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Map of World Hotspots

Guide of World Hotspots A large portion of the worldsâ volcanismâ occurs on plate limits. Hotspot is the name for a focal point of volcanism that is remarkable. Guide of World Hotspots <img information srcset=https://www.thoughtco.com/thmb/fWn6D0XxNYJnugW3av9tG9QU2sc=/300x0/filters:no_upscale():max_bytes(150000):strip_icc()/hotspotmap-56a368d95f9b58b7d0d1d104.jpg 300w, https://www.thoughtco.com/thmb/eq6c4Y7I9Zseyie0Np6pkBd51sE=/350x0/filters:no_upscale():max_bytes(150000):strip_icc()/hotspotmap-56a368d95f9b58b7d0d1d104.jpg 350w, https://www.thoughtco.com/thmb/Ua1Fu9Nm1gd6Firz-3B9X_MF_ok=/400x0/filters:no_upscale():max_bytes(150000):strip_icc()/hotspotmap-56a368d95f9b58b7d0d1d104.jpg 400w, https://www.thoughtco.com/thmb/wbpXITuAeDG-m8hvFOooyTUplpg=/500x0/filters:no_upscale():max_bytes(150000):strip_icc()/hotspotmap-56a368d95f9b58b7d0d1d104.jpg 500w information src=https://www.thoughtco.com/thmb/Dm_ySR7voFixPuInDhT4qGSLUGo=/500x285/filters:no_upscale():max_bytes(150000):strip_icc()/hotspotmap-56a368d95f9b58b7d0d1d104.jpg src=//:0 alt=A helpful manual for names and areas class=lazyload information click-tracked=true information img-lightbox=true information expand=300 id=mntl-sc-square image_1-0-3 information following container=true /> Snap the picture for the full-size adaptation. Picture politeness Gillian Foulger As per the first hypothesis of hotspots, from 1971, hotspots speak to mantle tufts masses of rising hot material from the base of the mantle-and make up a fixed structure autonomous of plate tectonics. Since that time, neither one of the suppositions has been affirmed, and the hypothesis has been extraordinarily balanced. In any case, the idea is straightforward and engaging, and most of masters are as yet working inside the hotspot system. Course books despite everything educate it. The minority of authorities looks to clarify hotspots as far as what I may call propelled plate tectonics: plate cracking, counterflow in the mantle, dissolve creating patches and edge impacts. This guide shows the hotspots recorded in a persuasive 2003 paper by Vincent Courtillot and partners, which positioned them as indicated by a lot of five generally acknowledged rules. The three sizes of images show whether the hotspots had high, medium or low scores against those measures. Courtillot recommended that the three positions relate to a starting point at the base of the mantle, the base of the progress zone at 660 kilometers profundity, and the base of the lithosphere. There is no accord on whether that view is legitimate, however this guide is helpful for demonstrating the names and areas of the most regularly referenced hotspots. Some hotspotsâ have evident names, similar to Hawaii, Iceland and Yellowstone, however most are named for darken sea islands (Bouvet, Balleny, Ascension), or ocean bottom highlights that thusly got their names from popular research ships (Meteor, Vema, Discovery). This guide should assist you with keeping up during a discussion focused on pros.

What Channels Are Most Effective for Recruiting of Top Talent for a Startup

What Channels Are Most Effective for Recruiting of Top Talent for a Startup Startups are at a disadvantage when it comes to recruitment when compared to their more established counterparts. While corporate companies can survive even with a few wrong hires onboard, startups can’t because each employee’s contribution is essential to keep their business afloat. In addition, young startups typically do not have the benefit of recognition or an established brand name, will struggle to attract hires because of the inherent risk involved with their business, may be inexperienced about what role to hire for or how to go about the recruitment process and don’t have adequate knowledge/awareness about the local job market. © Shutterstock.com | baranqIn spite of all the challenges involved, a startup can easily and successfully recruit a great team just by using the right tools. Through this article, you’ll learn about 1) worldwide recruitment trends for 2014, 2) 10 best channels for recruiting top talent for a startup.WORLDWIDE RECRUITMENT TRENDS OF 2014Employer branding“Employer branding” is a term referring to a company or organization’s entire efforts to promote itself (or present and manage an image of being) a desirable place to work or the employer of choice to a preferred target group of potential hires which it desires to recruit and retain. In 2014, employer branding figures as a key long-term recruitment tactic. A 2011 LinkedIn study of more than 2000 recruiters found that cost per hire and turnover rates for companies with solid employer brands are respectively more than two times lower and 28 times lower when compared to those companies with not so strong employer brand.Startups ca n consider branding themselves by highlighting benefits such as flexibility, broader business exposure, opportunities, transparency, teamwork, and camaraderie. Data is a driverData-driven insights and decision making are an important factor in employer brand building and drawing the services of top employees. Even though the majority of business functions moved over to the data-driven model, the practice is conspicuously not so common within recruiting. Leading organizations are currently utilizing or have already utilized Google Analytics for assistance with strengthening their strategy for talent acquisition.One example of a company with a data-driven recruitment approach is the Carlson Rezidor Hotel Group, one of the world’s most dynamic and biggest hotel management companies. In order to broaden their audience demographics and increase their number of website visitors, the company recently re-launched its career site. They joined hands with Weber Shandwick to come up with an e mployer value proposition that would echo well with their niche audience. Google Analytics were introduced on practically all the website’s pages. Data produced by the site was then studied to know more about the nature of public interaction with their website, where talent is located, and the determination of potential hires who matched the hotel group’s employer value proposition.Intensification of competition for the best talent2014 is a year of return to vigorous recruiting competition. The increasing competition for technical talent and top performers would reach such an extent that current tools and recruiting resources would be stretched to their maximum. Characteristic of the increased competition is a return to prominence of: aggressiveness, higher rejection rates, a requirement for counter offers and fresh focus on hiring the currently employed. Heightened competition results in a need to find out new recruiting strategies to get the benefit of competitive talent.Progr ess of online candidate assessment towards the mainstreamWith online skill assessment and technical knowledge options becoming less costly and more effective, online candidate assessment is progressing to the mainstream. The impact of this kind of assessment is high owing to the fact that it lessens unnecessary interviews and can considerably better the quality of hire. Social media has an increasing influence on quality of hireIn spite of the administrative and legal challenges involved, an increasing number of firms believe that a social media profile (typically LinkedIn profile) on its own is more than sufficient at least to initiate the hiring process. According to a Social Recruiting Activity report from Bullhorn, a global recruitment software company, close to all (97 percent) U.S recruiters utilized LinkedIn for social recruitment in 2014. If one wishes to get the best talent out there, ideally, social media should be one of the channels leveraged. Comprehension and increase d adoption of the mobile platformA recent study on job search traffic for survey data and smart phones for the recruitment website Indeed revealed that 50 percent of global job searches on the website are carried out through mobiles. Indeed, in 2014, the impact of the mobile platform in the area of hiring is growing and expanding. One can expect main-streaming of the technical capability which permits the direct instant application for vacancies from mobile phones.Tools for mobile recruitment can be chiefly categorized into four â€" Quick response (QR) codes, apps, text alerts, and mobile-optimized websites. Unfortunately, optimization of websites for the mobile platform and a tailored mobile experience is an area that is often neglected by many corporate career sites even though the job board sites themselves are mobile friendly. This year, a comprehension of how visitors utilize mobile and ensuring that the mobile website experience matches the quality of its computer counterpart should be taken as essential for recruitment marketing and not overlooked.Data driven recruiting becomes the normMore and more companies are recruiting their data driven. This means companies try to understand the impact of each employee on the sales or gross margin. By understanding what types of employees contribute the most, companies can hire more efficiently and thereby increase their profits. Common properties of potential employees include but are not restricted to level of education, level of proactivity engagement, creativity, and loalty.Boomerang rehires become a principal targetA boomerang rehire is a returning employee â€" one who worked at a company before, left and is hired again by the old company. The lack of talent will shoot boomerang rehires (one of those sources of the best hires) to importance after years of neglect. The best firms would reinvigorate alumni groups and leverage them to get their very best ex-employees with an established track record to return. Boomerang rehires are considered to be great talent for reasons such as them: being proven top performers with a demonstrated track record, association with a low new-recruit failure rate, possible ability to achieve the minimum expected productivity targets faster or easier than new hires, already matching the company’s culture, and being more likely to stay.Startup recruiting trends like: skills profile and rolesSome of the startup recruiting trends for this year are:More recruitment of MBAsAccording to a 2013 survey covering 84 business schools, 57 percent of the schools said that companies that were in existence for only a year or under had increased their full-time hiring of MBAs.Filling roles of growth engineers and big data developersSome of the most difficult roles to fill in include those that never existed two or three years ago:Growth engineers or growth hackers that can drive viral characteristics within a productBig data developers and analysts who can develop suitabl e algorithms and data infrastructure to efficiently leverage and study that dataLooking for hires who excel in fast growing environments and platformsThese environments and platforms include: Scala, iOS, full-stack Python, Android and Node.js developers experienced in developing applications that scale well.Quantitative analysisThe majority, if not all functions call for quantitative skills in 2014. It is challenging to bring in quantitative skills into functions that presently don’t focus there. This calls for both creativity and time. It would be a good idea to launch a new quantitative function with gems from other areas in your organization. You can also speak to your data scientist about introducing and interviewing candidates.10 BEST CHANNELS FOR RECRUITING TOP TALENT FOR A STARTUP1. Employee referralsEmployee referrals have been and will continue to be one of the top channels for acquiring top talent for a startup. Employees generally only refer people who they are certain would be a good fit, co-operative, hardworking, and an asset to the organization for the particular position. This may be because they are subjecting their own reputation to risk when they refer someone. The organization benefits from great talent and a reduction in expenses and time associated with recruitment.TipsOffer rewards and/or recognition (monetary rewards are best) to employees who refer successful hires for your openings. Consider giving out smaller rewards to people who gave you a referral even though the person was not taken into service.Publicize the rewards and recognition on offer so that your employees would be more enthusiastic about referrals. They can be publicized on your company’s career page, in newsletters, blogs, marketing campaigns, and even on your Facebook page, if applicable.Develop a form for employee referrals which new employees can fill in with a list of prospective hires they know and their contact details.2. Company websiteA company webpage(s) is a great and practically no-cost place to speak out about why prospective hires should consider working for your company (such as career growth, job atmosphere, salary, and perks).TipsIncorporate a button on the homepage that would take the website visitor to career opportunities/vacancies.Offer multiple options by which candidates can communicate their contact details or other information to you (phone, fax, online, in person, and so on).Current vacancies can be advertised on the website but at the same time never mention that no positions are presently available with your company. By doing so, you may be missing out on some very valuable talent who could contribute much to your company’s progress.3. Social media and professional networksProperly managed social recruitment techniques enable employers and recruiters to get the attention of and hire highly qualified candidates, with greater reach and less cost than conventional recruiting methods.TipsWith respect to attracting cand idates, some of the things you can consider talking about through your company page on various social media are: what’s unique about your company’s culture, what is the experience of working at your company (can include things like building tours and interviews with employees), community news, industry news, questions to your audience (such as any one thing they wish to know about your firm, a great interview tip), and of course, job openings.You can also know more about the personality of prospective hires by way of their social media profiles which will help you decide whether to accept (factors such as creativity and great communication skills) or reject (factors such as provocative content posts, lies about qualifications) candidates based on what their profiles reveal.Observe and recognize activities across your different social media networks. Candidate questions, responses, comments and other interactions will help to understand what areas your social recruitment efforts should focus on.LinkedIn dominates among online professional network options to find prospective hires but it would do well to incorporate social media plarforms like Facebook and Twitter too in your recruitment efforts.4. Internet job boardsOf all employees in the U.S., 74 percent are open to a new position if an opportunity were shown to them, or are actively in search of new work. According to The Undercover Recruiter, two-thirds of that percentage utilizes job boards to locate jobs that may be of interest to them. Another finding from the report is that job boards that don’t have an option for candidates to upload their job histories or qualifications were responsible for lowered utility for both candidates and employers.TipsWrite and position the ad in such a manner that it lures the right audience.Look for job boards websites.Optimize the use of added extras such as hosted forums. These forums are a platform for jobseekers to ask questions, thereby giving employers like you an opportunity to deliver feedback as well as develop relationships beyond online.Look for a job board(s) that supports features such as social integration and mobile access so that you have maximum reach.5. Internal recruitmentInternal recruitment involves evaluating one’s own current staff to see if any of them are suitable to fill a vacant job position. This kind of recruitment as opposed to external recruitment is associated with benefits such as the following:TipsManagement has a good understanding of the employee’s capabilities.Existing staff get new opportunities (or career growth) which in turn boosts staff dedication and retention.Less time and expense are spent on recruitment.Reduction of the knowledge gap â€"The employee taking over the new post can mentor and train the employee who is to fill his old post.Corporate knowledge remains in-house.6. Recruitment agencies / HeadhuntersA recruitment agency is a good option to consider when you are short of time to hire for t he vacancy, have not been able to fill the vacancy for quite some time, don’t have internal HR or have noticed high turnover rates for the vacancy and require expert assistance. Recruitment agencies are chiefly of two kinds contingency firms and retained firms. The former type is wholly performance based and you have to pay them only if they are successful in placing an employee with your company. The latter type is contract-based and has to be paid whatever the outcome.TipsTo make the right choice of recruitment firm for your requirement, it would help to ask your shortlisted options questions relating to, for example:How long the agency has been in businessHow the qualifications of prospective hires are checkedWhat the kind of clients they representWhat their degree of collaboration isWhat their placement success rate isWhat their billing process is7. College recruitment programsSome of the common forms of campus recruitment programs which you can consider include campus interv iews, phone interviews, on-site interviews, video interviews, campus career and job fairs, information meetings, career networking programs and off-campus recruiting programs. You can even list internships and jobs straight on the school’s job website, which only the school’s students and alumni can take advantage of. The majority of schools make use of a recruiting job posting service (such as NACElink) to manage their on-site and campus recruiting programs.In addition to helping enthusiastic and bright newcomers enter your business industry, college recruitment is a channel for attracting low-cost talent, and testing for longer-term capabilities.8. Company internal candidate / ATS databaseAn Applicant Tracking System (ATS) is a kind of software application with which employers can process job applications and direct the hiring process. With the information available in the database, you can test applicants, screen them, schedule interviews, mail rejection letters, check refere nces and finish paperwork pertaining to new hires. In addition, skill matching and review of applications is possible, automated messages can be sent to applicants to inform them of receipt of their application and HR personnel can utilize the same information to put successful candidates on the payroll after they are hired.ATSs can also help employers  determine from which source a candidate came to know about the vacancy: whether by way of a referral, job board or other source, identify passive yet talented potential hires, post jobs to many channels including social media,  and benefit from features such as customized input forms and automated resume ranking. HR and recruitment departments must optimize use of ATSs not just to search for fresh talent but also to leverage the talent already present in the system.9. Video interviewingAccording to a study conducted in August, 2013 by OfficeTeam, an administrative staffing firm, 63 percent of HR managers in the U.S carry out employme nt interviews using video, showing an increase by 14 percent from a year ago. In addition to it being a medium favored by the younger generations, video can catch subtle kinds of body language and emotional clues, and also aspects of the candidate’s personality, making it a great recruitment channel.A number of tools and solutions with which employers can conduct video interviewing, are available. With these tools, you can utilize live or recorded video to do things such as pre-screen prospective hires and/or carry out job interviews. With video interviewing, in the time usually taken for a one-person interview, it is possible to rate, appraise and select several or many of them. Some tools enable asynchronous interviewing. So, usually, candidates can answer a set of questions furnished by the employer with the interview being recorded at a time, and place convenient to them. Some examples of video interviewing platforms from the U.S and U.K are: Zoom, Sonru, InterviewStream, Mont age, HireView, Tazio, Jobvite, and LaunchPad Recruits.10. Trade journals/print newspapersRecruitment advertising by way of print newspapers and trade journals is still alive. A lot of heavy industry, service and mechanical positions are effectively advertised in local newspapers. The advantages of print advertisements include: the ability to reach a large audience with certain specialized skills and also to cover a large audience in a particular geographic area, newspapers are a considerably lower cost option, and candidates generally believe that any organization which takes the time and effort to advertise in a trade publication or newspaper takes its position on offer seriously.Before advertising in a local newspaper, check out the paper’s ad format and script your ad with an appearance and size that would attract attention. The ad should be lucid enough in its requirements so that obviously unqualified persons are discouraged from applying. For advertisements in trade publicat ions, consider those publications which you regularly read or scan because the probability is high that job seekers pertaining to your industry are checking them out too. You can also consider print publications that have online versions and check whether your print ad would feature in the online version too, if you’re interested.How To Recruit Amazing Talent for Your Start Up In conclusion, it may be said considering that such a wide variety of channels are available for recruitment of top talent, the HR must identify which channels are best for their organization’s requirements and learn to use the selected channels effectively and efficiently.Best Recruitment Sources for the Start-up Company[slideshare id=26509079doc=bestrecruitmentsourcesforstartup-130924141312-phpapp01w=640h=330]

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Effects Of Binge Drinking On College Grounds - 786 Words

Introduction According to the National Institute on Alcohol Abuse and Alcoholism, binge drinking is defined as the consumption of five or more drinks for males and four or more drinks for females consecutively in the same day, within a two-hour period. Problem drinking seems to be a phenomenon highly present amongst the college-age population. However, not a lot of focus has been given to the negative impacts that come along with binge drinking on college grounds. Having encountered multiple clients reporting problems with alcohol consumption while in college sparked an interest in working with this population in order to have a broader understanding of what should be a major concern. It is no secret that binge drinking is present amongst college aged students. However, data collected by Kelly-Weeder (2010), supports that this binge drinking is specifically present on college grounds. More specifically, binge drinking is even more prevalent amongst college students across campuses in the United S tates; being identified as a major public health concern (Johnston, O’Malley, Bachman, Schulenberg, 2013). To a greater extent, although binge drinking does not seem to discriminate amongst genders, it seems to affect more college-aged males than females as they reported more reoccurring episodes (Kelly-Weeder, 2010). Literature supports, that this major health concern can be correlated with low various negative outcomes that include poor academic performance, risky sexualShow MoreRelatedSubstance Free Housing Is An Increasingly Popular Option For Campuses1385 Words   |  6 PagesSubstance-free housing has been implemented in universities and colleges in hopes of reducing rates of binge drinking among college students. 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Bosh the Rightful Free Essays

â€Å"His Airness† – that’s what people call him. Michael Jordan is indeed one of the most notable of all sports superstars. Then came a surprise. We will write a custom essay sample on Bosh the Rightful or any similar topic only for you Order Now Still in his prime and internationally recognized as â€Å"the best basketball player on the planet,† Michael Jordan closed the door on the most glorious NBA stint and walked away in 1997, leaving a tremendous void in the sport and raising the question of who will replace him as the game’s ambassador and marquee play. Not since Muhammad Ali has an athlete so dramatically affected a sport on virtually every level — transcending basketball as a sport and becoming an international figure that probably would be recognized in some of the remotest spots in the world. Michael Jordan, born in 1963, is considered by many to be the greatest player in basketball history. The 6 ft 6 in (198 cm) shooting guard first became known as an explosive individual scorer, but as he matured as a player he adopted a more team-oriented approach to the game. Jordan led the Chicago Bulls to six National Basketball Association (NBA) championships (1991-1993, 1996-1998). His widespread appeal to fans helped make basketball one of the world’s most popular spectator sports (Stein, 2005). After his retirement, what’s the possibility of someone wearing the crown of a guy who brought an unprecedented level of excitement to the game, did things on the court that other players simply couldn’t do – and made it look easy while he was doing it? What’s the likelihood of someone sharing the pedestal with the guy who won three MVP awards, led his team to three consecutive championships, had seven straight scoring titles, boosted television ratings an average of 17 percent when the Bulls played, collected two Olympic gold medals, earned an estimated $36 million annually in endorsements, and was the top draw on the road, attracting an average of 18,433 fans per game in his last season? Not surprisingly, there’s a popular thought among Jordan fans who say there’ll never be another Michael Jordan. However, there are new NBA rookies out there who might match the outstanding mark Jordan made in basketball history. Then, came Chris Bosh of Toronto Raptors. Chris Bosh was born March 4, 1984 and was number 4 in the NBA draft pick in 2003. A power forward, he’s a great inside and outside player. Few are blessed with his athletic prowess as he plays with a good amount of aggressiveness, but doesn’t get out of control or lose his composure easily. His long frame and amazing fluidity, he runs the floor exceptionally well. Bosh doesn’t have the perimeter skills of Kevin Garnett, namely shooting, but appears to like playing in the post more so than Jordan and could end up filling out into more of a dominating post player. Has great ball handling skills and really can pass the ball. He has some developed post moves and an advanced offensive game for a 21 year old. He can even step out to three point land and hit a few long range shots. Most sports critics say, he understands the game well, doesn’t make unnecessary moves, uses the drop step and jumps hook effectively. Because of his long arms, timing, and explosiveness, he is an excellent shot blocker. The team even goes to him to bring the ball up the court at times as a point forward. He is now dubbed as â€Å"Air Canada† comparable to Michael Jordan’s â€Å"Air Jordan† tag (Forrest, 2005). But, he’s more famous to the title as â€Å"The Future†. When the Raptors claimed the NBA title against the Chicago earlier this year, Bosh is getting a step closer in his path to equal Michael Jordan’s fabulous feats. No one might be comparable to Jordan now, but surely there will be â€Å"The Future† who might be giving us the hopes and the thrills of the game we just love, which is basketball. Works Cited Stein, Marc. â€Å"Michael Jordan. † Microsoft ® Encarta ® 2005 [CD-ROM]. Redmond, WA: Microsoft Corporation, 2005. Forrest, Ben. The Unveiling of Chris Bosh. Brock Press, Ontario, February 22, 2005. Acquired online last November 17, 2005 at http://www. brockpress. com/media/paper384/news/2005/02/22/Sports/The-Unveiling. Of. Chris. Bosh-872851. shtml? norewritesourcedomain=www. brockpress. com How to cite Bosh the Rightful, Papers

Response To The Scarlet Letter Essays - English-language Films

Response To The Scarlet Letter Response to The Scarlet Letter Confess thy truth and thou shall have eternal rest. I belive that is the moral to be taught in this novel of inspirational love, yet a novel of much sorrow. The impossible became possible in The Scarlet Letter, a story set back in the Puritan Times. In this response, I will give my reactions in writing to different aspects of the novel;the characchters, my likes and dislikes, my questions, and my opinion of the harsh Puritain lifestyle. Hester Prynne, the Reverend Dimmesdale, and Roger Chillingworth each suffered guilt in their own way in the novel The Scarlet Letter. In the beginning of the novel, Hester Prynne should have not suffered the way she did on the scaffold alone. She was forced to be intergated by the high-officials of the town, while holding her little Pearl in arms. Making matters worse, the father of the child was in that very group of officals. She was then sentenced to wear the scarlet letter A, showing her guilt externally. Unable to take it off, she was forced to show her guilt to the entire settlement. However, the Reverend Dimmesdale suffered internally, with a scarlet letter of his own engraved in his mind, and on his chest as well. He felt like he betrayed God, and beat himself in a frenzy to prove his wrongdoing. He often questioned wheather his authority was true or not. Roger Chillingworth suffered the least, because he only failed to reveal the secret that he knew, the father of the child who Hester Prynne was forced to live with. This small restriction to his life forced him to suffer internally. I had different likes and dislikes in the novel The Scarlet Letter. There were many things that needed to be judged to fit into the given catagories, including; character attitudes, and character decisions. For example, the attitude displayed from the Reverend Mr. Dimmesdale was rather unnapealing to me. There are different ways of settling ones guilt rather than whipping oneself in a closet. The one character whose attitude was appealing to me was that of Pearl's. She showed that mistakes in a relationship often lead to bad situations. Her mischeif and connection to the devil are examples of just those situations. Character decisions played an euqally important role. For example, I thought the descision for Hester not to tell who was the father of Pearl on the scaffold to be very brave, but was wrong. She could have ended it a lot quicker if she told the truth. A descision that I supportted was the plan for Hester, the Reverend Dimmesdale and Pearl to leave town, because it was a wa y to start a new life. Certain questions came about when reading The Scarlet Letter. Many of them involved small details. . For example, why did Hester not tell her daughter at a younger age what the A embroidered on her clothes meant? Why did the minister wear elaborate garments when conducting his self-punishment in the closet? However, other questions were involving larger situations. Why did the minster keep quiet when he knew he wouldn't live for much longer? What made Hester finnally remove her scarlet letter (for a short period of time)? The Puritanic age was a harsh and brutal period of time. At many times, citizens had no rights whatsoever. The persecuted depended on the fate of the few elite, or the top officials of town. Their laws were srict regaurding having a child out of wedlock, and if not followed, a scarlet letter A would place itself upon that person(s). My thoughts on the whole Puritanic epoch are not sympothetic. The strict rules set guildlines and formed a society in which much of it had no problems. I would even think that if applied to currnet times, it would turn society around dramatically. Book Reports