Boston University Acceptance Rate, SAT/ACT Scores, GPA

Boston University is a private research university with an acceptance rate of 22%. To apply, students can use the  Common Application or Coalition Application. BU has an Early Decision program that can improve admission chances for students who are sure the university is their top choice school. Considering applying to this highly selective school? Here are the BU admissions statistics you should know, including the average SAT/ACT scores and GPAs of admitted students. Why Boston University? Location: Boston, MassachusettsCampus Features: One of dozens of Boston area colleges, Boston Universitys urban campus sits near both Fenway Park and the Charles River Esplanade. The MBTA Green Line has several stops on campus.Student/Faculty Ratio: 10:1Athletics: The Boston University Terriers compete in the NCAA Patriot League and Hockey East Conference.Highlights: BU typically ranks among the top 50 universities in the United States. Even though the school is one of the largest private universities in the country, students receive a lot of personal attention from the faculty and staff. Acceptance Rate During the 2017-18 admissions cycle, Boston University had an acceptance rate of 22%. This means that for every 100 students who applied, 22 students were admitted, making BUs admissions process highly competitive. Admissions Statistics (2017-18) Number of Applicants 64,482 Percent Admitted 22% Percent Admitted Who Enrolled (Yield) 25% SAT Scores and Requirements Boston University requires that all applicants submit either SAT or ACT scores. During the 2017-18 admissions cycle, 70% of admitted students submitted SAT scores. SAT Range (Admitted Students) Section 25th Percentile 75th Percentile ERW 650 720 Math 680 780 ERW=Evidence-Based Reading and Writing This admissions data tells us that most of BUs admitted students fall within the top 20% nationally on the SAT. For the evidence-based reading and writing section, 50% of students admitted to Boston University scored between 650 and 720, while 25% scored below 650 and 25% scored above 720. On the math section, 50% of admitted students scored between 680 and 780, while 25% scored below 680 and 25% scored above 780. Applicants with a composite SAT score of 1500 or higher will have particularly competitive chances at BU. Requirements BU does not require the SAT writing section. Note that Boston University participates in the scorechoice program, which means that the admissions office will consider your highest score from each individual section across all SAT test dates. BU has different SAT requirements for the Accelerated Medical Program and the College of Fine Arts, so make sure to review the requirements for the program to which you are applying. ACT Scores and Requirements BU requires that all applicants submit either SAT or ACT scores. During the 2017-18 admissions cycle, 39% of admitted students submitted ACT scores. ACT Range (Admitted Students) Section 25th Percentile 75th Percentile English 31 35 Math 27 33 Composite 30 33 This admissions data tells us that most of Boston Universitys admitted students fall within the top 7% nationally on the ACT. The middle 50% of students admitted to BU received a composite ACT score between 30 and 33, while 25% scored above 33 and 25% scored below 30. Requirements Boston University does not require the ACT writing section. Unlike many universities, BU superscores ACT results; your highest subscores from multiple ACT sittings will be considered. GPA In 2018, the average high school GPA for incoming Boston University freshman was 3.71. These results suggest that most successful applicants to BU have primarily A and B grades. Self-Reported GPA/SAT/ACT Graph Boston University Applicants Self-Reported GPA/SAT/ACT Graph. Data courtesy of Cappex. The admissions data in the graph is self-reported by applicants to Boston University. GPAs are unweighted. Find out how you compare to accepted students, see the real-time graph, and calculate your chances of getting in with a free Cappex account. Admissions Chances Boston University has a highly competitive admissions pool with a low acceptance rate and high average SAT/ACT scores. However, BU has a holistic admissions process involving other factors beyond your grades and test scores. A strong application essay and glowing letters of recommendation can strengthen your application, as can participation in meaningful extracurricular activities and a rigorous course schedule. Students with particularly compelling stories or achievements can still receive serious consideration even if their test scores are outside Boston Universitys average range. Admission standards at BU vary by school and college. Applicants to the College of Fine Arts must audition or submit a portfolio, and applicants to the universitys Accelerated Medical Program have additional testing and course requirements. In the graph shown here, the blue and green dots represent accepted students, and you can see that most students who got into BU had averages of B or higher, SAT scores (ERWM) above 1200, and ACT composite scores above 25.  Students with A averages and SAT scores above 1300 are most likely to be admitted, and there are very few red dots (rejected students) in the upper right corner of the graph. However, theres a lot of red hidden behind the blue in the middle part of the graph. Some students who have grades and standardized test scores that are on target for Boston University will still get rejection letters. As a result, even if Boston University is a match school in relation to your credentials, you should still make sure that you apply to a couple of safety schools  in case the admissions decision doesnt go your way. All admissions data has been sourced from the National Center for Education Statistics and Boston University Undergraduate Admissions Office.

Essay about How Christians Interpret And Celebrate The...

How Christians Interpret And Celebrate The Last Supper Today Holy Communion is very important in Christian worship. This is the occasion on which the priest distributes bread and wine. This is one is of the seven Sacraments. A Sacrament is a physical act with a spiritual meaning. It takes the form of a ceremony intended to reveal and to give a greater sense of closeness to God. The spiritual meaning of Holy Communion is togetherness with God and each other. During Holy Communion the priest takes the bread and wine, gives thanks to God, breaks the bread and then gives them to the worshipers. This is known as the Fourfold Eucharistic actions. Eucharist means thanksgiving. So the Eucharist or Holy†¦show more content†¦This serves the purpose of remembering the Last Supper and also brings a feeling of closeness with God, Jesus and each other. It will also remind Christians of the death and resurrection of Jesus. Holy Communion has four main meanings. The first is remembrance. Holy Communion commemorates the death of Jesus Christ on the cross. Corinthians 11:23-25 writes that Jesus took and broke the bread, referred to it as his body and said, Do this in remembrance of me. Similarly after the supper he took a cup and referred to it as, the new covenant in my blood and said, Do this whenever you drink it, in remembrance of me. The second is participation. Jesus did more than just take and break the bread and take and pour the wine. He gave these things to the disciples to eat, thus he was involving them in the last supper. So today the Last supper is more than just a commemoration, where we remember a past event, it is a communion in which we participate in the remembrance and share in its benefits. The apostle Paul wrote: is not the cup of thanksgiving for which we give thanks a participation in the blood of Christ? And is not the bread that we break a participation in the body of Christ? 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Report on Entrepreneurship

Question: Select an organisation; describe the sources of innovation obtained by the chosen organisation. Identify and discuss barriers to innovation faced by the management of the organisation. Recommend improvements that can be made by the organisation in inculcating innovative culture among the employees. Answer: Introduction Innovation is the key of sustainable business run by an organization. It is usually refers to the changing implementation in the organization processes, perspectives or products. Usually innovation is implemented in the organization for improving the organizational status which can be by creating dynamic products or improving the operations. There are various reasons behind the importance of business innovation in an organization. However, organizations would have their own priorities specific to different sectors related issues for balancing the business, to reduce the risk from competitor, to reduce risk of losing important employees or only for operating the inefficiencies of the organization (Schaltegger, Ldeke-Freund Hansen, 2012). Therefore, through innovation, the marketer can be differentiated from their rivals. Innovation is important for discovering the current opportunities existing in the industry or which are likely to emerge in the future (Arora et al., 2016). A succes sful organization not only works for satisfying their current customers, rather have prospects of future trends in some areas, ideas, products or services which would help them to meet the vision set by the organization effectively. Innovation helps the organization to stay ahead of the competition in markets, trend shifts and technology advancements. While implementing innovation in the organizational operations, the customers would be able to see something in the organizational context who can add value to the organizational product, thereby providing commercial advantage to the business, especially in rapidly shifting market. However, besides, all of these advantages of innovation implementation in the organization, there are negative aspects also (Lui, Ngai Lo, 2016). Organizational management team often faces wide ranges of issues while implementing innovation in the business settings. These issues or barriers can interfere with successful implementation of the innovation; sometimes these internal and external barriers can resist change or innovative e practice in the organization. In this study, the concept of innovation would be discussed based on the selected company Walmart. The source of innovations and the barriers faced by the management of the organization in implementing innovation in the business would be analyzed (Brown Osborne, 2012).Finally, the suggestion for improving the situation would also be provided in this assignment. Description of the selected organization and issue Walmart is a multinational retail corporation having a root in America. The organization operates a chain of hypermarkets, grocery stores and discount department stores. The organization has its headquarter in Bentonville, Arkansas. Walmart was established in 1962 by Sam Walton and incorporates in 1969 (Mayer Noiseux, 2015). In current days, the organization has 11,527 stores and clubs throughout 28 countries under 63 banners in total. Walmart is the largest company by revenue throughout the world, according to the Fortune Global 500 list in 2014. It has been seen that it is the largest private employer with 2.2 million employees in the world (Venugopal, 2015). In U.S. it was the identified as the largest grocery retailer. The organization employs 2.3 million associates around the world. About 75% of the organizational store management teams started their job as the hourly associates and got$50,000 and $170,000/ year (Keupp, Palmie Gassmann, 2012). However, the company is investing $2.7 billion within past two years in education, training and higher wages. The total revenue of the company was $482.1 billion estimated at the end of the year 2016. The return by the company to their shareholders was $10.4 billion (Thomas Wilkinson, 2015). The current CEO of the organization is Doug McMillion who has successfully implemented innovation for improving the organizational practices. The organization is having a well established position in the market. However, there are a number of issues identified and reported by the organizational reviews as well as from different reports which are affecting the brand image of the organization. Both internal and external issues are affecting the organizational success and sustainability (Bucherer, Eisert Gassmann, 2012). Thus, for combating these issues, the CEO and the management team of the organization has undertaken appropriate techniques for the innovation in their operations which would assist to improve the situation. The organizational operations are not supportive to the employees which is making the employees dissatisfied and inferring with the highest productivity provided by the employees. There are a number of employee related issues identified. It has been reported that the two store openings reduce three local jobs or retail employments of an average 2.7 % in every country the company enters (Hamel, 2012). Thus, the company is said to be the job killer. It has been claimed that Walmart jobs are poverty jobs. The payment of the employees is only $8.81/hour which is $15576 based on the full-time designation that is less than 2/3rd or the poverty line (Hill et al., 2014). The company pays less than any other retail company in America. It has been reported by Kirchhoff, Linton and Walsh (2013) that Walmart discriminates the disabled and elderly employees, thereby working against the disability discrimination law. It has also been estimated that the internal environment in the organization is not safe for the employees. The company has been notorious for endangering its employees both at organization and home. From the publicized instances of the company, the night lock-ins is one practice, where it has been reported that, the employees were literally locked in several Walmart outlets for ensuring that they are staying back at their job roles (Marcus, 2015). Employees filed a class action suit against the company claiming that the company is forcing them to work 70 hours per week while paying only $1500 per month. In spite of mistreating the employees, the organization forced employees to purchase new uniforms from the company and stealing their money in this way. In Pemmsylvania, the company has been reported to force the employees for working in unpaid breaks and meal times for which employees sued the company. The company undertaken several steps for providing cheaper insurance and less care to their employees resulted in sicker employees. Walmart used taxpayer subsidies for providing health care benefits, in spite of paying the employees enough to afford the health care facilities. They also cut the insurance benefits from the part-time employees. The organization also failed to meet the shareholders expectation; however, the organization gave $1.5 million bonus to the CEO (Varadarajan, 2015). Thus, clear economic class discrimination has been seen in the company. The organizational underpays women and neglects pregnant workers. In U.S. workforce more 57% are women who were paid $1.16 less/hour. A number of lawsuits have been filed for women working in Walmart (Weber Rohracher, 2012). The company used foreign labor as well as child labor which are against the legal rights. The company has also been reported to hurt the local communities. Sources of innovation obtained by the organization The organization has undertaken a number of innovation strategies for dealing with Updated the safety policies in 2013. The organization has arranged training processes for enhancing the efficiency of the employees. The low productivities of the employees were affecting the organizational entire productivity and success negatively. For combating with this situation, the organizational management implemented specific training sessions for improving employees skills and knowledge about their job roles (Nonis Relyea, 2012). The employees are widely dissatisfied for the companys services. Thus, the management decided to implement reward system for the employees. The reward system helped to motivate the employees in the context of organizational notorious environment. The reward system helped the employees to identify their strength and weaknesses upon which they could work on and they could be motivated after getting rewards for their hard work (Caraway, 2016). The recruitment system of the company was not suitable for the organization and the management decided to improve the recruitment process. The internal recruitment was less which was one of the most important reason for employees dissatisfaction. Company used to higher employees for low wages in spite of promoting an internal employee (Collins, 2015). Improvement of promotion and recognition system improved the organizational culture and improved the employee satisfaction. The primary source of innovation of Wal-Mart is their supply chain management. According to Schaltegger, Ludeke-Freund and Hansen (2012). Wal-Mart products are manufactured in more than 70 countries and operate more than 11,000 stores in 27 countries. Their innovation in the supply chain management began when the authority of the organization started to remove a few of the chains links. Since 1980, Wal-Mart started working directly with the manufacturers in order to minimize costs. They understood that this step could help them to manage their supply chain management more efficiently (Arora, 2016). As a result of their innovative supply chain management the organization was named as Retailer of the Decade. There is another innovative decision was to implement strategic vendor partnership. The authority of Wal-Mart used strategic sourcing in order to figure out products at the best price from suppliers. They selected only those suppliers who could supply products according to the demand of the organization. After that, the company developed partnership with most of its vendors and offered them long-term and high-volume purchases while ensuring the lowest possible price (Lui et al., 2016). The whole supply chain management of the organization acted like a collaboration. Wal-Mart authority is also using cross docking as inventory tactic. It was known as a logistic practice that was the centerpiece of Wal-Marts strategy to refill inventory efficiently. Suppliers were told to deliver products to Wal-Marts distribution center where those products were cross-docked. Right after the cross, docking is completed; those products are delivered to Wal-Mart (Berlau, 2015). This process of cross docking helped the organization to keep the inventory and transportation cost as low as possible. It also helped them to reduce the transportation time by eliminating inefficient. The major resistance would come from the customers all over the world. Wal-Mart is famous for offering goods as a lowest possible price (Caraway, 2016). If the organization implement changes in its workplace, then it obvious that, they will have to increase the prices of the products in order to meet the new expenses. In this case, the organization will face huge challenges from its existing customer base. Customer will not like the process as they will find out that the prices of the products are rising at an alarming state. Most of the customers will begin to complain to the authorities of the organization and will ask to keep the prices same. On the other hand, some customers will instantly change the organization and will star to buy from other retail organizations such as Tesco, K-mart and Asda (Lui et al., 2016). In this way, the chances are high that Wal-Mart will lose a huge customer base that not a single organization would want to see. Therefore, it would be a dilemma for t he organization whether to bring changes or not. In the end, last but not the least, resistance will come from the market rivals such as Tesco, Asda and K-Mart (Bucherer, Eisert Gassmann, 2012). The only drawback that Wal-Mart has is their organization structure. Other market rivals can easily use that image of Wal-Mart to strengthen theirs, If Wal-Mart tries to improve their image, and it is imminent that that organization will prevent them to do so as they will lose their competitive edge over Wal-Mart (Arora, 2016). Therefore, those organizations can lower their prices to a level that the customers will overlook the changes of Wal-Mart and will fall for the offered low prices of other retail organizations. Barriers to innovation faced by the management of the organization There are a number of barriers for implementing innovation in the organizational context. Creating innovative environment in the organization means changing the existing framework of the company. The organizational members do not always accept change. Thus, the management of the company faced a number of barriers while implementing these innovative changes in the organization (Davila, Epstein Shelton, 2012). Resistance from internal stakeholders The resistance of innovation from the internal stakeholders can arise from employees, HRM facilities and higher authorities. Some employees who are working from several years raise objection for the innovation (Thomas Wilkinson, 2015). It is because innovation would change the traditional operational processes which might be difficult to cope with. Thus, mostly the older employees give objection during change implementation. In the case of HRM services, the HRM facilities who might neglect the employees welfare and satisfaction would become barrier for innovation. It is because; the new system would not provide them the facility to work with the power which they had previously (Jeston Nelis, 2014). In the future, the chances are low that any logical change will take place in the organization. The primary problem that the organization will face while changing its business model is its existing policy of everyday low prices. This strategy of everyday low price includes several limits that will not allow Wal-Mart to make any changes in the organization as it can increase the cost of the organization that will force the authority of Wal-Mart to increase the prices of the products (Bucherer, Eisert Gassmann, 2012). If it happens, the chances are high that their competitors will take the market away from the organization. On the other hand, it is also true that the organization must generate comparable return on equity to satisfy Wall Street and other inventors. That is why the organization has implemented sweatshops and hazardous working condition. It helps them to reduce their cost of the company. This cost reduction helps them to minimize the prices of the products they offer to the customers (Becker, Kugeler Rosemann, 2013). If the organization implements anything to improve the working condition they will have invest a huge amount of money. Besides, the bigger the upgrade, the larger the money will be needed to maintain it continuously (Giacalone Rosenfeld, 2013). Therefore, the organization would not be able to offer products at the lowest possible rate. Resistance of external employees The resistance against the innovation implementation can also be raised from the external employees including suppliers, customers and shareholders. One of the major reasons behind the objection for innovation is the enhanced cost of innovative operations in new organizational environment (Wright, Sturdy Wylie, 2012). Suppliers would not gain benefits if the price of the product were enhanced. On the other hand, in the case of shareholders, due to customers dissatisfaction, there would be a chance of not getting their shares in further business with the company, as they have not received their expected share from Wal-Mart in previous projects (Hamel, 2012). Thus, they might resist the innovation in the organization. Another barrier of innovation that the organization is facing from its external stakeholders is number of lawsuits that are placed against them. A huge number of employees have charged Wal-Mart for harassment and some organizations has accused it for violating rules and regulations related to protection of environment (Rosemann vom Brocke, 2015). Recommendation for the improvements of innovative culture among the employees In order to bring change in the organization, Wal-Mart will have to follow some strategies and methods so that both the internal and external stakeholders can respond positively. Those strategies are mentioned below, When change is announced, it is expected that all the employees and other stakeholders will not get ample information about it. It is not expected that leaders would come forward and will explain the reasons of change. Employees and other stakeholders do not want to be told that whether the change is good or bad. They only want to understand it. Therefore, it is recommended that Wal-Mart must share ample information with its stakeholders as plainly and as completely as possible. Employees and other stakeholders would think about how the change is going to create an impact on them. They will think that whether they have the skills and abilities to go on with the change. These personal concerns of the stakeholders should be surfaced and addressed. After implementing the first two recommended strategies employees will be ready to hear information on the details involved in implementing the change. In this stage, the stakeholders would like to know how the thinking behind the change is tested before the implementation. It is also expected that some employees will also want to know where they will go to find some assistance, as they will be affected by the change. At this stage, the authority of Wal-Mart will have to be ready to answer these questions with proper justifications. They will have to implement proper training and guidance systems that would help the employees who will be affected by the change. Most importantly, Wal-Mart will have come out from their lowest price strategy, as after implementing the change they will not able to offer products as a lowest price. The chances are high that when the prices will rise, the customers will ask questions. At that time the organization will have to implement proper advertisement strategies to communicate with the customers in order to tell them that the changes are made for the betterment of the organization and for the customers. Conclusion In conclusion, it can be said that innovation is the key to success for a competitive organization. To sustain the business growth, the company would have to implement innovative practices. In this assignment, Walmart has been selected for investigating innovation implementation in the company. It has been revealed that the organization needs innovation as it has a number of issues and an innovative change implementation can help the organization to improve the current situation based on which the organization might be able to sustain their business and can achieve more success in the industry. In this assignment, a brief description of the organization has been provided along with the issues faced by the organization from which the need for innovation has been identified. Then the source of innovation obtained by the organization has been discussed along with the barriers faced by the organizational management while attempted to implement the innovation in the organization. Reference List Arora, A., Gittelman, M., Kaplan, S., Lynch, J., Mitchell, W., Siggelkow, N. (2016). Questionà ¢Ã¢â€š ¬Ã‚ based innovations in strategy research methods.Strategic Management Journal,37(1), 3-9. Becker, J., Kugeler, M., Rosemann, M. (Eds.). (2013).Process management: a guide for the design of business processes. Springer Science Business Media. Brown, K., Osborne, S. P. (2012).Managing change and innovation in public service organizations. Routledge. Bucherer, E., Eisert, U., Gassmann, O. (2012). Towards systematic business model innovation: lessons from product innovation management.Creativity and Innovation Management,21(2), 183-198. Caraway, B. (2016). OUR Walmart: a case study of connective action.Information, Communication Society,19(7), 907-920. Collins, J. (2015). 5 Walmart, American consumer-citizenship and the erasure of class.Anthropologies of Class: Power, Practice, and Inequality, 89. Davila, T., Epstein, M., Shelton, R. (2012).Making innovation work: How to manage it, measure it, and profit from it. FT press. Giacalone, R. A., Rosenfeld, P. (2013).Impression management in the organization. Psychology Press. Hamel, G. (2012).What matters now: How to win in a world of relentless change, ferocious competition, and unstoppable innovation. John Wiley Sons. M. (2012).Change Management: A Balanced and Blended Approach. BoDBooks on Demand. Hill, W. A., Shange, R., Robinson, M., Hargrove, T. M. (2014). A transformative partnership between socially and historically disadvantaged farmers, 1890 land grant institutions, and Walmart.Professional Agricultural Workers Journal,1(2), 2. Jeston, J., Nelis, J. (2014).Business process management. Routledge. Abington. Kirchhoff, B. A., Linton, J. D., Walsh, S. T. (2013). Neoà ¢Ã¢â€š ¬Ã‚ Marshellian Equilibrium versus Schumpeterian Creative Destruction: Its Impact on Business Research and Economic Policy.Journal of Small Business Management,51(2), 159-166. Lui, A. K., Ngai, E. W., Lo, C. K. (2016). Disruptive information technology innovations and the cost of equity capital: The moderating effect of CEO incentives and institutional pressures.Information Management,53(3), 345-354. Marcus, A. A. (2015).Innovations in Sustainability. Cambridge University Press. Mayer, S., Noiseux, Y. (2015). Organizing at Walmart: Lessons from Quebec's Women.Global Labour Journal,6(1). Nonis, S. A., Relyea, C. (2012). Business innovations from emerging market countries into developed countries: Implications for multinationals from developed countries.Thunderbird International Business Review,54(3), 291-298. Rosemann, M., vom Brocke, J. (2015). The six core elements of business process management. InHandbook on Business Process Management 1(pp. 105-122). Springer Berlin Heidelberg. Schaltegger, S., Ldeke-Freund, F., Hansen, E. G. (2012). Business cases for sustainability: the role of business model innovation for corporate sustainability.International Journal of Innovation and Sustainable Development,6(2), 95-119. Thomas, A. R., Wilkinson, T. J. (2015). Turning Your Innovations into Commodities. InThe Customer Trap(pp. 27-44). Apress. Varadarajan, R. (2015). Innovating for sustainability: a framework for sustainable innovations and a model of sustainable innovations orientation.Journal of the Academy of Marketing Science, 1-23. Venugopal, S. (2015). Mobilising Private Sector Climate Investment: PublicPrivate Financial Innovations. InResponsible Investment Banking(pp. 301-324). Springer International Publishing. Weber, K. M., Rohracher, H. (2012). Legitimizing research, technology and innovation policies for transformative change: Combining insights from innovation systems and multi-level perspective in a comprehensive failures framework.Research Policy,41(6), 1037-1047. Wright, C., Sturdy, A., Wylie, N. (2012). Management innovation through standardization: Consultants as standardizers of organizational practice.Research Policy,41(3), 652-662.

Business Economics for De-Unionization- myassignmenthelp.com

Question: Discuss about theBusiness Economics for Globalization andDe-Unionization. Answer: Introduction and Claim In the entire Article, the author discusses about the increasing disparity between the upper- and lower-half of the society. The major narrator of the piece is Robert Reich who is primary illustrating the Americas social classes. The metaphor is utilized in explicating how the economy of America is fluctuating for the rich and poor. It is alluded to a boat that everyone is in whereby 1 is rapidly sinking 2nd one sinking more gradually while the 3rd steadily rising. The three social classes are referred to here including lower-, middle- and upper-class. The lower-class keeps going poorer due to job loss, increase automation alongside competition from other economies which are enthusiastic to work for less money. The middle-class is somewhat staying unchanged but remain still diminishing economically. This is due to machinery that is substituting employees, lower wages due to the surged social security drawn by the government from the retirees, alongside the stiff competition from immigrant searching for jobs. The upper-class does well and ascending past everyone else since they are the people who are thinking regarding selling their notions to overseas nations who could never think of them independently. Background The topic is anchored on the Robert Reich as both eye opener and simultaneously a cautionary for the society about the unemployment which the society shall be facing and is presently facing as a result of the lack of education and technology. It precisely enunciates that routine producers jobs and in-person servers have extinguished wholly as the contemporary techniques have substituted them. Reich posited that strictly individuals whose jobs remain on the upsurge are symbol analysts. The symbol analysts remain the actual problem solvers. The symbol analysts skills remain extremely in the demand globally since they are the people who initially examine the problem and subsequently solve the problem (Reich 15). The same unemployment problem alongside the global recession that has left workers focusing on workers not solely with skills of specialist but further a vaster array of knowledge and skills. The report remains a clear reflection of what is required by the modern day employers, but the question remains whether it is universities or learners individually that fail to cope with the needs of modern world that is marred with advancement in technology alongside critical thinking. The modern day generation alongside reasons for huge drop in employment are truly missing something critical. Opposition The opposition holds that the job losses in America is caused not by the immigrants into America but due to technological development and globalization. The opposition acknowledges that the main challenge is the employment crisis that the millennials shall be facing as a result of educational challenges, either in schools or in learners, and the similar period the ascending symbol analysts demand (Spangler 472). This is an eye-openers for millennials since the opposition has precisely illustrated all the challenges facing millennials and shall be facing in the coming years about employment. Opponents Claims strengths and weaknesses The main strength in my opponent claim is that it is true that globalization and technological advancement have greatly led to a laying off of many workers. On the other hand, the opponent fails to appreciate that as technology is advancing, many jobs are destroyed and through innovation, many new jobs are created and many firms upskill their old employees rather than retrenching which would indeed retain workers and even employ new ones. My Claim The Robert Reich Article remains wholly true. There is a widening gap between the rich and the poor. This disparity/gap is increasing blooming visibly as months turn to years. The rich are increasingly becoming richer since they are the people taking over the lower-class jobs and doing whatever they wish with them. Often, the upper-class fire all the employees and place in automatic machinery since it is increasingly effective and cost really less. The upper-class have further put a surge on immigrants over the previous ten years and it is still ascending today. The immigrants come to America and require jobs to support both families and themselves. This is the reason there is increasing jobs less in the US. If the American economy keeps up with this declining trend, there will people trapped in absolute poverty and those who are filthy rich. Accordingly many of the rich individuals shall refute to assist the poor, even where they are increasingly capable of helping the poor. Warrants for My Claim and the Opposition for Common Ground Based on my claim, the millennials future is analyzed with respect to unemployment problems the millennials will face as a result of globalization. The advancement in technology and entire world going global remains significant. Unlike my claim, that I hold also contributes to the American job losses, I see sense in the opponent claim that attributes the job loss to the shift of jobs from the developed to developing economies established by the huge recession in the developed-economies to have triggered by the advancement in technology and globalization. Common Ground It is true that both claims remain cognizant that the main challenge is the unemployment. Whereas I attributed the lack of employment among the Americans to the competition arising from the immigrants who seek the same jobs to support themselves and families, I am in agreement with my opponents claim that globalization and advancement in technology have also played a significant role (Stiglitz 133). It is true that advancement in technology has made workers stay in touch with the entire globe with the assistance of certain optical wires alongside satellites and hence began hiring employees who were willing and ready to work for the lower salaries. In the same manner, introduction of novel labor-saving machineries like ATMs and robotized vending accounts for job losses. Conclusion Both opposing claims have a sense in arguments and hence there is a common ground. Both technological advancement and globalization have indeed led to job loses while at the same time Americans have lost jobs due to influx of immigrants. Works Cited Reich, Robert B. "Why the rich are getting richer and the poor, poorer." The way class works: Readings on school, family, and the economy (2008): 13-24. Spangler, Eve. "When Good Jobs Go Bad: Globalization, De-Unionization, and Declining Job Quality in the North American Auto Industry." (2017): 471-473. Stiglitz, Joseph E. "The overselling of globalization." Business Economics 52.3 (2017): 129-137.