Health Issues Annotated Bibliography Example | Topics and Well Written Essays - 2000 words

Health Issues - Annotated Bibliography Example By evaluating the journal, there is a general consensus that wakefulness pressure injuries are consequences of economic losses in many countries health care system making it critical topic of discussion. Thus through evaluation, Healthcare professionals should construct the case for various resources to offer appropriate prevention strategies while providing clinical education where possible. Through critical analysis, despite the fact that pressure injuries are preventable, rarely do we appropriate measures of tying these preventions to cost of implementation. The result of implementing such program as the one conducted in Ballarat Health Services (BHS) is considered appropriate in improving patients’ wellness and economic outcomes. Furthermore, the authors contribute to the clear understanding of cost implications on prevention of pressure injuries since cost in such treatment is inevitable.Likewise, many health care institutions in many parts of the world are increasingly faced with immense pressure to cope with rising patient load and health care economic. The cost of prevention of pressure injuries can impact on hospital length of stay and other accrued costs thus their reduction becomes key. However, full statistical analysis has not been performed, that reveal if these improvements at BHS were statistically significant.In this way, these findings are limited due to the fact that this is an instance of an intervention as opposed to a trial that is controlled structurally and randomized.

Race Relations Act 1976 Essay Example for Free

Race Relations Act 1976 Essay When studying Race and Racism in Britain the pivotal turning point of race relations is the passing of the Race Relations Act on the 22nd of November 1976. The Race Relations Act made discrimination unlawful on the grounds of race, colour, nationality and ethnicity. For me this point in history, equality of race is formally dealt with, as it is the first law introduced to ensure that racial and ethnic discrimination is forbidden in Britain. The Race Relations Act made it unlawful to discriminate against a person on racial grounds in employment, education and in the provision of goods and services. This act was only the start of eliminating racial discrimination; however it was the foundation of it all and is the reason behind such improvement in equality today. The 1976 Act was amended, not replaced, by the Race Relations Amendment Act introduced in 2000. After the 1976 Act was presented, racial discrimination did not automatically vanish, however it made it clear to the vast majority of people within Britain that discrimination has no place in society and that changes had to be made. Making discrimination unlawful within employment coincides with the Sex Discrimination Act of 1975, where by it was illegal to discriminate women in the workplace, such as, selection for a job, training, promotion, work practices or dismissal, with the only difference being based on racial terms rather than gender. This brought equality in the workplace and introduced more rights to ethnic minority groups. The Act also makes it unlawful for public bodies to discriminate while carrying out any of their duties. Public bodies are obliged to make sure their employment procedures and service delivery do not have a disproportionate impact on particular ethnic or national groups. The Act, based upon education, forbids the discrimination of ethnic minority pupils, in terms of non-admission to the school, college or university, inequality once within the school and also abuse from other pupils and teachers due to their race or nationality. In addition, discrimination in the provision of goods, services and facilities was made unlawful. It is forbidden for anyone within the industry of providing goods or services to discriminate someone on the grounds of ethnicity or nationality. Within all these fields race relations is attempted to be improved, and by doing so equality is acknowledged and ethnicity is somewhat striving to become a factor that is non-existent in society and the workplace. Race Relations simply means the relationships between individuals from different ethnic groups. Obviously the Race Relations Act was intended to put forward a new way of thinking towards various ethnic minority groups and to look at them as equals. As I said early, that the Act introduced in 1976 was the turning point, as it were, of racial discrimination, as it was the first law opposing racial discrimination. However, the number of riots protesting against racial inequality had risen after the Law was presented. The 1980’s sparked a series of riots in mainly afro-Caribbean areas, protesting against discrimination and poverty. With the spur of the riots throughout the 1980’s, it could be said that this proved that the Race Relations Act did not perform its task, which was to eliminate racial discrimination. As we know, this act was amended in 2000 to enhance the Act by ensuring there were no exceptions, such as the police, and other public bodies, who were initial exempt from the Law. On the contrary, what can be said about the riots is that the police, due to their exemption from the Act, discriminated against black people, through the ‘sus’ law and thus performing random searches on people who they believe to be suspicious. The police would stop and search people they believed to be suspicious, however the number of black individuals against white individuals was extremely disproportionate, â€Å"In the 1960s and 1970s, the way in which the ‘sus’ laws were used by police officers created widespread resentment amongst ethnic minorities, who felt they were being unfairly targeted by the police. This led to a series of civil disturbances, including the infamous Brixton riots in 1981†[1] This shows that the police took advantage of their exemption from the 1976 Relations Act Race, by looking at ethnic minorities in a much more suspicious way than white individuals, and thus discriminating them. There is further evidence to back-up this statement, with the Notting Hill riot in August 1976. With young black tempers flaring due to the ‘sus’ law by which anyone could be stopped and searched if thought to be suspicious, inevitably riots broke out, with over 100 people, police and others, being injured. In the 1970’s and the 1980’s the police were pivotal figures of racial discrimination, which is the reason for the amendment of the act in 2000. The Race Relations Act was not automatically going to create a country free of racism. It is impossible to transform a countries view on racial discrimination through one law being passed, due to the fact that racial discrimination against ethnic minorities has been apparent for centuries, with the slave trade only being abolished in August 1834, through the Slavery Abolition Act. Before the Acts were produced racism was something that occurred all the time. Nothing was thought of it, as minorities were not seen as equals, rather as second class citizens or sometimes seen not even as citizens. With the majority of the black population being enslaved for thousands of years, no one ever thought it was wrong to discriminate an individual for their ethnicity. A lot did not change, after the introduction of the Race Relations Act as discrimination was still apparent. However, what can be said about how the Act impacted on race relations is that the minority groups had a foundation to voice their views. Prior to the Act, riots were much less than in the 1980’s, which I believe is due to the Act. Riots aren’t healthy for a country; however it shows that the minorities believed that their opinions mattered, to an extent. The creation of the law proved that the Government believed the minority groups should be treated as equals, therefore, having the support of the Government. The impact of the Act was that it formally gave ethnic minorities a place in society and as equals. The minorities had the support and sympathy of the Government, which is the main body needed to live in a country. I believe that the introduction of the Race Relations Act gave ethnic minorities the belief that these initial changes made through the act, could be pushed even further, and as we know, this eventually happened through the Race Relations Amendment Act of 2000 and further amendments up until now. You cannot judge the impact of the Law immediately after it was produced, you have look at what has been achieved today. Equality is apparent, there is no visible discrimination in the workplace, such as lower pay to ethnic minorities, or lack of promotion opportunities and racism, yet still occurring, is extremely scarce compared to twenty or thirty years ago. Huge improvements have been made in the workplace and education, as well as the reduction in racial riots in Britain. With all this in mind, evidently the Race Relations Act was successful, as the task of the Law was to ensure equality in society, and to reduce racism throughout Britain. Riots were still taking place throughout the 1990’s and the start of the twenty first century, but nothing in comparison to the amount that occurred in the 1980’s. Nevertheless, the Oldham riots in May 2001 were said to be the worst racially motivated riots in Britain for fifteen years prior to the event. Particular groups involved were white and south Asian-Muslim communities following a sustained period of racial tensions and outbreaks in Oldham. The Bradford Riots were also seen as a major intense period of rioting which began on 7 July 2001. It occurred as a result of intensified tensions between the large and expanding ethnic minority communities and the city’s white majority, fuelled by confrontation between the Anti-Nazi League and the British National Party and the British National Front. Despite the improvements in racial equality and the acceptance of different ethnicities from society and the Government, there is still an organisation within Parliament, known as the British National Party, who were involved in spurring on the Bradford riots in 2001 and openly discriminate and discredit ethnic minorities. Before February 2010 only white British citizens could join the party, as they do not consider ethnic minority groups to be British and part of the country. This shows that racial discrimination is still active, not only through individual abuse, but within Parliament and from an organised political movement. With this in mind, how successful is the Race Relations Act when this country still has an openly racist party, whose policies do not include ethnic minority communities, but also aims to separate them from society? However, the party still, from being founded as a splinter group from the National Front in 1982, does not hold any seats in Parliament, proving that their support is limited and weak, thus not having much influence on politics, at this moment in time. The Race Relations Act enhanced race relations in Britain immensely, in the long term, however the 1976 act didn’t fully ensure that every aspect of racial discrimination was abolished, which was the reason the Government amended the Act in 2000, therefore it can be said that the real influence on race relations was the Race Relations Amendment Act formed in 2000, as this was the law that dealt with every factor to eliminate racial discrimination in every field of society. Ultimately the Race Relations was pivotal in improving relations between different ethnic groups, as it was the first formal law introduced by Parliament to reform the issue of racial discrimination. This gave the ethnic minorities the belief that things could be altered and improved further to ensure an equal country, free of racism, which is, to an extent, what today’s world is becoming. Relations between ethnic groups have been non-existent throughout the centuries, with racism being something that ethnic minorities had to deal with personally, without the support and sympathy of the Government. Improvements in the workplace, education and, through the Race Relations Amendment Act, the police prove that race relations have developed, along with the reduction of riots within Britain. Without the Law being introduced this country would still believe that race equality should not happen and that ethnic minorities are second class citizens. With the Government pushing forward the law to eliminate racism and build equality, the people will most of the time support their aspirations and beliefs. Obviously the Race Relations Act of 1976 was not the only factor in building race relations and equality; however it is, in my opinion, the most important, as it built a solid foundation for Britain to develop race relations on legal grounds.

Essays --

Paul Rà ©e, an English psychologist, wrote The Origin of the Moral Sensations in 1877. Through this text, he separated morality from God, in order to find a naturalistic source for things like altruism. He discusses an idea of altruistic emotional motivation, such as pleasure, usefulness (benefits), and the avoidance of pain. Nietzsche argues against Rà ©e’s notions, saying that morals do not come from usefulness, pleasure or the avoidance of pain, but through will to power. His notion of will to power is an instinct for independent freedom. This notion is manifested differently in different people, depending on individual traits and circumstances. In his first essay, Good and Evil, Good and Bad, he explains the manifestations of power and how they are viewed. He differentiates the manifestations of the will to power in two categories: Master Morality and Slave Morality. The master morality is the notion that, â€Å"†¦the noble, powerful, high-stationed and high-minded, who felt and established themselves and their actions as good†. The word â€Å"good† in this sense is not a good represe...

Nursing Rounds

Nursing rounds are given separate names according to thepurpose they serve . a)Information giving rounds :It is used to acquaint the staff with all patients on the wardor division . b)Instructional rounds :Here the nurse is expected to read the charts and come torounds with basic information in mind . c)Problem solving rounds: This is to help the nursing staff learn to conduct initialinterviews make assessment of patient’s needs and identifynursing care problems . Purposes of nursing rounds :1. To demonstrate symptoms important in nursing care . 2. Clarify terminology studied . 3.To compare patient’s reaction to disease and study thedisease conditions. 4. To demonstrate effects of drugs i. e. indication ,actions andreactions of drugs . 5. To illustrate skillful nursing care . 6. To compare method of meeting nursing needs and to havebetter understanding and to give more purposeful care topatients. 7. To illustrate successful improvisation and to give opportunityfor the u se of different applications . Factors to be kept in mind when planning nursing rounds : 1. To consult student’s previous clinical experience to avoidrepetition and to add to earlier experience . 2.Keep in mind the probable value and availability of clinicalmaterial . 3. If some demonstration is done ,it should not have adeleterious effect on the patient . 4. Explain the plan to the patient . 5. Introduce the patient to the group . 6. Make the patient feel important . 7. Have post conference for summary and further explanation . 8. Record the nursing rounds in the ward teaching records witha summary of nursing points stressed . Advantages of nursing rounds :1. Demonstration of symptoms2. To clarify terminology †¢ Herpes simplex †¢ Anemic pallor3. Effects of drugs †¢ Allergic reactions †¢Side effect4. Skillful nursing care †¢ Progressing improvement of bedsore †¢ Maintenance of adequate fluid intake (oral)5. Successful improvisation †¢ Use of a chair as backrest †¢ Device for support of ice bag6. Posture and position as indicated for individual patients †¢ Neutral position †¢ Position for surgical soak †¢ Fowlers position †¢ Position for CCF. In nursing rounds ,a small group of staff or students preferablynot more than 4 or 5 and a leader or a teacher visit the bedside of patient. Preparation by the head nurse: The head nurse selects the patients before hand accordingto the time available .Rounds not lost longer than an hour . Thehead nurse needs to read the patient’s histories ,know the planfor their treatment and its results the patient’s progress andprognosis ,their nursing care and its effectiveness . She shouldpost the time for rounds at least a week in advance and indicatethe type of preparation the nurse is to make ,that in whether sheis to know thoroughly the history care and progress of her ownpatients or briefly that of all patients in the ward . The central figure in nur sing round is the patient .If thepurpose of the sound is instructional or problem solving thepatient will be included in the discussion. Method of Conducting Nursing Rounds:A brief conference at the side of the patient’s room/word has to beheld. Necessary data are given. The purpose of the visit to thepatient is by the head nurse, special observation to be madeor pointed out at this time. 4 to 5 patients are selected forinstruction. 4-5 minutes are apent. The head nurse herself maypresent the uses or she may ask the students who are assigned tothese patients to answer the questions of the group or herquestions.The students are asked to present the cases regarding otherparticulars. The participants may also be involved such ascounting pulse, respiration, examining the conjunctive, pitting,edema etc. The patient’s case sheet can also be utilized withpresentation. Thank the patient before leaving and tidy up thebed. Post Conference:The presentation is summarized and furth er explanation if any, may be given, questions are invited from the students. 5. NURSING ASSIGNMENT:Assignment in the clinical field is the nursing education cumservice. Definition:It is the past of learning experience where the students areassigned with patients or other activities concerning to patientsin clinical laboratory. ? Objectives:1. To provide the patient with the best possible nursing care. 2. To plan assignments which are interesting to n beheld. Necessary data are given. The purpose of the visit to thepatient is by the head nurse, special observation to be madeor pointed out at this time. 4 to 5 patients are selected forinstruction. 4-5 minutes are apent.The head nurse herself maypresent the uses or she may ask the students who are assigned tothese patients to answer the questions of the group or herquestions. The students are asked to present the cases regarding otherparticulars. The participants may also be involved such ascounting pulse, respiration, examining the c onjunctive, pitting,edema etc. The patient’s case sheet can also be utilized withpresentation. Thank the patient before leaving and tidy up thebed. Post Conference:The presentation is summarized and further explanation if any, may be given, questions are invited from the students. . NURSING ASSIGNMENT:Assignment in the clinical field is the nursing education cumservice. ? Definition:It is the past of learning experience where the students areassigned with patients or other activities concerning to patientsin clinical laboratory. ? Objectives:1. To provide the patient with the best possible nursing care. 2. To plan assignments which are interesting to nurses andstimulating to their professional growth. 3. To provide a well rounded educational experience forstudent nurses. 4. Achieving good ward management. Methods of Assignment:1. The patient method2. The functional method3. The team method1. Patient method:In this method of assignment a nurse is expected togive complete nursi ng care to one or more patients includinggeneral nursing measures, treatment, medications, takingtemperature, pulse, respiration, serving nourishments and givinghealth instructions. If she goes on â€Å"off duty† her group of patientsin taken over by another nurse for the period of her absence inorder that the patient may still receive individualized care. 2.The Functional method:In the nurses are assigned to specific functions in the wardsuch as giving medications or treatment to all patients, takingthe temperature of all or giving general nursing care to a groupof individuals. Most hospitals which use the patient methodmodify it to some period of the day such as evenings andnights when a few nurses are on duly. 4. Team method of assignment: Nursing care is given to the patients with team conferenceby all the members of the team. Nursing leader supervises andguides the team in giving quality nursing care.The principlesrelative to making assignments within the team will inclu de†¦. 1 . In planning the patient care a well qualified team members areinvolved in which amount and type of responsibility, a studentcan assume depends upon a stage of her education. 2. All the physical needs and treatment are given by the samenurse but the specific treatment is given by professional nurse. 3. When two persons are needed to give a patient certain care itis often well for the team leader to be one of the two.Whenassisting a team member, the leader has an opportunity toobserve the condition of the patient, work of student and aid andrelationship with the patient and at the same time he can teachthem. Criteria for effective Assignment:i. Students are to be informed of the objectives of theirassignment to a particular ward/unit of the area/hospital forclinical experience. ii. Students are to be oriented to new clinical area. iii. Students are to be given the learning experiences which areoutlined in the objectives for particular clinical experiences. v. Students a re to given facilities to practice nursing accordingto principles taught. v. Only recognized wards of the hospital or community are tobe selected for students to achieve required learningexperience. vi. Assignments have to be assigned according to the consistentlevel of learning that students have reached or attained. vii. Proper guidance and supervisor has to be provided to thestudent during their clinical experience. viii. Sufficient time to be provided to carryourses andstimulating to their professional growth.

Bill Miller and Value Trust Essay

1. How well has Value Trust performed in recent years? In making that assessment, what benchmark(s) are you using? How do you measure investment performance? What does good performance mean to you? Value trust had outperformed its benchmark index, the Standard & poor 500 Index for 14 years in a row; am average annual total return of 14.6 percent, which surpassed the S&P 500 by 3.67% per year. Value trust had earned a cumulative return of more than 830% over the previous 14 years, more than double that its average peer and the index. There are two ways to mearsure investment performance; the percentage of annual growth rate of NAV assuming reinvestment (the total return on invenst) and the absoulute dollar value today of an investment made at some time in the past. These measure then compared with the performance of a benchmark portfolio such as the Russel 2000 Index or the S&P 500 Composite Index. 2. What might explain the fund’s performance? To what extent do you believe an investment strategy, such as Mill’s explains performance? Some observers attributed this success to the fund manager’s conscious strategy of staying fully invested at all times rather than attempting to time the extent of market investments. Another popular explanation for the fund’s performance was the unusual skill of Bill Miller, the fund’s portfolio manager. His approach was research-intensive and highly concentrated when 50% of its assets were invested in just 10 large-capitalization companies and he was not averse to take large positions in the stocks of growth companies. 3. How easy will it be to sustain Miller’s historical performance record into the future? What factors support your conclusion? NOT EASY EMH LUCKY EVENT 4. Consider the mutual fund industry. What roles do portfolio managers play? What are the differences between fundamental and technical securities analysis? How well do mutual funds generally perform relative to the overall market? Technical analysis: This involved the identification of profitable investment opportunities based on trends in stock prices, volume, market setiment, Fibonacci numbers,etc. Fundamental analysis: This approach relied on insights afforded by an analysis of the economic fundamentals of a company and its industry: supply and demand costs, growth prospects, etc. Mutual funds were able to perform up to the market on a gross-returns basis; however, when expenses were factored in, they underperformed the market. 5. What is capital market efficiency? What are its implications for investment performance in general? What are the implications for fund managers, if the market exhibits characteristics of strong, semi-strong, or weak efficiency? Three levels of market efficiency. 6. Suppose that you are an advisor to wealthy individuals in the area of equity investments. In 2005, would you recommend investing in Miller’s Value Trust? What beliefs about the equity markets does your answer reflect?

Management Styles in the Workplace Essays

Management Styles in the Workplace Essays Management Styles in the Workplace Essay Management Styles in the Workplace Essay Management Styles in the Workplace Purpose Statement: My purpose today is to inform you on four different management styles in the workplace. Thesis Statement: It is important for managers to understand their management style when certain situations arise in the work place, by knowing your management style you will become a better leader. Introduction:Have you ever been told, â€Å"Do it this way or don’t do it at all?† if so do you know what type of leadership or management style this. Well today, I’m going to inform you about four different type of management styles; democratic, autocratic, paternalistic, and laissez-faire. Also, I am going to explain the advantages and disadvantages of each management style.Main Point 1: Democratic Management Style A. What is it? a. According to Building a Management Style, Democratic management builds commitment among employees in order to generate new ideas. It is one that seeks input from all employees and allows the staff to use their own work methods, to get the task done in a timely matter. The Democratic Management Style is similar to the participatory leadership style because it produces moderate task efficiency but high satisfaction, according to the textbook. These two types of management style result in a transformational leadership approach according to the publication by Larry Thompson. This approach results in staff empowerment by making the staff or team feel that they are part of the decision making process, which will motivate your team and generate new ideas. B. What are the Advantages and Disadvantages a. Advantages: i. It is people centered ii. Encourages others to share ideas iii. Tolerating alternative views (understanding at there is more than one way of accomplishing the goal) b. Disadvantages: i. The manager could be taken advantage of due to employees not working to their full potential. ii. Moderate task efficiency iii. Slow down decision making process Main Point 2: Autocratic Management Style A. What is it? a. According to Building a Management Style autocratic managers do a complete 180 has far as treating his/Her staff. The book states this type of manager is single-minded about getting long-term results, and help from others. b. Autocratic management style is very similar to high directive leadership style studied in the textbook, such as; productivity is high, with little concern for people and their satisfaction level. The autocratic management style only offers one-way communication, and that is through the leader. This type of management style falls into the transactional theory according to the publication by Larry Thompson. B. What are the Advantages and the Disadvantages?a. Advantages: i. Although this type of management style seems pretty forceful there are many advantages. According to Managementstyle.org a few of the advantages are: 1. Instructions are forceful,2. can make fast decisions, 3. less unexpected side track situations due to lack of communication. b. Disadvantages: i. With such a Hitler style management approach there will disadvantages to using the autocratic management style, according to Managementstyle.org, such as: 1. The staff may feel useless as they are not consulted 2. Input from the staff is not allowed 3. Staff waiting on instructions (will cause delays) Main Point 3: Paternalistic Management Style A. What is it? a. According to learningmanagement2.com the paternalistic management style is combination of both democratic and autocratic management styles. Paternalistic managers will ask for the staff views and opinions, which allows them to feel involved, but in the end the manager will make the finial decision. b. According to Dr. Daniel Theyagu, who is a corporate trainer and seminar leader, suggest that by using the paternalistic management style approach, the leader will learn to move away from delegation to empowerment. i. Dr. Daniel Theyagu suggests leaders should stay involved with the development of their staff, so that the manager can be aware of his/her staff’s needs. ii. It is important for constant communication, to clear up any uncertainty among the staff and make sure everyone is on the same level for common values and goal of the project or task. iii. Dr. Daniel Theyagu also believes that when people feel involved they are more likely to ‘â€Å"buy in’ the visions and values of the leader.† Main Point 4: Laissez Faire Management Style:A. What is it? a. Laissez Faire Management style is also known as negligent leadership style in the textbook. According to the business dictionary website, laissez-faire management styles is a non-authoritarian approach to management. This type of manager feels that or â€Å"believes that people will excel when they are left alone to respond to their responsibilities and obligations in their own ways. B. What are the advantages and disadvantages?a. Advantages: According to about.com this type of management can be very effect if: i. When leaders are still there for consultation and feedback ii. Members are able to work alone and still be motivated iii. If Members are highly skilled, they do not need to wait on management to tell them how to complete the task. b. Disadvantages: In most cases the disadvantages out way the advantages because i. The lack of guidance may leave the staff feeling neglected. ii. According to the textbook, leader take no part in the decision-making process and offers little advice or direction. Conclusion: We are all managers of your own lives, but one day we will be leaders of others. Democratic management style allows others to take part in the decision-making process. Autocratic management style leaders make decisions without regards to others. Paternalistic allows for others input, but the decision is still up to the leader. Laissez-faire management style is a more hands off approach, and this type of leader style is not recommended for most situations. Knowing what the different types of management styles are, and what they mean, this can be an informative advantage to maybe using certain management styles in certain citations.

How to Use the Italian Imperfect Subjunctive Tense

How to Use the Italian Imperfect Subjunctive Tense â€Å"If I were able to live in Italy for the rest of my life, I would be happy.† How do you express a sentiment like that in Italian? Before I dive into the nooks and crannies of the grammar with the subjunctive mood, here’s what that sentence would look like: Se io potessi vivere in Italia per il resto della mia vita, sarei contenta. In order to create this sentence on your own, you need to use the imperfect subjunctive (il congiuntivo imperfetto). You would use this tense when the main part of your sentence includes the present perfect tense (il passato prossimo), imperfect tense (l’imperfetto) or the conditional tense (​il condizionale) to talk about an unlikely hypothetical situation that starts with se (If) like â€Å"If I won the lottery† or to discuss wishful thinking. Some constructions that might help you understand when to use this are: Imperfect Tense ( Che) Imperfect Subjunctive Credevo che avessero ragione. - I thought they were right.Non era probabile che prendessimo una decisione. - It wasnt likely we would make a decision.Non cera nessuno che ci capisse. - There was no one who understood us.Il razzismo era il peggior problema che ci fosse. - Racism was the worst problem there was. Present Perfect Tense (Che) Imperfect Subjunctive L’ha aiutata affinchà © potesse imparare l’italiano. - He helped her so she could learn Italian.Abbiamo organizzato un riunione cosi’ da informare tutti sul da farsi. - We scheduled a meeting so we could brief everybody on what to do.Ho ritenuto giusto che mio figlio decidesse da solo quale universita’ scegliere. - I believed it was right my son could choose by himself which university pick out. Se Imperfect Subjunctive Conditional Se fossi in te, non mi fiderei di lui. - If I were you, I wouldn’t trust him.Se lui mi baciasse, sarei felicissima. - If he were to kiss me, I would be so happy.Se Mario mi invitasse a cena, accetterei subito! - If Mario asked me out for dinner, I would accept immediately! Conditional S e Imperfect Subjunctive Sarei felicissima se lui mi baciasse. - I would be so happy if he were to kiss me.Comprerei un guardaroba nuovo se io avessi tre mila dollari in pià ¹. - I would buy a new wardrobe if I had three thousand more dollars.Direi una bugia se dicessi che sono stata bene. - It would be a lie if I said I’ve been great. Magari (If Only) Imperfect Subjunctive Magari fosse vero. - If only it were true.Magari potessi venire da noi! - If only you could come over to our place! TIP: The word â€Å"magari† can also be used to mean â€Å"maybe† or â€Å"yes† depending on context. You’ll notice that the translations between Italian and English aren’t direct, and that’s because this tense is interpreted differently in Italian than in English. For instance, in the last example, if you wanted to say â€Å"He helped her so she could learn Italian†, you might want to translate â€Å"could† as â€Å"potrebbe†, using the conditional tense. I know it’s confusing at first, but the more you’re exposed to the language and the more you practice, the more intuitive it will become. Plus, as you learn, you can rely on keywords or phrases to help you decide whether or not to use the imperfect subjunctive tense. Key Phrases Pensare che - To think thatCredere che - To believe thatDubitare che - To doubt thatEssere importante che - To be important thatBastare che - To be enough thatDirsi che - To be said thatSperare che - To hope thatTemere che - To fear thatAffinchà © - So thatPrima che - BeforeNel caso che - In case that For conjugations of three regular verbs, see the table below. Conjugating Verbs in the Imperfect Subjunctive PRONOUN CANTARE SAPERE FINIRE che io cantassi sapessi finissi che tu cantassi sapessi finissi che lui/lei/Lei cantasse sapesse finisse che noi cantassimo sapessimo finissimo che voi cantaste sapeste finiste che loro/Loro cantassero sapessero finissero What About Irregular Verbs? Here are some examples of irregular verbs in the imperfect subjunctive. Essere - To be Fossi Fossimo Fossi Foste Fosse Fossero Se io fossi una sirenetta, sarei una brava nuotatrice. - If I were a mermaid, I would be a great swimmer.Non ti piaccio?! Pensavo fossimo fidanzati! - You don’t like me?! I thought we were dating! Stare - To be, to stay Stessi Stessimo Stessi Steste Stesse Stessero Mi fa sentire come se stesse cercando di nascondere qualcosa. - It makes me feel like he was trying to hide something.Pensavo stessimo andando dal panettiere. - I thought we were going to the bakery. Dire - To say Dicessi Dicessimo Dicessi Diceste Dicesse Dicessero Voleva che tu gli dicessi la verit! - She wanted you to tell her the truth!Vorrei che Marta non dicesse nulla di questo a Mario. - I would not like for Marta to say anything about this to Mario.E se ti dicessi che nulla di cià ² che vedi à ¨ reale? - And what if I were to tell you that nothing you see is real?

Fun French Number Practice for the Classroom

Fun French Number Practice for the Classroom Do you find teaching numbers boring, figuring that once youve taught your students to count in French, theres not much else you can do? If so, I have good news for you (and your students). Here are some great ideas for practicing numbers, including several games. Simple French Number Practice Ideas Use flash cards with the digit written on one side and the French spelling of the number on the other. Ask students to count by twos, fives, tens, etc.Count different objects in the classroom: number of desks, chairs, windows, doors, students, etc.Practice numbers with math operations: adding, subtracting, etc.Print out some paper money or use pennies and practice numbers by counting money.Talk about the time and date.Depending on the age of your students and your concerns about privacy, you could ask students about various personal details in French: birthdayagenumber and ages of brothers, sisters, cousin(e)sphone numberaddress You or your students can bring in pictures of food, clothing, dishes, office supplies, etc. and then discuss how much each item might cost - Ça coà »te 152,25 euros, for example. Good for combining number practice with other vocabulary words.One teacher found that students forgot to use the word ans when describing someones age, so now at the beginning of class, she writes the names of one or two celebrities or notable French people on the chalkboard and students guess his/her age. You can find birthdays in Today in Francophone history. Fun French Numbers Practice, Games and Activities British Bulldog / Dog and Bone A game for outdoors or a gymnasium: Divide the class in half, and have each side stand in a long line facing the other half, with a large gap for running between the two teams. Give each member a number: each team should have the same set of numbers but in a different order so that the students with the same number are not facing each other. An article, such as a scarf, skittle, or baton, is placed in the space between the two teams. Then the teacher calls a number and the student from each team with that number races to retrieve the article. Whoever gets it earns a point for his/her team. Number Toss Have the students stand in a circle and throw a nerf ball to another student (not adjacent). Upon catching the ball the student must say the next number. If s/he doesnt know what number youre on, says the wrong number, or pronounces it incorrectly, s/he is out of the game. Phone Numbers Have students write their actual phone numbers on a small piece of paper with no names. You can play too, by writing a phone number that you know well (such as the schools if you dont want to use your own). Collect the slips of paper and pass them back out randomly, making sure that no one has his/her own number. Everyone stands up. Start the game by reading the number on the paper you have. The person whose number it is sits down and reads the number s/he has, and so on until everyone is seated. Works well for listening, but they have to be able to say the numbers accurately enough for their classmates to understand them. I do this once theyve learned 0 to 9. Le Prix est Juste / The Price Is Right Teacher thinks of a number and gives students a range to guess from. Students respond and if incorrect, the teacher responds with plus or moins. When a student finally guesses the correct answer, s/he can be rewarded with a sticker, piece of candy, or a point for the team. Then the teacher thinks of a new number and gives a range and students begin guessing again. TPR with Numbers Write numbers on large cards, then call out instructions to the students: Mettez trente sur la table, Mettez sept sous la chaise (if they know prepositions and classroom vocabulary for example). You can mix it up with other vocabulary to catch them off guard and keep their attention: Donnez vingt Paul, Mettez la prof sur huit, Tournez vingt, Marchez vite avec onze. Or you can put the cards on the chalk tray and practice with avant, aprà ¨s, and cà ´tà © de: Mettez trente avant seize, Mettez zà ©ro aprà ¨s dix, etc. You might want to start with just five or so numbers at first; when they get good at those, add a couple more and so on. Zut Go around the room and count. Each time there is a 7 - a number with 7 in it (like 17, 27) or a multiple of 7 (14, 21) - the student must say zut instead of the number. They are knocked out of the game if they mispronounce the number, say the wrong number, or say the number when they should say zut. So the game should sound like this: 1, 2, 3, 4, 5, 6, zut, 8, 9, 10, 11, 12, 13, zut, 15, 16, zut, 18, 19, 20.... You can change the zut number periodically to keep them on their toes.

JFK Inaugural Speech Research Paper Example | Topics and Well Written Essays - 2000 words

JFK Inaugural Speech - Research Paper Example His personal and political convictions can be determined not just by reading the contents and evaluating the style but also be learning about the context. John F. Kennedy’s inaugural speech has been considered as one of the best ever made not just by an American president but by a world leader. Apparently though, the speech became famous not just because of its inherent characteristics but because of the man who delivered it. President Kennedy is one of the most enigmatic leaders in the 20th century. He was at the help of the US government when the country faced serious challenges coming from USSR at the height of the Cold War. One of the most prominent incidents that highlighted his effective leadership and diplomacy was the successful initiative on the nuclear test ban treaty in the aftermath of the Cuban Missile Crisis which he also handled well. President Kennedy did not pursue the ban merely due to his geopolitical views. He personally saw it as necessary as he explicitly pointed out when he said that the US owes it â€Å"because we are the only country that engaged in atomic warfare in the last war† (Schlesinger 453). ... A brief glance of President Kennedy’s life several years before he ran and won the presidency does give the readers or audience of the context of what he wrote and then spoken during his inauguration. President Kennedy’s inaugural address is best remembered by the oft quoted line â€Å"ask not what your country can do for you – ask what you can do for your country† (1961). The reason why this line has been recognized as the most compelling part of the speech is that it departed from the usual practice of previous presidents who took their oaths and rendered their own inaugural addresses. Prior to Kennedy, it was expected of newly elected presidents to state the domestic and international policies that their administration would pursue while in office. In this regard, the inaugural addresses served as the reiteration of the promises they might have made during the electoral campaigns, assuming that these are what the public wanted which is why they were vot ed into office. The most commonly used formula for the inaugural address was to state the problems confronting American society and then to provide the audience a briefing on the actual steps that the new president and his administration would initiate to develop and implement effective solutions. As a result, this leaves the audience with higher expectations but at the same time instilling in them a certain degree of passivity. President Kennedy’s inaugural address, however, took a radically different approach to the methods of how the problems of the country and of the world could be resolved. There is not a single portion in the speech that mentioned what concrete steps

Analysis of Economic Articles Essay Example | Topics and Well Written Essays - 1250 words

Analysis of Economic Articles - Essay Example 2. If chemical companies set their plants in the U.S., the more than production and marketing costs could be minimized, especially if the target market is within the U.S. or nearby countries. In so doing, there is a possibility that trade relationships between the U.S. and EU with regards to shale gas or other alternative energy sources would be minimized. Looking at this perspective, it would be more beneficial to the U.S. since shale prices would be significantly minimized; while this would be detrimental to the EU for diminishing trade and export to US markets. 3. The boom of production of natural gas in the US is seen to negatively impact EU, especially those countries identified to previous export shale gas to the US market. With more chemical companies opting to explore the potentials in the US, the EU economy could be foreseen to worsen due to the negative impact of lesser exports and potential reliance or dependence on the Russians as a supplier of natural gas (Torello). 1. The current status of the U.S. economy significantly affects global trade in terms of contributing to increases in exports or imports, as continually affected by external forces. As such, it was evident in the article that the U.S. economy is not the contributory steering force that shapes the global economy, but rather, economic developments in both China and South Korea could be the dominant influencing factor. 2. The role of the Federal Bank in the U.S. in enhancing economic growth and allowing country developments remains paramount through the provision of financial support that is instrumental for global trade.  

Big Daddy Kanes song and Its Fitting in Blues Essay

Big Daddy Kanes song and Its Fitting in Blues - Essay Example Big Daddy Kane’s song does not express his people’s experience in near-comic or near-tragic voice, that is, the second step of Ralph Ellison’s process, which shows penetration of the blues into hip hop (Sanchez). Instead, â€Å"Word to the Mother (Land)† manifests Africans’ endurance and moral courage in their beneficial contribution for their freedom. They are seen by the rapper as awareness of Africans’ nature which has broken chains depriving them from liberty. Naturally, â€Å"Giving up to brothers five on the back hand†¦Ã¢â‚¬  or rather to say mutual support and striving for better life together with African American brothers and sisters is depicted by Kane’s song as an essential component needed for attaining their goals. Reaffirming of African Americans’ existence is another point of Big Daddy Kane’s song, which shows its fitting in the third step of the process seen by Ralph Ellison as a characteristic feature of the blues (Sanchez). Actually, the rapper emphasizes not only on his belonging to African Americans and his proud of their will-power but also points at their domination over other skin colors. As it comes from the song, â€Å"†¦the color of black is most dominant†. Still, such use of words must not to be perceived letter for letter, since there is a great probability that in such a way Big Daddy Kane has pointed at the inwardness of the black heart hidden behind the black skin. It refers to the fact that African American â€Å"†¦mother is portrayed as passing on her bad values to her offspring†

K-12 budget cuts in california Research Paper Example | Topics and Well Written Essays - 1500 words

K-12 budget cuts in california - Research Paper Example The people of the state feel as though their voices should be heard if budget cuts are needed and where would be the best possible place to cut. In the case of California budget cuts in regards to k-12 education this is not so. The majorities of the people are not in favor of the proposed budget cuts and are not afraid to say so. Voices are heard from newspapers, newsreels, high offices and education systems themselves. Why are budget cuts proposed? Where do the deciding factors come from? In who’s best interest? These are the underlying questions to the foundation of this paper. Proposed state budget cuts are looked upon as evils by the people. Budget cuts means jobs lost, jobs lost means hard times, unwanted struggles and hopeful prayers. Budget cuts means some organization that has served the people will not be able to do so any longer in the original capacity. Budget cuts are often times proposed in place of tax increases. Although tax increases would usually only affect t he higher income families. The government relies on the state’s elected leaders to lead during the time of economic downturn and budget cuts. The deciding factors in budget cuts are sometimes based on the efficient use of the remaining and less spending of the variables involved. In the state of California one of the areas involving budget cuts is in education. Specifically covered here will be grades k-12. Education budget cuts mean massive layoffs for teachers among other educational expense loss, such as purchasing of books. The impact and acceptation of the budget is described here in an article from Targeted News Service (2011), Despite positive economic messages surrounding President Obama's recent State of the Union address, America's 14,000 school districts will remain vulnerable for the next half decade. Nationally, forty states currently project budget gaps totaling over $140 billion for the next fiscal year. Even worse, states will have to try to fill the gaps with nearly $40 billion less in federal stimulus funds than they had last year--creating what many officials are calling the "ARRA cliff," the sudden loss of billions of dollars in federal money from the American Recovery and Reinvestment Act. Looking even further down the road, twenty-four states already face a combined gap of $66 billion for fiscal year 2013. When it comes to schools, these gaps are significant because state dollars account for almost half, 48.3 percent, of K-12 education funding. In California, the budget picture is grim. The state faces ongoing structural budget gaps of over $20 billion a year through 2014, with debt levels currently topping out over $25 billion for this fiscal year. Governor Brown's proposed budget slashes higher education funding by over $1 billion, or nearly 20 percent, and his promise to avoid cuts to K-12 education hinges on a tax extension vote in June. If voters reject the tax extension, school districts could face an additional $4 to $5 bill ion in cuts before classes begin. All of this comes on top of the 14.5 percent hit K-12 funding has taken since 2007. Listed above are the hard facts the state of California is facing. Are the budget cuts necessary because the government failed in its duties or is the state? For either answer there are individuals who have come up with answers on how to prevent future cuts in areas that are desperately needed. The dropout rate is not decreasing, the need for our

Critical assessment of the contention that todays globalised business Essay

Critical assessment of the contention that todays globalised business environment is mainly about the production of flows, and needs to take little account of territories - Essay Example Flows are a significant part of the current globalization process because they allow for cultures and economies of different countries to be integrated to one another. This leads to the creation of a common style of doing things and a step towards the development of a common global culture (Wolf 2004). A territory refers to a defined area of water and land mass, and air owned by a country, state, organization or a person. People have often hold the view that globalization has caused the dissolving of all boundaries and borders and that cultural influences, people and money can flow freely all round the globe. According to such a view, the globalised business environment is basically about the creation of needs and flows that take little consideration of territories. However, there are instances in which we find that the flows of goods, technologies or services are subject to territory border restrictions (Bhagwati 2004). ICT has played a significant role in globalization because it has changed the environment in which services and goods are created and distributed. Currently, people move across international boundaries for purposes of business, studies, searching for better economic opportunities and tourism. This in turn has led to transfer of technologies, trade patterns and factor endowments across the world. (Freeman 2006). Even with the potential advantages of globalisation, there are still policies that control or restrict the free movement of workers into advanced labour markets. Some territories continue to be a significant part of today’s globalization to a great extends for example the San Diego-Tijuana. Tijuana-San Diego lies on the border between, San Diego and Tijuana, two large coastal cities in North America. The international metropolitan area is located at the junction of major state routes, interstates and federal highways. It is positioned at the terminus of 10 major federal highways and interstates. Stiglitz(2006) explains that such a strategic position is important for globalization because it serves as a point which people or states meet and integrate. It facilitates easy flow and exchange of ideas, goods, capital, technology and people. San Diego is a significant area of culture finance, and economies in California while Tijuana is a significant regional business center in northwestern Mexico. Globalization has enabled the region to remain as a dominant commercial center in the US. According to Noah Timothy (2010), San Diego experiences the most active land-crossing in the world as people cross for business and tourist purposes. Globalisation has allowed san Diego-Tijuana to grow to a powerful economic region in the California. As much as globalization has increased the flow of goods or people across borders, there are still some policies and trade regulations in some countries that restrict the importation of certain goods (Bhagwati 2004). For exa mple the importation of certain merchandise are restricted or totally prohibited in Portugal to protect its economy and security while some are subject to restrain under import quota (US. Department of Commerce 2010).This means that globalization does not have the power to disregard territories. The current flow of goods people, finance and cultural ideas around has bound up territories through the creation of a global competitive environment that

Cultural diversity and its effects on child development Research Paper

Cultural diversity and its effects on child development - Research Paper Example It is also of importance to consider several elements required to help reduce negative effect of cultural diversity on developing children. Conclusively, better understanding of cultural diversity of children is through introduction of education during tender ages. Cultural diversity and its effects on the development of kids Cultural diversity is a term used to denote the difference arising in diverse cultures within a certain region. The principal cultural diversity element affecting growth of children is communication, which entails mass media and journalism. The existence of many tribes in a particular region results to an increase in the effects that culture is likely to have on the progress of children. Communication differs from a tribe to another. Desire of children to learn about the moral values of other cultures increases the probability of cultural confusion. Children concerned about other cultures lack the capability to determine the best of the cultural morals. Accordin g to the Centre for Educational Research and Innovation (2010), lack of adverse knowledge on the culture of other tribes leads to negative influence towards progressing children. Reducing negative impact of cultural diversity a) Developing an effective way to address diversity Cultural diversity can have a positive effect on the progress of children through learning. ... Communication is vital, as it is the basis of passing over understandable information regarding the culture of other tribes. Parents should enlighten children on the importance of their culture in coming times. For instance, children need to know that strict observation of the ancient cultural morals is of importance, as it helps gain respect from other communities (Robinson, & Jones-Diaz, 2006). An additional element of improving the current way of developing children through diversity of culture in a positive manner is through educational institutions. The Centre for Educational Research and Innovation (2010) asserts that teachers need to have advanced training to be able to meet the needs of various children. It is a basic requirement for teachers to take part in special training programs to be able to cope with character of children from different cultural societies. Acquisition of knowledge of various cultures helps children in that teachers necessitate the need to respect the c ulture of other states. b) Impact of diversity on development of kids Progression of children appears to be excellent when children are portraying good manners in the society. Despite the concern that the community, parents, and teachers have on the effect of culture on development of kids, ignorance of children is the principal issue to the negative effects of culture on their (young kid’s) growth. There are various ways of enhancing strategies of developing children from diverse cultures. For one, there is the need for early exposure to the values of various cultures. Children with an experience of diverse cultures since the time when then they were young throughout their adult stages are at the forefront in depicting good morals

Critical assessment of the contention that todays globalised business Essay

Critical assessment of the contention that todays globalised business environment is mainly about the production of flows, and needs to take little account of territories - Essay Example Flows are a significant part of the current globalization process because they allow for cultures and economies of different countries to be integrated to one another. This leads to the creation of a common style of doing things and a step towards the development of a common global culture (Wolf 2004). A territory refers to a defined area of water and land mass, and air owned by a country, state, organization or a person. People have often hold the view that globalization has caused the dissolving of all boundaries and borders and that cultural influences, people and money can flow freely all round the globe. According to such a view, the globalised business environment is basically about the creation of needs and flows that take little consideration of territories. However, there are instances in which we find that the flows of goods, technologies or services are subject to territory border restrictions (Bhagwati 2004). ICT has played a significant role in globalization because it has changed the environment in which services and goods are created and distributed. Currently, people move across international boundaries for purposes of business, studies, searching for better economic opportunities and tourism. This in turn has led to transfer of technologies, trade patterns and factor endowments across the world. (Freeman 2006). Even with the potential advantages of globalisation, there are still policies that control or restrict the free movement of workers into advanced labour markets. Some territories continue to be a significant part of today’s globalization to a great extends for example the San Diego-Tijuana. Tijuana-San Diego lies on the border between, San Diego and Tijuana, two large coastal cities in North America. The international metropolitan area is located at the junction of major state routes, interstates and federal highways. It is positioned at the terminus of 10 major federal highways and interstates. Stiglitz(2006) explains that such a strategic position is important for globalization because it serves as a point which people or states meet and integrate. It facilitates easy flow and exchange of ideas, goods, capital, technology and people. San Diego is a significant area of culture finance, and economies in California while Tijuana is a significant regional business center in northwestern Mexico. Globalization has enabled the region to remain as a dominant commercial center in the US. According to Noah Timothy (2010), San Diego experiences the most active land-crossing in the world as people cross for business and tourist purposes. Globalisation has allowed san Diego-Tijuana to grow to a powerful economic region in the California. As much as globalization has increased the flow of goods or people across borders, there are still some policies and trade regulations in some countries that restrict the importation of certain goods (Bhagwati 2004). For exa mple the importation of certain merchandise are restricted or totally prohibited in Portugal to protect its economy and security while some are subject to restrain under import quota (US. Department of Commerce 2010).This means that globalization does not have the power to disregard territories. The current flow of goods people, finance and cultural ideas around has bound up territories through the creation of a global competitive environment that

Summary of article Example | Topics and Well Written Essays - 250 words

Summary of - Article Example A rather shortsighted tendency exists where clubs look at the contracts as an easy source of revenue while clubs also go into the contracts as a tactic for marketing communication. The objective from both parties ought to be building relationships, acquisition and development of resources and strategy for networking. But many corporates as well as clubs have continued to view the sponsorship contracts as short-term hence failing to strategically evaluate the kind of contracts they go into. Corporates in most cases have tendencies of hurrying into contracts with clubs without proper negotiations, hence failing develop and manage the relationships. There is therefore a need to proactively monitor the contracts on the side of sponsors especially, negotiate properly, enter the contracts for reasons more than just communication, make rational decisions on the same and ultimately enter into relationships that add value. With growth in value of sponsorship programs not being questionable organizations must think broadly and consider the contracts as strategy, networking and relationship building avenues. There is a need to leave the short-term perspective of the transactions and embrace a long-term value approach in signing the sponsorship

Thoughts about climate change Essay Example for Free

Thoughts about climate change Essay The world has over the last century gone through big changes. This does not only concern the changes in technology but also how countries nowadays are able to interact with each other. The new technology have mad it possible to transfer and spread information faster than ever before. These changes have lead to huge possibilities when it comes to researches, to do researches that earlier have not been doable. For example when it comes to knowledge about illnesses and health. Earlier people died from deceases that the healthcare today has the knowledge to cure. This is only one thing out of many improvements that has been going on over the past years. Because of this development is had made me think about how little we knew before and how much we know now. Today it is possible to measure and gain knowledge about almost anything. Such as weather, water stream, temperature changes, rainfall and much more. It is possible to se changes that occur on the planet. This makes me think and be concerned about what does really happen on planet earth? This question and thoughts that have been brought up makes me interested to learn and get a bigger perspective about â€Å"changing climate†. Questions regarding our climate have in the past years been up for discussion on several channels. It is possible to read about climate in the news sometimes you can here about it on the television or even hear it on broadcasts. This has made people more aware than before and also made an increased interest in how different factors affects the climate of the planet. This is a good thing cause personally I think that there are many things that need to change. Especially when it comes to the affects on climate. To start making changes everyone, all countries must work together. This is where I can se the first problem. For example when it comes to Global warming. Researches have seen several changes occurring over the past years and they are telling the world by giving out analyses and results in order to make people aware. They have seen changes that have never happened before  and they want to do something about it. The respond from countries and societies is not what it should be. My thoughts are that people live and grow up in different cultures, what someone thinks is important may someone else think is unimportant. For some people survival is a challenge and for others how to succeed at work is another. People have their own priorities and values and to make everyone agree and think the same can be hard. This is one of the reasons that make me wanting to study and learn about climate. For me climate change is something I can se happen but not while we live. Looking at issues concerning climate brings me one big question that I think of whish is â€Å"how other people think†. It is interesting so se and learn about climate and to get a perspective of how different everyone looks at it. While growing up nature and thinking about the climate has always been something I have been surrounded by. In Sweden where I am from nature is important and so is the climate. Early in school we were introduced and gained knowledge about different things concerning nature and the climate. What we decided to about our knowledge is another thing. I have always been fascinated in extreme weather and climate as long as I can remember. This is another reason for why this course about climate is something that interests me. Depending on where we are located on earth the nature and weather will be different so will the species of animals. But in the end we are on the same planet. Consequences from climate change that are likely to happen will probably not be in our favour it will instead force us to change our ways of living. The outcome from climate change could also be so damaging that even if we start preventing climate change now it could be too late. Climate change is something really complex and it makes it even more fascinating. How are scientists supposed to argue and make people change? What needs to be said or done until people realizes that climate change is an important topic to actually pay attention to. Will people start to care when water level rise or when they actually can se they difference in the climate? Some people think that climate change is a growing problem and some people does not even consider it as a problem. These are things that make this subject so remarkable. How come people look at it so differently when it is  something that will affect everyone in the end? For me environmental questions and climate change feels really important. I am studying business and my major is enterprising and business development. Because of that I want to learn even more about climate, to bring that knowledge into my future work. Since today’s competition and importance of being efficient is massive I would say it is even more important to actually have an environmental perspective. Enterprises have lately been developing fast, increasing profits, but one question I would like to ask is if they think of their impact on the environment? This question goes further to consumers to people? Do they understand their behaviour and what they do to the nature when travelling, when buying things? There are so many things that we people do that actually have an impact on the environment and climate, and we think of it too little if not at all. My assumptions is that people hide, people stop carrying because no one really tells them to care about climate change. There is much more that can be done and I want to be a part of that. This is one of the reasons for why I am studying â€Å"making sense of climate change†. I want to be aware, I want to learn and I want to gain knowledge that makes me able to change people’s perspective. In the end I want to be that person who makes a difference not only for myself but also for everybody.

Questions on compensation management

Questions on compensation management Managers of compensation and benefits play vital role in determining key aspects of decisions taken during strategy creation on compensation. The key premise is that the way employees are compensated can be a source of sustainable competitive advantage. Two alternative approaches namely best-fit/contingent business strategy/environmental context approach and best practices approach are common and applied by compensation and benefits managers in their decision-making on strategy creation on compensation i) Based on the above scenario, analyse the approach your company uses to pay staff. Infer its compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management). ii) How does your company compare the compensation strategy using five issues? (Objectives, alignment, competitiveness, employee considerations and management) with the TWO (2) selected benchmark companies of your choice? iii) What business strategy does it seem to fit (i.e., cost cutter, customer centered, innovator, or something else)? Why? QUESTION 2 You own a non-union company with 100 non-exempt employees. All of these employees pack books into boxes for shipment to customers throughout the Southeast Asia and Europe. Because of the wide differences in performance, you have decided to try performance appraisal that has never been done before. Until now, you have given every worker the same size increase. Now you want to measure performance and reward the best performers with bigger increases. Based on this: i) Propose and develop performance appraisal format that you think would be most appropriate. Why do you choose this format? Justify your answer. ii) Do you anticipate any complaints, or other comments, from employees after you have implemented your new system? Build argument to support your answer. DATE OF SUBMISSION : 13 November 2010 QUESTION 1 Managers of compensation and benefits play vital role in determining key aspects of decisions taken during strategy creation on compensation. The key premise is that the way employees are compensated can be a source of sustainable competitive advantage. Two alternative approaches namely best-fit/contingent business strategy/environmental context approach and best practices approach are common and applied by compensation and benefits managers in their decision-making on strategy creation on compensation Based on the above scenario, analyse the approach your company uses to pay staff. Infer its compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management). Compensation Compensation is defined as pay provided to an employee by an employer in return for work performed as required by a relevant task in the form of monetary and non- monetary. http://humanresources.about.com/od/glossaryc/g/compensation.htm Compensation is based on: Economic outlook in the market research about the merit of comparable jobs in the marketplace; Contributions and accomplishments of an employee; Employees skills which is available in the marketplace; the need of a employer to retain and attract employees; and the success of the company or the availability of funds and capability of an employer to pay employee the market-rate compensation. Best Practice Best Practice is defined as methods and techniques that have consistently shown results superior than those achieved with other means, and which are used as benchmarks to strive for. http://www.businessdictionary.com/definition/best-practice.html Best Fit The McGraw-Hill text book quoted that the best-fit approach presumes that one size does not fit all. The art of managing compensation strategically involves fitting the compensation system to the different business and environment condition. It is important that each organisation develop a compensation system in the perspective of its organisation mission (what it is and what it does). Scholars have agreed that it is important that leaders of an organisation embrace compensation/fair pay practices. An effective system of compensation is highly significant because several problems relating to employee remuneration such as absenteeism occurs because employee feels they are under paid. Remuneration must fulfill the expectations and aspiration of employees and exploit their energies for the benefit of organisation. Retaining competent individuals for long is more difficult than attracting new fresh ones. Loyalty of employee towards an organisation depends on his/her perceptions about compensation. The organisations pay structure must, therefore be equitable and consistent. Employees get motivated to perform better when their past performance is rewarded adequately. Employees set expectations about rewards and compensation to be received, if certain levels of performance are achieved. Compensation Strategy in ABC Managed Services Malaysia Sdn Bhd Background of Organisation ABC Managed Services Malaysia Sdn Bhd is a subsidiary of ABC Consultants India Pte. Ltd. It was established here in Malaysia on July 2004 and has about 15 members as at today. Main focus of the business is Human Resource Outsourcing (HRO) and Information Technology Outsourcing (ITO). The HRO division takes care of the payroll processes and statutory compliance of organisations within the Asia region. Where the ITO division works on the information technology which assist a HR department to manage and maintain HR records. The organisation has mixed of local and expatriates member working for them. The Malaysia office is headed by a country manager who reports to Head of Asia Pacific who is based in Singapore. Current Practice at ABC Managed Services Malaysia Sdn Bhd Compensation in ABC Managed Services ABC Managed Services compensation program is managed by their corporate office based in Chennai, India and there is a compensation policy which is used as a guideline as their compensation program for all ABC Consultant employees worldwide. These policies are designed to assist in the consistent, equitable, and effective administration of the program, in all ABC Consultant operations and its locations. Application of these policies is contingent upon specific review of local legal, regulatory, tax, and prevailing business practice considerations. The policies applies to all employees and administered without regard to an employees race, color, nationality, religion, age, sex, sexual orientation or disability as it relates to relevant local regulations. Responsibility of Compensation Administration The administration of ABC Managed Services compensation program is a shared responsibility. The manner in which responsibility is shared is as follows: The Board The Board will have responsibility for approving the ABC Managed Services pay strategy and philosophy, and for establishing annual compensation program priorities and budgets. Guidance will be provided to the Board by the Global Head of Human Resources. Global Head of Human Resources The Global Head of Human Resources, working with the Global Compensation Team and Regional HR Heads, is the final management authority on all compensation administration issues based on the Boards directives. Specific responsibilities include: Formulating and finalizing the overall compensation administration program objectives and general policies Recommending any promotions, equity adjustments and/or merit budget Approving any significant changes or exceptions to the compensation administration program Reviewing and approving career band and pay zone assignment for all new or revised jobs Reviewing and approving salary adjustments for all employees Ensuring the overall compensation administration program is administered in accordance with the policies and procedures documented in the compensation manual Reviewing, approving, and maintaining job descriptions for all jobs Producing regular monitoring report of salary increases and budget. Global Compensation Team/HR Regional Heads The Global Compensation Team and HR Regional Heads are responsible for maintaining the effectiveness of the compensation administration program for employees in their respective regions/countries. Specifically, the group will be collectively responsible for: Reviewing salary adjustments and making recommendations, declining or gaining approval from executive management Administering the compensation administration program in accordance with the policies and procedures documented in the compensation manual Developing, in conjunction with the Global Compensation Team, recruiter and hiring manager, an appropriate starting salary for new hire Department Management Each management employee is responsible for maintaining the effectiveness of the compensation administration program for employees in his/her area(s) of responsibility. Specifically, these department management employees are responsible for: Coaching and mentoring staff to deliver on corporate goals and values Conducting performance appraisals for subordinates Recommending salary adjustments and promotions when warranted Developing job descriptions for new/revised jobs within his/her area(s) of responsibility Developing, in conjunction with the Regional HR staff, an appropriate starting salary for a new hire Compensation objectives: Studies have shown that Pay systems are designed to communicate strong messages of strategy and directions are necessary to generate organisational performance. (Lawler, 1995) ABC Managed Servicess pay objectives are as follows:- to increase performance by reducing costs creating new process, enhancing quality and productivity increasing speed to market service Recognizing employee and team effort and treat everyone fairly To ensure that the organisation meets the above, it needs to focus on the capabilities of their employees. With the above objectives, ABC Managed Services and Global HR department uses it as a guide and as standard to design its pay system. Internal Alignment Since ABC Managed Services are into the HRO and ITO industry, the job and skills required by employee are compared to the companys organisation business objectives. For examples, in the HRO division, executive with knowledge/skills of preparing payroll for other part of Asia region are welcomed, it is found to be difficult to get talent with knowledge of other Asia countries payroll skills. Therefore, ABC Managed Services manages the differences with an addition of allowance if one knows and has Asia country pay rolling skills. The allowance can be in the range of RM300 to RM500 depending on experience and skills obtained. Since it is a niche market obtaining talent of such skills, the organisation also invest into additional training to be competitive within the standard and market. The organisation also encourages its team members to have multitasking skills and encourages harmonious working environment. The ABC Managed Services current pay structure is based on Pay- for performance. Pay for performance includes the management of both salary increments and bonuses, based on individual, group or company performance or a combination of these. External Competitiveness The ABC Managed Services has high risk losing its employee to its competitors. Based on the recent salary outlook survey conducted by Kelly Services recruitment agency for year 2010/2011, it is found that ABC Managed services is underpaying its employee 2% less compared to the market. Although ABC Managed Services is underpaying its members based salary, but it was providing good benefits such as traveling allowance, gym membership, and meal allowance. It also provides good annual leave structure for its employee which we cant find their competitors providing the same. Since the organisation is paying its employee based on performance, there are opportunities for its employees to perform better and get a higher pay. Employee Contributions In ABC Managed Services it emphasis pay for performance and it can be individual or team performances. At times, the organisation receives one time project which requires members to work in a team, so in this scenario, the management fix a onetime bonus payout for team achievement and paid to individual based on their contribution to the success of the project and if it is a team effort, the team will be paid double upon completion of the said project. This encourages the team members to work as a team since if it is a team effort the bonus will be higher if compared to an individual payout. If the customers give good feedback, the team will be given a holiday package as a treat. Management The decision of pay and incentives of ABC Managed Services is decided by Global Head of Human Resource who is based in India. She usually makes use of the information of labor market in local countries and base on the countrys economic status before establishing the compensation level for its employee. The text book mentioned that how open and transparent should the pay decisions be to all employees? In this case, employee here in Malaysia isnt aware how the pay is decided, or how the pay for performance is based on. All they know is that, their pay increases on yearly basis if their performance falls into exceed expectation category of their individual performance appraisal and what their immediate bosses has recommended on their performance. To answer the question, if the organisation is using Best Fit or Best Practice, I would say the organisation uses best fit which matches for the organisation to stay competitive in Malaysia and retain its employee so the scope for local judgment is built in, allowing for some adjustment by local management to local business needs, thus resulting in compensation system that are aligned to both corporate and local performance targets. ii) How does your company compare the compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management) with the TWO (2) selected benchmark companies of your choice? I am using 2 other organisation which is in the same industry with ABC Managed Services which focuses on HR outsourcing business here in Malaysia. The only differences between ABC Managed Services and the other 2 organisation (ZX Services and MY Agency are both locally owned and not foreign owned like ABC Managed Services and been in the industry for more than 2 decades. All of this 3 organisation have a pay strategy to support their business strategy. ABC Managed Services ZX Services MY Agency Objectives To increase performance by reducing costs Creating new process, enhancing quality and productivity Increasing speed to market service Recognizing employee and team effort and treat everyone fairly Hard work towards meeting difficult goals and achieving objectives Innovation in a highly technical environment Team work motivated Perseverance against tough competition High ethical standards in a constantly changing world Support business mission and goals Internal Alignment Support Multitasking skills Performance based Encourage team culture Ensure compensation is internally equitable through annual pay analysis Ensure cost is justified allowing company to meet financial goals link pay to performance through the performance appraisal system ensure compensation is externally competitive through annual salary review; while salary increases are not guaranteed, we will review salaries annually Externally Competitive Market competition in base and benefits Leader in benefits Compares favorably with higher-performance competitors Their leaders are committed to review their programs, policies and practices on a regular, and as-needed, basis to maintain in the competitive position Career band system is based upon the 50th percentile of the competitive market in each country relative to the outsourcing industry Career bands and pay zones are broad, allowing company to reward high performing employees without undue pressure to promote people outside of their interests, Employee Contributions Bonuses and commission paid based on organisations success and on individual performance Annual salary increments rate is for respective countries based on market survey Annual increment based on individual performance Bonus based on the overall performance of the company Annual increment based on individual and team performance Management Annual Salary Increment controlled by top management of the organisation. Technology support Open communication Ensure compensation is internally equitable through annual pay analysis Ensure employees understand how they are compensated and the value of their total compensation packages Salary matters controlled by local company Salary matters controlled by local company Open and transparent Company ABC Managed seems to have aligned compensation strategy compared with the other 2 organisation. Their strategy is fitting into the organisations mission and also staying competitive within the industry. They have happy employees working for them and who have loyalty to serve the organisation. The organisation that fosters a friendly and family culture helps the organisation to meet its objective and goal to be a leader in the Outsourcing industry. Since ABC Managed Services is a new organisation compared with the other 2 organisation, there are always rooms for growth in the industry if they stay competitive. iii) What business strategy does it seem to fit (i.e., cost cutter, customer centered, innovator, or something else)? Why? In my opinion, I dont think there is one business strategy which seems to fit for any organisation. Most organisations will likely have the mixture or combination of cost cutter, customer centered or innovator as their strategy. In ABC Managed Services, their business strategy are based on being innovative, customer oriented since its in the services industry and always looking towards cost cutting measures and increase productivity. With these business strategies, it becomes the main drive for them to achieve their vision to become a leader in the HRO/ITO industry worldwide and remain excellent in customer satisfaction. Compensation decisions should be fully integrated into the organizations business and operations strategy, through company own compensation philosophy. QUESTION 2 You own a non-union company with 100 non-exempt employees. All of these employees pack books into boxes for shipment to customers throughout the Southeast Asia and Europe. Because of the wide differences in performance, you have decided to try performance appraisal that has never been done before. Until now, you have given every worker the same size increase. Now you want to measure performance and reward the best performers with bigger increases. Based on this: Propose and develop performance appraisal format that you think would be most appropriate. ( Enclosed) Why do you choose this format? Justify your answer. The reason why I choose the following format is because the performance appraisal form should be simple and easy to understand by employee and the supervisors. This method used to describe a performance rating that focused on specific behaviors or sets as indicators of effective or ineffective performance. This method is very useful and exact. This will also allow supervisor just focus on the questions based on competencies which had been stated on the form and provide rating according to employees performance. The appraisal form will also wont take much time for the employee to prepare and we used simple English as mode of communication. Performance appraisal encourages employee to discuss their performance with their supervisor and strengthen their working relationships. By doing a performance appraisal, it allows healthy competition among employees to be more productive and motivate since increment henceforth will be based on employees performance. Initial training will be provided to supervisor on how to use the performance appraisal and this will also allow us to inform all employees what is our organisations objective and what is expected from them to ensure the organisations goal are met. Having a performance appraisal will also help supervisor to ensure career path for all employees. The annual performance appraisal review becomes one of the most effective methods of insuring an efficient and effective operation. Question 2(i) Performance Appraisal Form Non Exempt employee Name of Appraisee: Appraisal Period: Department: Job Title: Name of Appraiser: Appraisal Date: Instructions Review the current position description with employee and discuss how the tasks relate to the performance standards. Use the following rating scale for each performance standard. High and low ratings must be supported by specific examples of critical incidents occurring during the appraisal period. Rating Scales Rating ( Scales of 1 5 ) Definition 5. Outstanding Exceptional performance in all areas of responsibility. Planned objectives were achieved well above the established standards and accomplishments were made in unexpected areas 4. Exceeds Expectations Performance consistently exceeds expectations of the position. Reserve this rating for a highly-motivated employee who demonstrates superior quality work and maintains a high level of effectiveness with little or no supervision. Document specific critical incidents of behavior that illustrate this rating on the back of the performance management form. 3. Meets Expectations Performance consistently meets expectations of the position. Use this rating for a fully-trained employee who performs all expectations of the position. 2. Needs Improvement Needs on-the-job or outside training to gain new skills and/or knowledge. Use this rating for an employee who is newly hired, recently promoted or has assumed new responsibilities. 1. Does Not Meet Minimum Standards Performance does not meet expectations of the position. Corrective action has been identified and discussed with the employee. Reserve this rating for an employee who has not benefited from development and training, and continues to have difficulty with job responsibilities. Document specific critical incidents of behavior that illustrate this rating on the back of the performance management form. Standards are divided into three categories: basic performance standards, optional performance standards and supervisors performance standards. Basic standards are designed to be used for all jobs. Supervisors can use optional standards in addition to the basic standards. They may also write standards that are specific to the job on additional paper and attach them to the form. The supervisors performance standards are for jobs with clearly defined supervisory responsibilities and are used in addition to the basic and optional standards for all supervisory jobs. The appraisal period is identified at the top of the form. To determine ratings, only use critical incidents that took place during this appraisal period. The section for goal setting is provided to promote discussion during the appraisal interview. Supervisors can identify goals for the next appraisal period, indicate training needs, or specify corrective action when appropriate. Once an employee and supervisor have set goals on a previous performance management form, supervisors will request the employee to conduct a self-assessment of progress towards these goals prior to the next performance appraisal interview. When an employee receives a 5 (Outstanding) rating, identify the critical incidents that support the rating. This rating cannot be used unless critical incidents are identified. When an employee receives a 2 (Need Improvement) or 1 ( Does not meet Minimum standard) rating, define corrective action required, identify an appropriate time frame for desired results, and discuss any appropriate training needs. If verbal or written counseling has occurred on the same topic during the appraisal period, indicate dates of the counseling and identify any evidence of progress. Have the employee sign the form when the appraisal interview is completed. The signature indicates all the information on the form has been discussed with the supervisor. Make copies of the completed form and give one copy to the employee, keep one copy for department files, and forward original to human resources. Complete the basic standards in Section I and select any optional standards from Section 2 that are appropriate for the job. Use ratings 5 Outstanding, 4 Exceeds expectations, 3 Meets expectations, 2 Needs performance development, or 1 Does not meet minimum standard. If you use 5, 2 or 1, you must document with specific examples of critical incidents to support the ratings on the back page. Section One: Basic Performance Standards Competency Description Ratings Job Knowledge Possesses knowledge of basic functions of the job. Does not require supervisor to explain routine tasks. Quality Completes tasks accurately, neatly and thoroughly. Checks work; limited rework required. Productivity Uses time effectively to complete work within prescribed deadlines with limited supervision. Safety Applies safe work habits for safety of self and coworkers. Uses tools and protective equipment carefully and correctly. Follows department safety rules. Service Responds to people in a helpful, polite, cooperative and friendly way. Judgment Analyzes situation before making decisions. Obtains feedback from appropriate individuals before making decisions. Follows policies and procedures. Maintains confidentiality. Relationships Works effectively with others to accomplish tasks. Shares information, accepts and incorporates suggestions from others. Keeps supervisor informed. Section Two: Optional Performance Standards Select any optional standards that are job related. You can also write standards that are specific to a job on a separate piece of paper. Competency Description Ratings Initiative Recognizes need for intervention and independently takes effective action. Attendance Arrives on time, schedules time off in advance. Sick leave accumulates regularly. Creativity Generates and applies creative ideas that improve operating procedures. Makes suggestions to simplify and improve procedures or tasks. Versatility Accepts changes in job or work area. Remains flexible and tries new approaches. Oral Communication Expresses thoughts clearly to others. Listens to questions and comments of others. Written Communication Expresses information clearly and concisely in writing. Job Enhancement Identifies job-related goals and ways to achieve them. Acquires new skills, increases education level when appropriate for job. Professional Appearance Dresses neatly and appropriately. Portrays image appropriate for job Rating Summary Count the total number of ratings in each category. 5 Outstanding 4 Exceeds Expectations 3 Meets Expectations 2 Needs performance development 1- Does Not Meet Minimum Standard Goals Use this area to set goals and identify training needs. Goals Training Needs High/Low Ratings Identify specific critical incidents of behavior that support rating 6, 2 or 1 ratings. Standard ( High/Low) Date Details of Critical Incident Supervisors Signature: Unit Heads signature: For HRD Use: Employees Comments: ________________________________________________________________________________________________________________________________________________________________________________________________ Signing this form means your supervisor has discussed all the information on the form with you. You do not have to agree with the appraisal summary when you sign the form. You may choose to make comments. Use additional paper if necessary. Employees Signature Date ii) Do you anticipate any complaints, or other comments, from employees after you have implemented your new system? Build argument to support your answer. Yes, I do anticipate complaints after implementation since most of the employees didnt experience appraisal process for a long time in this organisation. Since its something new to them and they need to understand that the appraisal tool will help them to grow and be motivated. They shouldnt see the performance appraisal tool is used to judge their capability and a tool which make them loose their income. I foreseen several resistance from employees especially those fear of getting poor rating. To avoid such scenario, I will ensure the employees understand the purpose as well the process of appraisal. Every employee should be aware of the standard and what exactly is expected from them. The employees may fear that there also may be rater error which likely to occur, to avoid such incident the supervisor should exercise objectivity and fairness in evaluating and rating the performance of their employees. Training will be provided to supervisor and advising them on how to ensure accurate evaluation. Common errors like positive leniency, where supervisor gives all employee high scores or negative leniency, where supervisor gives all employee low scores. This will create unhappiness among employee especially for those who are really making good contribution and being productive. In reality, many supervisors conduct performance appraisal poorly. The appraisal procedure is to have 2 way communications between employee and supervisor to find out how to improve the current performance standard and move to the next level, but this seldom

Heart Of Darkness :: essays research papers

Heart of Darkness Joseph Conrad (1857-1924) was a Polish-born author who wrote in English. He became famous for the novels and short stories that he wrote about the sea. Conrad left Poland at the age of 16 and arrived in England at the age of 20, unable to speak English. During the next 16 years he worked his way up from deckhand to captain in the British Merchant Navy and so mastered his adopted language and was able to write some of its greatest novels. Conrad used experiences of his life in many of his works. From his voyages in the Indian Ocean and Malay Archipelago came some of his best-known novels. He began with his novel Almayer’s Folly (1895) set in Borneo. Heart of Darkness is based on his voyage up the Congo River, and he uses memories of his early voyages in the Caribbean. The people of Conrad’s day infuriated him by thinking of him as merely a writer of sea stories. But Conrad knew his work really dealt with universal problems. He used the concentrated little world of a ship to treat the general problems that obsessed him: How can society endure against all the destructive forces of the individual ego and the modern world and mostly, the clash between capitalism and revolution in colonized areas of the world. Conrad also wrote two absorbing novels about revolutionaries in Europe. Conrad was not particularly interested in character for its own sake. He was most interested in men who were actively pursuing their aims in life like the captain of the Narcissus novel, who triumphs over weakness and evil. More often, Conrad’s heroes yield to the powers of weakness and evil in them than in others. But Conrad was not exactly a pessimist. He affirmed the value of the old-fashioned virtues such as courage, fidelity, and discipline. Conrad was modern in realizing how enormously difficult it is for people to practice such virtues. Born and raised in an era of world revolution, Conrad certainly knew the effects any change could leave on a society or nation. He was influenced socially simply because he lived during this time. His influences were probably the strongest as a child when he moved to another country and suffered much from the lack of language, knowledge of societal and cultural norms, and class differences. Nevertheless, Conrad’s live in general played a tremendous role on influencing him in the writing of this novel.