The War Between the States free essay sample

A look at various causes for the American Civil War with an emphasis on slavery. This paper explores the social, economic and political reasons for the war as well as the aspect of slavery. The author emphasizes slavery as the main cause and examines how it contributed to political developments. The Civil War, also known as the War of Abolition, was the war that changed the lives of every American then living, and continues to affect our lives even today. Had the outcome been different, it would have changed the fate of the United States to a nation that prided itself on taking advantage of the rights of others. Over 600,000 US citizens died in this tragedy, all from the United States, in the war that took more American lives than any other war. The United States was founded upon the ideals that all mean are created equal and endowed with certain inalienable rights including life, liberty and the pursuit of happiness. We will write a custom essay sample on The War Between the States or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page However, slavery was seen as a necessity in the South, where about one-third of the total population consisted of slaves.

A Study On Zero Tolerance Policy Social Policy Essays

A Study On Zero Tolerance Policy Social Policy Essays A Study On Zero Tolerance Policy Social Policy Essay A Study On Zero Tolerance Policy Social Policy Essay Essay Topic: 6th Grade 7th Grade There are 100s if non 1000s of pupils in any given school. The sheer size and magnitude of the pupil population encompassed in these schools leads to complications of school safety. Zero tolerance is a policy which was brought about implementing school safety more steadfastly, and aimed to better protect pupils. However, the manner in which these pupils are protected is extremely problematic, doing the zero tolerance political orientation really controversial. Precisely which attack is most effectual in protecting a pupil, allow entirely, 1000s? Is strictness more effectual than lenience? Excessively rigorous policies aim to protect the bulk, nevertheless, independently punish those who have to cover with the wrath of nothing tolerance, those who violate the regulations. Excessively indulgent policies can take to awful events, nevertheless, give pupils a sense of ground, in bend making an apprehension of what they have done incorrect. In the long tally which method is most effectual in protecting pupils? These type of inquiries, along with the extra sum of questionable instances, compose a extremely controversial subject. The well being of a pupil is the individual most of import factor for public schools. No parent would of all time direct their kid to school if there was a high chance of force. For this ground there are people who favor zero tolerance. Domoine D. Rutledge, general advocate for the East Baton Rouge Parish School System in Louisiana, reports that zero tolerance policies have aided in making a civilization interior schools that certain things will non be tolerated, period. However, whether or non that policy is effectual relies on how reasonably it s enforced and how systematically it s enforced. He continues stating that: Schools territories have had to truly equilibrate the involvement of the whole school, the pupil organic structure, instructors and module. . . every bit good as the rights of single bad histrions. The ability to strike that balance, and to make it reasonably, more than likely influences the effectivity of the zero-tolerance policies. Whether or non zero tolerance is effectual brings about more argumentative stuff. Statistical informations studies a important bead in school homicides following the 1999 school hiting at Columbine High School in Littleton, Colorado strongly proposing, as Rutledge advocators, nothing tolerance has in fact led to safer schools for pupils. ( nces.ed.gov ) Kay S. Hymowitz, a contributing editor for a magazine published by the conservative Manhattan Institute, stated that, The apprehension of a brace of New Jersey 8-year-olds for indicating paper guns at schoolmates was merely the sort of episode that leads people to oppugn zero-tolerance policies. ( Bill itteri ) Statements such as those insinuate a footing of anti-zero tolerance and farther complicate the contention. However it must be noted that, It s non so easy to separate the cut-up from the wild-eyed stripling with a [ lethal ] program when lives are at interest, Hymowitz says. ( Billitteri ) How is one supposed to cognize the purposes of a giving state of affairs? While the general consensus will no doubtingly hold that a brace of 8-year-olds pose small to no menace, on the little opportunity of an event occurring, the inquiries of why were nt they stopped or how could you presume will undeniably be asked, and in this sense, it is without a uncertainty better to presume the ugly and stop up being incorrect, than to presume no injury and stop up with fatal effects . Hymowitz continues, saying that, Zero tolerance may be more symptom than remedy for the uneasy disciplinary clime of our schools. Certainly it s no concluding reply to out-of-control 5-year-olds or revenge- crazed adolescents. But as the menaces continue and the bombs and guns appear, it s all we ve got. ( Billitteri ) Bringing back the subject of effectivity, those with the get-tough attitude informant no cogent evidence of zero tolerance policies making a safer environment in schools. In fact, a decennary of research on such policies by the American Psychological Association have concluded that zero tolerance can really increase bad behaviour and besides lead to higher dropout rates. Schools are non any safer or more effectual in training kids than before these zero-tolerance policies were implemented, the association said. ( APA ) There is much argument environing zero tolerance, nevertheless, the existent jobs arise when nothing tolerance is set in gesture. The inquiry at manus to those who oppose zero tolerance falls into the legitimacy and equity of penalty. In Newark, Delaware a 6 twelvemonth old male child took a encampment utensil which can be used as a knife, fork and spoon to school. Naturally anyone can safely presume there is no injury, nevertheless, Zachary Christie received 45 yearss in the territory s reform school. ( Urbina ) In this instance, the well being of the pupils environing Christie is thrown out of the window and it comes down to its consistence in being enforced. The male child clearly had no purpose in doing injury, nevertheless, was treated as if he was. The lone ground he was apprehended as a felon was to put an illustration. Those who think to convey anything similar to school, be it a fork, a knife, or gun, will believe back to Christie and decided non to. While this incident might look like one of a sort, unluckily, it is far from that. Zachary Christie is non entirely, there are smatterings of instances wh ich bring approximately much contention over zero tolerance. During October of 1999 in Atlanta, Georgia a 15 twelvemonth old South Cobb High School sophomore brought an unloaded gun to school. When school functionaries found the gun in his back pack he was instantly and for good expelled from the school territory. ( Skiba 3 ) A 6th grader at Whitman Middle School in Seattle, Washington brought a pip-squeak gun, painted black and brown to school during September of 1999. He was expelled after the gun fell out of his book bag during tiffin. ( Skiba 4 ) David Silverstein, a 7th grader in Glendale, Arizona, motivated by the movie October Sky, brought a homemade projectile to school made out of a murphy bit case shot. Considered a arm, school functionaries suspended him upon reaching. ( Skiba 4 ) During May of 1999 in Pensacola, Florida a sophomore received a 10 twenty-four hours suspension and was threatened with ejection after lending her nail limiters to a friend temporarily. Quoted f rom the principal, Life goes on. You learn from your errors. We are urging ejection. ( Skiba 4 ) On the forenoon of a late June twenty-four hours in 1998 two high school seniors in Pinellas County, Florida arrived to school and were instantly expelled. School functionaries were tipped off that the male childs had skipped school and smoked marihuanas with some friends. A federal entreaties tribunal ruled against the territory, saying that the school had non even a shred of grounds that the two male childs were under the influence at school. ( Skiba 5 ) In February of 1999 in Ewing, New Jersey a fresher was accused of taking drugs and was asked to see the school nurse to look into his pulsation and blood force per unit area. His leery behaviour which forced this drug screen upon him was because he dozed off in his societal surveies category. The chief instantly suspended him after he refused to subject to a drug trial. Finally the male child was forced into taking a drug trial as the rule declined to readmit him until he had done so. ( Skiba 5 ) A sophomore at Westlake High School in February of 1999 was suspended for two full school hebdomads after he announced his Gallic instructor was non fluid in the linguistic communication during the school s forenoon proclamations. School functionaries considered the remark as a verbal onslaught against the instructor in an effort to warrant their actions. ( Skiba 6 ) These instances do nil but illustrate the negative facets of zero tolerance. However, one can see the statement for nothing tolerance as any farther actions were eliminated before they could happen. Even though, at what point are schools directing the incorrect message, and finally, when will this incorrect message be more damaging to pupils? Another subject of treatment is the message nothing tolerance sends to the pupils. Should the penalty fit the offense? Those in favour of zero tolerance tend to believe the lone manner to clear up right from incorrect is to purely implement school policies, and systematically implement them. While this without a uncertainty protects the pupils from possible menaces, at the same clip one can oppugn whether or non this besides sends a negative message. Punishing a pupil for a junior-grade error with sedate effects instills fear among the pupil population and scares them into conformance. This is non a message pupils should be having. Treating those like Zachary Christie, to utilize as an illustration, can negatively impact their mental wellness. It s much more hard for Christie to state right from incorrect, and in his head, he has non done anything incorrect, yet still received penalty. To Christie he got punished for nil, which will impact his psychological well-being unconstructivel y. How will he larn from his error and how will he look at other things in life now that he has been independently punished for such a little and guiltless act? He is 6 old ages old, he does non necessitate to travel through this. Another negative facet of nothing tolerance is that it hinders instruction. Students unnecessarily miss school to function their penalty which besides leads to future jobs. Julia Steiny, a former member of the Providence School Board, reported that a child [ pupil ] who s been suspended is statistically at high hazard of dropping out of school. ( Steiny ) Supporting zero tolerance, Kay S. Hymowitz, a contributing editor for a magazine published by the conservative Manhattan Institute, wrote that It s non so easy to separate the cut-up from the wild-eyed stripling with a [ lethal ] program when lives are at interest. ( Billitteri ) To school functionaries, the premise of swearing a pupil who has made a error, or is jesting about, is a much greater hazar d. One can non truly cognize the purposes of a given state of affairs, merely can one presume what is traveling on. To those who are pro-zero tolerance, safety comes foremost, no affair how complete. Zero tolerance is a really challenging subject merely because of the complexness behind it. Those in favour brand improbably obliging and persuasive statements. However on the impudent side, those who are against it do merely as valid statements. I believe there is excessively much information out at that place to be able to claim being on one utmost terminal of the spectrum, whether it s for or against zero tolerance. While to some extent zero tolerance is effectual, after traveling through the plethora sum of research, I finally believe zero tolerance is a hinderance and a negative facet on school safety. Not ended, but rethought I believe zero tolerance demands to travel through. While the nucleus thought behind it, safety for every pupil, sounds great on paper, in pattern, it has evidently failed. While there are non many, there are still several instances where little Acts of the Apostless have led to obscene penalties, wholly blown out of proportion. Another negative facet of n othing tolerance is that it sends the incorrect message to pupils. For these grounds, zero tolerance demands to stop in public schools, and needs to be rethought. Plants Cited American Psychological Association. Zero Tolerance Policies Are Not Equally Effective As Thought In Reducing Violence and Promoting Learning In School. APA Press Release. 9 Aug. 2006. Web. 10 Dec. 2009. A ; lt ; www.apa.org/releases/zerotolerance.html gt ; . Billitteri, Thomas J. Discipline in Schools. CQ Press Electronic Library. 15 Feb. 2008. Web. 23 Nov. 2009. A ; lt ; hypertext transfer protocol: //library.cqpress.com/cqresearcher/document.php? id=cqresrre2008021500 gt ; . Hymowitz, Kay S. Zero Tolerance Is Schools First Line of Defense. Manhattan Institute. Newsday, 18 Apr. 2001. Web. 10 Dec. 2009. A ; lt ; www.manhattan-institute.org gt ; . Indexs of School Crime and Safety: 2007 Executive Summary. National Center for Education Statistics ( NCES ) Home Page, a portion of the U.S. Department of Education. Dec. 2007. Web. 11 Dec. 2009. A ; lt ; hypertext transfer protocol: //nces.ed.gov/programs/crimeindicators/crimeindicators2007/ gt ; . Steiny, Julia. Julia Steiny: Zero-tolerance policies in schools need to stop. Rhode Island, Providence, intelligence, athleticss, amusement, ads | The Providence Journal. 31 Mar. 2009. Web. 23 Nov. 2009. A ; lt ; hypertext transfer protocol: //www.projo.com/opinion/columnists/content/edwatch_0531_05-31-09_HOEGMRG_v7.29f5eaa.html gt ; . Trump, Ken. Zero Tolerance and School Safety. School Safety and School Security Experts: National School Safety and Security Services. Web. 23 Nov. 2009. A ; lt ; hypertext transfer protocol: //www.schoolsecurity.org/trends/zero_tolerance.html gt ; . Skiba, Russell J. Zero Tolerance, Zero Evidence. Rep. Indiana University: Indiana Education Policy Center, 2009. Urbina, Ian. It s a Fork, It s a Spoon, It s a Weapon? The New York Times Interrupting News, World News A ; Multimedia. 11 Oct. 2009. Web. 23 Nov. 2009. A ; lt ; hypertext transfer protocol: //www.nytimes.com/2009/10/12/education/12discipline.html gt ; .

Definition of Anchoress and the Anchoress of Wisse

Definition of Anchoress and the Anchoress of Wisse An anchoress is (was) a woman who withdraws from secular life for religious purposes, a female religious hermit or recluse. The male term is anchorite. Anchoresses and anchorites lived in seclusion, often in remote locations or walled into a room with only a shuttered window through which food was passed. The position of anchorite is still recognized in canon law of the Roman Catholic church as one form of consecrated life. The position was not one, generally, of complete seclusion. The anchoress was to be kept in connection with a church, and visitors to the anchoress, who could talk to her through a window in her cell, often came seeking prayers or practical advice.  She spent her time in prayer and contemplation, but often also engaged in writing and such typical women’s activities like embroidery. The anchoress was expected to eat and dress simply. An anchoress needed permission from a bishop to take up the life of semi-reclusion. He would determine if she was likely to adapt to the life of an anchoress and whether she had adequate financial support (this was not a way for the poor to be fed).  The bishop would oversee the anchoress’ life and make sure she was cared for well.   A special rite of enclosure marked the agreement between the church and the anchoress, and her dedication to the enclosed life. This ceremony echoed a burial or entombment, with last rites, as ritually the anchoress was dead to the world. Anchorhold The room, called an anchorhold or anchorage, was often connected to a church wall.  The cell had very little in it, just a bed, crucifix and altar. According to the Ancrene Wisse (see below) the cell was to have three windows.  One was on the outside so that people could visit the anchoress and seek her advice, counsel, and prayers.  Another was to the inside of the church.  Through this window, the anchoress could experience the worship service in the church, and could also be given communion.  A third window allowed an assistant to deliver food and take away waste. Sometimes there was a door to the anchorhold that was locked as part of the enclosure ceremony At death, it was customary to bury the anchoress in her anchorhold.  The grave was sometimes prepared as part of the enclosure rite. Examples Julian of Norwich  (14th and 15th centuries) was an anchoress; she did not live in complete seclusion though she was walled into her chamber. The chamber was connected to a church, she had a servant walled in with her and she sometimes advised pilgrims and other visitors. Alfwen (12th century England) was an anchoress who helped Christina of Markyate hide from her family, who were trying to force Christina into marriage. Among anchorites (male religious recluses enclosed in cells), Saint Jerome is one of the most famous, and is depicted in his cell in several art treatments. Living in a convent, as did figures like Hildegard of Bingen  and Hrotsvitha von Gandershei, was not the equivalent of being an anchoress. Background of the Term Anchoress Anchoress, and the related term anchorite, are derived from the Greek verb anacwre-ein or anachoreo, meaning â€Å"withdraw.†Ã‚  The Ancrene Wisse (see below), compares the anchoress to an anchor which holds a ship during storms and waves. Ancrene Wisse translation: anchoresses rule (or manual) Also Known As:  Ancren Riwle, Ancrene Rule An unknown 13th-century author wrote this work describing how women could live in religious seclusion.  A few convents used the rule in their order. The Ancrene Wisse is written in a dialect common in the West Midlands in the 13th century. There are eleven manuscripts known, some merely in fragments, written in Middle English. Four others are translated into Anglo-Norman French and another four into Latin. The writer J.R.R. Tolkien researched and edited this text, published in 1929. Popular Culture The 1993 movie Anchoress is modeled after a 14th-century anchoress, quite loosely.  In the film, Christine Carpenter, who is a peasant girl, is locked up at the urging of the priest who has designs on her. The priest tries and convicts her mother of being a witch, so Christine digs her way out of her cell. Robyn Cadwallader published a book, The Anchoress, in 2015, about a girl in the 13th century who became an anchoress.  Sarah takes up the life of an anchoress in order to avoid her landlord’s son, who has designs on her; for her, becoming an anchoress is a way to protect her virginity.

Board of directors Essay Example | Topics and Well Written Essays - 250 words

Board of directors - Essay Example Some of these challenges include deficiency in the development of adequate Islamic markets for financial and cash investments. There is also an absence of capital structures of investment in Kuwait financial system since weak asset and liability management system curtailed with deficiency of risk management policies. Kachel and his co-authors further add that Kuwait lacks a flexible liquidity market which could allow Islamic Financial Institutions. Due to weak governance factors, the global financial crisis of 2008 had affected Islamic Financial Institutions. The formation of Capital Market Authority in Kuwait led to the prohibition of money laundering, license for stock markets were introduced, foreign funds were regulated, set up of investment standards, use of Arabic language, market fee was set at KWD 50,00 for foreign investment, purchase of credit regulation was introduced. In conclusion, the introduction of Capital Markets Authority, in Kuwait, has significantly improved its governance of its Islamic financial institutions. This has been achieved through several sound regulations, which keep its corporations either owned by the government or foreign in

Guarding the Physician-Patient Relationship Assignment - 21

Guarding the Physician-Patient Relationship - Assignment Example The paper tells that the patient often displayed optimism to battle his illnesses and was eager to bounce back to the industry. The doctor believes the patient should have chosen life instead of death. While his condition was beginning to improve, he started to become a pessimist. He constantly talked about suicidal feelings that the doctor dissuaded him from entertaining. However, he seemed not to care in spite of doctor’s professional warning. This essay explores how soon after death does a death certificate have to be signed. A death certificate is often signed immediately the family or next of kin applies to claim the body of the deceased. It is a process must be ratified by a coroner or mortuary attendant who oversees the legality of claimants before issuing the body. Similarly, signing must be overseen by the coroner who has prepared the body in collaboration with the Health ministry. The death certificate must remain with immediate next of kin mentioned in the deceasedà ¢â‚¬â„¢s will such as the children or the widow. In spite of the advantages offered by Electronic Health Records (EHRs) to physicians and their practices, the adoption of EHRs is still impossible. First, EHRs are expensive to adopt because they require qualified personnel with enough knowledge to ensure the systems do not fail. Second, involves contravention of privacy and confidentiality of patients as spelled out in Health ethics. In other words, EHRs may use the patient’s records for other uses and not for medical purposes.

Crowd Management in Sport Facilities Essay Example for Free

Crowd Management in Sport Facilities Essay When conditions or circumstances warrant substantial levels of wariness, crowd management as a consequence becomes prudent. The key in getting a safe and comfortable environment for large packs of people is in planning for their management. There is considerable prominence on crowd management planning and implementation since it is important to provide a safe environment for everyone. Crowd management must take into account all the rudiments of an event especially the type of event, for example a circus, sporting, concert, or carnival event. It must also view characteristics of the facility, dimension and demeanor of the crowd, methods of entry, communications, crowd control, plus queuing (Herb, 1998). As in all management, it must also include planning, arranging, staffing, directing in addition to evaluating. Crowd management is best defined as every element of the game or event from the design of the stadium to the game itself as well as the protection of the customers from unforeseeable risk of danger from other persons or from the actual facility itself. The main criteria for gouging if crowd control procedures are sufficient and suitable depend on the kind of event, threats of aggression, existence and sufficiency of the emergency arrangement, expectation of crowd size in addition to seating arrangement, known rivalries among teams along with schools, and the use of security personnel (Herb, 1997). Crowd management is therefore paramount in sports facilities and venues because of the large masses that throng such places. Some facilities involve more sport management than others, thus would require more crowd management during functions. Venues should be primarily assessed for safety and its ability to hold large crowds. From the evaluation, the results should be processed, conclusions drawn, proposals made and a report written to all parties involved. The team that carries out such a task should be well trained in this area and used to dealing with all sorts of events, particularly sports. Reference Herb, A. (1998) Risk Management in Sport: Issues and Strategies. London, Carolina Academic Press Miller, L. (1997) Sport Business Management. New York, Jones Barlett Publishers.

Lean Management :: Business, Manufacturing

Lean management is a thought process and a philosophy, not a tool, used to look at a business weather it is manufacturing, service or any other activity with a supplier and a customer relation with the goal of eliminating non-value added tasks (Womack, Jones, Ross, 1990). The principles of lean production include teamwork, communication, efficient use of resources and continuous improvement (Kaizen). It can be said that they pioneered the idea of applying the concepts outside of manufacturing environments. The objective of lean production is a system for organising and managing product development, operations, suppliers, and customer relation that requires less human effort, less space, less capital, less material and less time to make products with fewer defects to precise customer desires, compared with the previous system of mass production (Marchwinski & Shook, 2004). The concepts of both Ohno (1988) and Womack and Jones (2003) search for ways to reduce lead time by eliminating w aste it can be said that the terms â€Å"Lean† and â€Å"Toyota Production System† are synonymous. Lean management is not restricted to the actions that take place in the manufacturing function of a company, rather it relates to activities range from product development, procurement and manufacturing over to distribution. Together these areas create the lean enterprise. The ultimate goal of implementing lean production in an organization is to have the customer in focus when improving productivity, enhancing quality, shortening lead times, reducing costs etc. These are factors representing the performance of a lean production system. The determinants of a lean production system are the actions taken, the principles implemented and the changes made to the organization to achieve the desired performance (Karlsson & Ahlstrom, 1996) There are multiple ways to combine the individual practices to represent the multi-dimensional nature of lean manufacturing. In combining these practices, the researcher has to compete with the technique used to combine and the actual content of the combinations. The dominant method in operations management literature has been to use exploratory or confirmatory factor analysis to combine individual practices in a multiplicative function to form orthogonal and unidimensional factors (Flynn et al., 1995; Cua et al., 2001; Shah & Goldstein, 2006). A review of research from organization theory, and labour and human resource management shows less reliance on factor analysis and offers multiple ways for combining individual practices and creating an index. One such method is the additive index used by Osterman (1994) and MacDuffie (1995) in developing â€Å"bundles† of interrelated human-resource management practices.

Enterprise Rent-a-Car Essay

Question 1 With the support of relevant examples from the given case: a) Define personnel management and human resource management, and discuss TWO major differences between the two concepts. (6 marks) b) Analyze TWO potential external business environment challenges faced by Enterprise Rent-a-Car and their implications on the Company. (10 marks) c) Based on the challenges analyzed in Question 1b), above, suggest effective human resource planning process and methods, that can be used by Enterprise Rent-a-Car in determining the manpower needs for it’s international business expansion. Justify your answer with specific examples. (10 marks) Introduction This question will focus on defining and differentiating Personnel Management from HRM, it will also examine some technological and social challenges, as potential external business environment challenges faced by the company, and will discus an effective HR Planning process and method to address those challenges. a) Definitions and Differences Personnel Management: Is the administrative discipline which mainly works around Industrial/ Employee/ Labour Relations and activities connected with grievance handling,  negotiations, enforcement of labour statute, looking after welfare of employees and so on. Human Resource Management: The process of hiring and developing employees so that they become more valuable to the organization and more integrated towards the goals and strategy of the company. One difference between PM and HRM is that in PM, the power distribution is centralized where the top management has full authority in decision-making. Personnel managers are not allowed to take part in any decision which involves employees, or give ideas. HRM, looks for the decentralization of power, where the power between the top, middle and lower management groups is shared. This can be noticed in the Enterprise Career Path graphic in page 4, case study. Mayor responsibilities are shared between General Manager, Group Rental Manager, Area Manager and Branch Manager. Another difference between PM and HRM is that, pay policies in PM is merely based on skills and knowledge required for the perspective jobs only. The value is based on the ability to perform the task and duties required. In HRM, organizations look beyond pay for functional duties. The pay is designed to encourage continuous improvement and job performance. Enterprise applies this concept when they encourage their employees to â€Å"develop a career† instead of â€Å"just perform a task†, by providing training and mentoring to those employees, and, providing opportunities for professional growth by making promotions and transfers available, other than that just the payment. b) External Business Environment Challenges Technological challenge: the rented vehicles tracking system combines the use of automatic vehicle location in each individual vehicle, with software that collects these fleet data for a comprehensive picture of vehicle locations, very helpful for real time updates and for client monitoring in case of  accidents. Nowadays, GPS is commonly used as a vehicle tracking system. This system needs to be monitored and maintained by qualified persons to ensure they work at their best. If these systems do not work properly , services won’t be delivered as they should and customer dissatisfaction will occur. This will result in losses, bad publicity and even a fatality in the event of an accident. Social challenge: the diversity of the labour force might encounter some cultural differences that might need to be addressed to avoid confrontation and to provide a calm, respectful and tolerant work environment. People integration is very important because otherwise the work environment will be tense, co-worker relationships and productivity might be affected. c) HR Planning and Process For the Technological challenge described in item b), above, the Human Resource Planning and Methods suggested would be based in external human resource suppliers. Enterprise has an organizational need to add a department which primary task would be to manage all the communications between the vehicles‘ tracking systems and have all the data updated real time for customer enquiries and monitoring. Enterprise also needs someone to maintain all the systems and software. To be able to achieve all this a lot infrastructure and investment is required, so the solution is to externally recruit a company that provides this services, after evaluating few candidates. For the Social challenge described in item b), above, the Human Resource Planning and Methods suggested would be based in internal human resource supply. The personalities of the staff will be evaluated, the most charismatic one will be appointed as the leader of the Enterprise Social Club, NZ Branch. This Club will be self managed by the staff, promoting interaction, understanding and tolerance between the employees. A local venue will be selected for gatherings, parties and any social event that involves the company. Conclusion The purpose of the question was to determine why and how important HRM is, when dealing with the quantity and quality of the people of a company, and, when trying to fit the objectives, strategies and challenges to a number of employees. SECTION 2: Job analysis and Job design. (24 marks) Question 2 Select ONE of the positions stated in the Enterprise Career Path (on page 4) and suggest the job analysis process and methods you will use to design the position description, person specification and competency profile for this position. (12 marks) Justify your answer with: †¢ A brief explanation of job analysis and TWO of its purposes, †¢ relevant methods/techniques, †¢ specific types of data to be collected for this position, and †¢ relevant examples. Introduction. This question will focus on defining and explaining the purposes of Job Analysis, it will also examine the method, technique and data used to create the Position Description, Person Specification and Competency Profile for an Assistant Manager‘s job. Definition and Purposes of Job Analysis. In a job analysis we study the tasks and skills that make up an employee’s role, the conditions under which those tasks are performed, and the required contacts with others. It is used for writing position descriptions because it’ll summarize the role of a job in the organization, and, in recruitment and selection because it’ll highlight the characteristics a candidate needs to have to fulfill the post. Method and Technique. A relevant method that was used was competency based profiling,by integrating other methods such as observation, and company documentation, to collect the  data from the case study. This methods will determine the skills, knowledge and behaviors that will ensure a successful work performance from the employee. In this case , for an Assistant manager, some of  the competencies that Enterprise look for are: to be able to adapt to suit the audience, to work cooperatively, get things done creatively, amongst others. Types of Data collected for this position. For this position the following data was identified: Position: Assistant Manager Duties: provide great customer experience, market the business, sell the service, deal with business partners such as insurance companies, dealerships and auto body shops. Work environment: branch office. Relationships: – internal: supervises management assistant and reports to branch manager. – external: business partners and customers. Qualifications and experience: studying first or second year uni + initial classroom based session and on the job training as Management Assistant. Skills: customer service focus, persuasiveness, flexibility, results driven, leadership ability, communication. Example of Job Description, Person Specification and Competency Profile. These elements were integrated in a draft for advertising the position. Assistant Manager for new branch office in NZ. Full time position available for an experienced Assistant Manager at Enterprise-Rent-A-Car, with exceptional selling and communication abilities. The job will require the person to: provide great customer experience, market the business, sell the service, deal with business partners such as insurance companies, dealerships and auto body shops. Previous qualifications or equivalent experience requirements: studying first or second year uni + initial classroom based session and on the job training as Management Assistant. As an Assistant Manager,you will be reporting directly to the Branch Manager and you will be expected to see issues and needs from a customer perspective, to adapt to suit the audience, to be creative about getting things done, to start growing the leaders and managers of the future by supervising the Management Assistant, and to support the professional Enterprise reputation. If you posses skills such as being customer service focused, persuasive, results driven, leadership abilities and communication, we invite you to apply filling the Application Form. Conclusion. This question has explained the central importance of developing an accurate Job Analysis. Demonstrating how all the data gathered from this analysis is used to create a clear and effective Job Description which includes Position Description, Person Specification and Competency Profile. Question 3 Suggest, with justification, FOUR best job designs to be used for the position discussed in Question 2, above, so that it can contribute to the organization effectiveness and the needs of individual workers at Enterprise Rent-a-Car. (12 marks) Include in your answer: †¢ a brief explanation of job design and TWO of its purposes, †¢ FOUR best job designs for use in the given situation, and †¢ relevant examples. Introduction. This question will focus on defining and explaining the purposes of Job Design, it will also examine the best job designs for the proposed Assistant Manager‘s job. Definition and Purposes of Job Design. Job design are all the tasks and activities associated with a particular role. One purpose of job design is to increase employee motivation and productivity. It also helps in designing, redesigning, evaluating and also cutting back responsibilities from a job, adding extra responsibilities to another particular job, trying to match the person’s capabilities with the role. Best Job Designs for the position of Assistant Manager. Job enlargement: this could be used to increase the job scope of the Management assistant to cover the duties of the Assistant manager. Job enrichment: this could be used to increase the job depth of the Management assistant by upgrading the job task mix, increasing motivation and giving the the employee the potential of growth within the company. Workplace flexibility program: this will offer flexible hours of work where the employe could start early and finish early, or having to cover a minimum of weekly hours in the time that is more convenient to the employee, this is attractive for students and parents as they can manage their time more freely. Job sharing: this method could be used to integrate the New Assistant Manager with the organizational culture of the company while temporary sharing the responsibilities with a more experienced Assistant Manager from another branch. Conclusion This question has explained how a Job Design for a particular role can accommodate different types of candidates, starting from people who would like their duties increased, passing through people who would like their job tasks mix upgraded and a more flexible time schedule, to people who could share responsibilities for mutual learning. SECTION 3: Recruitment & Selection. (30 marks) Question 4 If Enterprise Rent-a-Car plans to open a new branch in one of the cities in New Zealand, what would be the BEST recruitment strategy for this new branch to attract qualified candidates for the position you discussed in Question 2, above? (15 marks) Justify your answer with: †¢ the purpose of your proposed recruitment strategy for the selected position at this new branch, †¢ THREE best recruitment methods you would use, †¢ ONE benefit and ONE constraint for each of these recruitment methods, †¢ TWO New Zealand legislative requirements that would affect your recruitment strategy, and †¢ relevant examples. Introduction. This question will focus on describing the Recruitment strategy and method that’ll be used to attract candidates to the Assistant Manager position. Purpose of the Recruitment Strategy. The recruitment strategies that I proposed have the purpose to provide a pool of candidates from where the most suitable candidates will be picked. Recruitment Methods, their Benefits and Constraints. The first recruiting method would be an internal one: a transfer, I would  advertise an application form to transfer an experienced Assistant manager from one of the existing branches. This ensures that the person taking this position has the required experience and knowledge for the role, and that he/she is already familiar with the company’s methods. However this will leave a vacancy in the other branch. The second one is an internal one as well, promotion. I would advertise an application form to promote a Management Assistant from another branch to the position of Assistant Manager. This method can increase motivation within the staff because they see career growth opportunities. However, this can create a high competitive environment where friction between staff members can occur. The third recruiting method that I would use would be an external one, I would advertise the job position to local independent contractors. This might bring a candidate that brings new and fresh ideas to the company and it’s familiar with the new area of the branch in NZ. This method allows to hire people that are specialized in certain areas of expertise. However, this can be expensive. New Zealand legislative requirements that would affect Recruitment Strategies Privacy Act 1993, which establish the rules for dealing with the personal information collected from an employee. Human Right Act, which is designed to ensure that selection of future employees and the promotion of existing ones occur without any discrimination against any particular sector of society. Conclusion For me, the best recruiting strategy in this case is a mixed strategy. Integrating internal and external methods to get the best pool of candidates possible, divided in two groups, one with the ones with the possibility of being transferred or promoted, and another one with the local independent contractors. Question 5 What is the BEST selection strategy you would use to fill in the selected position discussed in Question 4, above? (15 marks) Justify your answer with: †¢ the purpose of your proposed selection strategy for the selected position at this new branch, †¢ THREE best selection methods you would use, †¢ ONE benefit and ONE constraint for each of these selection methods, †¢ TWO New Zealand legislative requirements that would affect your selection strategy, and †¢ relevant examples. Introduction. This question will focus on describing the Selection strategy and method that’ll be used to choose the most suitable candidate for the Assistant Manager position. Purpose of the Selection Strategy. The selection strategies that I proposed have the purpose to narrow the number of candidates for the position of Assistant manager . Selection Methods, Benefits and Constraints. The first selection method that I’d use would be Application Forms customized into two types of candidates, candidates that could apply for possible transfer or promotion on one side, and the ones that could apply as private contractors in the other. The second method that I’d use would be a Face-To-Face interview with the candidates selected for possible transfer or promotion, and the ones selected as private contractors. Then create a shortlist with the qualified candidates. The third selection method that I would use, and that also is a standard of the Enterprise recruitment process, would be an Assessment Day. The shortlisted candidates will take part in practical exercises, individual and group activities. New Zealand legislative requirements that would affect Selection Strategies Employment Relations Act 2000, which establish that either party must not mislead each other in their obligations to each other. (Obligations of good faith) Human Right Act, which is designed to ensure that selection of future employees and the promotion of existing ones occur without any discrimination against any particular sector of society. Conclusion The best Selection Strategy for this proposed position of Assistant Manager is one that integrates Application Forms,to gather the required data, Face-To-Face interviews, to asses first impressions, personality, basic social skills, and an Assessment Day, for group development and team work. SECTION 4: Training Process and Personal Learning and Development Plan. (30 marks) Question 6 One of the competencies outlined in the Skills and Competencies Framework on page 5, above, is customer service focus. Select one of the positions outlined in Enterprise Career Path ( on page 4, above) and discuss how you would use a training process model to prepare, organize, implement, and evaluate the effectiveness of a Customer Service Training Program for the job holders of this position at the new branch in one of the cities of New Zealand. Support your answer with relevant concepts and examples. Invent details as appropriate. Introduction. This question will focus on describing The Training Process Model for a Customer Service Training Program for the position of Assistant Manager (AM). This Program will allow the AM to acquire new skills and knowledge via multimedia material, online assessment and on the job observations. The Training Process Model for a Customer Service Training Program for the position of Assistant Manager (AM). The Training Process Model that I would use involves the following given steps: Step 1: Customer Service Training Program Preparation. In this phase the Customer Service contents related to the duties of the AM position, such as: being able to provide great customer experience, market the business, sell the service, deal with business partners such as insurance companies, dealerships and auto body shops, are identified,the multimedia content is developed. Step 2: Customer Service Training Program Organization. In this phase the content is arranged in learning units and the decision to make the program a Online Web-based Multimedia Training Program is taken. Topics such as: â€Å"Understanding the customer†, â€Å"Customer satisfaction and customer delight†, â€Å"Benefits of Good Customer Service†, â€Å"Internal and External Customers†, etc, will be available 24/7 online. The AM will be able to log in and follow the training at his/hers own pace. Step 3: Customer Service Training Program Implementation. In this phase the Program material is unlocked so the AM can access it via his/hers log in details. The units and lessons are delivered in a variety of formats, video streaming, written essays and case studies. The material will be available 24/7 and this implementation method allows the management to track the participant’s progress. Step 4: Customer Service Training Program Evaluation. In this phase the Participant, in this case the AM, will have to answer scheduled online quizzes, summit written essays, and he/she will be monitored for positive changes in behavior when engaging customers which demonstrates the degree of the Online Web-based Multimedia Training Program effectivity. Question 7 Assume you are in the position discussed in Question 6 , above, develop a Personal Learning and Development Plan (PLDP) that would meet your individual organizational needs of the new branch. Include in your PLDP the following elements: a) The General Competency Questionnaire you have completed ( see page 69 in your Course book ) (3 marks) b) Based on your answer in Question 7a), above, complete the Personal Learning and Development Plan for the position you selected for the discussion. This PLDP will include the following elements: †¢ Learning needs analysis †¢ Learning methods †¢ Learning outcomes †¢ Evaluation of learning outcomes Introduction. This question will focus on illustrating the PLDP based on my General Competency Questionnaire results. This results showed some competencies which need improvement in order to better match the requirements for the role of AM. The following table summarizes the PLDP elements and their relationships, for example, the learning need of â€Å"speaking and presenting to groups† was identified. The learning outcome of this need is â€Å"to deliver important conversations in a confident and articulated way†, the learning methods chosen to improve this area are: â€Å"Videos and Verbal Communication Coaching, body  language.† The ways these learning methods will be analyzed are by Off the job short lectures and presentations. PLDP for an Assistant Manager Learning Method Learning Outcomes Evaluation of Learning Outcomes Communication outwardly. Demonstrations about corporate communication behaviors. Support the professional Enterprise reputation. Superiors’ and stakeholders feedback. Speaking and presenting to groups. Videos and Coaching about public speeches, verbal communication and body language. To deliver important conversations in a conï ¬ dent and articulated way. Off the job – Short Lectures and Presentations. Managing stress & conï ¬â€šict. Role play simulating stressful situations, and demonstrations. To be able to cope with changing circumstances. Co-worker feedback On the job reactions to stressful situations. Developing positive relationships. Demonstrations and case studies about positive relations, positive environments. to be able to maintain and induce positive relationships inside the company. Co-worker feedback. Managing upwards and sideways. Programed demonstrations and group exercises. To be able to work cooperatively. Peers’ and Superiors’ feedback. Learning Need Conclusion From the graphic above I conclude that in order for me to be compatible and capable of taking the Assistant Manager job, I have to improve some important skills like persuasiveness, communication, leadership abilities, patience and a open mind

Math Ia Type 2 Stellar Numbers.

Math SL Investigation Type 2 Stellar Numbers This is an investigation about stellar numbers, it involves geometric shapes which form special number patterns. The simplest of these is that of the square numbers (1, 4, 9, 16, 25 etc†¦) The diagram below shows the stellar triangular numbers until the 6th triangle. The next three numbers after T5 would be: 21, 28, and 36. A general statement for nth triangular numbers in terms of n is: The 6-stellar star, where there are 6 vertices, has its first four shapes shown below:The number of dots until stage S6: 1, 13, 37, 73, 121, 181 Number of dots at stage 7: 253 Expression for number of dots at stage 7: Since the general trend is adding the next multiple of 12 (12, 24, 36, 48 etc†¦) for each of the stars, so for S2 it would be 1+12=13, and for S3 it would be 13+24=37 General statement for 6-stellar star number at stage Sn in terms of n: For P=9: Since S1 must equal 1 then we can prove this formula by showing that:So the first six t erms are: 1, 19, 55, 109, 181, 271 Therefore the equation for the 9-Stellar star at For P=5: Since S1 must equal 1 then we can prove this formula by showing that: So the first six terms are: 1, 11, 31, 61, 101, 151 So the expression for 5-Stellar at General Statement for P-Stellar numbers at stage Sn in terms of P and = For P-Stellar number equals 10: For P-Stellar number equals 20: The General Statement works for all number fro 1 to positive infinity.The equation was arrived at since the sum of arithmetic series can be found using , since the difference is always 2P then we can replace 2P with d, and since u1 is always equal to 1, we can replace it with 1 every time. The at the end of the equation serves the purpose of making the difference between the numbers in the series constant. This form of the equation will allow for only one variable to change, which will be . One of the things the student realized while solving this investigation was that the second term is always equal to , but the derived equation which is also works.

How to Study for a College Midterm

How to Study for a College Midterm Midterms can be intimidating, whether youre a first-semester college student or getting ready to graduate. Because your grade might be heavily dependent on how you do on your midterm exams, being as prepared as possible is important for your success. But just what are the best ways to prepare? In essence: how do you study for a midterm in the best way possible? 1. Go to Class Regularly and Pay Attention If your midterm is over a month away, your class attendance might seem pretty disconnected from your study plan. But going to class every time, and paying attention while youre there, is one of the most effective steps you can take when preparing for a midterm or other important exam. After all, the time you spend in class involves you learning and interacting with the material. And its much better to do so in shorter snippets over the course of a semester than to try to learn, in just one night, all of the things that have been covered over the last month in class. 2. Stay Caught Up with Your Homework Staying on top of your reading is a simple but highly important step to take when preparing for midterms. Additionally, if you really focus on your reading the first time you complete it, you can do things like highlighting, taking notes, and making flashcards that can later be transformed into study aids. 3. Talk to Your Professor About the Exam It may seem obvious or even a little intimidating, but talking to your professor in advance of the exam can be a great way to prepare. He or she can help you understand concepts youre not totally clear on and can tell you where to best focus your efforts. After all, if your professor is both the writer of the exam and someone who can help you be efficient in your preparations, why wouldnt you use him or her as a resource? 4. Begin Studying at Least One Week in Advance If your exam is tomorrow and youre just starting to study, then youre not really studying youre cramming. Studying should take place over a period of time and should allow you to really understand the material, not just memorize it the night before an exam. Beginning to study at least one week in advance is a smart way to reduce your stress, prepare your mind, give yourself time to absorb and remember the material youre learning, and overall do well when exam day finally arrives. 5. Come Up With a Study Plan Planning to study and planning how to study are two very different things. Instead of staring blankly at your textbook or course reader during the time youre supposed to be preparing, come up with a plan. For example, on certain days, plan to review your notes from class and highlight key elements you need to remember. On another day, plan to review a particular chapter or lesson that you think is especially important. In essence, make a to-do list of what kind of studying youll do and when so that, when you do sit down for some quality study time, you can make the most of your efforts. 6. Prepare Any Materials Youll Need in Advance If, for example, your professor says its okay to bring a page of notes to the test, make that page well in advance. That way, youll be able to refer to what you need quickly. The last thing you want to be doing during a timed exam is learning how to use the materials you brought with you. Additionally, as you make any materials youll need for the exam, you can use them as study aids as well. 7. Be Physically Prepared Before the Exam This may not seem like a traditional way of studying, but being on top of your physical game is important. Eat a  good breakfast,  Ã¢â‚¬â€¹get some sleep,  have the materials youll need already in your backpack, and check your stress at the door. Studying involves preparing your brain for the exam, and your brain has physical needs, too. Treat it kindly the day before and the day of your midterm so that all of your other studying can be put to good use.

Patient Advocacy Concept Research Paper Example | Topics and Well Written Essays - 2500 words

Patient Advocacy Concept - Research Paper Example Advocates act as informers to the decision making process of the patient, support their patients and allow the patient to make her independent decisions. A nurse advocacy can include acting for a patient, defending, speaking and supporting the patient. In addition, an advocate can be a linkage that reduces the communication breach between the patient, the system of health care and other professionals. Various people think they understand the concept of patient advocacy (De, 2006), but they, sometimes do not recognize the origin of the concept. Patient advocacy concerns any task that directly favors the sick. Patient advocacy can apply to care provision for an individual victim, to teams that make policies and directions that assist the patients, to groups of government that make Legislations enhance patient processes and systems. The patient advocacy concept refers to various efforts to help sick people and their interests in the health care system context, (Kohnke, 1987). The discus sion aims at expounding the patient advocacy concept as defined by various prominent experts in practice of advocacy. This will provide a better understanding of the concept as used in nursing. Additionally, analysis of the concept will offer an intensive understanding of personal and specialized functions related to patient advocacy and its main goals, methodologies, benefits and limitations, (Galow, 1980). Similarly, the analysis will clarify, highlight, define and summarize the perception of patient advocacy in the nursing context. The discussion will explore various definitions of the concept from existing literature and case studies, and break them down into critical features. Aims and purpose of patient advocacy Patient advocacy has always been the focus in the nursing community, but with the intensifying health care dynamics, the need is more intensified. Patient advocacy roles range from helping patients and their families with shifts from clinics to home care, to influencin g government departments for issues of health care. Patient advocacy as a concept entails analyzing, reacting, counseling and whistle blowing to help and enhance health care quality for patients, (Bu & Jezewsky, 2006). Doctors promote transit and strive to safeguard the security, health, liberty and rights of their patients. Patient advocacy denotes that role of policymakers, legitimate professionals and advocates who work to enhance health care for patients marginalized and oppressed by social and cultural stigmatizing diseases like HIV. Similarly, given the multiple contexts in which patient advocacy concept is applied, studies can aid advocates better explore the concept, a task vital for enhancing both applied and professional efforts to enhance the quality of health care, (Berns & Newberry 2000). Patient advocacy ensures that issues and concerns of patients and their families are communicated and addressed appropriately and at the right time. Patients are intensively sensitive to diseases, (McDonald, 2007). Clinicians, in most cases, decide the best practices for the patients regardless of the patient interests and wishes but sometimes out of necessity, (Curtin & Thomas, 2006). Similarly, when the patient or caregiver is afraid to provide information, the doctor must speak for the family. Sometimes it implies death or life. Sometimes, it can offer help for the family, and their patient

Underrepresentation of african americn women in higher education Dissertation

Underrepresentation of african americn women in higher education administrative positions - Dissertation Example Underrepresentation of african americn women in higher education administrative positions The main purpose of this dissertation is to investigate the poor representation of African American women in higher education administrative posts in public institutions of higher education. A Synopsis of African American women The end Civil War manifested an innovative period for education and occupation for African American women, while the passage of the Land Grant College Act and the accompanying Act of 1890, which entailed the allocation of black American education, marked an innovative commencement for civic higher learning . Previously, women and African Americans were basically not included in institutions of higher learning. African American women first obtained entry to institutions of higher learning in the United States when 1837 students where admitted at Oberlin College after Harvard College was developed for the teaching of young men. This was the starting point for women in official higher learning. Later on, African American women were enrolled to and gained degrees from Oberlin College. Among them was Lucy Session who graduated with a literary degree from Oberlin College. This made her the first black woman to obtain a degree in the United States, and Mary Jane Patterson who graduated with a B.A. degree from the same Oberlin College. She was the first black woman to obtain a bachelor’s degree in the United States. Apart from obtaining degrees, African American women were elected as administrators at higher learning institutions. Coppin was appointed the principal of the Institution for Colored Youth in 1869; this made her the first black woman to head a higher learning institution in the United States (Littlefield, 1997). At the department of Lincoln University, Silone Yates was made the professor and head of the Natural Sciences in 1889 (Littlefield, 1979). During the late nineteenth and early twentieth century, a change for African American women was developed. Nevertheless, African American women’s first entry into higher lear ning institution was not simple. Just the way as, Solomon (1985) illustrated, in the previous nineteenth and beginning of twentieth century, the black university woman was the exclusion of the exceptions in that both white and black required her. Regardless of the opposition, African American women pressed forward for highly developed learning. Thirty black women in 1890 in the United States had obtained degrees, as compared to three hundred Black men and two thousand five hundred white women. According to a research study conducted by Dubois, two hundred and twenty five Black women had gained degrees, sixty five from Oberlin College. From these figures the progress was protracted, although the amount of African American women gaining degrees at higher learning institutions was increasing. At the commencement of the twentieth century, African Americans’ women contribution in higher learning improved. This was a period of expansion for African Americans. The National Associati on for the Advancement of Coloured People (NAACP) was developed after the migration of many African Americans (NAACP, 2002). African American women aimed at making social change within the society. They advocated for an increase societal literacy in the African American society and endorse â€Å"racial strength.† They kept on becoming the first African American and the first women in most areas of higher learning. During 1920’s, many institutions and association were developed mainly for African American women in higher learning. Bennett College, developed as a coeducational organization in 1873, turned to a university for women (Littlefield, 199