensuring the full safety of their passengers while traversing in mid-air. Pilots who are already old are required not to continue their service, especially if they failed recent vision testing. The visual acuity of people who are already in their elder stage can be observed having a blurred vision. Healthcare employees such as doctors and nurses are also required to retire at the age of 65, in which their physical capacity may no longer sustain their productive skills and knowledge at the workplace. As a physician or nurse, working in the healthcare facility require physical demand that elders cannot sustain while at work. In this case, there are several factors such as acquiring a nosocomial infection, accidents, and the risk of injury that other health care practitioners are not considering any lawsuits from the employees (Skelsey, 2013). Protection from discrimination Employers can protect themselves from any risk of facing discriminative nature by means of complying with the law. Every employer must understand that there are EEOC applications that monitor companies from any risk of being involved in discriminatory practices. These are institutions who are involved in illegal practice for excluding their employees based on their age. The ADEA is a provision wherein companies or any involved employer will be subject to legal proceedings once there is strong evidence that they have been involved in such practices. It prohibits employers from forcing these aged employees into retirement if they are in nonmanagerial positions with other criteria (Clarkson, 2012). For OWBPA, employers are raising compensation and benefits for elderly individuals on the basis that they can become a role model to other companies who provide higher benefits for older employees. The 72-year-old employee with breast cancer should be provided accommodations for her hardship (Clarkson, 2012) which may require modifying her job responsibilities to avoid a potential discrimination claim. Hiring practices With the issue against existing employees on the basis of retirement age, there are certain practices wherein employees are indeed needed to resign after several years of serving the company. One of the most critical issues is the separation pay because when there is a forced retirement for employees, it is important for the companies to pay their separation wage. In this case, employees will have a financial bridge to establish a business after their professional career demise. This employers right is regarded as the appointment or dismissal of an employee. This is in accordance to the procedures that comply with the laws to prevent any risk of being discriminated. Furthermore, employers have the right decision to protect the interest of their brand or companys image from any intent to abuse their authority just to conduct illicit activities against the company (Perry, 2014). For employees over forced retirement indicates that the employer may have the right to protect its own image and reputation from any unjust practices made by the employee. This is because there are conditions wherein the employee may have caught doing illegal or unacceptable practices that promoted harm and intimidation to other employees. When the employee becomes violent enough to cause a significant damage to the company, forced resignation or retirement regardless of age is allowed under the law. In terms of health-related problems, the company may also have the right to ensure that the employee should undergo an immediate rehabilitation. This is regardless of age wherein the employee should not be exerting more effort as their health might be further compromised if they continue to render their service with the company (Levin, 2012) As for employees who were terminated, the main basis is their behavioral characteristics while working with the company. In favor of an employers rights, they have always the prerogative to take action against an employee who was caught involved in activities that violate the rules of the company. Sometimes, there are company laws that restrict employees from performing something that has been causing a conflict of interest with the company. One example is when the employee is caught involved in fraudulent transactions that gravely affected the practices of the whole institution. Therefore, the employers believe that they are not going anything wrong because they are just protecting their company and the safety of all other employees of the company (Tuccille, 2012). Employers have the right to terminate their employee if there are scenarios that are considered before deciding to discontinue their working contracts. The first provision is that when the contract has been breached, the employer has the right to let go of the employee regardless of the age, race gender, or nationality. Possible effects of employees within the workplace The first possible impacts of having an older employee within the workplace are the presence of seniority, in which the main goal is to impose an autocratic ambiance to promote discipline within the community or society. Younger employees will learn how to become respectful with other employees, which is responsible for promoting an optimistic camaraderie between two or more employees and other stakeholders. This is all about controlling behaviors that are usually presumed inappropriate under the eyes of elder employees. The second effect is to create balanced behavioral instincts that regulate the attitudes of different personalities in the workplace. Older employees always promote harmonious working relationships with the younger employees by means of sharing their experiences that are used to prevent any dangerous remarks affecting the integrity of the company. Having a good camaraderie enhances harmonious working relationships because older employees share their knowledge regardi ng their past experiences with the similar situation. In the case mentioned earlier of the employee returning from bouts of breast cancer, she never abused her time and filed for her benefits accordingly. This sets an example for the younger team members of time management. This is because older employees have already experienced certain practices that are important for the companys implementation of laws such as age discrimination that affects the security of tenure in their respective job. These older employees are able to provide previous reactions from other individuals who encountered discriminatory actions from their past employment experience (Evans, 2012). It has been learned that age discrimination is a serious offense that can be committed by an individual or group at work. This is solely based on the prejudiced actions applied by the involved offending party towards the victim that has been enduring the agony of suffering from mistreatment. Managers are aware that age discrimination can bring a significant threat to the psychological capacity of an affected individual. The main reason behind this is that employees can be terminated without prior notice, making them financially unstable after the incident. The best solution is to analyze the existing laws applied by the company to discover some rules that promote prejudiced practices towards the rights of employees. For this reason, there are plenty of times that a person can change the existing law and implementation made by the operating institution with respect to the rights of their employees in compliance with the laws such as EEOC, ADEA, and OWBPA (Watkins, 2011). Doing the rig ht thing to ensure the quality of our employees should be a priority in all business structures. Creating an open communication structure will equip managers with the understanding of where the senior employees are in their careers and to support their need to continue working under the circumstances or to assist if one makes the decision to face retirement. References Clarkson, K.W., Miller, R.L., Cross, F.B. (2012). Business Law: Text and Cases: Legal, ethical, global, and corporate environment. Mason, OH: South-Western Cengage Learning. Echavarria, Martin, (2015). Enabling Collaboration: Achieving Success through Strategic Alliances and Partnerships. LID Publishing Inc. Evans, Gordon (2012). Upjohn Institute Economist on Right to Work Laws. WMUK (Western Michigan University Broadcast). Levin, Ginger (2012). Embrace and Exploit Change as a Program Manager: Guidelines for Success. Project Management Institute. Retrieved from citeseerx.ist.psu.edu. Perry, Mark J. (2014). Dallas Morning News editorial writer William Ruggles coined the term right to work on Labor Day in 1941. AEIIdeas. American Enterprise Institute. Retrieved from aei.org. Prokurat, Sergiusz and Fabisiak, Jan (2012). Age Management as a Tool for the Demographic Decline in the 21st Century: An Overview of its Characteristics. Journal of Entrepreneurship, Management, and Innovation. 8/2012: 8396. Retrieved from papers.ssrn.com. Singletrary, Michelle, (2018). Retired and broke: Bankruptcy filings surging for seniors. The Washington Post. Retrieved from washingtonpost.com on August 17, 2018. Skelsey, Dan (2013). Why Do People in Business Resist Change? Project Laneway blog. Retrieved from project-laneway.com.au. Tuccille, J.D. (2012). When Right-to-Work is Wrong and Un-Libertarian. Reason.com. Retrieved from reason.com on August 15, 2018.

Walt Disney World Co. vs Aloysia Wood - 1104 Words

515 So.2d 198 (1987) WALT DISNEY WORLD CO., et al., Petitioners, v. Aloysia WOOD, et al., Respondents. Supreme Court of Florida. (with professor edits) Aloysia Wood was injured in November 1971 at the grand prix attraction at Walt Disney World (Disney), when her fiance, Daniel Wood, rammed from the rear the vehicle which she was driving. Aloysia Wood filed suit against Disney, and Disney sought contribution from Daniel Wood After trial, the jury returned a verdict finding Aloysia Wood 14% at fault, Daniel Wood 85% at fault, and Disney 1% at fault. The jury assessed Wood s damages at $75,000. The court entered judgment against Disney for 86% of the damages. Disney subsequently moved to alter the judgment to reflect the jury s†¦show more content†¦Sys. v. Mineral Explorations, 704 P.2d 1266 (Wyo. 1985). The Illinois Supreme Court in Coney v. J.L.G. Industries, Inc. gave four reasons justifying the retention of joint and several liability: (1) The feasibility of apportioning fault on a comparative basis does not render an indivisible injury divisible for purposes of the joint and several liability rule. A concurrent tortfeasor is liable for the whole of an indivisible injury when his negligence is a proximate cause of that damage. In many instances, the negligence of a concurrent tortfeasor may be sufficient by itself to cause the entire loss. The mere fact that it may be possible to assign some percentage figure to the relative culpability of one negligent defendant as compared to another does not in any way suggest that each defendant s negligence is not a proximate cause of the entire indivisible injury. (2) In those instances where the plaintiff is not guilty of negligence, he would be forced to bear a portion of the loss should one of the tortfeasors prove financially unable to satisfy his share of the damages. (3) Even in cases where a plaintiff is partially at fault, his culpability is not equivalent to that of a defendant. The plaintiff s negligence relates only to a lack of due care for his own safety while the defendant s negligence relates to a lack of due care for the safety of others; the latter is tortious, but the former is not. (4) Elimination of joint and several

The, Ethics, And Today s Corporate Values - 922 Words

As shown in table 1, employees being dishonest can ruin relationships with coworkers and customers, ruin their personal reputation, and can leave important problems not resolved. Some of the more severe outcomes of acting dishonest can include termination and possibly even potential legal issues. In the article written by Ken Silverstein titled Enron, Ethics, And Today’s Corporate Values, he states that â€Å"sixteen executives involved in the Enron scandal were sentenced to prison† (Silverstein 2013). No matter the severity of the dishonest act, there will always be some form of punishment as the outcome. So how can employers reduce these acts of dishonesty in the workplace and prevent any of these punishable outcomes from occurring? Preventing lying, cheating, and stealing in the workforce can be difficult to manage but there are multiple steps employers can take to help prevent situations like these from arising in the workplace. Employers can enforce a code of ethics and many other policies that restrict the use of dishonesty. According to the article Employees Cheating Time†¦ But What Can You Do About It? by Kris Dunn, creating environments with employees who are honest about their work gives other employees people to look up to and mirror their actions, which could potentially help prevent dishonesty. Also, continually disciplining employees who are caught in the act of being dishonest will help reduce the amount of dishonesty in the workplace (Dunn 2011). InShow MoreRelatedCorporate Social Responsibility Of The Enron Corporation1124 Words   |  5 Pages We will look at the Enron Corporation and discuss its application of Corporate Social Responsibility (CSR) or in actuality its irresponsible beha vior as related to social responsibility. We will revisit what CSR is and discuss Enron’s philosophy regarding its use and function within the corporation. 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Heterozygosity Of Two Lake Trout Populaces At Different Loci

Question: Discuss about the Heterozygosity Of Two Lake Trout Populaces At Different Loci. Answer: Introduction Heterozygosity is the measure of the hereditary variety in a populace at a specific quality locus. Hereditary variety inside a populace is essential in keeping up or expanding the wellness of individuals in the populace and eventually the survival of the species. Wellness depicts the ability of an individual species to imitate, and is generally equivalent to the extent of the person's qualities in every one of the qualities of the people to come, that is, how much hereditary data is passed onto who and what is to come. A positive relationship was found between the heterozygosity at the loci and the wellness (survival and development) of the fish, recommending that heterozygosity is worthwhile (David et al. 2005). This favorable position is identified with higher relative wellness than either the homozygote predominant or homozygote passive genotype. A person's wellness is set up through its phenotype, which might be influenced by the two qualities and ecological components. One such factor that was seen to perhaps affect levels of heterozygosity in a populace was the animal types' living space. In a test led by John et al. (1998) the heterozygosity of different populaces of Natterjack Toads (Bufo calamita) were thought about, eventually finding a lower heterozygosity in a populace that is detached from others. Ferguson (1990) discovered comparable data that influences decent variety among rainbow trout (Oncorhynchus mykiss) and reasoned that heterozygosity levels have an immediate connection between the size, sex and age of the fish. Numerous different elements may influence the hereditary decent variety of a populace. Specifically, different occasions and natural qualities may influence the hereditary assorted variety of Lake Trout. Angling is a case, as this movement may make the number of inhabitants in the fish diminish at a temperamental rate. A natural factor such as the temperature of the water may also have an effect on the fitness of the fish; a survival factor that is strongly related to heterozygosity. Consequently this examination will be embraced to look at these components which may contribute impacts to the hereditary decent variety of Lake Trout in two lakes: Devil and Loughborough Lake. Utilizing six microsatellite loci from 25 Lake Trout from all three lakes, observed heterozygosity values will be obtained and analyzed. This data can be further utilized by analyzing and providing additional information about the influences of certain characteristics on population genetics. By studying the microsatellites of particular trout species, it is possible to contribute to the current and past studies of researchers aspiring to conserve these animals. Evaluation of the results acquired by this experiment can be used to compare the average heterozygosity of the two trout lake populations and from this, make informed conservation strategies. This can ultimately contribute to the gradual increase in trout population sizes. Results The average observed heterozygosity of Devil Lake Trout was found to be 0.433, while the average the observed heterozygosity of Loughborough Lake Trout was found to be 0.256. It was decided that the observed heterozygosity of Devil Lake Trout (n=25) is altogether more significant than (p=0.475) which is the observed heterozygosity of Loughborough Lake Trout (n=25). Discussion Contamination in certain areas of Loughborough Lake may be a rooting cause why the population of the fish in that area are smaller, and as a result, have lower heterozygosity. Borgmann (1998) found that higher levels of toxic substances including mercury were accumulating into the tissues of Lake Trout in Northern Ontario, in particular of certain areas of southern Loughbrough Lake, away from fisheries larger human habitats. Contamination of mercury and other toxic substances such as DDE were found in high concentrations of Lake Trout individuals that were larger in size and older in age. It has been found that levels of heterozygosity are higher as age increases (Volckaert and Zouros 1989), so as these fish decrease in numbers at a younger age, the number of offspring that would carry more heterozygous genes would also decrease with every generation. The counter effect of having a small population is inbreeding. Inbreeding is the breeding amongst family or self; outbreeding is the breeding with members of the same species that are not closely related. While there are advantages and disadvantages to inbreeding, the benefits of it could be a reason why a smaller fish populations prefer would prefer this method of selection. Primarily, there is the ability to depress the expression of recessive alleles (Ellstrand and Elam 1993). The study found that in a population with a damaging recessive allele, an individual may not seek to mate with anyone who potentially carries or expresses that allele. The population might inbreed to decrease the heterozygosity in an attempt to remove the harmful gene. Mating within the family- when it is apparent that the family does not carry the detrimental allele, is more ideal in an evolutional prospective than putting the survival of that population at risk. This situation could likely occur in the Lake Trout from Loughborough causing them to have a lower mean heterozygosity. This population could be purging undesired alleles from its gene pool. Another factor that may increase levels of heterozygosity in fish is fluctuations in water temperature. Zimmerman and Richmond (1981) found that highly variable thermal regions demand for greater fitness. As shown in the previous studies, the fitness of fish is related to its size, which is a result of growth by age, and these fish have more heterozygosity than them to survive in different temperatures. In Zimmerman and Richmonds experiment, the greatest temperature fluctuation was 7C, with the highest heterozygosity level of 49%. Thistrendmay prove that the greater the temperature fluctuation, the greater the heterozygosity of a population living within the waters. The temperature fluctuations of the three lakes are: Devil Lake and Loughborough Lake at 7F (Ontario Ministry of Natural Resources, 1970). These numbers correlate with the data as they show that Devil Lake, with the highest temperature fluctuation, has the greatest heterozygosity, whereas Loughborough Lake with the lowest temperature fluctuation has the lowest heterozygosity, as was found in the results of this study. Another factor that may cause a loss of genetic diversity in other areas of the lake is fishing pressures. Fishing in northern Loughborough Lake, and compared to Devil Lake, most people from the Loughborough Lake area receives their income from fishing (Ontario Ministry of Natural Resources 1970). Excessive fishing could cause the entire population to be eliminated if it is not monitored. In order to ensure that this does not happen, the lakes are restocked with hatchery fish (fish that are grown by humans and released into the wild). Evans et al. (1991) found that the human harvested fish tend to have lower genetic variation; this would decrease the fitness and survival of the native species. Over fishing depletes the amount of fish and creates the perceived need to continually restock the lake with fish. While this practice helps maintain the population size, in turn decreases the heterozygosity of northern Loughborough Lake Trout. The mean heterozygosity of Lake Trout from Devil Lake was significantly greater than that of Loughborough Lake. Potential reasons for genetic diversity may be caused by contamination in certain areas of the lake, resulting in inbreeding within a reduced population to eliminate harmful genes, fishing in the lakes which then require the lakes to be restocked with hatchery fish, and temperature fluctuations that cause differences in heterozygosity. Further research and experiments specifically looking in depth at effects that causes genetic diversity should provide greater insight as to why the heterozygosity in populations of Lake Trout in different lakes in Northern Ontario vary. References John J., Maes G., Vancoillie C., Volckaert F. 2005. Growth Rate Correlates to Individual Heterozygosity in the European Eel, Anguilla Anguilla L. Evolution. 59: 189-199. David P., Francis R., McVeagh M. 1991. Loss of Genetic Diversity due to Fishing Pressure. Fisheries Research. 10: 309-316. Zimmerman G., Richmond M. 1981. Increased Heterozygosity at the Mdh-B Locus in Fish Inhabiting a Rapidly Fluctuating Thermal Environment. American Fisheries Society. 110: 410-416 Borgmann W.,Whittle D.1988.Contaminant Concentration Trends in Lake Ontario Lake Trout(Salvelinus Namaycush): 1977 to 1988. Journal of Great Lakes Research. 102:11-12 Ferguson M. 1990. Enzyme Heterozygosity and growth in Rainbow Trout: Genetic and Physiological Explanations. The Genetical Society of Great Britain. 68: 115-122.