Osmosis and Diffusion Essay

The essential standards of Osmosis and Diffusion were tried and inspected in this lab. We inspected the percent expansion of mass and molarity of various convergences of sucrose in the dialysis pack rose in refined water and the potato centers rose in groupings of sucrose. The information strengthens the standards of Osmosis and Diffusion, and in a natural setting, we can reproduce how water and particles move all through our own cells. Presentation Objective: 1. Research the procedure of assimilation and dissemination in a model of a layer framework. 2. Research the impact of solute fixation on water potential as it identifies with living plant tissue. Foundation Information: Particles are in consistent movement; they will in general move from zones of high focus, to regions of low fixation. This expansive rule is isolated into two classifications: dispersion and assimilation. Dissemination is the irregular development of atoms from a territory of higher fixation to a zone of lower focus. This is viewed as a uninvolved type of transportation since it doesn't require any extra vitality to move the atoms. In the body, carbon dioxide and oxygen can diffuse across cell films. Assimilation is a unique sort of dissemination where water travels through a specifically porous layer from an area of higher water potential to a locale of lower water potential. In our body, water diffuses across cell layers as a natural side effect. Water potential is the proportion of free vitality of water in an answer and is appeared with the utilization of the image ÃŽ ¨. Water potential is influenced by two variables: osmotic potential (ÃŽ ¨Ã¯â‚¬) and weight potential (ÃŽ ¨p). Osmotic potential is subject to the solute focus, and weight potential which is the vitality that structures from effort of weight either positive or negative on an answer. The condition to discover the aggregate of water potential is: Water Potential = Pressure Potential + Osmotic Potential ÃŽ ¨w = ÃŽ ¨p + ÃŽ ¨Ã¯â‚¬ The motivation behind this lab is to watch the physical impacts of assimilation and dispersion and to decide whether it really happens. We conjecture that, since atoms diffuse down a focus inclination, the mass of the dialysis cylinders will increment, and we accept that as the molarity builds, the percent of progress in mass will likewise increment. Theory: Dispersion and assimilation will happen until dynamic balance is reached. As the sucrose convergence of the arrangement increments so will the mass. Materials Exercise 1: 1. 6 segments of dialysis tubing 2. Refined water 15-20ml 3. 0.4 M sucrose 15-20ml 4. 0.8 M sucrose 15-20ml 5. 0.2 M sucrose 15-20ml 6. 0.6 M sucrose 15-20ml 7. 1.0 M sucrose 15-20ml 8. 6 Beakers Exercise 2: 1. 100ml of refined water 2. 100ml of 0.4 M sucrose 3. 100ml of 0.8 M sucrose 4. 100ml of 0.2 M sucrose 5. 100ml of 0.6 M sucrose 6. 100ml of 1.0 M sucrose 7. 6 Beakers 8. Potato cuts (4 for every arrangement) 9. Scale 10. Saran wrap 11. Thermometer Techniques Exercise 1: 1. Acquire 6 pieces of dialysis tubing and tie a bunch in one finish of each. 2. Pour roughly 15-20ml of every one of the accompanying arrangements into isolated sacks. 3. Expel the majority of the air from the pack and tie the baggie. 4. Wash the baggie cautiously in refined water to expel any sucrose that may have spilled and cautiously blotch. 5. Record the mass of each baggie and record. 6. Fill six 250ml measuring glasses 2/3 full with refined water and spot a pack in every one of them. Ensure that you record which baggie is which. 7. Let the pack sit for 20-30 minutes. 8. Following 20-30 minutes, expel baggies from the water, and cautiously blotch dry. 9. Measure the mass of each baggie and record. Exercise 2: 1. Pour 100ml of your doled out arrangement into a container. Cut a potato into 4 equivalent lengths about the state of French fries or cylinders. 2. Decide the mass of the 4 potato chambers together and record. 3. Spot the chambers into the measuring utencil with your doled out arrangements and spread with saran wrap. Leave for the time being. 4. Expel the chambers from the recepticles and cautiously dry them. Record the room temperature in Celsius. 5. Decide the mass of the 4 potato chambers together and record. From these outcomes, it tends to be reasoned that the theory is legitimized and right. The information shows that the mass expanded as the centralization of the sucrose arrangement expanded. Assimilation is obviously being duplicated in the physical structure. Examination Change in mass relies upon the grouping of sucrose inside the dialysis sacks. On the off chance that the centralization of sucrose is more noteworthy inside the sack than outside, at that point water will move into the pack. On the off chance that the centralization of sucrose is lower inside the sack than outside, at that point water will move out of the pack. These two things are straightforwardly corresponding. As the mass increments, so does the molarity. These are conversely corresponding in light of the fact that at whatever point the sucrose molarity inside the sack is increasingly focused, it will turn out to be progressively weaken and tight clamp versa. The arrangements will arrive at balance somewhere close to the two fixations. The speculation is acknowledged dependent on the information that was gotten on the grounds that as the sucrose focus expanded so did the last mass of the arrangements. One potential wellspring of mistake could be the snugness of the string that tied off the dialysis tubing. In the event that there was a hole or a break in the dialysis tubing, the entirety of the information would be off. Another conceivable wellspring of mistake could be that the understudies didn't pat dry the potato test all around ok making drops be left on the electronic equalization, tarring it erroneously, making every other datum be off marginally. Straightforward numerical blunders consistently happen, so there is consistently space for basic mathematical mix-ups in this segment of the lab. End The reason for this lab was to portray the physical instrument of assimilation and dissemination and depict how molar fixation influences dispersion. We haveâ now saw how arrangements diffuse in various circumstances, consistently from a high fixation to a low focus, and how molar fixation influence dispersion, as the molarity goes up, more arrangement is diffused. We estimated that since atoms diffuse down a focus inclination, the mass of the dialysis cylinders will increment, and furthermore that as the molarity builds, the percent of progress in mass will likewise increment. Our information supported our decision. Exercise 1 demonstrated that water moves over the specifically penetrable film of the dialysis tubing a lot simpler than sucrose sugar does. The water moved to arrive at harmony between the arrangements. Sucrose must be too huge an atom to go through the layer rapidly. Exercise 2 demonstrated that the potato tests took in water when submerged in a refined water arrangement. Potatoes must contain sucrose particles because of the finish of this lab on the grounds that the potatoes take in water in the refined water measuring utencil. Potatoes had a lower water potential and higher solute potential than the refined water. It is the polar opposite inside the recepticle. Works Cited â€Å"PHSchool †The Biology Place.† Prentice Hall Bridge Page. Pearson Education, June 2007. Web. 12 Sept.2011. Moulton, Glen E. â€Å"Cell Theory, Form, and Function: Fluid Mosaic Model of Membrane Structure and Function †Infoplease.com.† Infoplease: Encyclopedia, Almanac, Atlas, Biographies, Dictionary, Thesaurus. Free Online Reference, Research and Homework Help. †Infoplease.com. Web. 14 Sept. 2011. < http://www.infoplease.com/cig/science/liquid mosaic Bowen, R. (2000, July 2). Assimilation. Recovered February 14, 2009, from http://www.vivo.colostate.edu/hbooks/cmb/cells/pmemb/osmosis.html Sheppard, T. (2004). Dispersion and Osmosis. Recovered February 14, 2009, from http://www.blobs.org/science/article.php?article=20 Campbell, N. An., and Reece, J. B. (2005). Science (seventh ed.). New York: Pearson Education Inc.

Barrack Obama Genogram

Sleeping enclosure Obama Genogram Promoting We will compose a custom report test on Barrack Obama Genogram explicitly for you for just $16.05 $11/page Learn More Genogram Report Introduction The above pictorial shows the genogram of the Barack Obama family. It unmistakably delineates three ages from grandparents to off springs. This report gives an itemized record of each of Obama’s connection. Third Generation At the upper left of the genogram are President Obama’s maternal grandparents, Stanley Armor Dunham and Madelyn Lee Payne. They were both conceived in Kansas and got hitched on May 5, 1940. Stanley was conceived on March 23, 1918 and passed on February 8, 1992 in Honolulu, Hawaii (Collins, Jordan and Coleman 180). His remaining parts are covered in Punchbowl national Cemetry situated in Honolulu, Hawaii. Payne, then again, was conceived in the year 1922 in Wichita, Kansas and she kicked the bucket 86 years after the fact on November 3, 2008 in Honolulu, Hawaii (Powell 24). The family was honored with a girl, Stanley Ann Dunham who became President Obama’s mother. Second Generation On the correct side at the highest point of the genogram are Barack’s fatherly grandparents, Onyango Obama and Akuma both of whom were of Kenyan starting point (Collins et al. 181). Onyango was polygamous and had two different spouses, Habba and Sarah who was his third. Onyango is assessed to have been conceived in 1895 and passed on in 1979. From his initial life, he was a voyager and had been to most pieces of the nation. He later settled in Nairobi to fill in as cook for the evangelists who had made advances into the nation. Onyango was then selected to battle in the interest of England, Kenya’s frontier ace during the notorious World War I. He visited nations in Europe just as India (Collins et al. 179).Advertising Looking for report on history? How about we check whether we can support you! Get your first paper with 15% OFF Learn More Upon coming back from the war, he liv ed in Zanzibar for at some point. Relatives accept that it was during his stay there that he changed over to Islam from his previous Christian confidence affected by the evangelists. Onyango Obama and his second spouse Akuma had kids one of whom was Barack Hussein Obama, Sr. In any case, Akuma left the family while the youngsters was still excessively youthful. It was as of now that Sarah assumed control over the duty of dealing with the kids. She is alluded frequently by Barack Obama as his â€Å"grandmother.† Sarah was conceived in 1922 and lives in Kogelo, Kenya. Original The following generational level incorporates President Obama’s guardians. Encampment Hussein Obama, Sr. was conceived in 1938 of every a town called Nyangoma-Kogelo which is found in Kenya’s Siaya District (Powell 27). In 1982, he was executed in a fender bender in the city of Nairobi. Obama was made due by a few spouses, Kuzia, Ann Dunham, Ruh, and Jael. With the other three spouses, Obama Sr. had seven kids. One of the half kin passed on in 1981 and is covered in Nyangoma-Kogelo town, Siaya District (Collins et al. 181). The remainder of the kids live in Kenya, the United Kingdom or the United States. Dormitory Obama Jr.’s guardians initially met while at the University of Hawaii as understudies (Collins et al. 181). Ann Dunham’s guardians had moved there from Kansas City. Ann was conceived on November 27, 1942 in Wichita, Kansas. Then again, Barack Sr. was in Hawaii as understudy under the global trade program. Afterward, Ann turned into an anthropologist in Hawaii and furthermore worked in Indonesia. Military enclosure Sr. turned into an Economist with the Kenyan Government. The two were combined in marriage in 1960 in Hawaii and bore Barack Hussein Obama, Jr. The marriage didn't keep going long and finished following two years. Ann was hitched for the second time to Lolo Soetoro who was of Indonesian cause in 1964 (Powell 31). In 1966, Lolo returned to Indonesia after his understudy visa was repudiated because of political precariousness in his nation. Ann and Barack left for Jakarta in Indonesia per year later after she had graduated. The marriage created a relative for Barrack Jr. She is known as Maya and wedded to Komal. Be that as it may, the subsequent marriage crumbled following 14 years. Garisson huts Jr.’s mother kicked the bucket on November 7, 1995 in the wake of experiencing ovarian malignant growth (Collins et al. 181).Advertising We will compose a custom report test on Barrack Obama Genogram explicitly for you for just $16.05 $11/page Learn More The original of the genogram delineates the close group of President Barack Hussein Obama. He was conceived on August 4, 1961 in Honolulu, Hawaii at the Kapiolani maternity Gynecological Hospital. His folks are Barack Hussein Obama, Sr. also, Stanley Dunham. The guardians separated from when Barack Jr. was only two years old after which the Barack Obama Sr. moved to Massachusetts for additional investigations. He later returned to Kenya to take up a vocation in the administration (Collins et al. 181). Sleeping enclosure Jr. stayed quickly in Indonesia before he sent back to the US to remain with Madelyn Payne, his maternal grandma in Hawaii. He went on with his investigations and later moved on from Columbia University and Harvard Law School (Powell 36). It was while in graduate school that President Obama met Michelle Robinson, his significant other. They have two girls, Malia (13) and Sasha (10). In 2008, Barrack Hussein Obama rose to the administration of the United States to turn into the primary ever African American President. He will look for a second term in office during the following presidential decisions. Collins, Donald, Jordan, Catheleen and Coleman, Heather. A prologue to familyâ social work. Cengage Learning, Inc., 2009, 178-181 Powell, Kimberly. Following the family line of Barack Hussein Obama. John Wiley and Sons, 2010, 24- 37

Blown Back to Oz

Blown Back to Oz On Sunday morning the Design/Build/Fly team rolled out of bed at 6:30 AM, roughed up and ready to fly on the last day of the competition. We had one more mission to fly and we wanted to re-fly a mission as well in order to score a little higher. We were on the clockthe weather forecasted heavy rain and a thunderstorm starting around noon, in which case the competition would go on hold and awards would be given based on the current scores. The last mission was the emergency medical mission: the assignment was to carry a two-pound payload (distributed between four blocks arranged to simulate medical attendants standing next to patients on gurneys) for three laps around the course in as short a time as possible. We knew that our Corn Dog was the fastest plane at the competitionhowever, the heavy winds of Saturday showed no signs of dying down, and Corn Dog was a little worse for wear after yesterdays heavy flying. The time to beat was 1 minute and 55 seconds. Corn Dogs turn came while the sun was still out, and we quickly moved outside, packed the cargo into the payload bay, and got ready to fly.   Loading up. Corn Dog took off smoothly into the wind, turned around, and completed two and a half laps with no problems at all. As it came around the final turn to approach the finish line, a collective gasp went up from the crowd (along with fearful yelps and held breaths from we the team members) as Corn Dog yelped a loud SNAP and began making the very unhealthy-sounding buzzing sound of an electric razor. Corn Dog dipped out of the airthen fluttered back up againthen dipped again and charged forward through the finish line with a final time of 1 minute and 49 seconds. Success! But Corn Dog was still in the air, still buzzing loudly, and stumbling around looking like it had broken a leg. As we held our breaths and crossed our fingers, Adam (our pilot) turned Corn Dog around and landed it intact on the pavement.   Coming in literally on a wing and a prayer. Cue sighs of relief and thunderous applause. Adam (who we are forever and ever indebted to for his amazing flying, and who has also guest-blogged for MITAdmissions), told us that hed lost control of one of the ailerons (so Corn Dog was indeed a crippled dog for the last 100 feet or so of the flight). Examining the plane revealed that that aileron had undergone flutter, where it essentially resonates with the air going over it and vibrates wildly out of control. For Corn Dog, this meant that a lot of Bad Forces were exerted on the wingand our beautiful composite wing layup buckled pretty badly. See those wrinkles? Those are caused by the Bad Forces put on the wing by the aileron flutter. As the more experienced members of the team set about the very delicate task of repairing and reinforcing our wing in anticipation of reflying our last mission and shaving a few more seconds off our time, the rest of us found lunch at Chipotle and then camped the scoreboard for updates. Eventually it refreshed, and there we werewith our punishing weight of 4.66 pounds balanced out by our excellent mission score (in fact, the highest mission score), we sat at a solid fifth place, ten points ahead of Penn State. Performing surgery on Corn Dog. We attempted a reflight later that afternoon, but our wing couldnt take itas soon as we finished one lap, that uncomfortable buzzing sound returned and Adam quickly turned Corn Dog around and landed it before it exploded in flight. This time it was the other aileron that failed. We called it a wrap and spent the rest of the afternoon huddling in the wind and watching the other teams fly (and in many cases, crash) their planes between spats of rain and thunder. Were very happy with our fifth-place finish, but we also took home a few lessons from the competition. Predominant is the fact that, though Corn Dog was designed well and constructed beautifully, it was way too heavyand therefore lost out to lighter planes that didnt perform as well on the missions. Corn Dog was a very structurally solid plane (hence why its still in one piece), but that meant that Corn Dog was conservative. Planes that pushed the envelope a little more, using less power and less structure and flying a little less stably, gained more from the decreased weight than they lost in performance. The University of Southern California, for instance, had a mission score only 80 percent of oursbut since their plane was less than half the weight of Corn Dog, and mission score is divided by weight, USC finished with in first place with a whopping 407.24 while we settled in fifth with a meager 210.87. And so we packed up Corn Dog and came home to MIT. Were going to be bringing our A-game next year, thoughso be prepared. Corn Dog, Jr. is on its way. For now, if youre ever in building 33, stop by the hangar and pay a visit to Corn Dog, one of the sexiest RC planes to ever fly the Kansas winds. Signing off, Allan

Dante And The Nature Of Sin - 967 Words

Dante and the Nature of Sin Often, we cannot see the good until we have experienced the bad. Dante Alighieri, a poet who makes himself the main character in his Divine Comedy, finds himself lost in a dark wood at the start of The Inferno. Though he sees a safe path out of the wood towards an alluring light, he is forced to take an alternate route through an even darker place. As the ending of the pilgrim Dante’s voyage is bright and hopeful, Alighieri the poet aims to encourage even the most sinful Christians to hope for a successful end. Thus, Dante the pilgrim goes to hell in The Inferno to better understand the nature of sin and its consequences in order to move closer to salvation; his journey an allegory representing that of the repenting Christian soul. Before Virgil arrives to guide Dante on his journey, Dante shares that he doesn’t recall how he lost his way. He tells â€Å"How I entered [the dark wood] I cannot truly say, I had become so sleepy at the moment when I first strayed, leaving the path of truth† (Inferno I.10-12). Because he strayed from the holy path, Dante finds himself lost and trying to find his way back on the right track. Dante’s ultimate goal is to to free himself from the dark wood of confusion and chaos. Looking up from the wood, Dante sees â€Å"the hilltop shawled in morning rays of light sent from the planet that leads men straight ahead on every road† (Inferno I.16-18). Dante begins to move towards the light, but is blocked from passing by threeShow MoreRelatedThe Power Of Everyman s Journey Through Hell1249 Words   |  5 PagesHell In religious contexts, sin is the act of violating God s will. Sin can also be viewed as â€Å"anything that violates the ideal relationship between an individual and God, leading to a period of estrangement between the two†. This is not necessarily a permanent separation, but if one dies without correcting such problem, then the separation does become permanent. In order to atone for one’s transgressions, salvation –deliverance by redemption from the power of sin and from the penalties ensuingRead MoreDante’s Vision of Divine Justice Justice is one of the major building block that society is built900 Words   |  4 Pagesbased on Dante’s personal views of the severity of the sin and the sinner. This paper will examine this issue by looking into the life of Dante and the potential reasons for his rankings of the sin pertaining to specific circles of hell. To understand Dante’s version of God’s judgment, one must understand the life events that lead to the writing of the Inferno. Dante was born in 1265 in Florence, Italy (Louis, and Cachey). 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It would be a very difficult task to compile a brief list of significant symbols from the Cantos that we read in class. Dante utilized many symbols throughout each canto. Some of the symbols that Dante used in Inferno are well defined and easy to interpret, while otherRead MoreAnalysis Of Dante s The Of Hell 1573 Words   |  7 PagesDante’s description of Hell is a wonderful work of literature. Dante uses numerous literary techniques to describe his envisionment of Hell to the reader. In my opinion, one of the most affective techniques used by Dante is symbolism. It would be a very difficult task to compile a brief list of significant symbols from the Cantos that we read in class. Dante utilized many symbols throughout each canto. Some of the symbols that Dant e used in Inferno are well defined and easy to interpret, while otherRead More Evil and Sin Essay1624 Words   |  7 Pagesof the paradox of sin. How can a world created by a supremely good God contain evil? 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The allegorizations represent a duality in mankind’s freedom of choice; the choice to live a pure life or to commit sin. According to Dante a soul has the ability to intellectually reason. This a bility meansRead MoreDante s The Divine Comedy866 Words   |  4 Pagespeople facing atonement for their respective sins during their life. As Dante gets deeper into Hell the sins that are being atoned for get progressively worse (as does their punishment). With that in mind, one can look at the Inferno as a handbook on what not to do during a lifetime in order to avoid Hell. In doing so, Dante creates a moral lifestyle that must be followed in order to have both a successful life, and after life. The moral system Dante creates is comparable to that of which Aristotle

My Personality Type - Free Essay Example

Sample details Pages: 2 Words: 589 Downloads: 1 Date added: 2017/09/21 Category Advertising Essay Type Argumentative essay Tags: Information Essay Personality Essay Did you like this example? My Personality Type What’s the real personality of mine? I never used to know. So these two days, I did some research about it. Finally, I found a authoritative personality assessment systemMBTI. Then, I knew I’m the INTP type, after taking the assessment. Let me introduce the MBTI assessment first. The MBTI assessment was developed from the work of prominent psychiatrist Carl G. Jung in his book Psychological Types. Jung proposed a psychological typology based on  the theories of cognitive functions that he developed through his clinical observations. The MBTI preferences indicate the differences in people based on the following: * How they focus their attention or get their energy (extraversion or introversion) * How they perceive or take in information (sensing or intuition) * How they prefer to make decisions (thinking or feeling) How they orient themselves to the external world (judgment or perception) INTP (Introversion, iNtuition, Thinking, Perceptio n) is an abbreviation used in the publications of the Myers-Briggs Type Indicator (MBTI) to refer to one of sixteen personality types. By using their preference in each of these areas, people develop what Jung and Myers called psychological type. This underlying personality pattern results from the dynamic interaction of their four preferences, in conjunction with environmental influences and their own individual tendencies. People are likely to develop behaviors, skills, and attitudes based on their particular type. Each personality type has its own potential strengths as well as areas that offer opportunities for growth. What’s the personality of the INTPs like? * I – Introversion preferred to extraversion: INTPs tend to be quiet and reserved. They generally prefer interacting with a few close friends rather than a wide circle of acquaintances, and they expend energy in social situations (whereas extraverts gain energy). * N – iNtuition preferred to sens ing: INTPs tend to be more abstract than concrete. They focus their attention on the big picture rather than the details, and on future possibilities rather than immediate realities. T – Thinking preferred to feeling: INTPs tend to value objective criteria above personal preference. When making decisions, they generally give more weight to logic than to social considerations. * P – Perception preferred to judgment: INTPs tend to withhold judgment and delay important decisions, preferring to keep their options open should circumstances change. Okay. After knowing all these, let me describe my personality assisted by the MBTI. I’m Intensely intellectual and logical. Also a conceptual problem solver and often show flashes of creative brilliance. Outwardly quiet, reserved, and detached, I’m inwardly absorbed in analyzing problems. I’m also critical, precise, and skeptical and are driven to find and use logical principles to understand their many ide as. I like conversation to be high level and purposeful and may argue to the point of hairsplitting just for fun. I’m convinced almost exclusively by logical reasoning. I set high standards – for themselves and for others. And I think in extremely complex ways and are generally better at organizing new concepts and ideas than at organizing other people. Highly independent, I’m tend to be more interested in finding creative solutions to problems than implementing them on the ground level. INTPs are one of the rarest types, accounting for about 1–5% of the population. According to Keirsey, based on behavioral characteristics, notable INTP Architects might include Albert Einstein, Charles Darwin and Thomas Jefferson. INTPs are one of the rarest types, accounting for about 1–5% of the population. I’m so happy to know that I’m one of the. The peculiarities of my personality will always be my treasure in my life. Don’t waste time! Our writers will create an original "My Personality Type" essay for you Create order

Study Guide Bnc1 Free Essays

Chapter 13, Power and Politics – Learning Objectives 1. Define power and contrast leadership and power. 2. We will write a custom essay sample on Study Guide Bnc1 or any similar topic only for you Order Now Contrast the five bases of power. 3. Explain the role of dependence in power relationships. 4. Identify nine power or influence tactics and their contingencies. 5. Show the connection between sexual harassment and the abuse of power. 6. Identify the causes and consequences of political behavior. 7. Apply impression management techniques. 8. Determine whether a political action is ethical. Chapter 13, Power and Politics – Section Outlines I. Power is the capacity that A has to influence the behavior of B, so that B acts in accordance with A’s wishes. A. Definition of power the ability to influence the behavior of others. 1. Potential 2. Dependency – B ’s relationship to A when A possesses something that B requires. B. Contrasting leadership and power. 1. Leaders use power as a means of attaining group goals. 2. Power does not require goal compatibility, but relies on dependency. 3. While leadership focuses on the downward influence of one’s followers, power also deals with lateral and upward influence. II. Bases of power A. Formal power = based on an individual’s position in an organization. 1. Coercive power: A power base that is dependent on fear of the negative results from failing to comply such as controlling by force of basic physiological or safety needs. 2. Reward power: Compliance achieved based on the ability to distribute rewards that others view as valuable. 3. Legitimate (formal authority) power: The power a person receives as a result of his or her position in the formal hierarchy of an organization. B. Personal power = Influence derived from an individual’s characteristics. 1. Expert power: Influence based on special skills or knowledge. 2. Referent power: Influence based on identification with a person who has desirable resources or personal traits. C. Dependency: The Key to Power 1. General dependency postulate: The greater B ’s dependence on A, the more power A has over B. 2. Factors creating dependency a. Importance – think of technology engineers of Gettyimages b. Scarcity – think of Ferruccio Lamborghini; he memorized the manual and destroyed it. c. Nonsubstitutability – the fewer viable substitutes for a resource, the more power control over that resource provides. III. Power Tactics: Ways in which individuals translate power bases into specific actions. Rational persuasion, inspirational appeals, and consultation tend to be the most effective, especially when the audience is highly interested in the outcomes of a decision process. A. Legitimacy: Relying on your authority position or saying a request accords with organizational policies or rules. B. Rational persuasion: Presenting logical arguments and factual evidence to demonstrate a request is reasonable. C. Inspirational appeals: Developing emotional commitment by appealing to a target’s values, needs, hopes, and aspirations. D. Consultation: Increasing the target’s support by involving him or her in deciding how you will accomplish your plan. E. Exchange: Rewarding the target with benefits or favors in exchange for following a request. F. Personal appeals: Asking for compliance based on friendship or loyalty. G. Ingratiation: Using flattery, praise, or friendly behavior prior to making a request. H. Pressure: Using warnings, repeated demands, and threats. I. Coalitions: Enlisting the aid or support of others to persuade the target to agree. J. Political Skill: The ability to influence others in such a way as to enhance one’s objective. IV. Sexual Harassment: Unequal Power in the Workplace A. Any unwanted activity of a sexual nature that affects an individual’s employment and creates a hostile work environment. B. Sexual harassment negatively affects job attitudes and leads those who feel harassed to withdraw from the organization. C. Some ways managers can protect themselves and their employees from sexual harassment: 1. Make sure an active policy defines what constitutes sexual harassment, informs employees they can be fired for sexually harassing another employee, and establishes procedures for making complaints. 2. Reassure employees they will not encounter retaliation if they file a complaint. 3. Investigate every complaint, and inform the legal and human resource departments. 4. Make sure offenders are disciplined or terminated. 5. Set up in-house seminars to raise employee awareness of sexual harassment issues. V. Politics: Power in Action A. Definition of Organizational Politics 1. Political behavior, in organization, consists of activities that are not required as part of an individual’s formal role but that influence, or attempt to influence, the distribution of advantages and disadvantages within the organization. . Legitimate political power b. Illegitimate political power VI. Causes and Consequences of Political Behavior A. Factors contributing to political behavior 1. Individual factors 2. Organizational factors B. How do people respond to organizational politics? 1. Decreased job satisfaction 2. Increased anxiety and stress 3. Increased turnover 4. Reduced performance VII. Imp ression management VIII. The Ethics of Behaving Politically Chapter 13, Power and Politics – Key Terms †¢Power- A capacity that A has to influence the behavior of B so that B acts in accordance with A’s wishes. Dependence – B ’s relationship to A when A possesses something that B requires. †¢Coercive Power – A power base that is dependent on fear of the negative results from failing to comply. †¢Reward power – Compliance achieved based on the ability to distribute rewards that others view as valuable. †¢Legitimate power – The power a person receives as a result of his or her position in the formal hierarchy of an organization. †¢Personal power – Influence derived from an individual’s characteristics. †¢Expert power – Influence based on special skills or knowledge. †¢Referent power – Influence based on identification with a person who has desirable esources or personal trai ts. †¢Power tactics – Ways in which individuals translate power bases into specifics actions. †¢Political skill – The ability to influence others in such a way as to enhance one’s objectives. †¢Sexual Harassment – Any unwanted activity of a sexual nature that affects an individual’s employment and creates a hostile work environment. †¢Political behavior – Activities that are not required as part of a person’s formal role in the organization but that influence, or attempt to influence, the distribution of advantages and disadvantages within the organization. Impression Management (IM) – The process by which individuals attempt to control the impression others form of them. †¢Defensive behaviors – Reactive and proactive behaviors to avoid action, blame, or change Chapter 17, Human Resources Policies and Procedures – Learning Objectives 1. Define initial selection, and identify the most usefu l methods. 2. Define substantive selection, and identify the most useful methods. 3. Define contingent selection, and contrast the arguments for and against drug testing. 4. Compare the four main types of training. 5. Contrast formal and informal training methods. 6. Contrast on-the-job and off-the-job training. 7. Describe the purposes of performance evaluation and list the methods by which it can be done. 8. Show how managers can improve performance evaluations. 9. Describe how organizations can manage work-family conflicts. Chapter 17, Human Resources Policies and Procedures – Section Outlines I. Selection Process A. Initial selection are the first information applicants submit and are used for preliminary rough cuts to decide whether the applicant meets the basic qualifications for a job. 1. Application forms including letters of recommendation 2. Background checks B. Substantive selection 1. Written tests 2. Performance-simulations tests a. Work sample tests: Hands-on simulations of part or all of the work that applicants for routine jobs must perform. b. Assessment centers: A set of performance-simulation tests designed to evaluate a candidate’s managerial potential. 3. Interviews have a disproportionate amount of influence on employee selection decisions. a. In addition to evaluating specific, job-related skills, managers are looking at personality characteristics and personal values to find individuals who fit the organization’s culture and image. C. Contingent selection 1. Drug test is a common contingent selection method. . Argument against drug testing: Drug is a private matter. II. Training and Development Programs A. Types of training 1. Basic literacy skills 2. Technical skills has become increasingly important in organizations. 3. Interpersonal skills 4. Problem-solving skills 5. Ethics training B. Training methods 1. Formal training a. Types of f ormal training 1. On-the-job training (i)job rotation (ii)apprenticeship (iii)understudy assignments (iv)formal mentoring programs 2. Off-the-job training (i)classroom lectures (ii)internet courses is most likely to be the fastest growing training. (iii)public seminars (iv)videotapes 3. E-training b. Individualizing formal training to fit the employee’s learning style c. Evaluating effectiveness 2. Informal training III. Performance Appraisal A. Purposes of performance evaluation 1. Helps managers make human resource decisions 2. Assists in identifying training and development needs 3. Provides a criterion against which management validates selection and development programs 4. Provides feedback on employees 5. Basis for reward allocations – determine promotions, B. What do we evaluate? 1. Individual task outcomes 2. Behaviors 3. Traits – least predictive set of criteria used to evaluate employees. C. Who should do the evaluating? 1. Immediate superior 2. Peers 3. Self-evaluation a. Lead to employees rating themselves highly b. Make excellent vehicles for stimulating job performance discussions between employees and their superiors c. Often low in agreement with superiors’ rating d. Tend to be biased estimates 4. Immediate subordinates 5. 360-degree evaluation is to pool feedback from all the employee’s customers or provide performances feedback from the full circle of daily contacts that an employee might have, ranging from mailroom personnel to customers to bosses to peers. D. Methods of performance evaluation 1. Written essays – does not require no complex forms or extensive training to complete. 2. Critical incidents – the evaluation method that focuses the evaluator’s attention on those behaviors that are key to executing a job effectively. 3. Graphic rating scales consider their usability in quantitative analysis 4. Behaviorally anchored rating scales (BARS) – When an appraiser rates employees based on items on a continuum with the points reflecting actual behaviors on a given job 5. Forced comparisons a. Group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. . Individual ranking is an approach to performance evaluation rank-orders employees from best to worst. E. Suggestions for improving performance evaluations 1. Use multiple evaluators 2. Evaluate selectively 3. Train evaluators 4. Provide employees with due process F. Providing performance feedback 1. The human resources de partment is not supportive of the feedback process. IV. Managing Diversity in Organizations A. Work-life conflicts B. Diversity training V. Global Issues A. Selection B. Performance evaluations How to cite Study Guide Bnc1, Essay examples

Populate or Perish

Question: Write about thePopulate or Perish. Answer: With the end of the World War II, the government of Australia took the significant step for implementing the changes related to migration. The near invasion of Australia by the Japanese was the time when Australia required rethinking about their ideal population. Australia has been the country that has been founded on the colonial ideologies by the white supremacy and the cultural homogeneity (Farquharson, K., 2015). These were the main ideologies that shaped and supported the settlers in Australia with the aboriginal population of the country. These ideologies were also responsible in shaping the migration system, migration policy and Immigration Restriction Act of 1901, which was also called as White Australia Policy. Australia perceived itself as the white country and white people and separated themselves from Asians. After the end of the World War II, Australia needed the skilled migrants for the reconstruction and industrialization of Australia. The country also required the human capital for the nations defense. Therefore, the country required to Populate or Perish. The slogan was given for the post war migration. According to the Prime Minister Ben Chifley, Australia was the target of the powerful enemy and the threat of invasion could arise again. Therefore, the Prime Minister believed that Australia should populate as soon as it can before someone else decide to populate it. The near invasion of Japan was the national experience that stressed on rethinking on the racist White Australia Policy (Birrell, Hill, and Nevill, 1984). After dismantling the White Australia Policy, the migration policy of the country shifted to skills rather than race. Austrlian has been positive about the idea of increasing its population by providing entry to the skilled migrants, but mainly preferred the European m igrants, who were the skilled miners, factory workers and construction workers. The European migrants brought customs, languages and better experience that was different from the British migrants (Madden, J.A., 2015). The number of the British migrants decline, while Australian government started recruiting people from different sources. The government of Australia started providing agreement for the assisted tradesman and unskilled laborers. The government also started bringing displaced people from Eastern Europe and Baltic States. These people were brought under the care of the International Refugee Organization. In the year 1949, the large scale immigration had started that included the immigrants from the non-English speaking parts of Europe. Populate and Perish was not just about increasing the population of the country, but it was also to increase the socio-economic status of the country through skilled workers. Government of Australia started accepting migrants from the Western and Southern Europe because of their trade qualification and skills. The skills and knowledge of these migrants helped in developing the industrial projects of Western Australia. Some of the most significant industries were Chamberlain tractors, the Wondowie charcoal, iron and steel industry, the Kwinana oil refinery, steel rolling and cement manufacturing projects and the alumina industry at Pinjarra (Brett, 2007, 13). Australia has been the country that has been racially selective, which was formally abolished by Whitlam government in the year 1973. The white socio-cultural dominance in Australia was a major matter of concern with too many abortions. Aborting women were seen as the threat to the security of the white socio-cultural hegemony (Millar, E., 2015). The migrants, who were brought to Australia and were kept in the refugee camps, those immigrants were placed in Holden Camp at Northam, where they received shelter and food and also assistance from the Commonwealth government. The New Australian received assistance in the form of English language classes and vocational training, so that they could effectively settle in their new homeland (Armillei, R. and Mascitelli, B., 2017). After the WWII and complexities of the modern visa system, The Australian Government continues to focus on the migration policy that helps in selecting the specific migrants, who are young, wealthy and healthy. The migration policy of Australia still supports British hegemony and white dominance; continues the selective mass immigration for strengthening the military and economics of the country and continue to have the control of State (Armillei, R. and Mascitelli, B., 2017). Australia is the country that has faced and continued to practice racism, discrimination and inequality. The government of Australia mainly focused on making a white country, where the people should only be white. The gender inequality also prevailed (de Lepervanche, 2013). The discrimination was also seen in the immigration policies. Australian government restricted the entry of the migrants from India and China and preferred that only white people should enter the country and give birth to white males that would increase the population of this small country (Soldatic, K., 2015). The policy of 1970 for restricting the entry of the non-white people in the country did not worked effectively, as many Asian entered Australia and made it a multicultural country (Armillei, R. and Mascitelli, B., 2017). The law of against the non-Europeans was slowly abolished and non-European were allowed to settle permanently in Australia with some restrictions. The restriction from the Asian immigrants was removed in the year 1966 (Armillei, R. and Mascitelli, B., 2017).. In the year 1973 the White Australia Policy was replaced by the multicultural policy. In the late 20th century, the demographics of the country changed due to the increase in the number of Chinese and other Asian immigrants. After 1970s there was the decline in the number of the European and Italian immigrants, because Europe and Italy changed their financial condition and those people stopped looking outside their country for employment. However the slogan of populate or perish was mainly fulfilled by the European migrants, who became the main drivers of the population growth and also growth of diversity in Australia. Therefore, Australia is considered as the multicultural society, because it accepted the people from various cu ltures to become the permanent settlers in Australia. Racism and discrimination also remained high due to cultural diversity in the nation, but cultural diversity played a significant role in the development and growth of Australian economics. Bibliography Armillei, R. and Mascitelli, B., 2017. From White Australia Policyto MulticulturalAustralia: Italian and Other Migrant Settlement in Australia. InLiving in Two Homes: Integration, Identity and Education of Transnational Migrants in a Globalized World(pp. 113-134). Emerald Publishing Limited. Birrell, R., Hill, D. and Nevill, J., 1984. Populate and perish? The stresses of population growth in Australia. Brett, J., 2007. The country, the city and the state in the Australian settlement.Australian Journal of Political Science,42(1), pp.1-17. de Lepervanche, M., 2013. Racism and sexism in Australian national life.Sydney Studies in Society and Culture,4. Farquharson, K., 2015, July. Australian Racial Ideology: From Cultural Homogeneity to Multiculturalism? In22nd International Conference of Europeanists. Ces. Madden, J.A., 2015.British migrants in post-war South Australia: expectations and lived experiences(Doctoral dissertation). Millar, E., 2015. Too Many Anxious White Nationalism and the Biopolitics of Abortion.Australian Feminist Studies,30(83), pp.82-98. Soldatic, K., 2015. Post-colonial re productions: Disability, indigeneity and the formation of the white masculine settler state of Australia.Social Identities,21(1), pp.53-68.

Manu Soccer Essay Example

Manu Soccer Essay Soccer Academy Tom Owen, football fanatic, has been in a close personal relationship with the game his entire life. Owen came to the United States from the U. K. in 1998 after receiving a soccer scholarship. After graduating, his passion and desire for teaching the game to youth naturally has led him into the creation of a successful training camp. His Soccer Academy, MANU, has had great success in his Colorado hometown of Fort Collins. As we explore MANU we will look at many different factors – eventually advising Tom Owen on what his next actions in the market should be. By using the SWOT (strengths, weaknesses, opportunities, threats) analysis for the MANU Soccer Academy, Tom Owen will understand how to utilize the strengths and opportunities while avoiding the weaknesses and threats to its success. First we will review the strengths. The most noteworthy strength MANU Soccer Academy lies in their human capital, their instructors. Tom Owen himself has a natural talent for coaching, is very knowledgeable about the game of soccer, is charismatic, and has an easy-going personality that kids enjoy in an instructor. Tom Owen has been hiring instructors with similar qualities, thus creating a workforce that gives him a good competitive advantage and helps differentiate MANU’s services from other groups without such quality instructors. Another strength that MANU has is its market penetration in Fort Collins, population 110,000. Owen estimates that almost all competitive soccer players age 11 to 14 are aware of his program in the Fort Collins area. First let’s review the opportunities. The external opportunities for MANU are extensive. Soccer is the largest participation sport for kids and Fort Collins is a soccer â€Å"hotbed. There are also several cities (Loveland, Greeley, and Longmont) totaling a population of about 220,000 people within 25 miles of Fort Collins that have very limited soccer training camps currently. These are markets that would offer low levels of competition with MANU. Next we will review the weaknesses. MANU’s greatest weakness is its dependence on To m Owen for the leading and execution of duties in its task environment. This makes it more difficult to expand into distant markets because Owen can only be in one place at a time. Lastly, we will look at the possible threats. We will write a custom essay sample on Manu Soccer specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Manu Soccer specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Manu Soccer specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Fortunately, because of MANU’s niche market in their current location, their external threats are somewhat limited. Most of MANU’s threats come from the external environment such as the economic environment. Parents may regard soccer camp as a relatively elastic service and be willing to go without it because of the economic downturn and growing unemployment. This may be looked at as a luxury that can be done without. The analysis provided an overview for MANU Soccer Academy and seems to show that MANU is completely prepared to go ahead with the expansion. The main issue that could impact the success of MANU’s expansion lies in the economic environment. The economy is currently in a recession. A large portion of MANU’s customers live in the immediate area. There are also several largely populated area around this area. This makes way for MANU to expand the coverage area. There is relatively low direct competition for MANU in Tom’s immediate or surrounding area. The target buyer for the services that MANU provides is competitive soccer players ages 11 to 14. However, the ultimate buyer is the mother of the soccer player. One must market to both mother and child. Tom Owen wants to expand his business, but he must take into consideration the issues that he may be faced with and decide what method would be in his best interest. Tom listed a few of his thoughts. Tom Owen’s current customer retention rate is pretty high: about 80 percent. However, when the kids reach 14 or 15 years old, other high school sports and activities make them less interested in extra soccer training. One option is to try to increase retention by developing programs targeted at kids over 14. He could also try to develop a marketing strategy that would encourage his current customers to buy more. He wonders if they have other needs that he might be able to serve. Owen could try to grow the business by entering new markets and acquiring new customers. His market penetration with kids 6 to 9 is still quite modest. He might develop new programs to better meet this group’s needs. Yet another option for Tom would be to serve more kids from Loveland, Longmont, and Greeley. Basically, Tom has come to the conclusion that he must increase sales and profit by either changing or offering new products to meet the needs of different customers, or by keeping his product as is and enter new geographic markets. I personally think that Tom’s best option would be to try and expand the area of coverage for the product without changing a product that is currently working. I feel that there is no need to reinvent the product or divert focus to new products. MANU has a product they know works and they are very efficient at producing. Tom Owen knows he and his staff is well suited to teach 11 to 14 year old players. By concentrating on this target market they eliminate the risk associated with offering a new altered service. There is also no diversion of focus from their intended target market of 11 to 14 year-old competitive soccer players.

Civil War Medicine essays

Civil War Medicine essays There were many medical advances made during the American Civil War. When the Civil War began in April 1861, medicine was approaching what Surgeon General William Hammond called "the end of the medical Middle Ages." American physicians had little knowledge of the cause and prevention of disease and infection. (Maher, pg. 1) The Army Medical Department, which was responsible for the care of the sick and wounded in the North, was unprepared. The staff of 90 doctors was experienced in dealing with the health problems of small military outposts, but had no idea of how to deal with large scale medical and logistical problems. Unfortunately, the war occurred just a few years before Louis Pasteur discovered the role of germs in infection; doctors dug bullet fragments out with unwashed fingers and operated with bloody instruments for lack of clean water (Thomas, pg92). A surgeon recalled: "We operated in old blood-stained and often pus-stained coats, we used undisinfected instruments from undisinfected plush lined cases. If a sponge (if they had sponges) or instrument fell on the floor it was washed and squeezed in a basin of water and used as if it was clean." Civil War surgeons actually thought pus in a wound was good (Maher, pg. 48). Early in the war it became obvious that disease would be the greatest killer. Two soldiers died of disease (dysentery, diarrhea, typhoid, and malaria) for every one killed in battle. Soldiers from small rural areas suffered from childhood diseases such as measles and mumps because they lacked immunity. Outbreaks of these diseases were caused by overcrowded and unsanitary conditions in the field. To remedy this, the U.S. government created the U.S. Sanitary Commission in June 1861. The commission was directed by Frederick Law Olmstead. Preaching the virtues of clean water, good food, and fresh air, the commission pressured the Army Medical Department to improve sanitation, build large wel...

Dossier, Terrorism Intelligence report Essay Example | Topics and Well Written Essays - 2000 words

Dossier, Terrorism Intelligence report - Essay Example Both Al Qaeda and Jemaah Islamiya are founded on universal Islamic precepts of jihad and brotherhood. Hence, the role of their leaders is secondary to their message. For instance, even when Al Qaeda’s leader in Iraq Abu Musab al-Zarqawi was assassinated, there was no cessation in the local insurgency. Similarly, there is no conclusive evidence that Osama bin Laden is alive, yet the numbers of terror attacks targeted at western interests have seen an unprecedented rise since the events of September 11. Also, the Southeast Asian region is populated by numerous militant Islamist outfits, whose ideologies are nearly the same. The threat posed to Australian interests in Southeast Asia comes from small and marginalized groups who are spread all across the region. Alongside Jemaah Islamiah (JI) in Malaysia, Singapore, and Indonesia; â€Å"we have the Kumpulan Mujahidin Malaysia; and al-Maunah in Malaysia; the Abu Sayaff in the southern Philippines; Pattani United Liberation Organiza tion in southern Thailand; and Laskar Jihad, Majlis Mujahideen, and Islamic Defenders' Front in Indonesia.† Hence the security measures taken by the Australian government should not confine itself to a particular militant entity, but should focus on the broader phenomenon of global Jihad.The present wave of Islamic revivalism and the rise of Islamic fundamentalism across the world originated during the 1970s. The movement started as a reaction to the disillusionment and failure associated with modern neo-liberal economic policies.

Why is the auto accident fatality rate so high for teenagers Essay

Why is the auto accident fatality rate so high for teenagers - Essay Example Analysts suggest 25 years as appropriate age for issuance of license. Certain countries are on the verge of passing law for licensing people at the age of 25. This will help in controlling ever increasing accidents in which teens are involved. However, various measures have helped in overcoming the teenage accidents. Teen age drivers are found involved in most of the traffic accidents in the world. Various factors contribute is increasing teenage car accidents. Important causes are night driving, use of alcohol, texting while driving, lack of driving skills, reckless driving, poor hazard detection and not wearing seat belts. National Highway Traffic Association released statistics in 2012 regarding teenage fatal and non-fatal accidents due to various causes (â€Å"Teenage Driver Crash Statistics†). According to statistics 16 years old cause 3.7 % more accidents than other age drivers. Crash rate for drivers between 16 to 19 years is 2.7 % more than any other age group. Accordingly citation is again 1.8% more in 16 years old drivers than other drivers. Alcohol used teenage drivers are causing 1.8% more accidents than other drivers in America. Teenagers are most dangerous when they are newly licensed. There are certain types of accidents where elders are mostly involved when compared to teenagers. Teenagers are inexperienced drivers after getting the license and this reason is major cause of accidents by them. Teenagers carrying teenager passengers are highly prone to accidents. Teenager passengers never try to correct driver on violations. Older drivers keep correcting teenage drivers while travelling in the same vehicle, which reduces the accident risk (â€Å"Teenage Driver Crash Statistics†). According to report published by pediatric, 5500 teenagers faced death due to automobile crashes in United States in year 2012. Few analysts do not agree but male teenagers’ cause 1% more accidents than females. Over speeding is a

Social Needs of a Child

Social Needs of a Child From the time our children are born we work with them on getting along with others. Children need to learn how to communicate with others, how to problem solve, and morals. A good place for children to learn these steps is at home with the family. When there is a healthy family relationship the child will develop greater social skills. One thing that a family can work on is to promote good communication. This can be done by just sitting around the dinner table and holding conversations. The parent needs to talk to the child as well as listen to what the child has to say. This helps to develop the childs communication skills and teaches them how to communicate with others. Another thing that families can work on at home is problem solving skills. This can be done by guidance from the parent. The parent can help point out what the problem is and they can think of different ways to solve the problem. After they have come up with different ways to solve the problem the child (with the parents direction) can evaluate the solution and then come up with a plan to solve the problem. This is also another way that the parent can work on communication skills with the child. When families attend church they learn about different types of morals. However, not everyone has to go to church to learn morals. The parents can teach these at home through example. When the parents are living a clean, good moral life it is showing the child how to live a good clean moral life. It is important for the parent to set good examples so the child has them to follow. The examples the child will learn from are by the parents interactions with other (i.e. the verbal and non-verbal communication with others), by how the parent treats the child, and through observing how the parent handles different situations. The parents can also teach the child about lying and stealing through example and when the conversation comes up. If there isnt good morals in the home this can affect the moral character of the children. Parents need to work hard to provide the basic needs for the family. The child shouldnt need to focus on the basic needs because they need to spend time learning to problem solve. If the child has to stress over the basic needs then there isnt time left over to learn how to problem solve and can affect the childs social and emotional development. At school there are also things that can contribute to the communication development of children. These things can be the interaction of classmates, interactions with the teacher, and how the classroom is arranged. The classroom arrangement can help in encouraging communication between students. By setting the desks up in groups or having tables in the classroom this encourages communication, but if the desks are set up in rows this can hinder the opportunity for children to interact and communicate with each other. Also having the desks set up in groups gives the teacher easier access to the students and helps with the student to teacher communication. The classroom environment is also another strong contributor to the development of the students problem solving skills. Maurice Elias suggest engage in creative, disciplined process of exploring alternative possibilities that leads to responsible, goal-directed action, including overcoming obstacles to plans (Elias, 2003). Through listening to Eliass suggestion the students can be promoted in their learning, develop problem solving skills, and can also learn how to assume responsibility for their learning. When the teacher is in the classroom and is dictating to the children and when the child answers something wrong is harsh to them then the students can have impaired communication and problem solving skills. When the student is uncomfortable with answering the question the teacher has asked of them they arent able to develop upon their communication skills. However, if the teacher were to show empathy instead of being harsh the student will be comfortable participating and will be able to develop upon their communication skills. When the childs basic needs are being met and you add a morally strong home with a classroom that encourages open communication the student will be well on their way of having their communication and problem solving skills met.

Different kinds of short story

As there are varieties of subjects, themes and art, there are various types of a short story. Some of the types are ancient tales, humor, satire, fantasy, biography, education, local color, and history. Lets us have a glimpse on each one of them in this article. 1. Ancient Tales It is the power of the utilization of the ancient form of the tale in the modern short story. Italian writer Giovanni Verga's The She-Wolf (1880), and Chinese writer Yeh Shao-Chun's Mrs.Li's Hair are remarkable examples. 2. Fantasy Fantasy stories are nothing but the fair combination of the old tales tradition and the supernatural details. The fine examples of such stories are British writer John Collier's horror fantasy Bottle Party (1939), Irish author Elizabeth Bowen's The Demon Lover (1941), and British author Saki's Tobermory (1911). 3. Humor These types of stories are meant for producing surprise and delight.You will see that the most famous humorous tales and fables were written by the Americans. Mark Twain's The Celebrated Jumping Frog of Calaveras County (1865), and Joel Chandler Harris's The Wonderful Tar-Baby Story (1894) are remarkable. There is serious humor in the works of Americans like Eudora Welty's Petrified Man (1939) and Dorothy Parker's The Custard Heart (1939). 4. satire The main purpose of satire is to attack the evils of society. There are writers who wrote stories of sober satire.Austrian author Arthur Schnitzler's Fate of the Baron (1923), and American Mary McCarthy's The Man in the Brooks Brothers Shirt (1941) are known for their somber satire. 5. Education Story Such stories revolve around the education of the main character. The good example is American educator Lionel Trilling's Of This Time, of That Place (1944). 6. History History types deal with a life story or historical event. Welty's A Still Moment (a 1943 tory about naturalist John James Audubon) is fine example of story dealing with history event. . Local Color These types of stories deal with the c ustoms and traditions of rural and small-town life. You can enjoy the local color in the stories of George Washington Cable, Maria togewortn, saran orne Jewett, ana Mary WIIKlns Freeman. I nese are some 0T tne types you may find in sort story genre. In recent times, stories have more local color, diversities in the representations, making use of dialects, and vernacular impressions. The story writes have been taking somewhat flexibility in writing stories as they wish.

The effects of women in the workforce Essay

Women in the workforce earning wages or a salary are part of a modern reality, one that developed at the same time as the growth of paid employment for men; yet women have been challenged by inequality in the workforce. Until recently, legal and cultural practices, combined with longstanding religious and educational conventions, restricted women’s participation in the workforce. Dependency upon men, and consequently the poor economic status of women, have had the same impact. Women’s lack of access to higher education had effectively excluded them from the practice of well-paid and high status occupations. Entry of women into the higher professions like law and medicine was delayed in most countries due to women being denied entry to universities and qualification for degrees; for example, Cambridge University only fully validated degrees for women late in 1947, and even then only after much opposition and debate. Women were largely limited to low-paid and poor status occupations for most of the 19th and 20th centuries, or earned less pay than men for doing the same work. However, through the 20th century, public perceptions of paid work shifted as the workforce increasingly moved to office jobs that do not require heavy labor, and women increasingly acquired the higher education that led to better paying, longer-term careers rather than lower-skilled, shorter-term jobs. The increasing rates of women contributing in the work force has led to a more equal hours worked across the world.However, in western European countries the nature of women’s employment participation remains different from that of men. For example, few women are in continuous full-time employment after having a first child. Women are today a permanent part of the waged workforce and the union movement. But women’s work remains generally low paid and undervalued. Sexist attitudes and practices are rampant in and out of the workplace, and the majority of domestic labour, especially childcare, is still done by working class women. The shift away from stereotypes of the past is clear  enough that even social conservatives notice it. Speaking about paid parental leave, one said, â€Å"There are very few women not in some form of paid employment. The vast majority of modern women are going to be in the workforce for most of their lives, including their child-bearing years.† It was already the case 20 years ago that a majority of women with children were in the paid workforce. Today that figure is over 60 percent. Even what appear to be incentives for mothers to stay at home full-time. No-one is going to give it up and run home for the temptations of $40 a week. While some of the rights that women have won have come under pressure, things are not going back to where they were. Despite considerable changes, two things remain constant. One is the role of the family in raising the next generation of workers and maintaining the ability to work of the existing generation, of both sexes, at little cost to employers. The other constant is the employers’ need for women’s labour as a source of profit. It is this which means that childcare is not going to totally disappear. From the earliest demands for equal pay, campaigns by unions have always been necessary to get any recognition let alone redress for the undervaluing of women’s work by employers. The recent campaign by Australian Services Union members in the female-dominated social and community work sector forced Fair Work Australia to recognise that at least part of their low wages was due to gender. No other force in Australian society has the inclination or the power to do this. The key factor in this is the impact of women’s changing role in the workplace. Women are now a permanent and significant part of the workforce. The mass employment of women over the past half century has affected the relations between men and women and undermined the stereotypical model of the working class family. Over the past 50 years, millions of women previously dependent on men decided to take control of their economic fates and work towards their economic empowerment. An increasing number of women have joined the labor market. Through higher education, women improved their job market value, thus  increasing their prospects for better jobs. Therefore, they managed to shift their long-standing role model from stay-at-home mothers to qualified career women. An increasing number of educated female employees have been integrated into the labor market with higher participation rates than their less educated peers. This huge social change took place quite smoothly as a result of growing demand for women’s labor as well as growing supply. Over the past 25 years, the increased participation of women in the labor force has led to higher profitability for most businesses. This happened because women address a different target audience and know to market and sell a firm’s products and services quite differently than men. Therefore, by entering the labor market, they have addressed the needs of a diverse consumer population thus leading to an improved economy. The combined effect of economic development and higher education prospects for most women along with increased economic opportunities and greater economic integration has lead to considerable business growth in most sectors including manufacturing and services as well as to stronger market incentives for women to participate in the labor force. The industrialized world faces declining fertility rates as more and more women are entering the labor market. This is only natural as nowadays nearly 60 percent of families have both parents employed and therefore women work much more than they used in the 1960s. Although the transition and the acceptance of women in the labor market has happened quite smoothly, conflicts have increased between male and female employees, especially in the higher levels of management. It all started as constructive disagreements but it gradually evolved into office politics driven by project advancements. Women are more likely to select flexible working hours as they are the primary child caregivers and they bare the brunt of the household. Typically, this leaves them with lower wages than men and they are more likely to enter and exit the labor market at a lower cost. In short, the feminization of the workforce has both advantages and disadvantages. Women have entered the service sector but they have also occupied managerial positions, often quite successfully. This means they have invested more time and effort in honing their skills than getting married and having families. On the other hand, from an organizational perspective, they have efficiently managed to bring innovation in the corporate environment. Women have been a growing factor in the success of the US economy since the 1970s. Indeed, the additional productive power of women entering the workforce from 1970 until today accounts for about a quarter of current GDP. Still, the full potential of women in the workforce has yet to be tapped. As the US struggles to sustain historic GDP growth rates, it is critically important to bring more women into the workforce and fully deploy high-skill women to drive productivity improvement. Creating the conditions to unlock the full potential of women and achieve our economic goals is a complex and difficult challenge. There is significant potential to raise the labor participation rates of women across the country. At a corporate level, where many high-skill women are employed, the opportunity is to continue to advance women into leadership positions where they can make the greatest contributions. Despite the sincere efforts of major corporations, the proportion of women falls quickly as you look higher in the corporate hierarchy. Overall, this picture has not improved for years. There is an opportunity to make substantial progress in developing and advancing women on the path to leadership. Companies have become very good at recruiting women—many major corporations recruit their â€Å"fair share† or more of women. Moreover, many companies have introduced mechanisms such as parental leaves, part-time policies, and travel-reducing technologies to help women stay the course. While the many barriers that remain are substantial, interventions at critical career points can have outsized impact. For example, with a focus on middle management to increase the number of women who advance to the vice-presidential level, corporations could substantially improve the odds of achieving real gender diversity in top management. We found that more women in middle management roles are focused on leading than their colleagues at the entry level. And they have already demonstrated enough to advance and acquire managerial skills. Moreover, many are younger women with relatively light work and family concerns. If companies can win their loyalty at this stage of their careers, they will be more likely to stay the course. Women don’t opt out of the workforce; most cannot afford to. They do leave specific jobs for others in pursuit of personal achievement, more money and recognition—just like men. They do hold themselves back to pursue greater satisfaction across all parts of their lives—but not only to fulfill family responsibilities. Indeed, a sizable percentage of the male college graduates who took our survey reported the same motivation to gain greater balance. The specific barriers that women cite as factors that convince them that the odds of getting ahead in their current organizations are too daunting. The reasons why women choose to remain at their current level or move on to another organization—despite their unflagging confidence and desire to advance—include: lack of role models, exclusion from the informal networks, not having a sponsor in upper management to create opportunities. Another phenomenon that limits diversity at the top: Women often elect to remain in jobs if they derive a deep sense of meaning professionally. More than men, women prize the opportunity to pour their energies into making a difference and working closely with colleagues. Women don’t want to trade that joy for what they fear will be energy-draining meetings and corporate politics at the next management echelon. Of all the forces that hold women back, however, none are as powerful as entrenched beliefs. While companies have worked hard to eliminate overt  discrimination, women still face the force of mindsets that limit opportunity. Managers male and female continue to take viable female candidates out of the running, often on the assumption that the woman can’t handle certain jobs and also discharge family obligations. In our Centered Leadership research, we found that many women, too, hold limiting beliefs that stand in their own way—such as waiting to fill in more skills or just waiting to be asked. These imbedded mindsets are often institutional as well as individual—and difficult to eradicate. A CEO’s personal crusade to change behavior does not scale. A diversity program by itself, no matter how comprehensive, is no match for entrenched beliefs. Targeting behavioral change generally leads only to an early burst of achievement followed by reversion to old ways. Evidence points to the need for systemic, organizational change. Companies that aspire to achieve sustained diversity balance must choose to transform their cultures. Management needs a powerful reason to believe such as the potential competitive and economic advantage from retaining the best talent. Between 1970 and 2009, women went from holding 37% of all jobs to nearly 48%. That’s almost 38 million more women. Without them, our economy would be 25% smaller today an amount equal to the combined GDP of Illinois, California and New York. GDP growth is driven by two factors—an expanding workforce and rising productivity. Back in the 1970s when women and a huge cohort of baby boomer men were entering the workforce, 65% of GDP growth arose from workforce expansion. Today, nearly 80% of growth is related to productivity increases. To sustain the historic rate of GDP growth of approximately 3% and maintain the United States’ leadership in the global economy, MGI reports that the nation will need a combination of some workforce expansion and a burst of productivity driven by innovation and operational improvements. Women are critical to both forms of growth. About 76% of all American women aged 25-54 are in the workforce. That compares with about 87% in Sweden. Underneath the US average, there is considerable variability among the states, and the top 10 states have participation rates at 84%. This suggests an opportunity. Getting all states up to an 84% participation rate would add 5.1 million women to the workforce. This is equivalent to adding 3-4% to the size of the US economy. In 2010, 58% of all undergraduate degrees in the US were awarded to women. As a result, women accounted for 53% of the total college educated population in the US However, only 50% of the college educated workers were women. Simply said, we don’t have the full amount of female college educated talent in our workforce. Changing this could improve corporate performance and help raise national productivity. But doing so will depend on finding ways to keep ambitious, well-qualified women moving up the management ranks. Women can also contribute to the productivity challenge by training in disciplines with impact on increasing productivity, such as finance, professional services, and science & technology. How women contribute at the corporate level: The business case for diversity. As has been well documented, Corporate America has a â€Å"leaky† talent pipeline: At each transition up the management ranks, more women are left behind. According to Sylvia Hewlett, founder of the Center for Work-Life Policy, women represent 53% of new hires. Catalyst estimates that at the very first step in career advancement—when individual contributors are promoted to managers—the number drops to 37%. Climbing higher, only 26% of vice presidents and senior executives are female and only 14% of the executive committee, on average, are women. At this point women are doubly handicapped because, as our research of the largest US corporations shows, 62% are in staff jobs that rarely lead to a CEO role; This helps explain why the number of women CEOs in Fortune 500 companies appears stuck at 2-3%. While data shows that women even mothers retain strong conviction about their abilities and a desire to advance, when they look at the odds of making it through the pipeline, many make a well-reasoned decision: They stay put,  look for a job elsewhere that will fulfill their ambition, or seek careers outside large corporations. We found four kinds of barriers in their way: Specific factors hold women back or convince women that their odds of advancement may be better elsewhere. Lack of access to informal networks where they can make important connections, a lack of female role models higher up in the organization, and a lack of sponsors to provide opportunities, which many male colleagues have. Some interesting insights relate to the role that life outside work plays in career choices. These insights counter much of the conventional wisdom. Diversity officers said that motherhood rarely prompts a woman to stay put, downshift or look for work elsewhere. No surprise, many women expressed a concern about the always on 24/7 executive lifestyle and travel requirements. Notably, attitudes among fathers and mothers are converging: Half of fathers with one child say they will not accept a new job that reduces work and life balance; 55% of women without children say the same thing. This suggests that companies have even more to lose from the talent pipeline than highly-qualified mothers. The biggest barriers for women are imbedded mindsets that halt their progress. Managers men and women still tell diversity officers that â€Å"Everybody ‘knows’ you can’t put a woman in that particular slot.† Or â€Å"That job could never be done part-time.† Even at major corporations, not-so-subtle differences linger. Despite their best efforts, women are often evaluated for promotions primarily on performance, while men are often promoted on potential. Management may be acting with best intentions—to prevent women from failing—yet another mindset that forms a barrier to advancing women. The effect of women’s own mindsets cannot be discounted. While women remain highly confident of their qualifications throughout their careers, women are, on average, less satisfied than men with their chosen professions and jobs. Moreover, as women get older, their desire to move to the next level goes away faster than men’s desire. At all ages, more men want to take on more responsibility in their organizations and have greater control over results. No matter how they feel about their current situation, women never lose their belief in their abilities. Women are ambitious and believe they have the qualifications—they want to make a contribution to the success of the organization. Over time, however, the barriers seem to get larger and women’s belief that there is opportunity ahead diminishes—and along with it their willingness to keep pushing. Knowing what we know about the role of women in driving macroeconomic growth and how women can contribute to corporations, it is clear that the US must make far better use of women in the workforce. Plugging the leaks in the talent pipeline is clearly a top priority and there are opportunities at every transition point in the pipeline. But we believe companies have a promising opportunity to capture by focusing on the transition from mid-level manager to senior management which is typically the vice president role. Having survived the first cut in the talent pipeline—from individual contributor to manager— women have already demonstrated superior capability. They retain their ambition and confidence and are quickly acquiring skills and know-how. They also have a better understanding of what it takes to succeed than when they entered the workforce—and have a stronger belief that opportunities for promotion exists. A greater portion of middle management women aspire to top management roles versus entry-level women. If companies could raise the number of middle management women who make it to the next level by 25%, it would significantly alter the shape of the pipeline. More women who make it to senior management share an aspiration to lead, and more believe that getting to senior leadership is worth the cost. Advancing more women into these positions would in time help companies rebalance their executive committees, which in turn increases the likelihood of sustaining gender diversity at every level to the top. Addressing the barriers that convince women that they can’t make it is far more complex. As chief diversity officers told us, there are a thousand reasons for a thousand little leaks in the talent pipeline. This means that one-off solutions will never succeed. Comprehensive change is required. This systemic challenge can be met only through organizational transformation. This is a tall order. 70% of transformation efforts fail. However, the same research tells us that the transformations that succeed have strong leadership from the top and a comprehensive plan to shift mindsets and behaviors. Getting people to think and act differently is one of the most difficult management challenges, but it can be done. 3269 Women working for the federal government earn less than men overall but the gap is shrinking, and most of the difference is the result of women being concentrated in lower-paying jobs with too few occupying the top ranks, a government report issued Friday found. The Office of Personnel Management’s study showed an overall gender pay gap for white-collar occupations of 12.7 percent in 2012, down from 19.8 percent in 2002 and 30 percent in 1992.

Shifting Away From A Punitive Criminal Justice System

Shifting away from a punitive criminal justice system, problem-solving courts have been criticized as being â€Å"soft† on crime. Offenders follow a personalized treatment plan instead of being sentenced to jail. This alternative allows the courts to address the underlying issues faced by offenders. Many argue by having courts address these underlying issues, it grants offenders an easy out after committing crimes. However, this criticism is unfounded. Problem-solving courts are not â€Å"soft† on crime. This innovation in courts has generated positive results such as lower rates of recidivism, a decrease in low-level crimes, improved street conditions, a raise in accountability, and stronger family relationships (Kaye, 2004). Problem-solving courts were built in response to the large influx of cocaine being distributed and â€Å"broken-window† policing (Kaye, 2004, p.131). With drug and quality-of-life crimes on the rise, courts were overwhelmed and defendants were not given proper attention. Many offenders would be released with no jail time. Those that received treatment or community service programs slipped through the cracks because there was no judicial monitoring (Kaye, 2004). Understanding the importance these crimes have on the community, Midtown Community Court opened in 1993 (Kaye, 2004). This would become the first court whose objective applied the problem-solving approach (Kaye, 2004). The problem-solving approach centers on the concept of restoring the relationship betweenShow MoreRelatedThe Punitive And Rehabilitative Approach As An Indispensable Part Of The Criminal Justice Reform Issue3487 Words   |  14 Pagesincarceration is an indispensable part of the criminal justice reform i ssue. This paper contrasts the punitive and rehabilitative approach as two central areas of offender incarceration. 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