Population growth an d the impact on the environment

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“As the world’s population surpassed 6 billion (6,000,000,000) in October 1999, China’s population represented more than 1/5 of this total (20.8%) — one out of every five people in the world lives in China. Today, China’s population exceeds 1.25 billion (1,250,000,000), a number that continues to increase minute-by-minute on Beijing’s official Ticking Population Clock (Links to an external site.):
China’s population increases each year by approximately 12-13 million people, a number that exceeds the total population of individual countries such as Belgium, Greece, Cambodia, or Ecuador. Annual population growth in China actually exceeds the current population of Ohio, Illinois, or Pennsylvania.
Some Chinese Provinces are Larger than Major Countries
The difficulty of governing China’s population as well as managing its economic and social development is underscored if one appreciates the population of many of China’s provinces and compares them to nations elsewhere in the world.
A countries government can attempt to influence the population of its country through population policies.  In 1979 they introduced a policy requiring couples from China’s ethnic Han majority to have only one child (the law has largely exempted ethnic minorities). … Since 1979, the law has prevented some 250 million births, saving China from a population explosion the nation would have difficulty accommodating. The first day of 2016 marked the end of China’s controversial, 40-year-old one-child policy. Although families will still require government-issued birth permits, or face the sanction of a forced abortion, couples in China can now request to have two children.
In light of what you have learned  about population growth an d the impact on the environment and what happens when a population is too large from a biological perspective explain why managing the population in China has been a major concern for centuries and has required government involvement.  In addition, briefly state your position on the issue and explain your rationale.” 8 https://www.homeworkmarket.com/fields/biology?page=8

 

 

Sample Solution

The aforementioned research literature generally implies an inaccuracy of stereotypes, as several studies show a discrepancy between evaluations and actual performance as a result of these stereotypes. However, despite the fact that they can be harmful, stereotypes can be accurate (Hall & Carter, 1999; Jussim, 2018). An example: the stereotype that women are more sensitive compared to men. Although it is inappropriate to simply confirm or disconfirm this statement, since it is rather black-or-white, there seems to be a truth to it. Gender studies have found that women are more relationship-oriented than men, and men are more task-oriented than women. This goes for both their personal life and career (Fairhurst, 1993; Varma & Stroh, 2001). Women are also believed to give more importance to these relationships. They tend to exert greater efforts than men to develop and maintain relationships, dedicating more time, energy, and attention to them. Furthermore, women seem to be more supportive than men (Burleson et al., 2011). This finding is consistent with gender biases.

Another researched gender difference is found in the way men and women make decisions. Men tend to rely on more general information when making decisions, whereas women rely on more specific information. Men also attempt to hide or ignore their weaknesses, as contrary to women, who are more willing to discuss their weaknesses and more open to personal conversations (Dubé & Morgan, 1996; Wang, Kim, & Milne, 2016). These gender differences and even “accurate stereotypes” could suggest that female supervisors and subordinates are likely to have high-quality LMX, as a result of their relationship-oriented approach. Varma and Stroh (2001) indeed suggested that women may like working with women better, because communication is likely to be more fluent between women. They also argue that female supervisors, compared to male supervisors, are more willing to rate the performance of female subordinates higher. These results are contradictory to the findings of the study conducted by Adebayo and Udegbe (2004).

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