12 Angry Men Summary of Characters - 1490 Words

Martin Balsam (The Foreman) (Juror 1) Age: Late 30’s Early 40’s Job: Assistant Coach Very simple well organized man, kept things in line. Didn’t have much to say throughout the meeting. He enjoys coaching football seems to be the only time he is at ease is when he was talking about football. He was not faced with much conflict directed at him, but he seemed to keep the peace and didn’t want any problems. 5.5 He’s in a way quiet, he doesn’t have any resentment or say hurtful things to others he seems to be in the middle, and very well organized. John Fiedler (Juror 2) Age: 35-40 Job: Bank Teller Soft spoken. Doesn’t have much to say. He is very quiet at the beginning, doesn’t know what he’s really talking about. Starts to†¦show more content†¦He was the only one at first to say not guilty. He said the boy was not guilty, not knowing if he was right or wrong he wanted to look more into it. Look into the facts, but the real facts. He is very detailed. Did well holding his place, and keeping what he thought was right out, without changing his mind only because he was the only one. He was faced with conflict since the start of the discussion. He did not back off, but attacked in a reasonable way. He got his point across without losing his temper. He caused arguments, but reasonable arguments that were relevant and about the topic he felt was right. 9.9 Very caring, and committed to people. He wanted to know the truth/facts but did not harm any or lose his temper to get it. Joseph Sweeney ( Juror 9) Age: 80’s -- The old man Quiet. Very observant. He kept to himself most of the time. He is very detailed, and gets his point across in a long way but he makes his point and well enough to influence others. He doesn’t say much until he is definitely sure, he is very smart and wise. Was not faced with conflict often. He just backed off and kept quiet and to himself. But yet he still got his point across when he needed to. 9.9 Always seen the other side. Detailed. Didn’t lose his temper, even when under pressure. He knew what he was talking about and cared for the other person. Ed Begley (Juror 10) Age: 70’s -- Garage Owner, and had a cold. Know it all. Well thinks he is. He didn’t wantShow MoreRelatedTheme Of Self Image In 12 Angry Men892 Words   |  4 Pages Title Every single person on this earth is unique unto theirself. Think about it! Each individual has their own personality, agenda and history. Such are the characters portrayed in 12 Angry Men. The movie 12 Angry Men was the first of fourty-three films in the career of director Sidney Lument, who often sought controversial issues (RE). This movie focuses on a jury’s deliberation in a capital murder case, where a guilty verdict means an automatic death sentence. As the deliberations unfold theRead More12 Angry Men: Compare Contrast1063 Words   |  5 PagesThis essay will compare contrast the protagonist/antagonists relationship with each other and the other jurors in the play and in the movie versions of Reginald Roses 12 Angry Men. There arent any changes made to the key part of the story but yet the minor changes made in making the movie adaptation produce a different picture than what one imagines when reading the drama in the form of a play. First off, the settings in the movie are a great deal more fleshed out. In the play, the scene beginsRead MoreMovie Analysis : 12 Angry Men1639 Words   |  7 Pageswithin a diverse group.The purpose of this paper is to analyze the importance of cooperative communities while providing different aspects of leadership. Movie Summary The movie 12 Angry Men is a depiction of a jury deliberation in the 1950’s involving the trial of a teenager that is accused of murdering his father. These twelve men were brought together by a random selection process to make a unanimous decision. In the beginning, all jurors believed the boy to be guilty without a doubtRead MoreLeadership in 12 Angry Men987 Words   |  4 PagesIn the film 12 Angry Men, a group of twelve jurors are deciding the fate of a young boy accused of murdering his father. Throughout the juries dilleration, one man exhibits all of the qualities of leadership. This man is juror number 8 played by Henry Fonda. Fonda not only exhibits the the 10 qualities of a leader but he uses these qualities to lead the entire jury to a vote of not guilty (Fonda Lumet, 1957). Early on in the film Fonda shows the first quality of leadership vision. Vision canRead MoreComparison Between 12 Angry Men And Dead Poets Society1875 Words   |  8 Pages12 Angry Men and Dead Poets Society Deconstruction In the movies 12 Angry Men and Dead Poets Society, there were many leadership traits that became evident as each movie progressed. . Both movies provide similar, yet different, examples of contingency, transformational, and authentic leadership; as well as Aristotle’s Rhetoric related to persuasion. As a leader you will need to know what kind of leadership trait to employ when dealing with a diverse group of people because if you cannot, you willRead More12 Angry Men Analysis3753 Words   |  16 PagesCBEB 2303 ORGANIZATIONAL BEHAVIOR 12 ANGRY MEN: MOVIE ANALYSIS TABLE OF CONTENT NO | SUBJECT | PAGE | 1 | Synopsis | 1 | 2 | Characters | 2 | 3 | Factor affecting decision making process: * Attitudes * Personality and values * Emotions and moods | 3-44-89-11 | 4 | Other barriers affecting decision making | 11-12 | 5 | Conclusion | 13 | 6 | References | 14 | 1.0 SYNOPSIS/SUMMARY: 12 ANGRY MEN The story is basically about 12 men (jurors) urged by the judge to come to an agreementRead MoreThe Pearl Novel Data Sheet1559 Words   |  7 PagesGreer Sullivan 12-9-14 2 ° The Pearl Novel Data Sheet Author: John Steinbeck Date Published: 1945 Type of Novel: Historical Fiction, Novella Background on History: Steinbeck was inspired to write this novella based off a Mexican folktale that he heard when he visited the country in the early 1940’s. The story was called the Legend of Mechudo. Mechudo was a pearl diver in La Paz and he and his team went out into the bay in order to search for pearls. He was the first diver to dive and he returnedRead MoreFrom Vergil s Georgics, Book I ( Trans1715 Words   |  7 PagesTheseus is put away in confinement. The section is from Plutarch’s Lives, which is a series of biographies of famous men, both Greek and Roman, detailing their common virtues or failings. The beginning of the passage discusses about the views of different authors on Theseus’ abduction of Helen, some being more positive than others. This is Plutarch exploring the influence of character, both good and bad, on the life of Theseus. For the act of abducting a young girl not old enough for marriageRead MoreThe World s Largest Man1035 Words   |  5 PagesThe World s Largest Man Harrison Scott Key 331 Pages Character Identification Harrison, he is the author. His dad who is kinda a angry and violent man. His mom who is quiet and unassuming. He has a brother named bird, who is the course of the book comes out that he is a half brother. His wife is stunningly beautiful. Plot Summary This is a story of his life. He is an artsy crafty guy, an artist and his dad is a devoted hunter who is always trying to turn him around and make him killRead MoreFilm Analysis Of 12 Angry Men1946 Words   |  8 PagesINTRODUCTION: 12 Angry Men is a 1957 American courtroom drama film adapted from a teleplay of the same name by Reginald Rose. Written and co-produced by Rose himself and directed by Sidney Lumet, this trial film tells the story of a jury made up of 12 men as they deliberate the guilt or acquittal of a defendant on the basis of reasonable doubt, forcing the jurors to question their morals and values. In the United States, a verdict in most criminal trials by jury must be unanimous. The film is notable

Health Care System Of Taiwan - 1386 Words

Health Care System of Taiwan in Comparison to the United States Health Care System Melissa Weiss Saginaw Valley State University Author Note This paper was prepared for Health Policy and Regulation 250, Online, taught by Professor Jan Sternberg. Health Care System of Taiwan in Comparison to the United States Health Care System The health care system of Taiwan was developed based off the problem that not everyone was covered. They wanted to develop a plan that would cover everyone. After Taiwan was economically booming, they then focused on their poor health care system. About half the population had no coverage at all so they found a way to change this(Taiwan Takes Fast Track to Universal Health Care : NPR, n.d.) The†¦show more content†¦Since 1995, Taiwan has had a socialized health care plan, the National Health Insurance (NHI) which covers nearly all citizens†(Taiwan tops the expat health care charts - Telegraph, n.d.) In the following graph of affordability verses quality of healthcare, Taiwan is out on its own as the best country in the world. (Taiwan tops the expat health care charts - Telegraph, n.d.) Taiwan does this by a consolidated system. This system gives everyone equal access to health care. To finance the NHI, the government has a single government run fund that forces everyone to join and therefore pay. It works much like the Medicare system of the United States but has much more benefits. Another aspect of the Taiwanese healthcare is that they have a smart card. This card is carried by everyone and carries on it, every bit of their health information from the day they were born. This card also shows all of their medication and serves as the way for the billing to happen. It goes directly to the government insurance office and it is automatically paid. So Taiwan has the

Business Capstone Audit Committee

Question: Discuss about the Business Capstone Audit Committee. Answer: Introduction: The prime purpose of this research study is to scrutinize whether inclusion of diversity in the audit committee has affected the performance level or not. Many studies have mentioned the fact that inclusion of female members on the audit committee can increase the effectiveness of the corporate governance by their ethical and conservative qualities (Liao, Luo and Tang 2015). In fact, inclusion of female members in the audit committee delivers a constructive message to all the capital market participants. Now, financial performance has major impact on the health of the organization that can eventually hamper its survival pattern. For that reason, different organizations focus on initiating different strategies so that it can able to fulfil all the needs of the stakeholders in an appropriate way. In this research study, the prime focus will on the evaluation regarding the kind of impact that diversity can have on the performance level of the audit committee. Furthermore, the research s tudy will also focus on the impact of having female CEO in the effectiveness of the operational process of an organization. For that reason, the research study will focus on conducting in-depth analysis through the formation of effective hypothesis so that it can fulfil all the research objectives in an appropriate manner. The prime aim of the research study is to evaluate the significance of including diversity in the auditing committee or corporate governance on the performance level of the organization. Motivation of the research project: Audit committee always has played a critical part in handling any challenges associated with the corporate governance. In fact, senior management or board of directors rely heavily on the performance level of audit committee for the fulfilment of the organizational responsibilities in an appropriate manner (Nekhili and Gatfaoui 2013). For that reason, maintaining the performance level of audit committee is necessary for handling any corporate governance issue. Now, the research study will try to evaluate the kind of impact that inclusion of diversity can have on the effectiveness of the performance level of the audit committee. Thus, the research is primarily focused towards the effective future implications of the audit committee so that organizations can able to fulfil their responsibilities in an appropriate manner. Research objective: The objectives of the research study are as follows: To evaluate the impact of gender diversity on the effectiveness of the audit committee To describe the impact of including female employees on the quality of the audit reports To highlight the role of diversity within the audit committee in big multinational organizations To evaluate the impact of late payment or reduction of audit fees on the diversified audit committee Content of the research: In this research study, the prime focus has been provided on the audit committee and its associated challenges that can create major impact on the overall business processes. Now, audit committee plays a critical role in every big multinational organization, where they primarily focus on management activities and internal functions of the organization. Thus, the effectiveness of the audit committee depends on successful policies and practices that are developed on fulfilling accounting, operational and regulatory compliances of any major business entity in an appropriate manner (Gul, Hutchinson and Lai 2013). The significance of the research topic is that it is focusing on the evaluation of the impact that inclusion of female corporate executives have on the audit committee. The content of this research study has also focused on highlighting positive and negative aspects of including female representation on audit committee or corporate governance. Thus, the research study is primari ly focused towards identifying the best possible way to handle challenges associated with diversified audit committee and low payment related issues in an appropriate way. H0: Gender diversity does creates impact on the effectiveness level of the audit committee H1: Gender diversity does not creates impact on the effectiveness level of the audit committee As per the article by Abbott, Parker and Presley (2012) corporate governance based on the audit has superior impact on the determinants of the audit fees and audit delays as it highlights on the characteristics, board diligence and expertise. Many studies have highlighted the fact that inclusion of gender diversity has created positive impact on the effectiveness of the audit quality (Cumming, Leung and Rui 2015). It has been assessed that inclusion of gender diversity often allows auditing team to handle any type of sensitive issues in an appropriate manner. Now, the prime objective of forming the auditing committee is to enhance auditing quality so that board of directors does not have to face huge amount challenges in handling internal business environment. However, Fauzi and Locke (2012) have mentioned that the effectiveness of the auditing committee depends on the factors like size, freedom and frequency of the meetings. For that reason, it has become necessary for all the major organizations to focus on providing proper level of freedom to the auditing committee. Now, inclusion of diversified auditing committee will provide that much of freedom so that they can perform they are responsibilities in an appropriate manner. For that reason, inclusion of diversified corporate executives will help the auditing committee to work more freely, which will help to enhance the performance level in an effective way. As per the article by Johnson, Schnatterly and Hill (2012) composition, responsibilities and power would have to be utilized by audit committee to execute responsibilities related to corporate governance in an appropriate manner. It has been assessed that inclusion of diversify corporate executives will help to identify any need of new compliances for the fulfilment of organizational responsibilities in an appropriate way. Furthermore, maintenance of diversity within the committee will allow understanding perspectives of the female employees working in different organization, which will eventually allow board of directors to initiate proper regulations or policies within the organizational structure (Rhode and Packel 2014). Moreover, inclusion of diversity allows business entities to maintain several government initiated policies in an appropriate way. Thus, it actually will allow business entities to remain much more ethical regarding the challenges associated with the international business (Wachudi and Mboya 2012). Inclusion of gender diversity in auditing committee helps to achieve richer information environment and higher earnings quality that only male members cannot able to create in an effective way. It has been assessed that inclusion of gender diversity that improves information environment through the intensive oversight compared to their male counterparts. For that reason, it can be mentioned that inclusion of gender diversity in the auditing committee helps to enhance the effectiveness of the performance level of the auditing committee. H0: Inclusion female corporate executives does creates adverse impact on the quality of the audit reports H1: Inclusion female corporate executives does not creates positive impact on the quality of the audit reports As per the article by Doldor et al. (2012) superior quality audit is describe to enhance reporting quality in diverse contexts. It has been assessed that board of directors can effectively demand and influence the auditors draw superior effort to protect reputation capital, promote shareholder interest and avoid legal liabilities in an appropriate way. Inclusion of female employees can help auditing committee to reassure minority shareholders and enhance the reporting quality, which will help to enhance the quality of the audit reports. Furthermore, inclusion of female corporate executives can enhance the reporting quality of a politically connected business entities and thereby protect the investors in an effective way. As per the article by Dunn (2012) gender diversified boards are more likely to utilize external auditing as the prime mechanism to enhance quality of the auditing report. Studies in Psychology, Sociology and Finance exhibits the fact that boards with female directors discuss unpalatable and more difficult issues compared boards with all-male in an effective way. As per the article by Qi and Tian (2012), inclusion of female corporate executives often allows to bring perspective to the different board meetings that are completely different from those with only male directors. However, inclusion of more perspectives demands more credibility and objectivity in the supporting information. Thus, higher quality auditors render dissemination and generation of trustable information through its certification and verification process. Furthermore, inclusion of gender diversified committee enhance the information environment and earnings quality in an appropriate way. As highlighted by Adesua Lincoln and Adedoyin (2012) gender diverse committee are more likely to achieve those outcomes by incentivizing specialist auditors and engaging them to exert superior effort in an effective way. Particularly, gender diverse board of directors enhances audit quality by engaging with the external auditors so that all the challenges associated with the compliance pol icies in an appropriate manner. From the past few years record, it is evident that audit committee with female directors often demand higher quality audit that require more effort from the auditors. Thus, it indicates the fact that inclusion of female director increases the quality required in the audit report so that internal environment can be handled in an appropriate way. On the other hand, Abdullah (2014) have highlighted the fact that inclusion of female director on the audit committee also help to handle any internal issues in an effective way. However, it has been estimated that diversify boards increases the audit fees by up to 5%, which can create challenges for the prime business organizations to fulfil all the requirements of the operational process (Chapple, Kent and Routledge 2012). H0: Diversified audit committee does play significant role in big multinational organizations H1: Diversified audit committee does not play significant role in big multinational organizations As per the article by Hafsi and Turgut (2013) significance of including women in the corporate board of directors is still not been evaluated in an appropriate manner. In fact, the scarcity of female working as directors is a well-established fact. Survey reports have highlighted the fact that female employees occupy around 17% of the total board seats (Butler 2012). As a result, females often get very little opportunity to create major impact on the policies and procedures of the multinational organizations. However, several organizations are trying to include diversity in the corporate governance or auditing team so that they can able to initiate effective compliance policies and procedures in an appropriate way. For that reason, Larkin, Bernardi and Bosco (2012) have highlighted that if females are provided with more opportunities in the corporate governance position, they can handle the challenges in a much more effective way. Moreover, women are completely different in terms of leadership style and attitude towards risks and ethics. As a result, it provides big multinational organizations new perspective to handle the challenges associated with compliances in an appropriate manner. On the other hand, Buniamin et al. (2012) have highlighted the fact that women are much more risk averse compared to any men in taking major financial decisions. For that reason, it can be expected that inclusion of female directors in the audit committee to take practical decisions in an effective way. As a result, multinational organizations do not have to face any major internal challenges to conduct their business in the global market. However, Schwartz-Ziv (2013) have argued that effectiveness of the financial performance depends on the operations and policies in monetary terms. Therefore, minimizing challenges associated with the internal process does not establish the fact that inclusion of gender diversity can actually help to enhance the performance level in an appropriate manner. Still, if challenges associated with the compliances and policies can be minimized, it will definitely help multinational organizations to handle challenges in an appropriate way (Upadhyay and Zeng 2014). Now, as the inclusion of gender diversity increase the required auditing fees of the organizations, it also can actually create few challenges to conduct all the business activities effectively. H0: Late payment or reduction of audit fees does affects the performance level on the diversified audit committee H1: Late payment or reduction of audit fees does not affect the performance level on the diversified audit committee As per the article by Kaczmarek, Kimino and Pye (2012), audit fees can be explained through the governance mechanism, although it might not able to provide any conclusion that kind of impact audit fees can have on the performance level of the diversified audit committee. Different factors can actually create major impact on the overall performance level of the diversified audit committee. For instance, the demand impact that eventually leads to positive relationship between audit costs and governance. On the other hand, the risk affect exhibits an inverse relationship because organizations with proper governance will have superior quality of monitoring mechanisms. As per the article by Thiruvadi (2012), efficient financial system positively encourages organizations to cover all aspect of the internal factor in an effective manner. For that reason, it has become necessary for the prime organizations to handle cost associated with audit in an appropriate way. As per the article by Ntim (2015), unpaid audit fees can affect independence perspective of the auditors that can eventually affect the overall performance level. Now, audit fee represents the total amount of fee covered for the auditors. Now, the amount of audit fee depends on several factors including complexity of the auditing process and size of the client. Therefore, it is expected that process that is more complex will eventually results into higher audit fees. Furthermore, risk is another prime factor that also can have major impact on the auditing fees. As mentioned earlier, utilization of gender diversity in the auditing committee increases the fees level in a major way. For that reason, several organizations have tried to reduce the amount of fees that have to be paid to the auditors so that all the responsibilities of the internal process can be completed in an appropriate way. Now, Mahadeo, Soobaroyen and Hanuman (2012) have highlighted that effective and proper payment o f audit fees is necessary to evaluate all the factors associated with policies and compliances in an appropriate way. Otherwise, auditors might not provide desired amount of effort for evaluating different factors associated with the auditing process in an appropriate way. Thus, it has highlighted the fact that organizations need to provide effective level of audit fees to the diversified committee in order to ensure all aspect of auditing covered in an effective manner. Literature gap: The above discussion has highlighted the fact that inclusion of gender diversity in audit committee or corporate governance team can help to handle several challenges in an appropriate manner. The study has also highlighted the fact that inclusion of gender diversity in the auditing committee can actually help to develop compliance policies in an appropriate way. However, inclusion of female directors is still an extremely new concept. For that reason, not much study has been developed on estimating the kind of impact that diversified team can have on the overall performance level of the audit committee. In addition, very few studies also has focused on evaluating the causes that increases the auditing fees at the time of utilizing gender diversity in auditing committee. References: Abbott, L.J., Parker, S. and Presley, T.J., 2012. Female board presence and the likelihood of financial restatement.Accounting Horizons,26(4), pp.607-629. Abdullah, S.N., 2014. The causes of gender diversity in Malaysian large firms.Journal of Management Governance,18(4), pp.1137-1159. Adesua Lincoln, A. and Adedoyin, O., 2012. Corporate governance and gender diversity in Nigerian boardrooms.Corporate Governance and Gender Diversity in Nigerian Boardrooms (September 30, 2012). World Academy of Science, Engineering and Technology,71, p.1853. Buniamin, S., Johari, N.H., Rahman, N.R.A. and Rauf, F.H.A., 2012. Board diversity and discretionary accruals of the Top 100 Malaysia corporate governance (MCG) index company.African Journal of Business Management,6(29), p.8496. Butler, S.R., 2012. All on Board: Strategies for Constructing Diverse Boards of Directors. Va. L. Bus. Rev., 7, p.61. Chapple, L.L., Kent, P. and Routledge, J., 2012. Board gender diversity and going concern audit options. Cumming, D., Leung, T.Y. and Rui, O., 2015. Gender diversity and securities fraud.Academy of Management Journal,58(5), pp.1572-1593. Doldor, E., Vinnicombe, S., Gaughan, M. and Sealy, R., 2012. Gender diversity on boards: The appointment process and the role of executive search firms.Equality and Human Rights Commission Research Report,85. Dunn, P., 2012. Breaking the boardroom gender barrier: the human capital of female corporate directors.Journal of Management Governance,16(4), pp.557-570. Fauzi, F. and Locke, S., 2012. Board structure, ownership structure and firm performance: A study of New Zealand listed-firms. Gul, F.A., Hutchinson, M. and Lai, K.M., 2013. Gender-diverse boards and properties of analyst earnings forecasts.Accounting Horizons,27(3), pp.511-538. Hafsi, T. and Turgut, G., 2013. Boardroom diversity and its effect on social performance: Conceptualization and empirical evidence.Journal of Business Ethics,112(3), pp.463-479. Johnson, S.G., Schnatterly, K. and Hill, A.D., 2012. Board composition beyond independence social capital, human capital, and demographics.Journal of Management, p.0149206312463938. Kaczmarek, S., Kimino, S. and Pye, A., 2012. Antecedents of board composition: The role of nomination committees.Corporate Governance: An International Review,20(5), pp.474-489. Larkin, M.B., Bernardi, R.A. and Bosco, S.M., 2012. Board gender diversity, corporate reputation and market performance.International Journal of Banking and Finance,9(1), p.1. Liao, L., Luo, L. and Tang, Q., 2015. Gender diversity, board independence, environmental committee and greenhouse gas disclosure.The British Accounting Review,47(4), pp.409-424. Mahadeo, J.D., Soobaroyen, T. and Hanuman, V.O., 2012. Board composition and financial performance: Uncovering the effects of diversity in an emerging economy. Journal of Business Ethics, 105(3), pp.375-388. Nekhili, M. and Gatfaoui, H., 2013. Are demographic attributes and firm characteristics drivers of gender diversity? Investigating womens positions on French boards of directors.Journal of business ethics,118(2), pp.227-249. Ntim, C.G., 2015. Board diversity and organizational valuation: unravelling the effects of ethnicity and gender. Journal of Management Governance, 19(1), pp.167-195. Qi, B. and Tian, G., 2012. The impact of Audit Committees' personal characteristics on earnings management: Evidence from China.Journal of Applied Business Research,28(6), p.1331. Rhode, D.L. and Packel, A.K., 2014. Diversity on corporate boards: How much difference does difference make. Del. J. Corp. L., 39, p.377. Schwartz-Ziv, M., 2013. Does the gender of directors matter?.Edmond J. Safra Working Papers, (8). Thiruvadi, S., 2012. Gender differences and audit committee diligence.Gender in Management: An International Journal,27(6), pp.366-379. Upadhyay, A. and Zeng, H., 2014. Gender and ethnic diversity on boards and corporate information environment. Journal of Business Research, 67(11), pp.2456-2463. Wachudi, E.J. and Mboya, J., 2012. Effect of board gender diversity on the performance of commercial banks in Kenya.European Scientific Journal,8(7).

United Way Essays - Humanitarian Aid, United Way Of America

United Way There are approximately 495,000 taxexempt/nonprofit organizations in the United States (excluding churches) that may receive taxdeductible contributions. ?Of those with incomes above $25,000, roughly 55,000 are classified as human service organizations and another 28,000 are health related (Hodgkinson and Weitzman, 1996).? The term nonprofits refers to these health and human service organizations. ?The types of health and human services that nonprofit organizations provide include housing and residential care, youth development, recreation, services to children and families, employment assistance, crime and delinquency prevention, food and nutrition, and substance abuse and addiction treatment (Hodgkinson and Weitzman, 1996).? However many organizations are much more than just helping the sick and feeding the poor. They help so many people in their time of needed, some through programs and others through services in the committee. There are so many different needs that people had not just the hungry and the sick. Through a vast network of volunteers and community agencies, United Way throughout America help meet the health and human-care needs of million of people every day. United Way's 110 year history is built on the proven effectiveness of local organizations helping people in their own communities. The United Way system includes approximately 1,400 community-based United Way organizations. Each is independent, separately incorporated, and governed by local volunteers. Through a single community-wide campaign, United Way volunteers raise funds to support local agency service providers. In total, voluntary contributions to United Way support approximately 45,000 agencies and chapters, helping millions of people from all walks of life and income groups. Apart from the government, United Way supports the greatest variety of health and human services in the country. In 1997-1998, ?United Way volunteers raised $3.4 billion (Young, Hollister, and Hodgkinson, 1998).? Which was used for human services ranging from disaster relief, emergency food and shelter and crisis intervention to day care, physical rehabilitation and youth development. That was 4.7 percent increase over the $3.2 billion amount raised in 1996. Because of the vast network of volunteers and the simplicity for corporate payroll deduction, administrative expenses for the largest United Way average about 13 percent of all funds raised. This low figure compares favorably with the suggested Better Business Bureau guidelines of up to 35 percent. Each volunteer ensures that every group receiving funds are a non-profit, tax-exempt charity governed by volunteers. Each charity is to submit to an annual, independent financial audit, provide services at a reasonable cost, and maintain a policy of non-discrimination. During United Way's extensive annual citizen-review process, local experienced volunteers assess community needs and determine how to distribute funds so that donors know their money is serving the most pressing community issues and reaching the people who are most in need. How much of the contributions reach community charities? The real advantage of United Way is its ability to raise money for the organizations it funds far less expensively than they ever hope to do. They keep fund-raising costs low, allowing nearly all of your contributions to go directly to community charities. On average, local United Ways nationwide distribute to community charities approximately 85% of the dollars raised compared with only 70% or less for other charities. Last year United Way funded over 45,500 agencies whose programs help people who really need help. They developed programs such as promoting health and preventing diseases. Other strong programs that they developed were for the strengthening of families. They found that today parents have problem caring for a families and having a loving relationship with the children. Last year 25% of all the funds the United Way and the local United Way went to programs to help parents keep on track. To add to the local programs local have the United Way has start, by themselves or with other agencies, many different programs nationwide. Even thou that United Way is thought as a charity they help some many people. And these are some of the nationwide programs that they fund. Since 1983, Congress has appropriated $1.7 billion for the Emergency Food and Shelter National Board Program. The National Board composed of six voluntary agencies (including United Way of America) and the Federal Emergency Management Agency, uses specific selection criteria to award grants to those civil jurisdictions in greatest need