Reading Journal 2 Coursework Example | Topics and Well Written Essays - 500 words

Reading Journal 2 - Coursework Example Also, Jean Le Rond Dalembert, who together with Denis Diderot developed the encyclopaedia that was a compilation of works on trade and mechanical arts (75). Another author who contributed significantly is Mary Wollstonecraft, who advocated the womens positions (85), and Adam Smiths wealth of nations (87) among other works provided to the education. Europe started interacting with the rest of the worlds as early as in the seventeenth century especially with the discovery and settlement in the New World. They had knowledge in ship and gun making which gave them a higher advantage (394). France development was based on mercantilism that required the government to maximize on trade by monopolizing trade with its colonies (395). Europe benefited from slavery and its colonies (399). In the mid eighteenth century, it faced international rivalry; the European nations involved in wars that further split to the colonies (404). Europe suffered seven years of war (1756-1763) that ended with the signing of the Treaty of Paris. The treaty left Britain in an economic crisis, and their efforts to get funding from America were frustrated by the American Revolution, which ultimately resulted to declaration of American Independence. This period was characterised by a desire for change. Leaders in the enlightenment believed that a man could comprehend the process of nature and manipulate them to their advantage. The ideas of Isaac Newton and John Locke were the forerunners of this knowledge (416). There was development of the print culture, the volume of printed material increased including books, journals and newspapers among others (417). The scholars who were mainly university professors helped expand the print culture (419). They were critical about most religious institutions arguing it hindered pursuit of rational life (420). Publication of the encyclopaedia also contributed to the understanding (423). They also applied their

Portrait of Madame Augustine Essay Example | Topics and Well Written Essays - 1000 words

Portrait of Madame Augustine - Essay Example Other elements of the canvas, like the background, are elaborately treated with details of flowers and creepers on the wall but such details in the subject seem to be absent altogether. The shapes of other objects are not maintained (this can be inferred especially from the shape of the chair and the junction of wall and floor) and if one compares it with other technically correct paintings, like the ones of the renaissance, it can be found that this painting is technically less disciplined. Van Gogh has given equal importance to foreground, background, subject and all the elements of the canvas as opposite to other portraits in which the subject is the highlighted element of the painting and most elaborately done. Having a hint of expressionism, the painting uses color and vibrant swirling brush strokes to convey the feelings and state of mind of the artist. This also emphasizes the artist's personal response to the subject and like a work of expressionism the painting stresses the expression of the artist's personal interpretation of the subject and his reactions for the same. It seems the physical proportions of the subject have been ... bjective feeling takingplace within the mind of the artist and modified by his individual bias for the use of colors which can be interpret in many different ways. With the use of colors like ocher yellow on the face of the subject and the red carpet on the floor in combination with dark blue walls in the background, Van Gogh attempts to present an emotional experience in its most compelling form (this is also emphasized with the disproportionate size of the head and the eyes looking downwards). On account the things discussed above, one assumes that Van Gogh is not really concerned with reality as it appears to be but with the inner nature and with the emotions aroused by the subject. It seems that he sought to capture emotions and subjective interpretations of that specific time when the painting was made and therefore it was not important for him to reproduce an aesthetically pleasing impression of the subject. He has focused on capturing vivid emotional reactions through vivid colors, bold forms, and spontaneous methods of dripping and flinging powerful colors in combination with dynamic compositions. This use of paint by Van Gogh is very much different as compared to the one used by other artists. Previously his palette consisted of somber colors but later taking references from the French artists he introduced the use of bright colors like red, green and blue and thus built a wider palette that comprised of more vibrant colors. The thick application of paint, distinctive brushstrokes and the use of unnatural or arbitrary color in the portrait were more inclined to emphasize the emotions and were further imitated by other expressionist artists. The impressionist style which was popularized by the artists like Claude Monet was directed towards transferring the

Removal of TBP From Aqueous Phase

Removal of TBP From Aqueous Phase ABSTRACT PUREX process involves the use of 30% TBP in Dodecane to extract the fissile materials. However, due to mutual solubility some amount of TBP gets transferred into the aqueous phase. This transferred TBP leads to many environmental problems. Removal of this TBP from aqueous phase is of prime concern which can be done by contacting it with an organic diluent. UNIFAC and Uniquac methods have been used to describe Liquid Liquid equilibrium (LLE) in TBP-Diluent-HNO3 system. Uniquac and UNIFAC Group interaction parameters have been founded to fit the experimental data. Various metal nitrates are also present in the organic phase. These metal nitrates affect the solubility of TBP in aqueous phase. Metal nitrates like Sodium and Calcium nitrate have also been incorporated in model to find out interaction parameters in the presence of metal nitrates like Sodium and Calcium. The obtained parameters will be useful in predicting LLE for the above system and will aid in safe disposal of nuclear w aste. INTRODUCTION Reprocessing of the used nuclear fuel has always been carried out to reduce the volume of high level radioactive waste and also for their safe disposal. The plutonium uranium extraction (PUREX) process is widely used for reprocessing. This process uses 30% Tri-n-butyl phosphate (TBP) in an inert paraffinic diluent for the separation of uranium and plutonium from the aqueous phase containing nitric acid. Mutual solubility of aqueous and the organic phase leads to the transfer of certain finite amount of TBP in aqueous phase. This transferred TBP decomposes very slowly in the presence of water and nitric acid by hydrolysis to lower organo-phosphate acids at normal operating temperatures leading to many environmental problems. Removal of such dissolved TBP is of direct interest in reprocessing processes as this would enable manifold evaporation of aqueous stream without harming the environment. Various metal elements are also present in the highly radioactive liquid waste solution in ni trate form. The salting out of TBP takes place in the presence of these inorganic nitrates in the aqueous phase. Studies in the presence of various metal nitrates will aid in efficient removal of TBP from aqueous phase. In order to predict the extent to which TBP could be removed from aqueous phase, a model must be developed to predict the phase behaviour. Such models can be used for designing remediation projects. Estimation of activity coefficients of the mixtures is important for predicting the phase behaviour In order to predict the extent of mass transfer, chemical compositions of the two-phase system at equilibrium needs be predicted first. Investigators have used various models to predict the LLE. Cheng et al. have calculated the thermodynamic equilibrium constant for the system HNO3-TBP-n-C7H16.The activity coefficient of nitric acid was calculated using Pitzer’s equation and those of the components in organic phase was derived from experimental data. Ding et al. have calculated the activity coefficient for 20 binary and 7 ternary systems composed of nC6H14, nC7H16, nC8H18, C6H6, cy-C6H6, CCl4, CHCl3, (C4H9)3PO4 and UO2(NO3)2.2((C4H9)3PO4) using head-space gas chromatography. The results are compared with Scatchard-Hilderbald, NRTL and UNIQUAC models. Li et al. has calculated the Vapor-Liquid and Vapor-Liquid-Liquid equilibria of 19 tributyl phosphate systems. Aqueous phase activity coefficients are calculated using Pitzer’s equation. UNIFAC method is used for correlating and predicting the data in organic phase. All the above authors have done work on the systems in the absence of metal nitrates. Intera ction parameters for systems in the presence of metal nitrates have not been reported yet. The objective of the present work to find the UNIFAC and Uniquac group interaction parameters regressed for the experimental data for three systems. These systems comprise of TBP-diluent-HNO3, TBP-diluent-HNO3-NaNO3, TBP-diluent-HNO3-Ca(NO3)2. These parameters will aid in predicting the equilibrium and calculating the number of stages for designing the equipment to remove dissolved TBP. LIQUID LIQUID EXTRACTION EQUILIBRIA The organic phase consists of (1) diluent (NPH), (2) TBP, (3) TBP.HNO3 The dissolution of TBP in NPH and HNO3 can be represented by eq 1and eq 2. xTBPorg (TBP)x org(1) TBPorg + H+aq + NO3-aq HNO3.TBPorg (2) where the subscripts aq and org denote the species in the aqueous and organic phase. The thermodynamic equilibrium constant for reaction (2) can be calculated as a HNO3.TBP(org) a 3 (3) K == a H+(aq) a NO3-(aq) a TBP(org)a2 ±HNO3 a 2 x3 ÃŽ ³3 K = (4) m ±2 ÃŽ ³Ã‚ ±2 x2 ÃŽ ³2 where a is the thermodynamic activity, x is the mole fraction of the component in the organic phase and ÃŽ ³ is the corresponding activity coefficient. m ± is the mean molality concentration of electrolyte in the aqueous phase and ÃŽ ³Ã‚ ± is the mean ionic activity coefficient of corresponding electrolytes. Similar procedure as described by Chen et al has been used to predict the LLE with one extraction reaction. Mean ionic activity coefficient of electrolytes Pitzer equation is used to calculate the mean ionic coefficient of HNO3 in all the cases and of Ca(NO3)2, NaNO3 in the presence of metal nitrates. lnÃŽ ³Ã‚ ± = Aà Ã‚ ¤+ m (5) where b=1.2, ÃŽ ±=2, AÉ ¸ = 0.391. I is the ionic strength of solution. The Pitzer parameters for HNO3, NaNO3 and Ca(NO3)2 are listed in Table 1. Activity Coefficients of components in organic phase can be estimated using UNIFAC and Uniquac equation. UNIFAC EQUATION In a multi-component mixture, the UNIFAC equation for the activity coefficient of component i is given by Equation 3.1. ln ÃŽ ³i = ln ÃŽ ³iC +ln ÃŽ ³iR (6) The combinatorial part of the UNIFAC model considers the shape and the size of the molecules in the mixture. ln ÃŽ ³iC = 1 – Ji + ln Ji – 5qi( ln (É ¸i /ÃŽËœi )+ 1 – (É ¸i /ÃŽËœi ) ) (7) where, Ji = ( É ¸i /xi) The molecule volume fraction É ¸i , and the molecule surface area fraction ÃŽËœi , are given by respectively, É ¸i = xi*ri/∑j xj*rj and ÃŽËœi = xi*qi/∑j xj*qj (8) In Equations (3.3), relative molecular volume rs, and relative molecule surface area q, are given by ri = ∑k ÃŽ ½k(i)* Rk and qi = ∑k ÃŽ ½k(i)* Qk (9) The quantity vk is the number of subgroups of type k in a molecule of species i. ri is the relative molecular volume and qi is the relative molecular surface area. Group parameters Rk and Qk are reported by Fredenslund et al. The residual part of the activity coefficient is given by Equation 10. ln ÃŽ ³iR = ∑k ÃŽ ½k(i )[ ln à Ã¢â‚¬Å"k – ln à Ã¢â‚¬Å"k(i) ] (10) where, k denotes each group in the mixture ÃŽ ½k(i ) is the number of groups of type k in molecule i à Ã¢â‚¬Å"k is the group residual activity coefficient à Ã¢â‚¬Å"k(i) is the residual activity coefficient of group k in a reference solution containing only molecules of type i. The group residual activity coefficient is found by Equation 11. ln à Ã¢â‚¬Å"k = Qk [ 1- ln(∑m ÃŽËœm ψmk) ∑m (ÃŽËœm ψkm /∑n ÃŽËœn ψnm ) ] (11) where, Qk is a group surface area parameter ÃŽËœm is the area fraction of group m ψmn is the group energy of interaction parameter ψmn = exp(-amn + bmn/T) (12) Where, amn and bmn is the group-interaction parameter. T is the temperature Group assignment as proposed by Chen et al. has been followed. C7H16, TBP and TBP.HNO3 has been broken down into groups CH3, CH2, (CH2O)3PO, HNO3.(CH2O)3PO. Group volume and surface parameters for above groups have been reported by Cheng et al. The UNIQUAC model thus consists of two terms: a combinatorial or entropic term, a residual or enthalpic term. The combinatorial and the residual terms are identical to the terms used in the traditional UNIQUAC equation. The combinatorial, entropic term is ln ÃŽ ³iC = ln(É ¸i/xi) +1 (É ¸i/xi) – (z/2)*qi [ ln(É ¸i/ÃŽËœi) + 1- (É ¸i/ÃŽËœi) ] (13) z = 10 is the co-ordination number. xi is the mole fraction, É ¸i is the volume fraction, ÃŽËœi and is the surface area fraction of component i. É ¸i = xi*ri/∑j xj*rj and ÃŽËœi = xi*qi/∑j xj*qj (14) ri and qi are volume and surface area parameters for component i. The residual, enthalpic term is ln ÃŽ ³iR = qi [ 1 – ln( ∑k ÃŽËœkψki) ∑k ÃŽËœkψik/(∑l ÃŽËœlψlk) (15) The parameter ψki is given by ψki = exp(-uki-uii/T) (16) uki and uii are interaction energy parameters. Uniquac r and q parameters for C7H16, TBP and TBP.HNO3 have been reported by Li et al. RESULTS AND DISCUSSION EQUILIBRIUM PREDICTION. The following equations can be used to predict equilibrium x1 + x2 + x3 = 1 (17) x20 = (x2 + x3)/( x1 + x2 + x3) (18) x3 ÃŽ ³3 K = (19) m ±2 ÃŽ ³Ã‚ ±2 x2 ÃŽ ³2 ÃŽ ³2 and ÃŽ ³3 values have been calculated using UNIFAC and Uniquac equation. Knowing equilibrium constant K, m ± calculated mole fractions can be found out., The group interaction parameters are regressed by Least Square Technique to minimize the error between experimental and calculated mole fraction values. The obtained regressed group interaction values in the absence of metal nitrates, in the presence of NaNO3 and Ca(NO3)2 using Uniquac and UNIFAC have been listed in Table. The standard absolute deviation of components in the organic phase is listed in table. The experimental and calculated values of mole fractions have been reported graphically in fig CONCLUSION The experimental mole fraction data were correlated using UNIFAC and Uniquac model. The Uniquac and UNIFAC group interaction parameters are capable of predicting mole fraction for TBP-Diluent-HNO3 in the absence and presence of metal nitrates. Thus these can be effectively used to predict the equilibrium for the removal of dissolved TBP in Nuclear engineering. UNIFAC gives a better prediction as compared to Uniquac in all the cases LIST OF TABLES Pitzer parameters for calculation of mean ionic activity coefficient Uniquac Group interaction parameters in the absence of metal nitrates Unifac Group interaction parameters in the absence of metal nitrates Uniquac Group interaction parameters in the presence of Sodium metal nitrate Unifac Group interaction parameters in the presence of sodium nitrate Uniquac Group interaction parameters in the presence of calcium metal nitrate Unifac Group interaction parameters in the presence of calcium nitrate Standard absolute deviations between predicted and experimental mole fraction of extracted complexes Table 1. Pitzer parameters for calculation of mean ionic activity coefficient Components ÃŽ ²o ÃŽ ²o HNO3 0.1119 0.3206 0.001 NaNO3 0.0068 0.1783 -0.0007 Ca(NO3) 0.2108 1.409 -0.02014 Table 2. Uniquac Group interaction parameters in the absence of metal nitrates a (m,n) NPH TBP HNO3.TBP NPH 0 2.05741 0.679624 TBP -3.04549 0 -1.1645 HNO3.TBP -1.03328 1.143979 0 b (m,n) NPH TBP HNO3.TBP NPH 0 1.007842 0.999125 TBP 0.983532 0 1.095824 HNO3.TBP 0.993173 1.019649 0 Table 3. Unifac Group interaction parameters in the absence of metal nitrates a (m,n) CH2 CH3 (CH2O)3PO HNO3(CH2O)3PO CH2 0 0 2.56180892 -48.1996 CH3 0 0 2.56180892 -48.1996 (CH2O)3PO -5.15816 -5.15816 0 -6.13375 HNO3(CH2O)3PO -2.57271 -2.57271 34.781685 0 b (m,n) CH2 CH3 (CH2O)3PO HNO3(CH2O)3PO CH2 0 0 0.997309 1.126187 CH3 0 0 0.997309 1.126187 (CH2O)3PO 1.016819 1.016819 0 1.131422 HNO3(CH2O)3PO 1.015345 1.015345 0.890301 0 Table 4. Uniquac Group interaction parameters in the presence of Sodium metal nitrate a (m,n) NPH TBP HNO3.TBP NPH 0 -1.82623 6.863001 TBP 0.87821 0 0.552002 HNO3.TBP 1.380676 2.272663 0 b (m,n) NPH TBP HNO3.TBP NPH 0 0.990771 1.019671 TBP 0.999592 0 0.998537 HNO3.TBP 1.001281 1.004269 0 Table 5. Unifac Group interaction parameters in the presence of sodium nitrate a (m,n) CH2 CH3 (CH2O)3PO HNO3(CH2O)3PO CH2 0 0 0.742770 -0.6378 CH3 0 0 0.742770 -0.6378 (CH2O)3PO 1.096426 1.096426 0 -0.373895 HNO3(CH2O)3PO 0.748111 0.748111 -0.20966206 0 b (m,n) CH2 CH3 (CH2O)3PO HNO3(CH2O)3PO CH2 0 0 1.000835 1.005434 CH3 0 0 1.000833 1.005434 (CH2O)3PO 0.99968 0.999688 0 1.004477 HNO3(CH2O)3PO 1.000817 1.000818 1.003927 0 Table 6. Uniquac Group interaction parameters in the presence of Calcium metal nitrate a (m,n) NPH TBP HNO3.TBP NPH 0 0.3249 -0.4026 TBP 0.95221 0 -1.40706 HNO3.TBP 1.168545 1.39797 0 b (m,n) NPH TBP HNO3.TBP NPH 0 0.997878 0.99529 TBP 0.999836 0 0.99200 HNO3.TBP 1.00058 1.000138 0 Table 7. Unifac Group interaction parameters in the presence of calcium nitrate a (m,n) CH2 CH3 (CH2O)3PO HNO3(CH2O)3PO CH2 0 0 5.9429 2.14979 CH3 0 0 5.9429 2.14979 (CH2O)3PO 2.6932 2.6932 0 -2.59369 HNO3(CH2O)3PO 3.8889 3.8889 3.8740 0 b (m,n) CH2 CH3 (CH2O)3PO HNO3(CH2O)3PO CH2 0 0 0.9839 0.99622 CH3 0 0 0.9839 0.99622 (CH2O)3PO 0.99447 0.99447 0 1.011186 HNO3(CH2O)3PO 0.990612 0.990612 0.990633 0 Table 8. Standard absolute deviations between predicted and experimental mole fraction of extracted complexes. System Δ x (Uniquac) Δ x (Unifac) HNO3/TBP/Diluent 0.016 0.0051 HNO3/TBP/Diluent/NaNO3 0.0435 0.0429 HNO3/TBP/Diluent/Ca(NO3)2 0.015 0.0051

The Bereavement Journey :: essays research papers

The Bereavement Journey Breavement is handeled differently in different generations. Weather it is a kid that has a terminal illness or an elderly person who is diagnosed with a terminal illness, each breave differently. Breavement deals with not just someone clsoe dying but, someone themselvs who is diagnosed with a life threatening illness. Kids are more afair of death than adults are. Kids do not underdstand death like adults. In one of our class discussions , Dr. Bradshaw told our class a story about how he went to Yale New Haven hospital (I think) and Dr. Bradshaw stated that a young boy who was a terminal cancer patient drew him a picture of a tank going after him. When Dr. Bradshaw told our class this , it was then clear to me that a child does not understand death as well as adults. But there are also ways a parent can help a child with breavement like buying the child a pet and when that pet dies, explain to the kid whay the pet died and that it can not be replaced. â€Å"childeren are capeable of experiencing greif† (DeSpilder 359). Childeren tend to be more quiet when dealing with a death of someone close. Childeren like to forget the sight of a dead one and try and move on without talking to anyone. Adults experience greif more open. When a certain person reaches adult hood , more and more people that he or she knows is going to die, a parent can die, a friend, and even a child. The most extemem death a parent can experience is death of a child. â€Å" the death of a child may be experienced as the ultimate lack of protection and nuture, the ultimate breakdown and failure in being a â€Å"good parent†Ã¢â‚¬ . When and adult experiences a deah he or she will be more open and go to counceling or actually talk to someone, and talking to somneone about your problems is a good way of breavement. Elderly when dealing with deaht and breavement is also an extreme. An elderly is close to death as is, but his or her friends are starting to die repidly and most of all a spouse is very close to end of life.

Information Seeking Behaviour of Primary School Teachers in Nigeria

TOPIC: THE INFORMATION NEEDS, SOURCES AND SEEKING BEHAVIOUR OF TEACHERS IN NIGERIA PRIMARY SCHOOLS IN IBADAN. PROBLEM STATEMENT: Every human needs information to solve a given problem and make decisions. There have been studies that have been focusing on the behavioural patterns of information seeking of humans, organisations and systems, but majority of these studies have been mainly on the information seeking behaviour of higher education stakeholders, industrial, economic and social societies.Studies have not been carried out on the educational grassroots (primary education). This study would focus on the patterns of information seeking behaviour of primary school teachers. PURPOSE: The purpose of this study is to explore the patterns in the information-seeking behaviour of teachers in primary schools in Ibadan metropolis. An in-depth analysis of what kind of information sources are used to cater for the growing needs a teacher, the channels used in conveying these sources and the teacher motivation factor.It is hoped that this study will lead to a better understanding of the information needs of teachers in primary education. OBJECTIVES: This study strives to assess the information needs and information seeking behaviour of teachers in primary schools in Ibadan metropolis. The objectives of this study are: a. To identify the information needs of teachers in primary schools their perceptual feelings that arise from these needs. b. To examine the selected attributes of information that primary school teacher’s value in their selection of information sources and content. . To identify the media/channels used to access their information. d. To identify the challenges in meeting their information needs. e. To examine teachers evaluation of selected information sources. RESEARCH QUESTIONS: a. What are the main sources used by primary school teachers to meet their information needs? b. What are the major barriers in meeting their information needs? c. Do te achers get all the information required from the required sources? d. Are these sources of information sourced for within or outside the schooling environment? . What is the level of awareness, accessibility, availability and satisfaction teachers gain when using this information sources? f. What are the relationships between their information needs and selected demographic fact? SCOPE AND LIMITATIONS: This study would be conducted with the awareness that certain limitations would be present during the design and the instruments used: This study would only be focused on the information needs and seeking behaviour of public primary school teachers in LAGELU local government area of Ibadan Oyo state.

Puritans Views On Sex And Morality Essay

What were the Puritans views on sex and morality? How do they compare to American values of today? Puritan is described as one who lives in accordance with Protestant precepts, especially one who regards pleasure or luxury as sinful. It is said that a widely known Puritan by the name of John Calvin (1509-1564) was cheerless and had a viciously malevolent theology based on total human depravity and the implacable wrath of God. An unhappy and unhealthy ascetic, he had ulcers, tuberculosis, and migraine headaches and considered life of little value and God as a harsh tyrant. Calvin set up a brutal political theocracy. No dancing, fancy clothes, and jewelry were allowed. He was in favor of death penalty for adultery. Even legitimate love was stringently regulated. Solemn weddings with no revelry were the beliefs that he preached to others. The Calvin marriage had two functions: (1) to produce offspring (2) to eliminate incontinence. Another Puritan believer who was famous during his times was John Knox . He had Blue Laws of the 1650s, and was against Sunday amusements, smoking, drinking, gambling, fancy clothing. He also promoted public whippings, scarlet letters, execution for adulterers, and the Salem â€Å"witch† executions. Stern puritan traits were often only expressions that masked moods of mischief and romance. Sex outside of marriage was attacked. Puritans greatly enjoyed sex inside marriage and propagated the concept of the virtue of virginity. 16th Century Puritans tried to combine the ideals of love with the normality of sex into marriage. They also valued money more than leisure, and success more than culture. After the 17th century. the Puritans as a political entity largely disappeared, but Puritan attitudes and ethics continued to exert an influence on American society. They made a virtue of qualities that made for economic success—self-reliance, frugality, industry, and energy—and through them influenced modern social and economic life. For the Puritans, a person by nature was wholly sinful and could achieve good only by severe and unremitting discipline. Hard work was considered a religious duty and emphasis was laid on constant self-examination and self-discipline. Profanation of the Sabbath day, blasphemy, fornication, drunkenness, playing games of chance, and participation in theatrical performances were penal offenses. It was the notion that Puritans were strict, formal, quick to judge and always on the lookout for anything mischievous. Anything too ostentatious, pretentious or blatant was immediately a source of discipline for the Puritans. On this note, before making a comparison between the two, we must first ask, what is morality? Morality is concerned with the distinction between good and evil or right and wrong. It is the perceived guidelines of a standard of how we live our life, how we act, how we think about things and the protocol of how things work around us.   This first example of immorality may be considered by many as one that does not have anything to do with morality, but if you give it more then cursory thought, you would most likely consider it a morality issue. Luxury things are one of the most prevalent consumer items nowadays. In fact, many major industries stem from this market/ business. If you think deeply about it, WHY do consumers buy luxury items when there are existing items that could as well be the same quality and kind? Luxury items promote the notion that those who belong to a certain class or earning bracket are those who can afford such goods. They promote a certain image of the luxury item purchaser, that they are a â€Å"higher-class† or that they belong to a higher level of social status. This in itself could be seen as condescending. In comparison to the Puritans, indulgence in wordly things are considered â€Å"evil† and unright. Today’s times propagate consumerism, luxury, indulgence, opulence. Whereas, for the Puritans, all these were wrong values as they believed in simplicity. Albert Einstein once said † The value of a man resides in what he gives and not in what he is capable of receiving.† But with the morality and values of America today, it seems, that people are more concerned about what they can receive or benefit over that which they can give. And this is contrary to what Puritans believe in. With regards to sex, Puritans strongly believed in the sanctity of marriage. They believed that sex was only to be enjoyed if it was inside marriage. They valued virginity and upheld rigid values concerning physical intimateness outside of marriage. As compared to a majority of Americans, it seems that in today’s world, they are more open to sexual relations outside of marriage. Many Americans do not believe in preserving their virginity for marriage. This is stark contrast to what Puritans believed in. Perhaps even in relationships, Puritans only believed in relationships with a purpose-one that was heading towards marriage. Where as young people, Generation X,Y,Z and baby boomers do not seem to always have marriage in mind when dating a prospect. This only skims the surface of a myriad of values on sex and morality that separates modern-day Americans from Puritans but this shows the positives and negatives about two very different perspectives and what positive points we can pick up from each aspect. Works Cited McMahon, Dr. C. Matthew. â€Å"Puritan Roots: A Brief Sketch of the Values of Puritanism†. E. C. Hill. Society and Puritanism in Pre-Revolutionary England (2d ed. 1967).

Free Essays on The Safety and Health Manager and Function

THE SAFETY AND HEALTH MANAGER AND FUNCTION; HAZARD AVOIDANCE Regardless of the occupation an individual chooses, safety and health will always be a concern. The severity of the concern is dictated by the danger entailed within a particular occupation. Whether the danger is small or large, measures to protect the worker need to be put into place, and practiced. Responsibility for personal safety cannot be solely placed on the individual. The safety and health manager is needed to help facilitate worker protection from hazards. Of course the main objective is to keep individuals in the workplace safe as well as healthy, but there are also regulations that must be followed; regulations that were put into place with a goal of protecting the worker. The safety and health manager also has an important role in ensuring these regulations are enforced and upheld. Of course each firm has unique programs to deal with safety and health issue. This paper will discuss the various aspects of safety and health within the Rockford Illinois attachment of Cadbu ry Adams; from an interview conducted with Ms. Robin Sullivan, the Safety Manager. Cadbury Adams, which is a U.S. subsidiary of a British company Cadbury Schweppes (Hoovers Online, 2004) and is a confectionary manufacturer. The Rockford based detachment of Cadbury Adams produces products such as chewing gum, gum base, as well as encapsulated sweeteners. They are commonly known for the productions of such products as Bubblicious, Dentyne, Chicklets and Halls cough drops. The Cadbury Adams firm employs about 850 personnel, 200 of which are employed through a temporary service (R. Sullivan, personal communication, August 20, 2004). The average worker’s workweek for this firm is a 5-day a week 40 hours per day schedule, but with the current production demands, many departments have a 6 to 7 day workweek (R. Sullivan, personal communication, August 20, 2004). With 850 employees engaged in a nume... Free Essays on The Safety and Health Manager and Function Free Essays on The Safety and Health Manager and Function THE SAFETY AND HEALTH MANAGER AND FUNCTION; HAZARD AVOIDANCE Regardless of the occupation an individual chooses, safety and health will always be a concern. The severity of the concern is dictated by the danger entailed within a particular occupation. Whether the danger is small or large, measures to protect the worker need to be put into place, and practiced. Responsibility for personal safety cannot be solely placed on the individual. The safety and health manager is needed to help facilitate worker protection from hazards. Of course the main objective is to keep individuals in the workplace safe as well as healthy, but there are also regulations that must be followed; regulations that were put into place with a goal of protecting the worker. The safety and health manager also has an important role in ensuring these regulations are enforced and upheld. Of course each firm has unique programs to deal with safety and health issue. This paper will discuss the various aspects of safety and health within the Rockford Illinois attachment of Cadbu ry Adams; from an interview conducted with Ms. Robin Sullivan, the Safety Manager. Cadbury Adams, which is a U.S. subsidiary of a British company Cadbury Schweppes (Hoovers Online, 2004) and is a confectionary manufacturer. The Rockford based detachment of Cadbury Adams produces products such as chewing gum, gum base, as well as encapsulated sweeteners. They are commonly known for the productions of such products as Bubblicious, Dentyne, Chicklets and Halls cough drops. The Cadbury Adams firm employs about 850 personnel, 200 of which are employed through a temporary service (R. Sullivan, personal communication, August 20, 2004). The average worker’s workweek for this firm is a 5-day a week 40 hours per day schedule, but with the current production demands, many departments have a 6 to 7 day workweek (R. Sullivan, personal communication, August 20, 2004). With 850 employees engaged in a nume...

Customer Request Listening Quiz

Customer Request Listening Quiz You will hear a customer asking for help in a shop. Write down the answers to the questions concerning what she wants. Click on the listen here link. Once you have listened twice, return to this page and take the listening quiz. Write or type the answers. After you have finished, find the answer key at the bottom of the page to see if you have answered the questions correctly. Listen here.   What did the woman receive as a gift?What kind of gift was it?Why does she not want it?Why cant she get her money back?What can she do with it?What would she like?What kid of handbag would she like?What kind of handbag was she looking for?Where is the handbag that she likes?What is the problem with the handbag she likes?What can she have instead of a refund?Who would she like to speak to?What does the man think the manager will say?Where has the manager been? Answer Key: A briefcaseA birthday giftShe doesnt like it and she already has one.She doesnt have a receipt.She can exchange the briefcase.A handbagSomething black, smallish, and not too expensiveSomething more classicalIn the windowIt costs less than the briefcaseA credit noteThe ManagerHe will say the same thing.At lunch

Explicación sencilla del sistema educativo en EE.UU.

Explicacià ³n sencilla del sistema educativo en EE.UU. Para los recià ©n llegados a Estados Unidos, el sistema educativo es uno de los grandes misterios y uno de los temas que ms inquietudes plantea. Para navegarlo exitosamente es importante entender los puntos bsicos de la educacià ³n obligatoria. En este artà ­culo se resuelven dudas sobre quà © aà ±os comprende la educacià ³n obligatoria, tipos de escuelas, cules son los grados y, finalmente, temas especiales como estatus migratorio y escuelas pà ºblicas, alimentos, educacià ³n especial, etc. Aà ±os de educacià ³n obligatoria en EE.UU.: K-12 En Estados Unidos la educacià ³n es obligatoria entre los grados K-12, esto quiere decir, entre kindergarten -preescolar- al grado 12. Lo que no es tan claro es a quà © edad se debe comenzar en kindergarten y a cul finalizar los estudios obligatorios ya que cada estado establece sus propias reglas. Pero en general puede decirse que en algà ºn punto entre los 5 y los 8 aà ±os los nià ±os deben escolarizarse y deben estudiar hasta los 16 o, en algunos estados, 18-19 aà ±os. Por ejemplo, en California es obligatoria la enseà ±anza entre las edades de 6 y 18 aà ±os, pero se permite dejar de estudiar a los 16 si el estudiante se ha graduado de high school o ha obtenido el tà ­tulo equivalente que se conoce como CHSPE y, adems, tiene el permiso de sus padres. Por otro lado, en Connecticut la educacià ³n es obligatoria entre los 5 y los 18 aà ±os, permitiendo la ley multas y cargos delictivos contra los padres que no envà ­an a sus hijos a las escuelas.  ¿Dà ³nde deben escolarizarse los nià ±os? Estados Unidos brinda un amplio abanico de posibilidades para enviar a las escuelas a nià ±os, desde escuelas pà ºblicas y todas sus variedades o privadas y todas las diferentes opciones, pasando por educacià ³n en casa. Segà ºn el Centro Nacional de Estadà ­sticas para la Educacià ³n, 50.700.000 estudiantes estudian en escuelas pà ºblicas, es decir, la mayorà ­a de los pupilos en edad de estudios obligatorios. Las escuelas pà ºblicas se caracterizan por: ser gratuitas para los estudianteslos fondos provienen del gobierno federal, el estado, el condado, la municipalidad o una combinacià ³n de variosestn obligadas a admitir a los estudiantes que habitualmente residen en el distrito escolar En algunos estados se permite que los padres puedan elegir escuela. Tambià ©n es frecuente que se permitan alternativas a los padres cuando la calidad de las escuelas del lugar donde residen deja mucho que desear en cuanto a calidad, mediante el sistema que se conoce como voucher. Existen varios tipos de escuelas pà ºblicas. En primer lugar, estn las regulares. Algunas son excelentes. Adems de las regulares, estn las chapter, que son escuelas que funcionan con fondos pà ºblicos pero que son gestionadas privadamente por empresas, por cooperativas de maestros o, incluso, por padres o por comunidades. Existe una importante diferencia en calidad de la enseà ±anza entre distintas escuelas chapters, por lo que si esa es la opcià ³n de los padres es muy conveniente que investiguen antes de registrar a sus hijos. Adems, estn las escuelas pà ºblicas conocidas como magnet, que son escuelas pà ºblicas que destacan por su excelencia acadà ©mica. Se especializan en un rea acadà ©mica en particular. Las magnet se caracterizan por asegurar la diversidad à ©tnica y racial de sus estudiantes.  En esta base de datos se puede ver cules son las mejor calificadas en todo Estados Unidos, permitià ©ndose una bà ºsqueda por estados. Por otro lado, tambià ©n existen varios tipos de escuelas privadas en las que en la actualidad estudian poco menos de 6 millones de alumnos.  En este tipo de escuelas los estudiantes envà ­an una solicitud y deben esperar a ver si son admitidos. Asimismo, deben pagar por sus estudios, aunque hay casos en los que hay becas disponibles para los mejores estudiantes sin recursos econà ³micos. En Estados Unidos, donde 1 de cada 3 high schools son privadas, existen los siguientes tipos de escuelas de esta naturaleza: En primer lugar, estn las Escuelas independientes, que no pueden recibir fondos de grupos religiosos, aunque pueden tener una estrecha relacià ³n con ellos. Hay menos de 2,000 pero se encuentran dentro de esta categorà ­a las famosas  Phillips Academy  Andover, con un excelente sistema de becas para  estudiantes excelentes pero sin recursos,  y Exeter. En segundo lugar, hay escuelas parroquiales, que estn estrechamente vinculadas con una iglesia y son muy populares, conformando el mayor nà ºmero de escuelas privadas. En los Estados Unidos la mayorà ­a son catà ³licas, aunque tambià ©n las hay protestantes y judà ­as. Un aspecto a tener en cuenta es que son, en general, notablemente ms baratas que las escuelas independientes. En tercer lugar, destacar las escuelas privadas con fin de lucro, que se conocen en inglà ©s como proprietary schools.   Por à ºltimo, existe una alternativa a las escuelas pà ºblicas y a las privadas: la escolaridad en casa y es que en los Estados Unidos ms de un millà ³n y medio de estudiantes reciben la educacià ³n en sus casas, lo que se conoce como home schooling,  actuando como profesores sus padres, maestros-tutores contratados o, incluso, siguiendo cursos completos por internet. Los requerimientos en cuanto a la obligacià ³n de notificar esta opcià ³n de enseà ±anza, rendir exmenes o curriculum a seguir varà ­a enormemente entre los diferentes estados, por lo que es necesario informarse en profundidad de las reglas que rigen en el lugar de residencia habitual.    ¿Cà ³mo se dividen las escuelas por grados? Es muy comà ºn encontrar estos tipos de escuelas: En primer lugar, Primaria, conocida en inglà ©s como elementary school. Los muchachos estudian hasta los grados 5to o 6to, dependiendo de los distritos. Como regla general, hasta que tienen 11-12 aà ±os. En segundo lugar, Intermediaria, conocida en inglà ©s como middle school y tambià ©n como junior high. No existe en todos los distritos y donde sà ­ la hay, hay variacià ³n en los grados que la componen, siendo comà ºn que comprenda 4to, 5to y 6to grado. Se trata de un paso intermedio entre la primaria y la secundaria. En tercer lugar, Secundaria, conocida en inglà ©s como high school. comprende los grados 9 a 12 y comienza a la edad de 14-15 aà ±os. Hay una gran variedad de tipos de high school, como las especializadas en preparar para college y universidad, especiales, vocacionales  o alternativas. Las personas que alcanzan los 19 aà ±os de edad y no han obtenido el diploma de high school pueden sacar una certificacià ³n alternativa. La ms conocida es el GED, que tambià ©n se puede rendir en espaà ±ol. Pero hay otras opciones, dependiendo de los estados, como por ejemplo el TASC y el HiSET. Adems, en el caso de los mexicanos es posible obtener el certificado de bachillerato de Mà ©xico sin salir de los Estados Unidos.  ¿Quà © hay sobre la educacià ³n temprana  o pre-k? La educacià ³n temprana  no es obligatoria pero se brinda en un buen nà ºmero de escuelas pà ºblicas y privadas. Comienza a partir de los 3 aà ±os y el programa Head Start promueve la participacià ³n de nià ±os de bajos recursos. Los padres o tutores interesados deben consultar con las opciones en su lugar de residencia, ya que hay grandes diferencias entre distritos y estados. Escuelas, derechos migrantes y problemtica de visas Todos los nià ±os en edad de recibir educacià ³n obligatoria, es decir, en grados K-12 tienen derecho a asistir a una escuela pà ºblica en el distrito de su residencia habitual. Esto aplica por supuesto a los ciudadanos americanos, a los residentes permanentes y  Ã‚  tambià ©n a los nià ±os indocumentados. Asà ­ lo establecià ³ claramente una sentencia de la Corte Suprema que se conoce como Plyler v. Doe. Los padres, madres o tutores que confronten problemas por su estatus migratorio o el de sus nià ±os pueden contactar con Equity and Civil Rights, explicar su problema y solicitar que se cumpla la ley. Tambià ©n pueden asistir a las escuelas pà ºblicas los nià ±os presentes en los Estados Unidos con visas derivadas, como por ejemplo, la F-2, la H-4 o la J-2. Tambià ©n los hijos de extranjeros con visas de inversià ³n E-1 o E-2 vlidas. Sin embargo, la situacià ³n es muy diferente para el caso de nià ±os que ingresan a los Estados Unidos con visa de turista. Estudiar en una escuela pà ºblica significa que se est cometiendo una infraccià ³n migratoria y cada vez es ms frecuente que se le revoque la visa al nià ±o y tambià ©n a sus padres. Son varias las opciones de visa para estudiar en Estados Unidos que se brinda a esos nià ±os. Es muy importante entender que desde el punto de vista de la ley migratoria y las escuelas es muy distinta la situacià ³n de un nià ±o indocumentado, que sà ­ puede ir a las escuelas, y la de un nià ±o que ingresa al paà ­s con visa de turista y pretende asistir a una escuela pà ºblica. Estos  nià ±os no estn protegidos por Plyler v. Doe. Idioma, educacià ³n especial, vacunas y alimentos Si los nià ±os no hablan inglà ©s o si los padres desean que hablen con fluidez inglà ©s y espaà ±ol, pueden considerar los programas de educacià ³n que se brindan en uno o ambos idiomas. Hay una gran variedad de opciones, dependiendo del lugar de residencia. Madres, padres y tutores de nià ±os con situaciones especiales, como por ejemplo autismo, epilepsia, parlisis cerebral, etc deben explorar las diversas opciones de educacià ³n especial que mejor se ajusten a las necesidades de sus hijos. Hay opciones muy diversas, desde integracià ³n a escuelas especiales. Lamentablemente, las oportunidades no son las mismas y dependen en gran medida del lugar de residencia. Entre los requerimientos para registrar nià ±os para las escuelas es muy comà ºn el de pedir el rà ©cord de vacunas, si bien esto no es igual en todos los estados y hay importantes diferencias. En esta pgina en espaà ±ol de Los Centros para el Control y Prevencià ³n de Enfermedades se explica informacià ³n muy importante sobre dà ³nde llevar al nià ±o a vacunar, cules son las vacunas y la edad para recibirlas e incluso quià ©n puede obtener ayuda econà ³mica para las vacunaciones. Finalmente, destacar que todos los nià ±os enrolados en escuelas pà ºblicas o en privadas sin fin de lucro pueden recibir asistencia de alimentos si asà ­ lo precisan. Es indiferente su estatus migratorio y/o el de sus padres ya que lo à ºnico que se tiene en cuenta es la situacià ³n alimentaria del nià ±o. El programa ms grande es el Programa Nacional de Almuerzos Escolares. Tambià ©n destacar el Programa de Desayunos Gratuitos. Estas ayudas tambià ©n estn disponibles en verano cuando las escuelas no estn en activo. Despuà ©s de la educacià ³n obligatoria La enseà ±anza superior puede seguirse en colleges o universidades. Es importante considerar el costo e intentar evitar, en la medida de lo posible, llegar al momento de recibir el tà ­tulo con mucha deuda, ya que puede ser un gran lastre. Considerar las opciones de becas, debiendo los estudiantes excelentes esforzarse y animarse y creerse que pueden optar a lo mejor. Estas son 12 universidades de à ©lite que becan a todo tipo de estudiantes, incluidos los indocumentados. Tambià ©n considerar la opcià ³n de los colegios comunitarios, que resultan ms econà ³micos, adems de brindar otras ventajas. Puntos clave: educacià ³n en Estados Unidos En Estados Unidos, la educacià ³n de los nià ±os y adolescentes es obligatoria.Tipos de escuelas: pà ºblicas (50,7 millones de estudiantes) y privadas (5,9 millones de alumnos). Tambià ©n es legal recibir educacià ³n en casa, pero cada estado regula este derecho de diferente manera.Categorà ­as de escuelas pà ºblicas: regulares, chapter y magnet.Educacià ³n obligatoria y migracià ³n: por sentencia de la Corte Suprema Plyler vs. Doe de 1982, los nià ±os indocumentados tienen derecho a estudiar en escuelas pà ºblicas. Los nià ±os con visas derivadas hijos de trabajadores temporales o estudiantes internacionales tienen tambià ©n ese derecho. Por el contrario, es ilegal estudiar con una visa de turista. Este es un artà ­culo informativo. No es asesorà ­a legal.

Kunming terrorist attack Assignment Example | Topics and Well Written Essays - 500 words

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Group Effectiveness Essay Example | Topics and Well Written Essays - 1750 words

Group Effectiveness - Essay Example Having said this, this part of the paper is aim at finding and assessing group effectiveness in the work place. standards of those using the output; Capability to work interdependently: the degree to which the group's members are able to work together in the future; and growth and well-being of members: the degree to which the experience of being in the group enhanced the individual members through the common goal (Hackman, 1990). Thus group effectiveness refers to the work quality of a work group. This will be illustrated using ASDA an international retail company with headquarters in the States. According to the work group model developed by Hackman (1990), the group that performs its assigned task well but is not able to work together in the future is not a truly effective group. ASDA is WALMART in the United Kingdom. At the stores, employees are defined within the roles they occupy and by departmental functions all working for a common goal. These group members, though working as a group are able to work independently in the absence of a group member. While, groups in ASDA are defined within various functions (e.g., Stocking group, cash department group, teller functions, security group etc) these are all indicative of the effectiveness of the various groups. Group effectiveness at ASDA supermarket, is further identified through a collective sense of "We" feelings amongst the group members. Thus at ASDA the life of a group and it members must be accounted for in determining the effectiveness of the group. This again can be seen from the common a shared common goal. For ex ample, ASDA UK sales have increased in the past two years. Again, return on assets and return on capital employed has also increased. Thus, based on Hackman (1990) argument that a group is effective once the output of the group is acceptable and satisfied those who consume it. 1.1.3 Assessing Group effectiveness at work Place According to Hackman (1998) review, group effectiveness can be assessed from different dimension. The researcher cited Hackett (1995) who illustrated the role of self-efficacy in career choice and development, she illustrates that self-efficacy plays a strong role in individual career choices. To assess the effectiveness of the group, attention should be paid at group commitment and output. At ASDA, employee's group effectivene

Gregory Pappy Boyington and the Black Sheep Squadron Essay

Gregory Pappy Boyington and the Black Sheep Squadron - Essay Example This sport later on became his favorite. Wrestling became his favorite past time such that he would usually challenge others for a fight which oftentimes resulted to big ones that left him and the others injured ("Major"). He then continued practicing the sport until he graduated from Lincoln High School ("Colonel"). Moreover, he continued playing the sport even when he got into college in the University of Washington in 1930 ("Major") where he took a bachelor's degree majoring in aeronautical engineering. He became a member of the Lambda Chi Alpha fraternity in the university. He also joined the Reserve Officers Training Corps (ROTC) as well as the swimming team. Continuing wrestling as his favorite sports, he was once a one-time holder of the Pacific Northwest Intercollegiate middle-weight wrestling title ("Colonel"). It was also in the university when he met his first wife whom he married right after his graduation in 1934. Helene, his first wife, gave birth to his first son ten m onths after their wedding. ("Major") Even in college, Boyington had worked during his summer vacations in mining and logging camps in Coeur d'Alene until eventually he was hired by the Coeur d'Alene Fire Protective Association in road construction and lookout work ("Colonel"). Boyington's military career started in college when he served as an ROTC member for four years. He was then appointed as a cadet captain and eventually assigned especially in the 630th Coast Artillery Reserve as a second lieutenant where he actively served his duties for two months in 1934 in Fort Worden, Washington. He enlisted and went on active duty in the Volunteer Marine Corps Reserve for barely a month on June 13 to July 16, 1935. While inactive in his duties, he had become a draftsman and engineer for the Boeing Aircraft Company of Seattle. It was on 18 February 1936 that he accepted an appointment as an aviation cadet in the Marine Corps Reserve, and was assigned to the Naval Air Station, Pensacola, Florida, for flight training ("Colonel"). The transition of Boyington's career in the Marine Corps had been very consistent even when it was at this point when he started to gain his love for alcohol. Being with the other fliers who had been partying hard, he became more and more addicted to alcohol. His alcoholism has also escalated since it was at this point when he had discovered his wife's fooling around. It was then at this point when he had earned and established his bad reputation in the Marine Corps - a hard-drinker, brawler, friendly, yet always ready to wrestle with anybody. However, even with such bad record, Boyington's great skill in flying was noticed in those times ("Major"). In March 11, 1937, he was sent to Quantico, Virginia for Aircraft One, Fleet Marine Force where he was assigned as the Naval Aviator. He was even promoted further to second lieutenant. Then, in order to accept a second lieutenant's commission in the regular Marine Corps, he had to be discharged from the Marine Corps on July 1, 1937. From then on, he was further transferred to San Diego Naval Station after he had completed his studies in Philadelphia. He was among those groups who took over and fixed the problems regarding the different aircraft carriers such as the USS Lexington and the USS Yorktown. He then returned to Pensacola on November 4, 1940 when he was

The Role of a Modern Industrial Manager Literature review

The Role of a Modern Industrial Manager - Literature review Example According to Zhong-Ming &, Takao (1994), modern management thinkers assert that leadership must be more facilitative, participative and empowering in how visions and goals of the organizations are carried out. Industrial management is concerned with the design, improvement, and implementation of integrated systems of people, material, information, equipment and energy (McGregor & Cutcher 2006). According to McGregor & Cutcher (2006), industrial management is a broad concept. Today, industrial management is also known as industrial engineering, operations management now encompasses services though initially applied to manufacture. By definition, industrial management draws upon specialized knowledge and skills in the mathematical, physical and social sciences not leaving out the principles and methods of engineering analysis. Greenberg and Baron (2003), define leadership as the process whereby one individual influences other group members toward the attainment of defined group or organizational goals. The leadership process primarily involves influence whereby one individual can influence or change the actions of several group members or subordinates. There are many techniques for exerting such influence ranging from relatively coercive wherein the recipient has little choice but to do what is requested, to relative non-coercive ones, wherein the recipient can choose to reject or accept the influence offered. In general, leadership refers to the use of non-coercive influence techniques. It is important to distinguish a leader from a dictator. Whereas dictators get others to do what they want by using physical coercion or by threats of physical force, leaders do not (Greenberg and Baron, 2003: pp 471). According to Darwish (1998) leadership represents an important factor in the determination of the success or failure of organizations. Darwish indicated that effective leadership is to be associated with improved organizational performance.  

Early Complex Societies Essay Example | Topics and Well Written Essays - 1500 words

Early Complex Societies - Essay Example During this period society consisted of small groups and developed language, rituals, and used basic tools made of stone. The Neolithic Revolution, a term given the adoption of agriculture, transformed economic, political, and social organization. Its beginning can be found in the Middle East as early as 10,000 B.C.E. The use of agriculture gradually spread or was adopted independently in centers, including parts of India, North Africa, America and Europe. It was not until about 3500 B.C.E. that the changes brought about by the Neolithic revolution brought about the development of early complex societies. Locations situated close to fertile river banks suited the development early complex societies because their economic production was based upon agriculture. Rivers were also used for cleansing and drinking as modern reticulation did not exist. Irrigation methods and calendars were developed to advance agricultural efficiency. Later, boats were constructed and used for transportation and trade. As the societies grew denser some of the other technological advances introduced were the potter's wheel, wheeled vehicles, improved shipbuilding allowing seafaring ships, and bronze tools. The four great river valleys commonly recognised as forming the basis of early civilizations are the Tigris and Euphrates river valley in Mesopotamia, the Indus River Valley in India, the Nile River valley in Africa, and the Huang He River valley in China (Stearns, Adas Et al.) Technology and the reorganisation of societal structures increased the economic viability of the now sedentary communities causing population sizes to increase dramatically. As the populations had vested interests in their land, ownership of property became more important which lead to increasingly complex societies where specialization, economic, political, and religious functions flourished. The increases in economic production also promoted migration and trade, which furthered the diffusion of the technologies and intellectual capital necessary for the spread of early social complexity. Horse domestication ( +- 4000 B.C.E.) and bronze metallurgy played a pivotal role in this and influenced the development of societies from China to Egypt. Advances in transportation technologies between approximately 3500 and 2000 B.C.E., such as "wheeled carts and wagons appeared in Mesopotamia" (Bentley 760), the construction of seaworthy sailing vessels by the Mesopotamians and Egyptians meant that although the population of the early complex society were sedentary, they did not develop exclusively in isolation. According to Bentley, "Mesopotamians and Egyptians traded with each other at least by 3500 B.C.E" (Bentley 760). The theory that the ideas and technology necessary for the formation of complex societies spreads through migration and trade is called the cultural diffusionism. The Olmec society in the Americas (1400 BCE to about 400 BCE) is a notable exception as in terms of this theory cultural diffusionism could not have been the sole driving force for the spread of complex societies. Middle Eastern complex societies began in about 3500 B.C.E. with the Mesopotamians and continued with the Sumerians. In around 1800 B.C.E., the Babylonian Empire came to supremacy uniting all

Operating systems and networking Coursework Example | Topics and Well Written Essays - 1500 words

Operating systems and networking - Coursework Example They develop puzzles, racing games, quizzes, social games, action games, and sports games; with some of them designed to support remote multiplayer functionality. Some games are free to play, while others are only accessible after paying a small fee. The games also incorporate other features and services such as advertisements, promotions, and competitions to woo more and more clients. The marketing department is based in London. Here, they conduct market research and monitor customer responses and other behaviour in response to the company products. There are for data centres for online games strategically distributed across the country: in Sunderland, Norwich, Birmingham, and Southampton. The company faces strong competition from other established games companies across the United Kingdom including, Attention to detail, Bullfrog, glass ghost, DMA Designs and many others. Requirements Analysis Classic Studios Limited requires a network that will ensure continuous and reliable qualit y of service that will support real-time data transmission of the games and interactive applications. This calls for a network with high speed, high bandwidth, and a strong security policy. The following components will be required to achieve this network: a) Hardware requirements This will include the networking devices and the terminals for the company personnel. They include: Computers – they will form the majority of the nodes. They will provide terminals to carry out business functions and to configure networking equipment Workstations – they are more powerful than ordinary computers. They will be used mainly by the development team and also at the data centres Servers – they will store data and other resources and will make them available and accessible to the right people whenever they are required Printers – for printing technical documents and business reports VoIP phones – company workers will use them to make calls to each other over the internet Routers – they will connect the company’s network to the internet and the outside world Switches – they will be used inside the local area networks to provide redundant and secure paths for data packets within the network b) Software requirements Network software (e.g. Cisco IOS) – for programing the network equipment Operating system – will run on the computers, servers, and workstations c) Connections requirements Copper cables (UTP) – for linking up all the equipment in the local area networks Fibre optic cables – will be used to connect the different local area networks together Network Architecture and Design The headquarters, marketing offices, and data centres will each form a local area network. Transmission of data will use the TCP/IP standards.Logically the network will support multiple accesses within each of the LANs and point to point links between the LANs gateways. Multiple access means the several nodes with communicate with using the same shared media. A media access control such as CSMA/CA will have to be used to prevent collisions and overheads. Physically, the network will make economic utilisation of IPv4 addresses through the use of classless subnetting techniques (Metcalfe & Boggs, 2000). Below is the design diagram of the proposed network. Network Components Network connections Copper UTP cables will be used within the headquarters, m

Early Complex Societies Essay Example | Topics and Well Written Essays - 1500 words

Early Complex Societies - Essay Example During this period society consisted of small groups and developed language, rituals, and used basic tools made of stone. The Neolithic Revolution, a term given the adoption of agriculture, transformed economic, political, and social organization. Its beginning can be found in the Middle East as early as 10,000 B.C.E. The use of agriculture gradually spread or was adopted independently in centers, including parts of India, North Africa, America and Europe. It was not until about 3500 B.C.E. that the changes brought about by the Neolithic revolution brought about the development of early complex societies. Locations situated close to fertile river banks suited the development early complex societies because their economic production was based upon agriculture. Rivers were also used for cleansing and drinking as modern reticulation did not exist. Irrigation methods and calendars were developed to advance agricultural efficiency. Later, boats were constructed and used for transportation and trade. As the societies grew denser some of the other technological advances introduced were the potter's wheel, wheeled vehicles, improved shipbuilding allowing seafaring ships, and bronze tools. The four great river valleys commonly recognised as forming the basis of early civilizations are the Tigris and Euphrates river valley in Mesopotamia, the Indus River Valley in India, the Nile River valley in Africa, and the Huang He River valley in China (Stearns, Adas Et al.) Technology and the reorganisation of societal structures increased the economic viability of the now sedentary communities causing population sizes to increase dramatically. As the populations had vested interests in their land, ownership of property became more important which lead to increasingly complex societies where specialization, economic, political, and religious functions flourished. The increases in economic production also promoted migration and trade, which furthered the diffusion of the technologies and intellectual capital necessary for the spread of early social complexity. Horse domestication ( +- 4000 B.C.E.) and bronze metallurgy played a pivotal role in this and influenced the development of societies from China to Egypt. Advances in transportation technologies between approximately 3500 and 2000 B.C.E., such as "wheeled carts and wagons appeared in Mesopotamia" (Bentley 760), the construction of seaworthy sailing vessels by the Mesopotamians and Egyptians meant that although the population of the early complex society were sedentary, they did not develop exclusively in isolation. According to Bentley, "Mesopotamians and Egyptians traded with each other at least by 3500 B.C.E" (Bentley 760). The theory that the ideas and technology necessary for the formation of complex societies spreads through migration and trade is called the cultural diffusionism. The Olmec society in the Americas (1400 BCE to about 400 BCE) is a notable exception as in terms of this theory cultural diffusionism could not have been the sole driving force for the spread of complex societies. Middle Eastern complex societies began in about 3500 B.C.E. with the Mesopotamians and continued with the Sumerians. In around 1800 B.C.E., the Babylonian Empire came to supremacy uniting all

Health Care Communication Methods Essay Example for Free

Health Care Communication Methods Essay Customer Service also known as communication, now days almost always involves several people, especially when it involves an elderly loved one. Having an elderly family member is a very sensitive topic believe it or not and although very common is still something that most still do not know how to deal with and do not quite understand. It is hard to have to face that fact that your Grandparents, parents, aunts, uncles, and sometimes siblings are faced with life threatening illnesses such as Alzheimer’s and Dementia and have forgotten who you are along with a host of other things. As an administrator of a Nursing Home you could be faced with many different situations and because patients in a nursing home are sometimes unable to understand or communicate on their own, it is important to have ways to get in contact with several different family members in the event of an emergency. Family members of these elderly patients still have lives of their own and may live in different states or countries even and then in the worst case, you have some patients in Nursing Homes who do not have family members at all. Most of the time there will be a social worker who is responsible for the wellbeing of these patients in this type of situation. There is an enormous misunderstanding of the role of communication services in healthcare. Nursing home administrators act as the patients liaison between staff and doctors, in the event that a Nursing Home receives notification that the organization is being purchased by a national group, and because of new policies to be implemented, many of the patients will be displaced, it is important to know the way to communicate with each individuals family members. Residents have rights and these rights being violated can cause serious issues with the law. Below is a short list of patients’ rights when concerning unfair transfer or discharge. Protection against Unfair Transfer or Discharge: You cant be sent to another nursing home, or made to leave the nursing home, unless any of the  following are true: It is necessary for the welfare, health, or safety of you or others. Your health has declined to the point that the nursing home cant meet your care needs. Your health has improved to the point that nursing home care is no longer necessary. The nursing home hasnt been paid for services you received. The nursing home closes In this scenario it is important that you inform the residents that they are being displaced and that they need to approve the release of their medical information. The best way to do this, since it is concerning medical records, would be privately. HIPAA protects the privacy of individually identifiable health information and if violated you could face jail time and hefty fines so you should use the best communication method that fits the scenario. The best method of communication I thought would be best for this scenario was traditional and electronic communication because they both have some convenience to the residents. The right amount of information and the right information is needed to explain to family members and patients what is happening to this facility. Finding the right laws and rights is what needs to happen to make sure the company is not in violation of that patient. Finding the best way to communicate with each patient and their family is most important when it com es to getting the message across professionally without seeming to disregard their personal concerns. There are advantages and disadvantages of using social media, traditional, and electronic communication .Traditional, the oldest of the three some of the many advantages that tradition communication has is that you are person with the person you are communicating with, which is better because you are getting an immediate reply to whatever it is that you are trying to get. There’s a feeling of community because you’re better able to socialize and interact with one another. We quickly build a bond that sets the foundation for trust and ultimately, lasting business relationships. There are so many different issues that have to be considered when communicating with patients and their family members, in this scenario most likely there will need to be some convincing that this is best for the patient/ their loved ones. Displacing them does not have to be a â€Å"bad thing† it all depends on how it is presented to them and their reaction to the initial breaking of the news. It is important that the administrator has found a new facility that offers everything that the patients(s) will need to accommodate them completely. Communication is a part of the process to better the patient’s life and once the patient and/or their family is on board then you pretty much have â€Å"tackled the mountain†. â€Å"Forcing information on people when they are too distraught to understand it or accept it (over informing) may only heighten their stress. Philip Muskin(1998) calls this â€Å"truth dumping† and warns people against it. Health-related Information can be confusing and frightening.† It is best to not provide unnecessary information to the patients and family members, just enough for them to understand completely. (Communication About Health Pg. 196) Being and Administrator means being able to communicate effectively with your patients no matter their mental and health condition and being able to communicate with their family members too. It is important to not â€Å"over-do† anything when communicating because it could cause a reaction you don’t want to deal with. There are different ways of communicating messages and different tones and as an Administrator in this particular scenario it is important to know what tone of communication to use when letting the patients and their family members know what is going on. It is a good idea to know where the patient will be transferred to and to have a brochure and good information on where the patient is going so that maybe the family member and the patients will be comfortable about the big news. References: 1. Journal Article . (2014, Fall). People living with dementia: components of communication, (Pg.1). 2. . (2005). Communicating About Health Current Issues And Perspectives. Retrieved from, HCS/320 Health Care Communication Strategies website.

Strategies to Motivate and Manage Employees

Strategies to Motivate and Manage Employees Introduction:- Motivation is one kind of behaviour of man which related with economics, psychology to qualified morality, initiation, direction, intensity and persistence with desire object, hobbies, goal and ideal activities. At present environment, success of any commercial organization depends on employees using their full talents motivation. There are available theories and practices, managers often view motivation as something which is mysterious to them. The core thing of motivation is to give people what they really want most from the work. The more the managers provide what they want, the more they can expect what they are looking for like productivity, quality, and services. A positive motivation philosophy and practice should improve productivity, quality, and service. Motivation helps people to achieve goals, to gain a positive perspective, to create the power to change, to build self-esteem and capability, to explore potentiality with creativity, to manage their own deve lopments and their own abilities. Description: There are few popular method of motivation, for example, An employee stock ownership plan (ESOP) is a way in which employees of a company can own a share of the company they work for profit sharing also one kind of motivation, scanlon plan, it is a type of gain sharing plan that pays a bonus to employees for incremental improvements, merit plan, gain sharing, annual bonus etc, these all are the way to reward people. Dessler discussed (1999), the scanlon plan is actually an early version of what today is known as a gainsharing plan, an incentive plan that engages many or all employees in a common effort to achieve a companys productivity objectives;any resulting incremental cost-saving gains are shared among employees and company. (588) According to Adair (2003), selecting the right man for right job, punishing the bad and rewarding the good, winning the goodwill of those under them, altering allies and helpers, keeping what they have gained, being strenuous and industrious in their own work (p.16). this strategy should be followed properly to get more from the employee.If we look at the disadvantages of motivation, actually there are no real disadvantages to successfully motivating employees, but there are many obstacles to overcome. Barriers may include unaware or absent managers, inadequate buildings, outdated equipment, and entrenched attitudes, for example: people might think that weare not getting paid extra to work harder etc. McGregors X and Y theories and Maslows hierarchy of need, although these theories date back some years, they are still valid today. the main theme of their theory, it will be helpful for building a climate of honesty, sincerity, and trust.Nickson said, (2007), performance management is about getting better results from the organization, (page, 169) People may want more status, higher pay, better working conditions, and flexible benefits. But it is easy to find out what really motivates employees by asking them in performance appraisals, attitude surveys, and informal conversations what they want most from their jobs. People might want, for example; more interesting work, more efficient bosses, more opportunity to see the end result of their work, greater participation, greater recognition, greater challenges, more opportunities for development, friendly environments, helps from others, respect and flexibility.Clearly one of the most important aspects of enhancing performance is perfo rmance appraisal.A recent survey by IRS (2005a) suggests that over 90 per cent of workplaces have some form of performance appraisal, Nickson (2007) Clegg (2003) said, It cant be so depressive that your staff, your peers, your boss, your friends and family can achieve more and yet they dont. Often all that is latching is the motivation succeed. Motivation is one of those terms that can mean very different things depending on exactly where you sit. According to the dictionary its about giving someone a motive or an incentive or rather more darkly, about inducing something. If I am motivating someone else, its easy to see that it is positive. Who can be motivated :-Anyone can be motivated and a trained up manager can be the one to do it. In fact, the potential for motivation starts with a responsible person .The cynical view of motivation is that it is a matter of subtle manipulation; that motivation is just a way of getting other people to do what you want them to do. Probably the hardest individual motivation is dealing with the high performer, some-one who is already doing the job well. So, why bother to motivate them at all? In part because of retention. Just become someone does a job superbly well, it doesnt mean that they want to stay in it. They are susceptible to outside lures that makes positive motivation to stay a real benefit for the company (page.4). Managers responsibility/role: Harzing (2004) said, there is an indication of a lack of commitment to the organization by employeesas as we have seen in the context of Africa (Blunt Jones, 1992).Corporations in Japan have been successful in harnessing the wider societal cllectivisism to corporate life, in order to foster commitment by employees in a reciprocal relationship with the corporation, (240) A manager should find someone doing something well and tell the person that the company is appreciating his work.. The manager should make sure the interest he showed is genuine which is without being bore or something just for showing people that he is interested to do this job . If the manager has ideas as to how employees work could be improved, he shouldnt shout them out, but help them to find their way to do more efficiently the same job because we know that, it is not necessary to be able do everything better. A manager should help to the employee to make it clear what levels of support employees can expect. The Manager should have proper trained up to be a mentor of the employee. they should know the position, time, situational demand to exchange any idea with them or any kind of teaching, training if required, sometimes managers need to keep silent, and wait for the proper time to teach or trained up the employee, because if every time managers try to teach them, it might be the cause of unexpected situation to the employee, so sometime managers should keep quiet to make a real situation to say something to the employee. According to Bell (1998), well timed silence hath more eloquence than speech (p124) The reason for Pay for performance, Dowling (2008) discussed, to increase the pay of those employees with superior performance, to reduce upward and pressure on base salaries, to detect those employees whose performance was unacceptable and take steps to remove them from the organisation (Page 351). A manager should be able to find out or identify factors that demotivates staff they may be physical like any kind of equipment, or psychological like boredom, unfairness, barriers to promotion, lack of recognition etc. Among these sorts of problems, some can be dealt with quickly and easily; others require more planning and time to work through. The fact that a manager concerned to find out what is wrong and do something about it is in itself a motivator. Working environment is one that is full of mistakes and penalizes error .Sometimes, it might happen that some mistakes promote as learning opportunities. However staff need to understand the kind and levels of support they can expect. Motivation practice and relationship building often hesitate because staff do not feel they are receiving adequate support. Many people say they are working for money and claim in conversation that their edge benefits are an incentive. But money actually comes low down in the list of motivators, and it doesnt motivate for long . Edge or fringe benefits can be effective in attracting new employees, but benefits rarely motivate existing employees to use their potential more effectively. Actually company should consider policies, that affect flexible work, reward, promotion, training and development, and participation, Dowling (2008). Rewards impact: As clegg said (2000), Reward people and recognition are important tools for any organization or work places .Reward can vitally enhance employees morality with explore potentiality through the organization and increase the realization of belongings of the employees. though a great deal of research has been conducted on merit pay, employees who have worked under a merit pay system have been given little opportunity to express what is in their mind about the job and what they think of this reward system. As the definition of merit, it seems relatively straightforward, for example, in the context of retention, promotion; since everyone who is meritorious can be rewarded, there is no need to compare different kinds of achievement. The paper reports on a performance-based pay plan implemented in a large company and employees reactions to the plan. Employees should have the right t to say their honest opinions on merit pay and indicate whether they believed the concept to be worthwhile. Th e reply was resoundingly positive, with forceful support for the idea of merit-based compensation. The effective use of money as a motivator, employees attach a high value to pay, employees believe good performance will result in higher pay, employees have enough control over the job and superior performance to more positive than negative result. Dessler (1999) told in his discussion, remuneration, benefits and rewards are ways in which an organisation recognises and remunerates its employees.Financial rewards such as salary, merit increases, benefits and employee bonuses can reinforce desirable or undesirable behaviours.For example, term based reward that have been well designed help to reinforce and encourage team behaviours.Individual recognitiosn by a manager as a, wel done;can be also help to encourage and reinforce positive behaviours.However, an organisation that encourages term based behaviours but rewards individuals will find it difficult to institute a teaming culture. (4 20). Reward system and designing In corporate culture where non-management employees earn raises through seniority only, there is always a group calling for merit raises. The common tendency to take it easy is greatly increased by bringing a number of men together on similar work and at a uniform standard rate of pay. When a naturally energetic man works for a few days beside a lazy one, the logic of the situation is unanswerable. A question can comes in the energetic employees mind that is why should I work hard when that lazy one gets the same pay that I do. that sentiment expressed in practically so many employees mind. But the fact is that their supervisors and co-workers do not share their self-assessment.Performance-related pay is a method of remuneration that links pay progression to an assessment of individual performance. Pay increases awarded through are Performance-related pay normally consolidated into basic pay although sometimes they involve the payment of non-consolidated cash, while the focus of this factsheet is individual, consolidated Performance-related pay as a means of pay progression, Performance-related pay can be defined more broadly to include many differing systems that link individual and group performance to pay, as for example bonus schemes, Dr.Gilam (2004). How a manager measure performance and what should be the strategy of rewarding strategy, in this case Dr.Gilam (2004)s opinion is, on first examination this model of strategic reward management seems highly rational, but it makes significant assumptions.First consider the main driving force of the rewads strategy.The business strategy and external operating environment Organisations business strategy Required employee behaviours Reward strategy Organisations core reward values Reward process Reward structure Internal Operating Environment Fig:-Key elements of reward system design Paying for Indivisual job performance is, for many organisations, at the heart of a reward strategy, this raises what for many employees is a highly contentious issue.the putting at risk of a employees think about pay in terms of base pay (Schuster and Zingheins, 1992): The fixed amount which traditionally has increased yearly to reflect inflation and often, length of service.Base pay will also change of course, upon promotion to a more responsible job.For some organisations base pay is of declining importance.This raises the question:how can the traditional reward objectives of attracting, retaining and motivating people be achieved while making the pay budget most cost effective.One of the key decisions that needs to be taken into account is whether to pay the variable elements as a lump sum bonus or to consolidate this into salary.The trend in the USA has been for variety pay to be one off cash bonus (Kanter 1987).This is hardly surprising given the cost saving that the organisati on enjoys.By not raising base pay, one-off cash bonuses do not affect future base pay increases or other associated payments such as overtime and, of course, pensions. (Page.436) However, in order for performance to be rewarded, it is first necessary to have an effective means of measuring that performance most commonly via a performance appraisal or review system. Using this approach, each employees performance is ranked on the scale, like ranging, for example, from unsatisfactory to superior. Some systems allow for management discretion in translating these scores into levels of pay rise. However, it is more usual for the performance element of the pay rise to be determined by the use of formula or a matrix system as an example each grade of employee, level of the employee or zone of work of the related employee to each of the performance categories. This may involve the use of a comparison ratio, this term given to the relationship between each employees current salary and the mid point of their grade. Thus for an employee at the mid point of their pay range, the comparison ratio would be hundred percent., Dr.Gilman (2004). Performance related pay in public sector: Considerable interest in linking pay to performance in the public sector dating back many years, this has proved harder to translate into practice. If we want to know the placeses where the performance pay does occur, as an answer, we will get the result is, it often takes the form of non-consolidated bonus, or team based incentives, individual merit pay etc. However, there have been recent years of a high-profile initiatives such as the introduction of a performance related pay scheme for employee, which has resulted in some discernible performance improvements. A number of distinct issues arise when introducing performance-related pay into a public sector setting, including the real difficulty of measuring individual effort in certain roles and actual result of the findings, Martin (2000). Moreover, public sector workers such as nurses, teacher, trainer are arguably motivated by a public service which could actually be undermined by some forms of performance-related pay, performanc e related pay in a public service setting can help employees to work more effectively rather than to work harder without a correct instruction, with the proper guideline which encouraging employees to focus on key objectives what they actually have to do.This is a very important part to perform at the best level .Again we can say that there are various forms of incentive pay and bonuses in the public sector, as an example, public sector workers do respond to financial incentives and, while responses are sometimes small, this reflects the fact that the incentives are also small. Any overall benefits to society in respect of higher levels of public service are harder to assess.So, whenevr the resposibility is small or less harder than other job, the incentives also become less, this is completely different in case of higher responsibility.The higher the responsibility the higher the incentive rate is. If we want to make effective Performance-related pay, employees need to perceive a c lear and prompt link between the effort expended and the reward that will be obtained, and it is necessary to feel that the level of reward on offer is based the effort. These are the main issues for employers implementing performance related pay, Martin (2000). The role of the higher manager is make sure to the effective implementation of Performance-related pay and necessary steps should be taken to involve this group at an early stage in arranging systems, and to ensure consistency and transparency while the management team assessing performance of the employee. Some time it can be happen that all managers make a certain proportion of staff as a group for each performance pay. The management should be careful in those serious, potential for unlawful discrimination for example by gender, ethnicity, discrimination. It is important for appraising managers to have proper training and awareness of these issues and for monitoring of merit pay awards to take place . Training and Development: Taining and practice can be helpful to perform very well., in this case Martin (2000) discussed, Reference information on matters such as employment legislation and training material on almost any business subject readily available through the interest and through the internet and through organisationss intranets.This means better informed personnel staff.When used for training, such material creater the potential for greater performance from all employees in their job areas. (page149) If we talk about distribution of pay awards, pay might not be the only motivating factor, even it might be proven that it is not so important for some kind of employees. The problem is occured during times of low inflation when the pay bill increase is usually limited to relatively small percentage. Even where the performance related pay may have a motivational impact for high performers, and it might be unacceptable to the people of the bottom performers, even they might be demotivated from that. Afte r a very careful assesment and careful consideration of pay distribution, the use of performance management techniques in support of performance related pay can help to tackle such kind of issues, it means it can be helpful for those who are bottom performer in the work place Martin (2000). In the case of identification of development needs, a major concern for human resource practitioners is that the when they will go for finalize the award like pay awards on the performance basis, review process may inhibit an open, clear and honest discussion of an employee, then training and development might be a needAs Armstrong (2006), in this case management development activities might need, the management development strategy will be concerned overall with what the organization intends to do about providing for its future management needs in the light of business plans.The startegy will be concerned with the roles of the parties involved and with the approaches the organization proposed to use to develop its managers. (pages 594-95) One solution is to separate the pay review aspect of performance measurement from the broader performance and development review. By arranging separate meetings some weeks or months to asses the performance of a employee and the development requirement can be set up.. But still it is ime-consuming in nature, the processes associated with Performance-related pay can be very time-consuming. In general, it is important to allow sufficient time away from day-to-day duties for managers and employees to be able to engage in the performance related pay process respectively. Armstrong discussed (2006), learning is the process by which a person acquires and develops new knowledge, skills, capabilities and attitudes.A williams (1998) defined it, learning is goal directed, it is based on experience, it impacts behaviour and cognition, and the changes brought about are relatively stable, (559). Performance-related pay is approaching to succeess, so an reliable and effective arrangements must be in place to define, measure, appraise and manage performance. The focus should be on encouraging high performance by effective performance management and appraisal systems and only this time higher on pay as an incentive to help achieve that goal. To create and maintain a sustainable high-performing workplace, the whole range of financial and non-financial rrewards or incentives should be be carefully planned to ensure that they are supported by Performance-related pay . If the manager cant afford significant pay differences between high and low performers, or if the manager believes that his staff is underpaid in relation to the cost of living in labor market, then he should postpone the implementation of merit pay for non-management employees, but it is in rare case. Instead of this, give everyone predictable seniority and reward the high performers with positive response, new resp onsibilities, and promotions will be more acceptable. A manager should put his managerial time and attention into better coaching and counselling of employees with performance problems, and more timely corrective action, including removal of poor performers who demoralize the rest of the workforce, or to find out the strength and weakness in the employee and find a solution to help them to come out from their limitations. Conclusion:- If the management is happy to implement merit pay, then they should separate the performance and pay reviews by at least several weeks or months. At the time of the pay review, management should set a pay decision on their performance which is progressing day by day or on progress observed toward the goals set in the performance review. Also the management should make sure that the pay ranges are wide enough to make the employee happy after winning the reward. In true sense, there is no pay system on earth that will satisfy all the employees. But a successful management team can have a pay system that supports their goal for a high-performing and motivated staff.. Thats why motivation is a basic and important tool for a commercial organization to go ahead with creative structure and innovative changing aspect of globalization. Reference: Adair, J (2003) Effective Strategic Leadership, Panbook, 2nd edition (page.16-38) Armstrong, M (2006), A handbook of Human resource management practice, Kogan page, UK, 10th edition, pages (559, 594-95) Bell, C (1998) Managers as Mentors, A bard press, Inc.production (page.124-135) Clegg, B (2000) Instant Motivation, Kogan page ltd.1st edition (page.4-25) Dessler (et.al), (1999), Human resource management, Prentice Hall, AustraliaPages (420-432, 588-590) Dr.Gilman, M (2004), The Management of Human Resourses, Pearson Education Limited, (Page.436- 4450) Dowling, P, Festing, M Engle, A (2008), International Human Resource management, Cengagae Learning, 5th edition (Page351-368) Harzing, A Ruysseveldt, J (2004), International Human resource management, Sage Publications, London, Page (240) Martin, M Jackson, T (2000) Personnel Practice, Cromwell Press, 2nd edition (page149-158) Nickson, D (2007), human resource management, Elsevier Publications, Uk, pages169-172 Bibliography: Barrett.R (1998) Liberating the corporate soul, Elsevier Prints. Cava, R (1990) Dealing with difficult people, Judy PiatkusLTd. Dr.Hunt, N (2007) Conducting staff appraisals, How to books Ltd.6th Edition Fowler, A (1998) Get more and more valu from your people, Crowell press. Forsyth, P (2001) Develpoing your staff, Kogan Page Limited. Fournies, F (2000), Coaching for improved work performance, R.R donnelly Sons company Fowler, A (1999), Good practice Induction, Short Run press, Exeter Leigh, D (1996) Practical Trainer Series, Kogan Page Ltd.2nd edition Mannering, K (2000) managing difficult people, How to books Ltd Rabinovici, M (1997) An expect eye on pay roll, International R D business education Ltd. Thomson, R (1998) People Management, Orion Business press.

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Financiering van de Pleegzorg; De gehele Jeugdzorg, waar Jeugdhulp Friesland en dus Pleegzorg onder valt wordt gesubsidieerd door de overheid. Dit valt onder de gezondheidszorg, per deel van Jeugdhulp is er een budget die wordt ingezet om iedereen te helpen. Als voorbeeld van een activiteit heb ik de reiskostenvergoeding van stagiaires genomen, stagiaires kunnen de gemaakte kosten declareren bij de organisatie. Deze prijs is opgebouwd uit de gemaakte kilometers en welke prijs daaraan verbonden zit. Hoe je reist is ook van invloed op de prijs, als je week-ov hebt krijg je niet betaald omdat jijzelf dan gratis kan reizen. Ieder pleeggezin ontvangt pleegoudervergoeding, deze vergoeding is maandelijks en is bedoeld voor het kind. Hiervan moeten ouders dingen als kleding en bijvoorbeeld slaapspullen. De vergoeding hangt af van de leeftijd van het kind, hieronder is een tabel bijgevoegd waarin de basisbedragen voor elke leeftijdscategorie zijn omschreven. Basisbedragen van de pleegzorg per jeugdige per 1 januari 2013. Leeftijdscategorie Bedrag per maand/per dag 0 t/m 8 jaar â‚ ¬ 532/17,50 9 t/m 11 jaar â‚ ¬ 538/17,70 12 t/m 15 jaar â‚ ¬ 586/19,28 16 t/m 17 jaar â‚ ¬ 647/21,28 18 jaar en ouder â‚ ¬ 654/21,51 (Pleegzorg Nederland, 2013) Privacy: De privacyregels van Jeugdhulp Friesland staan genoteerd onder de volgende categorieà «n: ï  ¶ Informatie verzamelen en vastleggen ï  ¶ Het recht om gegevens in te zien ï  ¶ Het uitgeven van informatie aan andere personen ï  ¶ Het bewaren en vernietigen van gegevens Informatie verzamelen en vastleggen: Alle informatie over een clià «nt wordt vastgelegd in een dossier, in dit dossier staan alle standaardgegevens zoals naam, adres en geboortedatum. De informatie die bij Pleegzorg binnenkomt is afkomstig van ouders/verzorgers ... ...eegzorg bevorderen en in de belangen van pleegouders en –kinderen voorzien. (Jeugdhulp Friesland, 2014) Ook heb je de Nederlandse Vereniging voor Pleeggezinnen (NVP), de NVP is een landelijke, onafhankelijke vereniging van en voor pleegouders. De NVP zet zich in voor de belangen van pleegzorg, ze willen de kwaliteit van pleegzorg in Nederland verbeteren. Dit doen ze door middel van ondersteuning, advies en belangenbehartiging voor de pleeggezinnen. (Jeugdhulp Friesland, 2014) Alle partijen binnen Jeugdhulp Friesland communiceren met elkaar, de Raad van Bestuur staat bovenaan en pleegt overleg met de Controller en de Regiodirecteur. Alles wat naar de medewerkers moet worden doorgestuurd wordt door de Regiodirecteur geregeld, deze zorgt ervoor dat de wensen van de Raad van Bestuur door gegeven worden aan de medewerkers. Voor een communicatieoverzicht: Zie bijlage