Academic Paper Writing Help and Tips

Academic Paper Writing Help and Tips Don’t be scared if you have trouble getting started your paper, all writers have experienced this more than once in their lives. Paper writing isn’t an easy task as you might think before. It requires a lot of skills, time and concentration. Sometimes you can spend days on your paper, don’t be surprised. Inexperienced writers think that there is nothing complicated in paper writing, however, if you are limited by format and topic boundaries, writing the paper becomes much more complicated task than composing an email to your friend. Here we will list and describe some techniques that will help you start writing and concentrate on your topic and main idea that you want to deliver to your audience. These techniques are listing and free-writing. Listing Listing is a simple way to produce information in writing. If you are creating your own paper, you can make a list of potential subjects. If you are responding to teacher’s directions, you can list what you already know or need to know about the issue of the paper. Begin by giving your list a title, a prompt that will evoke events, impressions, and ideas. Write the title at the top of a new page in your notebook, and then, working down the page as quickly as possible, list any word or phrase that comes to mind. Dont stop to edit, organize, or evaluate the items in your list. Merely spill them down the page in whatever form they occur to you. Dont be unenthusiastic by occasional pauses or by the strange ideas you wrote down to keep the list going. The task is to list as many as possible. It doesn’t mean that each phrase should be useful from the very beginning, you need all that occurs in your mind. Then you will need to evaluate your list. After completing your list, scrutinize your information. What subject dominates your list? Can you identify other topics? What questions do you want to develop in greater detail in your paper? Underline or star the items that seem most promising. Circle and connect those that seem to go together. Pick a word or phrase and start another list. You may need most of the information or only a few fragments or sentences on your list in your paper writing. But one of those sentences may be the one that points the way to your subject, audience, and purpose in your paper. Free-writing Free-writing helps you write down as quickly as possible what you can remember. It encourages you to remember incoherent blocks and to write in phrases and sentences. In this technique, you dont have to worry about writing perfect sentences. You write for a sustained period (usually 10-15 minutes) without stopping. Once you finished, you will have time to look it over and useful abstract ideas. You can practice free-writing as an unfocused or focused activity. In unfocused free-writing, you merely begin writing, transcribing onto the page the first ideas that pop into your head and then allowing your mind to wander to other subjects. While you are filling up the page, you may discover a provocative word or forgotten episode that leads to more complex ideas that can be helpful in your paper writing process. It is often difficult to evaluate unfocused free-writing because the sentences slide from subject to subject, never stopping long enough to develop. Underline words or phrases that seem significant to your paper. Do they deal with different topics? Do they have a common theme? Does one evoke a particularly powerful memory? Answering these questions may help you discover information for focused paper writing. Very often students find that paper writing inhibited at the times when we most want or need to write. Corresponding blocks afflict us. In this case, students need the help of professional writers to break these blocks and to write their academic papers successfully. In the present section of this chapter we will first examine the relatively simple question of what the causes of writing blocks might be, and then we will try to help with your writing problems by considering the more difficult question of how such blocks might be removed and the flow of writing initiated or maintained. Writing blocks may be put into two categories, procedural or psychological, depending on whether we cannot decide what to write next in the term paper or research paper we cannot bring ourselves to write anything next. There is a third general reason why writing might become difficult at times, and that might be called physical. Academic paper writing requires far more physical effort than reading than talking or listening. It may occasionally be the case that we are too tired to write at all, but what is more likely is that fatigue is an additional but critical factor when we are experiencing writing difficulties with a psychological or procedural basis. We are too tired to solve our problems and need help to answer them, especially since overcoming writing blocks frequently requires effort and determination. To struggle for half an hour with a stiff sentence that is not exactly what we want to say, while we do not know exactly what we want to say, can demand the concentration and stamina of an athlete. Procedural Blocks Quite literally, we can be in the position of not knowing what to write next. It need not mean that we have no idea why we are trying to write in the first place, nor that we are incapable of putting words together if we know what to say in this paper. The situation can perhaps best be expressed regarding levels of intention. At a global level we know and can specify very well what we want to write about in the paper, and at a local level, we have no trouble putting one word after  another – provided we can decide what we specifically want to say. But we are lost at an intermediate level and need help therefor example, in determining the exact direction in which we wish to a paragraph to go. There are several possible reasons for vacillation related to an unwieldy ramification of alternatives in writing term papers or research papers. One reason is the packing of too much information into a sentence, into a paragraph even, leaving too many directions in which one might go and too many strands to be followed. There may be digressions into which our developing ideas have led us, and we become entangled in the undergrowth of our own proliferating intentions. One related problem almost as disruptive as the inability to start writing is the inability to stop, even though the paper is taking us further and further from the path we intended to pursue. Writing difficulties are often not so much a matter of having nothing to say as the manipulation of dams and torrents, dams that must be carefully broached afterwords have built up behind them, and torrents that must be halted or channeled when the words burst through. Psychological Blocks The most challenging moment is often the moment when the first words should come in the research paper or term paper. In this case, we are not talking about the occasions when you have nothing to say, even though it may often be the case that the brain requires more time to sort out some ideas. Nor we are talking of procedural problems when the writer cannot decide a direction to take. We are talking about the case when words should come and could come, but we refuse to allow them to confront us. We cannot bring ourselves to let words appear on paper and therefore we cannot even start term paper and complete it on time. In this case, most of us will need help. But at first, we should understand where this problem comes from. There are probably two main reasons for this reluctance. The first is to do with the magnitude of the task. We may be committing ourselves to a considerable amount of effort, and even risk and the first few words we put on a page may set a course from which we feel there will be no turning back or yet opportunity for second thoughts. This degree of resistance to undertaking the enterprise will increase depending on the perceived magnitude, importance, and probability of succeeding in whatever our aims might be. The second reason is complicated. It is the apprehension that the product of our labors will fail to measure up to some standard, which is often applied to any research paper or term paper that we ever handled to professors. And the reluctance is intensified because this standard cannot be precisely defined or be too high. The standard needs to be the approval of the reader to whom the text is addressed. One other general psychological reason for writing blocks is simply expressed: habit. Just as we have our habitual and preferred writing materials, our favorite time of day and place for writing, so may we have our regular and preferred strategies for avoiding it. Overcoming Writing Blocks The write at all costs, write anything, no matter how irrelevant is most appropriate to the psychological aspects of writing-block problems, but not to the procedural elements. In the latter case, the problem is organizational and is best handled by capitalizing on the particular advantages of written language, its ability to overcome constraints of time and space. Instead of trying to puzzle over and remember alternative constructions in the head, we should put them on paper, where not only can they be inspected but also moved around to be evaluated in different order and different contexts. The difficulty of finding a beginning may be resolved by writing various alternatives, even the most mundane. You may find yourself writing something that takes off for you with a fluency you did not suspect. If you cannot think of anything else to write in the term paper, write a summary statement of what in general you want to write about. These possibilities also apply to blocks that occur at other places in the  text – in the middle or at the end. Hope we provided you with sufficient paper writing help and especially in starting it. Use these recommendations and practice your writing skills to achieve mastery in writing term papers.

Inter Professional Learning For Collaborative Practice Social Work Essay Essay Example

Inter Professional Learning For Collaborative Practice Social Work Essay Essay Example Inter Professional Learning For Collaborative Practice Social Work Essay Essay Inter Professional Learning For Collaborative Practice Social Work Essay Essay This study will discourse the yesteryear and present issues and authorities policies involved within multi-professional collaborative working every bit good as discoursing how peculiar preparation could spread out the cognition of professionals with mention to the assorted functions of extra bureaus. Furthermore it will discourse the assorted larning theories used to educate professionals in understanding the function of assorted bureaus involved with each service user. In add-on this study will discourse exercisings that will be used in a preparation programme developed to present inter-professional instruction to a scope of professionals. Background Collaborative pattern was recognised internationally in 1978 following the Alma-ata declaration which recommended that the work of multidisciplinary squads every bit good as cost effectivity and efficiency was of great importance ( Allen and Maskarinec, 2008 ) in order to better service bringing ( Pollard, 2010 ) . Following this, authorities policies in the UK since the 1980s have insisted that active partnership between the bureaus involved within wellness and societal attention are imperative and single studies have since focused on the serious effects that hapless multiagency working can hold on service users including the Laming study ( 2003 ) into the decease of Victoria Climbie and the Laming study ( 2009 ) into the decease of Baby P ( Pollard, 2010 ) . The Centre for the promotion of inter-professional instruction ( CAIPE ) describes that inter-professional instruction is imperative to professionals from assorted bureaus in order to come together to understand each function that they will take and what service they can offer with a position to better quality of attention ( Barr and Low, 2011 ) . In order to accomplish effectual coaction between the professionals a set of values are instilled which include ; the regard by and of each professional, equal chances and gt ; gt ; gt ; . Yet Dean and Ballinger ( 2012 ) argue that in the instance of pupils many find they lack the clip to consolidate the accomplishments of the other professions whilst seeking to larn their chosen profession. Government policies including the green paper Every Child Matters ( ECM ) 2003 and the kids act 2004 include the outlooks of the key bureaus working together to advance the public assistance of kids. Effective Collaboration Effective coaction is the coming together of a figure of professionals that have a common trust and regard for one another. Together they portion the same position in making a certain common end or result and work together with a position to accomplish that result ( ODaniel and Rosenstein, 2008 ) . Rose ( 2007 ) argues that working towards a common end can do disputing issues between the different professionals such as differing political orientations, civilizations and precedences. Rose subsequently suggests that squad concluding theory may assist multi-professional working become more effectual as the theory proposes that professionals will look more at what is best for the group as opposed to what is best for themselves. History of weaknesss and barriers in Children s services One of the grounds in which kids s services have failed to protect kids is due to the deficiency of information sharing between bureaus. In many instances kids who are under societal services every bit good as their households are known to a figure of bureaus such as the constabulary, instruction constitutions and wellness services such as accoucheuses and wellness visitants. It is the responsibility of each professional to portion the relevant information with all professionals involved with respects to the kid and the household. It is the responsibility of each professional to portion the information in which they have gathered with respects to the kid and the household in order to make up ones mind on a better result for the kid. If in any instance a professional withhelds the information and the kid suffers as a consequence so that professional will be held accountable. Servicess in the yesteryear have been criticised for their failure to protect kids due to the deficiency of information sharing between the relevant professionals ( Crippling, 2003 ) . Following the decease of Victoria Climbie services were criticised for lost chances and the decease of Victoria Climbie was viewed as a calamity that could hold been prevented. As a consequence of this Lord Laming produced a study into the enquiry of Victoria s decease which contained 108 recommendations and was to subsequently run in conformity with the authorities green paper Every Child Matters ( ECM ) ( Baker, 2009 ) . Crippling believed that it was the function of all involved bureaus to protect the kid as opposed to a remarkable bureau ( Laming, 2003 ) . The ECM included a model which sets out cardinal proposals in order to better services in advancing the well-being of the kid. Two of the cardinal proposals included were to develop incorporate squads with professionals from all bureaus based in and around schools and kids s Centres, every bit good as to take legal proficient and cultural barriers to information-sharing and facilitate effectual communicating ( Hallett, 2004:168 ) . Following the Laming study and the green paper Every Child Matters the Children act 2004 was implemented which was to include an attack in the manner the assorted bureaus shared information to advance the safety and well-being of kids. Section 11 of the act placed a responsibility on the important bureaus working with kids to understand the necessity to safeguard kids ( Bokhari, 2012 ) . Whitney ( 2007 ) nevertheless argues that there are still weaknesss as the responsibilities that are placed on schools are non the same responsibilities that are placed on the other bureaus. The Laming study ( 2003 ) , ECM ( 2003 ) and the Children act 2004 nevertheless did non pull off to forestall farther deceases and once more professionals were criticised in their defects when in 2009 Britain was one time once more left in daze after the tragic decease of Peter Connelly ( Baby P ) . Professionals including societal workers, physicians, attorneies and constabularies were criticised by BBC intelligence instruction newsman Katherine Sellgren as incompetent ( 2010 ) . Sellgren argues in the on-line intelligence study, Baby Peter s dismaying decease was down to the incompetency of about every member of staff who came into contact with him, official studies say. The decease of Baby P resulted in yet another question into kid public assistance services in 2009 by Lord Laming. Crippling slated societal services in the question claiming that unequal preparation and hapless supervising were included in the grounds for the weaknesss within the instance of Baby P ( The Telegraph, 2009 ) . The reforms made as a consequence of the decease of Victoria Climbie failed to be implemented by societal services and the Laming study into the decease of Baby P reported that these weaknesss were due to such countries as impossible marks ( Knapton, 2009 ) and increased bureaucratism ( White et al, 2008 ) . Inter-professional Education CAIPE gives the definition of Inter-professional instruction as, Inter-professional Education occurs when two or more professions learn with, from and about each other to better coaction and the quality of attention. ( CAIPE, 2002 as cited in Gopee, 2011:128 ) Howkins ( 2008 ) argues that continual collaborative pattern between wellness and societal attention has taken over 30 old ages and it is as a consequence of inter-professional instruction that has amplified and sustained such pattern. In order to accommodate to inter-professional instruction it is of import to take into history planning every bit good as clip and apt instruction. Howkins argues the timing of when inter-professional acquisition should be included in one s profession and inquiries the possibilities, Is it better to get down in the pre-qualifying period with the hope of avoiding the development of negative stereotypes or delay until after the making when the professional should experience more confident in their function? ( p1 ) The issue with respects to timing has brought approximately much argument and conversation suggests Howkins. It is besides subsequently suggested by Howkins that although there are authorities policies in topographic point actuating inter-professional instruction there is small in the manner of indicant that service user results have improved. Learning Theories In order to present an effectual preparation program it is of import to include learning theories. Such theories need to associate to grownups as they learn otherwise from kids as suggested by Knowles who introduced the grownup larning theory, andragogy and argued that every bit good as grownups conveying work and larning accomplishments grownups besides want to cognize the intent of why they need to cognize something as opposed to kids who are presumed to larn what they are being told ( Stover, 2006 ) Decision and Training Plan This study has discussed the background of inter-professional acquisition every bit good as expression upon the past weaknesss that have taken topographic point with respects to kids as the consequence of hapless coaction between professionals. An account of Inter-professional acquisition has been deliberated and larning theories have been discussed in order to find the best attack in order to develop professionals to present an effectual attack to inter-professional acquisition with a position to accomplish the most effectual coaction when working within kids and households. Furthermore a program will be put into topographic point in order to transport out a preparation session for the relevant professionals with a position to implement the cognition and importance that interprofessional acquisition has on kids s services and how effectual coaction between the assorted bureaus can take to an improved result for kids Team Building Common regard and non-hierarchal relationships are the foundations of successful collaborative working. ( Kenny, 2002 as cited in Wilson and James, 2007:315 )

An in-depth study of behavioural problems and the impact these have on Research Proposal

An in-depth study of behavioural problems and the impact these have on learners in Manchester (uk) primary schools - Research Proposal Example hools can be quite comfortable with looking after children with physical disabilities - but when it comes to behaviour problems, they also have to weigh up their responsibilities to other pupils †¦It is the issue where conflicts between meeting individual needs and â€Å"efficient education for other children† are the most difficult to reconcile† (BBC). The problem of disruptive behaviour and its negative effect on learning is also emphasised in the Ofsted’s Annual Report of HM’s Chief Inspector of Schools 2003/2004 issued in February 2005 (Steer 5). It is well known that behaviour management is high on the UK education policy and practice agenda for many years. The UK government and school staff have a great deal to support pupils in managing their behaviour, but it is not easy, and classroom behaviour problems are still one of the major difficulties of all teachers, including junior ones. Chaplain argues that emotional and behavioural difficulties (EBD) are wide ranging, at one level they even can be classified as a special educational need (162). But it is important to understand that pupil showing behavioural difficulties may be very different with different teachers, and it is seldom the case when they exhibit behavioural difficulties with all teachers. That’s why the UK government policies tends to encourage school principals and stuff to include as many pupils as possible within mainstream schools, nesting specialist approaches in school policies for those children who might be considered to have EBD. The term â€Å"emotional and behavioural difficulties† has a long and complicated history, as well as it is a broad label covering a whole range of specific difficulties. Modern understanding of EBD was proposed in the first time in 1992 by the National Mental Health and Special Education Coalition as follows: â€Å"(i) The term emotional or behavioural disorder means a disability characterised by behavioural or emotional responses in school programs

Medical Malpractice Case Study Example | Topics and Well Written Essays - 1000 words

Medical Malpractice - Case Study Example Because we conclude that it is, we reverse and remand. A certain Doris Penrod filed an appeal to the court from a take nothing judgment in favor of David R. Schecter based from a medical malpractice claim. It was in August 2003 that she took her grandmother to a cataract surgery with Dr. Schecter. During the injection process, a small retrobullar hemorrhage occurred that can potentially cause damage to the optic nerve, if there is continued bleeding. After 15 minutes of observation, the RBH did not change; also, there were no swellings in the eyelids, no proptosis and eye discoloration. However, despite these, the surgery was cancelled to prevent any further complications. An eye patch was placed on the observed eye and the patient was discharged, yet after 25 minutes redness was observed around the patch and a large hemorrhage occurred around the eye. Immediately that afternoon, Jessica (Doris Penrod’s granddaughter) called Dr. Schecter (as advised by the doctor himself) but he refused to get the call and at the same time failed Tyenol 3 to the patient, otherwise Dr. Schecter could easily tell them to bring the patient to the hospital. The following day, a visit was paid by both Jessica and Penrod to Dr. Schecter and it was determined that the damaged eye have no vision, though it was able to perceive light. A week later, no vision was still present and the same situation continued until three weeks. Dr. Scheter advised them to see Dr. Roy Levit (a specialist) and it as found out that there was not muscular or retinal damage but a severe ischemic atrophy was diagnosed. Dr, Levit pointed out that the possible cause of this damage is the toxicity from the injection. The jury found out that the negligence of Dr. Schecter was not the proximate cause. Penrod on the other hand filed the complaint together with new and independent cause based that the proximate cause instructions was erroneous. Dr, Schecter pointed out that the error presented by the

Chp 26 dis Essay Example | Topics and Well Written Essays - 250 words

Chp 26 dis - Essay Example This is because the lawnmower by Sears was a non-inventory collateral because the debtor (Cosmo Fiscante) retained the good. This therefore automatically perfects the PMSI of Sears and hence the Sears have the legal obligation to regain the lawnmower and take it back and not the other creditors who claim it. A Purchase Money Security Interest (PMSI) is a type of legal guarantee for a seller against other creditors in case the debtor becomes bankrupt or is unable to meet his or her obligation. The PMSI is only considered valid if it is perfected by the seller. Perfecting of the PMSI depends on whether the good sold is an inventory or non-inventory collateral. Inventory collateral has to be followed by a notification to the debtor in order for the PMSI to be considered perfected. In the case of non-inventory collateral, no notification is required and once the good is given to the debtor, then the PMSI is considered to be perfected (Miller and Jentz,

Stages Of A Typical Performance Management System Management Essay

Stages Of A Typical Performance Management System Management Essay Performance can be defined as the end result of an activity. A performance management system therefore is defined as a process of establishing performance standards and evaluating performance in order to arrive at objective human resource decisions as well as to provide documentation to support those decisions. (Stephen P. Robbins, 2005, p. 296) A good performance management system is essential for Interact to be able to manage the dwindling individual performance. To develop a good system Interact will need to consider the three main aspects of managing individual performance, these include: planning performance, delivering and monitoring and formal assessment and reward. These are well illustrated in the performance cycle as illustrated by figure 1 below Figure 1 Stages of a typical performance management system Source: (Derek Torrington, p. 263) The first key aspect of managing individual performance is the planning performance stage. This is where a manager at interact sits down with his subject and they collaboratively set individual objectives originally obtained from team objectives and the agreed job description. These objectives are designed in a way that they also offer potential development as well as fulfilling the general organisations general objectives. They should also include measures of how they can be assessed. One common approach managers use in setting these objectives is with the SMART acronym. This suggests that the objectives set should be Specific, Measurable, Appropriate, Relevant and Timed. A good example of a good objective for an employee working in the component development department could be: To develop a new mobile phone component by March 2010 (started in January 2010) It is important that managers do not forget to plan for the support, development and resources necessary for the employee to be able to accomplish the objectives. The second key aspect is the delivering and monitoring performance stage. As the interact employee sets about to achieve the performance agreed, the manger should ensure that he is available at all times so that the employee can consult him/her at any moment when needed. There may be some unpredicted hindrances towards the achievement of performance and in some instances targets may have to be revised. Ongoing coaching is important whereby the manager can guide the employees through discussion and providing constructive feedback. Continuous informal reviews held between the employee and his manager should be carried out so as to ensure that work is going as agreed and whether the agreed performance will be attainable by the agreed dates. Objectives signed off as complete and recognition of work done so far help to act as motivation for the employee in the future for other objectives yet to be completed. The last key aspect of the performance cycle is the formal assessment and reward stage. This stage involves regular reviews of the development of the objectives and to motivate the employee. Annual reviews are also necessary in this stage whereby what has been achieved is compared with what had been set to be achieved which may affect pay and salary increments. Interact managers should take note that employees see reviews as fair only if the targets set are achievable and judgements were seen to be consistent throughout the organisation. Different styles of appraising employees could be adopted in order to make the best assessment but a popular and widely used approach is the problem solving style which is one of the styles developed by the American psychologist, Norman Maier. This approach suggests that The appraiser starts the interview by encouraging the employee to identify and discuss problem areas and then consider solutions. The employee therefore plays an active part in analysing problems and suggesting solutions, and then evaluation of performance emergence from the discussion at the appraisal interview, instead of being imposed by the appraiser upon the employee. (Anderson, 1993, p. 102). However, it should be taken note that this style works best if the employees are ready for it and the mangers are willing to behave in this way which is not always the case. After the reviews have been conducted and achievement of tasks has been high, reward is necessary. Most management systems include pay in the reward package but ongoing research has shown that element of pay had very little effect in the motivation of employees. Other forms of reward other than monetary such as promotion and offering of individual development opportunities are found to be more motivating to employees. In order for the successful implementation of a performance management system, line managers who are closer to the employees need to be included in the Human Resource team when designing the system. Training of the line managers is essential before and during the introduction of the system. Task 2 Learning can be defined as the process of acquiring knowledge. Learning and development is an essential part in keeping the performance of Interacts employees up to standard. Currently, there have been issues and complains from the employees about the quality of training being offered, and the lack of enough training to keep the component developers up to date with emerging technologies. This is a serious problem for interact being the fact that it is operating in an industry that requires a high degree of innovation and creativity. It indicates the need for an effective people development strategy. A good approach that could be used to establish an effective people development strategy would be the systematic training cycle. This cycle includes for steps that are; identifying training needs, designing development activity, carrying out development and evaluating development. This can be illustrated by the diagram below. Environment Business strategy People development strategy Figure 2 A systematic model of learning and training Source: (Derek Torrington, p. 391) Considering figure 2, the first step in the model is identifying training and learning needs. Before any activity can commence, interact managers should take note that identifying these needs should not be the sole role of the human resource team but should be a process that involves the employees too. Employees about to receive training should not be considered as subjects but as participants of the scheme. Interact managers should also take note that modern day effective training requires not only a focus on development of technical skills alone but also personal skills, attitudes and self-management therefore broadening the needs scope. One approach that interact managers could use to identify the training and learning needs is the problem centred approach. This approach analyses whether there are any performance problems and analyses whether they are caused by lack of skill and if so, which. The gap between expected performance and actual performance is the one that helps to bring about the training need. For example, an identified problem with interact is that the component developers are not up to date with new technological development therefore the training need would be to continuously keep the developers up to date. After training needs have been identified, the next step will be designing the development activity. There various methods of learning and development that Interact managers could use such as; education and training courses (off job), manager coaching and teaching, self development groups and open and distance learning. (On job). The next step is carrying out the development activity. For education and training courses, Interact managers could use the consultancy courses. They could range from one day to several weeks in some cases. These have the advantage that they enable employees from various organisations to meet and share their experiences. In order to be very effective, they should concentrate on specific skills of knowledge, such as being introduced to new technological developments. Management should take note that these courses are usually expensive despite the fact that they are of short duration. There is a big challenge that Interact managers should be prepared to face and that is the ensuring of the transfer of what the employees have learnt back to the organisation. To counteract this problem, managers could set goals for implementing new skills once the employees return from training. In case the Interact management decide to use on job training methods take manager coaching and teaching as an example, the line manager will act as a mentor or coach for the trainees involved. He will provide feedback, counselling, encouragement discussion and sincere feedback. Management should however take note that not all line managers can provide effective coaching, as it requires good interpersonal skills and commitment from the manager to accept the coaching role. Interact management could also support the use of self development groups whereby informal groups formed by employees come together and discuss organisational issues, personal development and individual work problems. The group should however be headed by an experienced leader who plays the role of a facilitator and to some extent, a source of information. This group leader could drop off as the group matures. Such a method of learning and development requires a high level of commitment from the group members and a close follow up on the side of management. The final step in the learning cycle is the evaluating development stage. While evaluating development, changes in skills, knowledge, behaviour and attitudes need to be considered. However, research has proved that it is actually very difficult to asses some aspects of learning or training that have been carried out such as changes in attitudes and behaviour. A post course questionnaire could be issued out to the trainees but this usually tends to evaluate the course and not the training. Evaluation could also be carried out by setting up goals basing on what the individuals have learnt during training and the extent to which the employees meet these goals would indicate how effective the training had been. It is recommended that managers should keep on evaluating the trainees continuously from the beginning as they attend the training courses and not to pin the evaluation process at the end of the course. Task 3 Leadership can be defined as the Process in which an individual influences other group members towards the attainment of group or organisational goals. (Shackleton, 1995, p. 2) There is a close link between leadership and motivation and performance implying that the leadership style being used may have either positive or negative impacts on these. Due to the recession, Interact adopted a rather autocratic approach and have become more task focused. An autocratic leader is a leader who tends to centralise authority, dictate work methods, make unilateral decisions and limit employee participation. (Stephen p. Robbins, 2005, p. 593) The advantage of such a style is that it leads to quick decision making and work getting done on time. However, there are various negative impacts Interact could face as result of applying such a leadership style. To start with, according to Vrooms expectancy theory which says that An individual tends to act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. (Stephen p. Robbins, 2005, p. 405), we can see that expectancy has an impact on motivation. Therefore not expecting employees to perform unless they are directed to will only cause them to behave in that way leading to demotivation and poor performance. Also using Maslows hierarchy of needs, the need for affiliation could be a motivational factor. Therefore not involving employees in the decision making process and centralising authority only makes the employees feel alienated and thus end up feeling demotivated. The autocratic style of leadership also fails to recognise that social needs are a motivational factor for employees. Maslow recognised the need for affiliation as an important attribute in human motivation therefore making decisions or planning activities while excluding those who are going to be affected may demotivate them. Autocratic leadership also makes the employees feel that the organisation does not trust them enough to make wise decisions for the good of the organisation. This demotivates them and makes them feel like they are not a part of the organisation or not responsible enough. As a result of being very task oriented, such as style does not have much concern for the needs of their subordinates. This is clearly indicated by the lack of a sound human resource function and the fact that the Interact management has so far refused to meet with the group of employee representatives who are trying to voice employee concerns. This has led to feelings of resentment, alienation and a drop in performance levels. In conclusion, the autocratic style of leadership has a rather more negative impact than positive effects, but this is not to say that Interact should not apply it, rather they could blend it in with other styles of leadership. Using the managerial grid designed by Blake and Mouton, THE MANAGERIAL GRID High concern for people Low concern for production Country Club management High concern for people High concern for production Team management Low concern for people Low concern for production Impoverished management Low concern for people High concern for production Authority-compliance management High People Low Production High The managerial grid Source: (Derek Torrington, p. 304) Most managers agree that the best leadership style would be the team management which has both high concerns for people and production but there is a new approach that suggests that the best style is to use all these four styles together basing on different times and different situations. Task 4 The complaints voiced by employees over the need to work harder and longer to keep their jobs and increased levels of stress are a sign that the quality of the working life at Interact is deteriorating. Work-life balance is very important as it keeps the employees happy and contented with their jobs therefore reducing absenteeism and turnover. There are a number of practices that management at Interact could implement so as to improve the situation. To begin with, offering the employees flexible working hours would greatly help employees who need more time outside the job. Allowing female workers to have their maternity leaves also enables to keep the employees happy with their current jobs. The Interact management can also train their line managers to deal with employee stress. The line managers should encourage the employees to talk and voice out what is truly getting them stressed up. An increased level of stress at work is a total wake up call that Interact needs to change its style of leadership and control. Not allowing employees to freely raise their voices over the different issues in the organisation and refusing to recognise their representative group only makes them feel unappreciated and demoralised. Interact could also reorganise their working practices such that the workers could get work done without having to spend extra long hours to work while maintaining the same quality of performance. The amount of days employees can get in their leaves should be adequate giving employees enough time to rest and relax so that they can return to work revitalised. For those workers who may not be able to get to work but and yet their jobs do not demand their physical presence at the premises, interact could offer them alternatives of working at home. This will help to boost performance while at the same time saving valuable time lost when the work is not done at all. In case workers are having to work overtime, Interact should devise a payment scheme that covers these extra hours in a manner that is of mutual benefit with the employees. Interact could even go to the extent of ensuring that maternity pay is reasonable and comfortable for the employees. This will make them return to work much more happily and boost their attachment to the company. For those in areas where the work demands them to do the same routine job everyday, Interact management could introduce rotation where other employees doing other routine work could be set up to be exchanging activities so as to prevent them from getting bored. However there are some limitations that Interact should take note about work-life balance policies. For example, some policies such as maternity pay only target the female employees therefore bringing about a feeling of neglect with the other employees. Another problem is the fact that some policies may actually be put in place and yet employees may not take them up and use them. Task 5 Absenteeism can be defined as the To tackle this problem, Managers at Interact need to set up a procedure to solve the absenteeism problem. The process could involve the following steps; Identify the absence problem Locate the absence problem Identify and prioritize the cause of absence Evaluate the current control method Design the absence control program Implement the absence control program Monitor the effectiveness of the program The first step of solving the absenteeism problem is assessing it. Interact could do this by collecting statistical data about thee current absence levels. This can be done by gathering information on how many people did not come in to work for a certain period of time. After the pattern has been identified, the next step is to locate the absence problem. This is done by using collected data to find out which specific departments had the highest levels of absentees for the period. The next step is to identify the cause of absence in the departments selected. An autocratic leadership style of the line managers in Interact, longer working hours, low levels of responsibility and decision making could result into dissatisfaction with the job situation therefore leading to a rise in absence levels. Evaluating the current absence control method is what follows after the causes of absence have been identified. During evaluation, Interact should be able to see the weaknesses of the current control program and why it is failing to work effectively. After evaluation, Interact should design a new control program that tackles the problem. There are a few recommendations of measures that could be put in place to help reduce the problem, First of all, I would recommend to Interact that they should try and maintain continuous contact with the employees who are absent from work. This is known to greatly reduce the length of absence and shows the employee that the organisation in concerned about the well being of its people. One visit a month by the line manager of the employee could be effective. Another useful activity that interact could do to manage absence is to include attendance levels in the performance review at the end of the year. Having high levels of absence during the year would be considered as underperformance in the review. I would also recommend that the line managers undergo training so as to ensure that the absence procedures are effectively carried out. Proper training on how to handle employees who are frequently absent could greatly reduce the absence levels. A deep understanding of the causes of absence would enable Interact to be able to tackle the absenteeism problem. Known causes of absenteeism at Interact include, employees working longer hours and increased levels of stress. When trying to identify the problems, management should not only consider what the absentees have filed as the reason for their absence as research has shown that they tend to write excuses that appear valid to the organisation. Interact should build a culture of trust with its employees such that they can get them to explain the real causes of absence and thus they can respond to them effectively. The last step after the absence control program has been designed is to implement it while continuously monitoring it by collecting statistical data to observe whether the absence levels are falling or not. If it is not effective then Interact have to find out why, make the necessary corrections and continue with it Task 6 Employee turnover is the rate at which employees voluntarily leave their jobs. At interact, the level of employee turnover has been relatively high. Collecting information on staff turnover is quite difficult to collect though one best approach could be by using exit interviews. However, there are some major reasons why staff could be leaving interact. Push factors One reason why Interact employees could be leaving their jobs is because of Push factors. This concept suggests poor working conditions, people development strategy, dissatisfaction with company policies, negative effects of autocratic leadership style, job insecurity among others to be the cause of forcing people to leave the organisation. In other words, Interact is pushing away its employees by failing to provide a good organisational and working environment to keep the employees satisfied. Interact could control this cause by making the organisation more employee friendly. Another reason why employees could be leaving Interact is because of pull factors. This concept implies that rival employers in the telephone component manufacturing industry are pulling Interact employees towards them. This could be because they are paying higher salaries, offering better benefit packages, training opportunities or they have more attractive working environments. The best way Interact could reduce turnover caused by this way is by first of all analysing what other organisations in the industry are offering that is making them more attractive and therefore making sure they can level up. Another approach is by identifying unique selling points offered by Interact that other organisations dont have and communicating them to staff. Employees could also be leaving Interact as a result of functional turnover. This is a situation where employee resignations are accepted by both Interact and the employee involved. This could be because of failure of the employee to conform with the organisational culture or as a result of continuous poor performance. The best way to handle turnover caused in this way is by improving the recruitment process so as to avoid such people in the first place. Outside factors could also be making employees leave Interact. These are reasons that have nothing to do with the job. They could be leaving because their partners are leaving the city, personal desire for self employment. In this situation, there is nothing much that Interact could do to stop these kinds of employees from leaving the organisation as it is beyond their control. The rate of employee turnover at Interact could be greatly reduced by putting in place certain strategies so as to manage the turnover rates. Firstly one tool that Interact could use is pay. Research has shown that organisations offering higher salaries appear more attractive than those with less. However, pay alone may not be enough to keep the employees from leaving. It should be combined with other benefits such as holidays, healthcare offers and staff discounts. The best approach in offering such benefits is by letting the employees pick benefits that they prefer as different employees may be interested in different packages. Another tool that Interact could use to help reduce turnover rates is putting in place family friendly Human Resource practices. Considering the fact that many people leave work due to family and personal reasons giving employees more time to spend with their families through holiday packages, flexible working hours and a well paid maternity leave may greatly help to reduce the rates. Improving the quality of line management may also help to reduce the turnover rates as these managers play a critical role in employee relations. To ensure that the selected line managers are effective, they should be selected basing on their supervisory capabilities, undergo training and appraised on their supervisory skills. Finally induction is also known to help in reducing early staff turnover rates as it helps to fit the employee into the organisation and defines his/her role in it. Organisational induction could be done by the Human resource department and may include a presentation on health and safety regulations and fire evacuation procedures. This type of induction could last a few days. The other type of induction is the job-based induction. This usually takes longer and is mostly carried out by the immediate line manager and in the background, fellow employees and includes activities like getting to know the organisation culture, how work is done and what is expected of him/her. Managing employee expectations from the beginning could also play a crucial role in reducing the turnover rates. This is done by letting the employee know exactly what to expect from his job right at the start of his/her career so that they are more prepared when they face the challenges. Challenges could include time pressures etc

The Three Stages of Alzheimers Essay -- Alzheimers Disease Essays

Alzheimer’s is most likely formed by other symptoms called dementia. Dementia is not an actual disease, but has a vast range of symptoms which are precursors to many types of diseases. When dementia is detected in an individual their memory tends to decline and it becomes a hassle to complete everyday duties. When diagnosing individuals there are a series of steps taken in order to see if the individual progressed to dementia and also which disease caused those symptoms to take effect. These stages are preclinical, mild cognitive impairment (MCI) and dementia. Within the preclinical stage there are three sub-stages that deal with protein, plaque buildup in the brain called beta-amyloid. The symptoms for this stage are undetectable. Stage two is the MCI stage, which contain more visible symptoms such as deterioration of thinking abilities. Stage three is dementia. The symptoms for this stage are more severe and researchers use biomarkers (biochemical trackers) to detect the dis ease. There have been questions on whether individuals diagnosed with MCI are more likely to stop at dementia or progress towards Alzheimer’s disease. There have been a couple of experiments pertaining to this question, however people diagnosed with mild cognitive impairment (MCI) tend to pass the third stage, which is dementia and progress towards Alzheimer’s. When a person is diagnosed with a certain health problem, it doesn’t come within a matter of seconds, it happens within a steady process. First there are symptoms which most people ignore until diagnosis, then after a couple of years of ignoring the symptoms that person is diagnosed. Minor symptoms could start with slight memory loss that could result in, for example, misplacing car keys and forgett... ...the individuals mental abilities start to slow down. Lastly, stage three dealt with dementia. Within this stage the cognitive functions start shutting down. Researchers diagnose individuals with this stage and test whether they have progressed into Alzheimer’s disease. The detection of Alzheimer’s disease is easier for the researchers to detect because the symptoms are noticeable and their cognitive and behavior changes for the worst. These individuals start having mood swings and obsessive compulsion disorder and unacceptable social behavior. Referring back to the BMC Neurology research experiment, it showed that 54 individuals were diagnosed with Dementia and 50 individuals progressed to Alzheimer’s disease. This concludes that people diagnosed with mild cognitive impairment (MCI) tend to pass the third stage, which is dementia and progress towards Alzheimer’s.

Employee Monitoring Essay

Employee Monitoring: Employer Safeguard or Invasion of Privacy? Employee privacy has been a controversial topic especially with the rise in internet usage, the popularity of social media increasing, and the addition of GPS to mobile devices. With these advances in technology there are numerous ways for employers to monitor their employees’ time at work. According to Evans (2007) as many as eighty percent of the employers, who employ twenty percent of the American population, monitor employees’ telephone conversations, e-mails, and voicemails. Global Positioning Systems (GPS) technology has made tracking the whereabouts of employees easier rather than tracking only information passed between employees and other individuals. The United States does offer privacy laws to help safeguard employees’ expectations of privacy; however, the laws are formatted around the physical realm such as desk drawers or an employee’s home, not an employee’s computer files or even social networking site (Riego, Abril, & Levin, 2012). It has become apparent that social media is here to stay. Social networking sites such as Facebook and Twitter have changed how people communicate in their daily lives and even how organizations do business. Employers have begun using social networking sites not only to market themselves but also as a human resource tool, making themselves accessible to potential customers and employees alike. Some of the ways employers have begun utilizing social networking include orientation, training, faster innovation of products and services, and improved efficiencies of operations through employee collaboration (Mello, 2012). Although there are clear advantages for employers using social networking sites, there are some murky areas that are becoming increasingly common when using these sites as an instrument to monitor and screen employees as well as applicants. The Social Norm of Employee Monitoring In the digital era of today’s working environment, almost all employees are aware their employer is performing some form of monitoring with email monitoring being the most expected. However, the degree of monitoring employers partake in varies. With the lines between personal lives and the  work environment blurring, employers are taking advantage of the array of technology they have at their disposal. A heightened awareness of this blurring requires employers to become more probing towards their employees. This becomes apparent with the discovery of 85% of employers recognizing their employees’ use of social networking and personal internet usage during work hours (Mello, 2012). There are many ways that employers utilize applicable technologies, including GPS and social networking sites. GPS: Advantages and Disadvantages Employers have a legitimate reason to need and want to monitor their employees. GPS systems can be useful for organizations that have a mobile workforce. Installing GPS systems can be used to help cut cost as well as unauthorized usage of company vehicles (Towns & Cobb, 2012). Most GPS systems not only have the ability of pinpointing locations within 100 feet but also track speed and inform the drivers of the current speed limit. Major cost savings can be seen due to increased productivity of employees due to more effective usage of their time when employees are aware of employers tracking their movements. Likewise, when employees follow the speed limit it can be translated in savings in fuel costs and decreased number of accidents (Towns & Cobb, 2012). Like most advancements in technology, when there is a positive use there is also a negative misuse. While there is a potential for efficiency to increase with GPS usage, there is also the potential for employers to set irrational time frames and quotas to try to increase efficiency (Towns & Cobb, 2012). This can place unwarranted pressure on employees. Some employees start to be concerned about the lack of privacy with the use of GPS tracking. It is often a necessity for mobile workforces to use their company vehicle to facilitate breaks such as lunch. GPS systems have the potential to disclose personal information about employees when used during such nonworking hours. All travels tend to be recorded with the use of GPS tracking which can lead to an employer knowing detailed information about an employee’s personal life such as preferences or appointments. To avoid conflict with the use of GPS systems, Towns and Cobbs (2012)  suggests taking the following steps. Incorporate GPS usage with other policies by publicizing a policy limiting the use of company property, including electronic devices such as phones and computers as well as vehicles, to work related purposes. Combined with policies, employers should inform their employees of their right to monitor their usage of such property. However, employers should proceed with caution when monitoring with GPS technology by informing employees that GPS systems and tracking are specifically being used. Obtaining employees’ consent to use tracking systems can assist in preventing employees from feeling scrutinized. Limiting the use of GPS to working hours only will also help employers and employees alike. This can be done by placing a timer or an on/off switch on the device to prevent tracking when an employee is on personal time. Finally, maintain both equipment and records that pertain to GPS systems. Restricting access to these items will ensure privacy for the employee and continue a positive working relationship between employee and employer. The Use and Abuse of Social Networking Sites Most monitoring of employees is done electronically. Software programs are available to track time, content, and size of data being shared through e-mail or viewed on the internet alleviating the need for manual monitoring. The electronic monitoring that is being conducted manually is primarily done through search engines or social networking sites. According to Mello (2012), an average of 26% of human resource departments admit to using search engines while 18% use social networking sites to screen and disqualify applicants rather than recruit them. Riego, et al. (2012) discovered reports that many employers were requesting job applicants to make login and password information to their social networking sites available during the interview process. This kind of monitoring of employees and applicants is not only detrimental to morale and trust by making individuals feel violated due to lack of privacy but also can leave open a wide range of legal issues. The American legal system currently does not adequately regulate privacy issues as related to modern technology (Evans, 2007). US law and courts struggle with current privacy laws to incorporate employees’ rights to a  degree of privacy within such technologies and employer’s â€Å"legitimate interest, rights, and concerns† in obtaining relevant information (Riego, et al., 2012). However, questions as to the motivation of an employer’s searches into private lives of current and potential employees could come into play. When the information obtained from such monitoring is not job performance related, speculation starts to rise on how the information gathered is going to be used. Despite the cost effectiveness and ease of this type of monitoring, ethical issues also arise. Employers defending the appropriateness of these searches argue on behalf of due diligence and the desire to provide the fit for both applicant and the company (Mello, 2012). They use their right of having a legitimate business interest as grounds for justification due to the cost of recruiting, hiring, and training employees being too high if the working relationship is terminated by either party due to an improper fit. Organizations also claim this use of monitoring on current employees helps expose misconduct in the workplace during work hours. Global Stance The US is not the only country to face dilemmas posed by breaches of privacy by employers due to modern technology. However, most countries focus on the dignity of privacy rather than the physical aspect (Reigo, et al., 2012). The dignitarian approach emphasizes the fundamental human right to privacy with respect to their personal life (Evans, 2007). Due to this approach, most employers in other regions of the world have allowed for a certain amount of digital private space in the work environment if properly labeled as such. Some countries have gone so far as to issuing guidelines for social networking background checks, recognizing that the employees and employer are not equally leveraged once information from such searches has been ascertained. The ability of the US to use foreign regulation on privacy issues as related to technology in order to draft one of its own is feasible. Disclosure to applicants and current employees of social networking monitoring, both before and after the search, should be required just as it is for a criminal and credit background check. Provisions for â€Å"clear remedies and preventative  measures against such intrusions† (Reigo, et al., 2012) are an immediate necessity as more aspects of employees lives become digital. Conclusion Until there are clear rules and regulations put into place concerning privacy issues in the digital age of the work environment, employees and applicants alike should be aware of the potential use of their electronic data. If employees and employers are both willing to respect one another’s needs a mutual understanding can be easily reached. Employers have the right to know how their property is being used and where with the assistance of GPS tracking and software monitoring. Nevertheless, employers also need to recognize employees’ rights to maintain some autonomy in their personal life with concerns to their social media outlets. References Evans, L. (2007). Monitoring technology in the American workplace: would adopting English privacy standards better balance employee privacy and productivity?. California Law Revie, 95(4), 1115-1149. Retrieved from Business Source Complete database. Mello, J.A. (2012). Social media, employee privacy and concerted activity: brave new world or big brother?. Labor Law Journal, 63(3), 203-208. Retrieved from Business Source Complete database. Riego, A.D., Abril, P.S., & Levin, A. (2012).Your Password or Your Paycheck?: A job applicant’s murky right to social media privacy. Journal of Internet Law, 16(3), 2-3. Retrieved from Business Source Complete database. Towns, D.M. & Cobb, L.M. (2012). Notes on: GPS technology; employee monitoring enters a new era. Labor Law Journal, 63(3), 165-173. Retrieved from Business Source Complete database.

Leadership Structure at Tek

Leadership Structure at Tek The concept of leadership can be broadly defined as the intrinsic ability to internalise a setting with the intention of empowering a group or team to proactively and creatively contribute towards problem solving (Baxter 27).Advertising We will write a custom report sample on Leadership Structure at Tek specifically for you for only $16.05 $11/page Learn More On the other hand, management, in the broad spectrum, can be defined as the process of deploying the needed resources to realize specific objectives that are measurable within a specified period of time (Eriksen 753). Effective leadership is characterized by strong management and decision making skills. Unfortunately, the group at the group at Tek lacked the element of leadership. Symptom of lack of leadership Leadership inspires the need to contribute proactively towards creation of a suitable environment for closing the gap that may exist between a challenge and its solution. However, the group does n ot set goals and objectives. Besides, the team leaders were not taking any responsibility of their teams in terms of direction and meeting the set targets. Analysis of leadership problem The main characteristics of good leadership style include adaptability, empowerment, commitment, contribution, and critical problem solving skills. Besides, the leader can inspire self esteem and confidence among the staff to align their feelings to specific intuition or instinct in his proactive concept (Tuleja and Greenhalgh 33). Due to lack of ideal leadership structures, Tariq Khan observed during one of the meetings with senior executives that none of the country managers made conservative estimates. Besides, there was no one among the senior executives who was taking responsibility of their targets. Besides, there was an open disagreement among the senior executives on the focus of each company branches in the eight countries. Solution In order to create strong leadership structure at the Tek, Tariq Khan and the other senior executives should embrace the element of transformational leadership. Transformational leadership provides an opportunity where employees could be motivated to give a desired output, thus meeting set targets (Eriksen 755). When the management embraces the principles of transformational leadership, it becomes easy to convince employees to be flexible to change. For instance, Tariq, who is most senior executive, may embrace transformational leadership skills by empowering the other executives to explore their full potential in terms of responsibility and target management.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The main characteristics of transformational leadership include adaptability, empowerment, commitment, contribution, and critical problem solving skills (Eriksen 751). These skills will turn around the current problem of lack of resp onsibility in managing teams and meeting set targets. The senior executives should strive to strike a balance between task orientation and transformational skills to serve competing interests in the relatively changing economic landscape, following the rapid growth of the company through modelling efficiency units in the other branches across the globe. Since leadership inspires the need to contribute proactively towards creation of a suitable environment for closing the gap that may exist between a challenge and its solution, the senior executives should adopt creative leadership structure which is a rich recipe for an imaginative response to stimulate the different maturity stages of the Tek Company (Baxter 25). Basically, creative leadership involves flexibility and forward thinking in solving problems. This will enforce the element of responsibility among the team members (Eriksen 760). Reflectively, self initiative in situational leadership plays a significant role in setting u p the leadership environment for situational occurrence management from external factors. Self initiative involves taking bold steps after a consultative forum in solving issues (Tuleja and Greenhalgh 35). Through self initiative, the senior executives will learn to engage self initiative in following up set targets which is currently a challenge. Baxter, Judith. â€Å"Who Wants to Be the Leader? The Linguistic Construction of Emerging Leadership in Differently Gendered Teams.† International Journal of Business Communication, 3.4 (2014): 23-41. Print. Eriksen, Matthew. â€Å"Authentic Leadership: Practical Reflexivity, Self-Awareness, and Self-Authorship.† Journal of Management Education, 33.1 (2009): 747-771. Print.Advertising We will write a custom report sample on Leadership Structure at Tek specifically for you for only $16.05 $11/page Learn More Tuleja, Elizabeth and Anne Greenhalgh. â€Å"Communicating Across the Curriculum in an Under graduate Business Program: Management 100-Leadership and Communication in Groups.† Business Communication Quarterly 71.1 (2008): 27- 43. Print.

history of gm essays

history of gm essays Drinking and Driving is dangerous to yourself and others around you. Alcohol is a depressant; it impairs your ability to drive, slows down your reaction time and causes you to make some risky decisions that you wouldn't normally take. The penalty for Drinking and Driving is driving Under the Influence (DUI). If your Blood Alcohol Content (BAC) registers over .08, which is 80 milligrams of alcohol per 100 milliliters of blood, you are After having one drink it takes approximately one hour for your body to burn off the alcohol. You can't depend on yourself to be able to drive after an hour because everyone processes alcohol differently and you might even feel the effects long after you've been drinking. Your BAC is based on; your bodyweight, how much you have had to drink, the amount of food you may have eaten before drinking, the length of time over which you have had alcohol, and the speed at which your own body processes alcohol (once again, everyone's is different). There is no way to make your body burn alcohol faster, eating food, drinking coffee, exercising, or taking a cold shower may make you feel better but they have no effect on your rate that alcohol is processed. The following drinks all contain about .5 oz of alcohol; 12 oz of beer, 4 oz of wine, 1 oz of 80 proof liquors. If you are under 21 in California it is also illegal to purchase alcohol or transport alcohol unless accompanied by someone of the age 21 or over. It is also illegal to drive with an open container of alcohol regardless of the age. Of course the penalty would be more severe if the driver is under 21.The penalty for Driving Under the influence can be any combination of the following; prison sentence, fine or license suspension. The penalties can be altered depending on how much you've been drinking, past history of drinking and driving, the amount of time between your past Driving Under...

The Microsoft trial the Pro an Cons Essay Example | Topics and Well Written Essays - 750 words

The Microsoft trial the Pro an Cons - Essay Example Microsoft countered that innovation and competition were not unlawful, and that the browser and the operating system were inseparable as the browser was not a separate product but a feature of the operating system. Microsoft purported to demonstrate this in court by showing a video of the sluggish performance and increase in errors that would occur if the browser was removed from the product. The DOJ submitted evidence to show that the browser and operating system were separable. They also pointed out that it was possible to obtain a standalone version of the browser, for example for the Macintosh operating system. Although Microsoft argued that the browser was being provided free, the DOJ adduced that the costs of the browser's development were incorporated into the cost of the operating system, and was partly responsible for the relatively high cost of the operating system. Microsoft further argued that the fact that the industry was unregulated had meant faster development, lower prices and more choice for consumers. This argument was echoed by other commentators (see Browne, 2001). However the manner in which the browser is integrated with the operating system means that even when a consumer prefers to use an alternative product the default browser would be Microsoft's. It was not possible for the consumer to backward engineer this, firstly because of the restrictions in the end user license agreement and secondly because most consumers would not know how to go about doing so. Hence in reality they were being forced to use Microsoft's browser whether they wished to or not (Chin, 2004). Judge Thomas Penfield Jackson held that Microsoft were in breach of both sections 1 and 2 of the Sherman Anti-Trust Act and ordered that Microsoft should separate the browser and other applications from the operating system. However Microsoft appealed and Judge Jackson's decision was overturned by the DC Circuit Court of Appeals on the basis that since the Judge had given media interviews he had not retained his objectivity. The DC Circuit Court of Appeal remanded the case to be reheard on a reduced scope of liability. Ultimately the DOJ and Microsoft agreed to a settlement whereby Microsoft would provide its Application Programming Interfaces (APIs) to third parties and set up a Technical Committee of 3 persons to oversee this for compliance. Despite opposition that this was no more than a slap on the wrist, the US Appeals court unanimously accepted this settlement and Judge Colleen Kollar-Kotelly directions. In an interview after the ruling a disappointed Massachusetts Attorney General Thomas F. Reilly said Microsoft "not only has been ruled a monopolist, they are now a protected monopolist. That's a very dangerous thing." Reilly said the case demonstrates that "our antitrust laws are not effective in protecting consumers," especially in the realm of high technology (quoted in Krim, 2004) All software companies benefit from Microsoft's 'victory' to the consumer's

Categorical definition arguement writing about heros Essay

Categorical definition arguement writing about heros - Essay Example His personality used to be exalted. In mythology or in the great epic of the world Ramayana, the hero is Ram. Ram is shown as an obedient, selfless, and the most valiant person of the world. But in the modern time the concept of hero has changed. The hero is supposed to be the person who has glamour due to his qualities. The modern heroes can be of different field such as the hero in sport, cinema, or politics. The hero in modern term is the person who has his influence on the people and he is an idol for them. The influence of the hero could go even to that height where the ordinary people start thinking him as a divine figure and they worship him. In India, especially in South India the people are so crazy about films and the heroes of the film that they have built the temples of these heroes. It is the different thing whether these people deserve worship or not, but the major point here to be considered is that the height of influence of the hero can go at any stage. It is always the quality of the hero to battle hard and reach to the pinnacle of success by overcoming all odds. These heroes have tremendous power and strength. There are different types of heroes; among them are seeker, victim hero, anti-hero, tragic hero, epic hero, culture hero, folk hero and reluctant hero. A Hero is a man who ardently devotes his life to the divine and inner truth and shares his vision with the rest of the world. For Carlyle, this is the definition of a true man: one who is a deep and spiritual being, living his life by divine truths. Carlyle in his book â€Å"On Heroes, hero-worship and the heroic in history,† he talks about the following different categories of the heroes† â€Å"All sorts of Heroes are intrinsically of the same material; that given a great soul, open to the Divine Significance of Life, then there is given a man fit to speak of this, to sing of this, to fight and work for this, in a great, victorious, enduring manner; there is