Is obesity a disease Essay Example for Free

Is stoutness an infection Essay Is stoutness an infection? Thirty tlve percent ot individuals accept that corpulence is an ailment, yet I accept that It Is an actual existence decision. The explanation I accept that heftiness Is an actual existence decision Is on the grounds that there are numerous approaches to stay away from corpulence; getung a lot of activity, eaung right, and there are medical procedures that can be performed to counter stoutness and be solid. Thirty eight of Americans are stout, because of that rate, most specialists dont consider being thin sound and accept that you ought to be near overweight however not large. The normal load for a high schooler young lady that Is 5, 1 Is 100 pounds which is nderweight to specialists they accept that the normal teenager young lady that is 5, 1 ought to be 125 pounds. In 1979 the normal load for a youngster young lady that is 5, 1 was 109 pounds and because of the expansion of corpulence and weight change that currently would be viewed as underweight and you would be considered not beneficial. Numerous individuals state that corpulence is brought about by thyroid issues yet there are numerous approaches to maintain a strategic distance from this, there are nourishments that cant be kept away from that can stop the thyroid issue, There are medications that will dispose of or control the issue. The thyroid makes the body ake such a large number of proteins that the body doesn't need, and this can cause expanded body weight and growing. It likewise controls digestion, and can make you get thinner too gradually or cause you to get more fit excessively quick. The thyroid is the number clinical reason for weight gain yet this can be totally maintained a strategic distance from numerous points of view, the thyroid can't be accused for causing corpulence. weight Is brought about by numerous things, for example, neediness and the general public In which we live In. any inexpensive food places edge promoting towards children and show them toys and characters structure their most loved hows to get them to eat there. Most guardians permit them to eat there in light of the fact that It makes then cheerful and they need to give them what they need since it Is simple and entirely moderate. The level of children that have weight has ascended since the children dinners were developed in 1 987. Many inexpensive food restrictions have paid heed to this and disposed of the toy and presented books in kids suppers The spots that attempted this saw kids brought less quick nourishments on the grounds that there was no toy in their feast. I dont accept that kids suppers make kids fat yet I trust Its the costs and how simple hello are to get makes kids as well as grown-ups put on weight and become large, Obesity is a real existence decision regardless of whether you do have the ailment hyperthyroidism there is no reason for being fat on the grounds that there are such a significant number of approaches to stay away from it. In the event that weight was a sickness, at that point that would mean something that requires clinical treatment however that would likewise yet somebody doing heroin is a malady when in actuality It is a real existence decision you either control the issue or you dont and stoutness is something you can control heftiness is simply brought about by a dietary patterns. Work refered to is stoutness a malady By Adrivatal Thirty five percent of individuals accept that weight is an infection, yet I accept that it is an actual existence decision. The explanation I accept that weight is a real existence decision is on the grounds that there are numerous approaches to maintain a strategic distance from stoutness; getting a lot of activity, eating right, and hefty. The normal load for a youngster young lady that is 5, 1 is 100 pounds which is are nourishments that cant be evaded that can stop the thyroid issue. There are Obesity is brought about by numerous things, for example, destitution and the general public in which we live in. any inexpensive food places hows to get them to eat there. Most guardians permit them to eat there in light of the fact that it makes then cheerful and they need to give them what they need since it is extremely simple disposed of the toy and presented books in kids suppers. The spots that attempted this dont accept that kids s uppers make kids fat yet I accept its the costs and that they are so natural to get makes kids as well as grown-ups put on weight and become stout. that would likewise however somebody doing heroin is an ailment when truly it is a real existence control stoutness is Just brought about by a dietary patterns.

Analyze a passage Essay Example | Topics and Well Written Essays - 250 words - 10

Dissect a section - Essay Example At the point when God advised man to quell the world, He implied that he ought to improve the world for his advantage. There was still enough and sufficient left. Be that as it may, man’s nook for himself left almost no for others to utilize. The creator gives a couple of reasons in help to his proposal. For example, he says that in the event that somebody leaves as much as possible utilize, does similarly tantamount to the one that has taken nothing by any stretch of the imagination. He goes further to state that work was the title for the land that God provided for humanity. Nonetheless, on the off chance that one interferes with what has been improved by another man’s work, it is questionable that he has wanted the advantages gathered from another man’s work. As indicated by the essayist, this isn't right in light of the fact that each man should work for his own benefits. The reasons the creator gives bolster his proposal. He underlines on man’s voracity and reproaches those that craving what isn't legitimately theirs. The reasons are conceivable on their own right. This is on the grounds that when God made man and told him to till and quell the earth, His expectations were that individuals should live in congruity. Be that as it may, man’s eagerness expanded that he added what was at first regular for all men. This section has a huge job to the remainder of the world. The creator makes reference to a model that serves to remind individuals that basic land isn't singular land. He says that even in England, or any piece of the world, inside a legislature, nobody has the privilege to suitable or encase any part without the assent of the remainder of the individuals

There are no imposters in the Class of 2018

There are no imposters in the Class of 2018 The new MIT Class of 2018 Facebook group is a warm, fuzzy place. Posts include Its an honor and a privilege to be in here with you all, I cant wait to meet you, and I already feel a special love for all of you. Is that weird? (No, its not weird!) and virtual group hugs abound. Its also a very intimidating place. Scrolling through, my eyes are glossing over from all the acronyms (FRC, MOSTEC, RSI, ISEF, HSSRP, MITES, ) Theres a whole thread dedicated to sharing research experiences, with jargon like dendrimer-encapsulated nanoparticles, cardiac stem cells, microbial contamination tracking, mesenchymal stromal cells, graphene oxide filters, and radiation shields. Among the excitement and bubbliness, theres insecurity in comments like I…have NO idea why I was accepted. Of the 80-ish responses to the poll question How did you feel when you got accepted? around 20% have said that [MIT admissions] made a mistake. As a peer to these prefrosh, Im stressed and as a senior who knows whats ahead, Im sad. In the fall of 2012, The Tech  (MITs student newspaper) conducted a survey on stress called Under Pressure. You should take the time to check out all the results, but for this post Im going to highlight one result in particular: Some might call this modesty, but I would call this a warped sense of reality. The truth is and I think its pretty clear, both from living on this campus for 3.5 years and from looking through the results of this survey that most MIT students respect and admire each other much more than they respect themselves. But what about that time y-no, no, thats not that great, not compared to what everyone else has done. But youre so passionate about-NO, no, EVERYONE here is passionate about something, thats not special. Have you done any research? WELLLL, nothing crazy like everyone else on this campus, but I have done a little bit of this and that. This Tech article came out hot on the heels of Lydias blog post, Meltdown. In it, she describes insecurity and despair, partners to high-pressure environments like MIT. Her story broke my heart, and I was shocked and horrified when it emerged over the next few weeks just how many MIT undergraduates can relate to passages like this:  There’s this feeling that no matter how hard you work, you can always be better, and as long as you can be better, you’re not good enough. You’re a slacker, you’re stupid…There’s stress and there’s shame and there’s insecurity. There’s something to giving everything and always falling short. Lydia also wrote that Eventually we’ll walk out with a deep understanding of our fields, a fantastic tolerance for failure and late nights, and raised expectations for ourselves and for humankind. Someday, we’ll look back on these four years as the best years of our lives and the foundations of the kinds of friendships that can only be formed with some suffering. At some point I think it was freshman spring, when the workload really got crazy and I started pulling consecutive 4am bedtimes I believed that there were good reasons for all of the stress and insecurity around me. I think I thought that all of this would make me tough, so it was worth suffering through. But I no longer think so. Ive seen friends graduate still feeling like they didnt belong here. I have friends who are graduate students and post-docs and from them, I hear that it doesnt get better. Its not worth it. There are better and healthier roads to success. Dear Class of 2018: Let me introduce you to Imposters Syndrome. Chris described it in a blog post last spring. Essentially, Imposters Syndrome is the belief that you dont belong, that youre a fraud, that youve been lucky so far and that all your successes are really nothing to be proud of. Imposters Syndrome is rampant at MIT. Maybe youve already felt it, scrolling through the Facebook group and thinking I DO NOT BELONG, I AM NOT WORTHY! (honestly, its hard for me to keep those feelings in check, getting to know you guys!) You will arrive at MIT at a time when the fight is underway but is still at the beginning stages.  Student journalists and bloggers like Lydia are working to make us more aware  of the phenomenon. Outgoing Chancellor Eric Grimson has called for changes to our culture   to be less tough with each other and to celebrate achievements, where being super stressed does NOT count as an achievement.  Student groups are tackling the issue from a Mental Health perspective. I wonder if Imposters Syndrome takes root right from the moment when prefrosh meet other prefrosh (and current MIT students) and dont know what to do with the fact that their classmates are all so incredibly accomplished. This Facebook group could be a great thing, or it could be a terrible thing: it could be a place where accomplishments and interests are celebrated and shared, or it could be a place where self-esteems come to die. Or both. Please make it the former, and do whatever you can to prevent the latter. Dont feel the need to impress each other. Youre already impressive to your peers, I promise, and frankly anyone who disagrees can go take a hike. When you describe your research and your interests, use language that anyone could understand: after all, your goal is to connect with your peers and help them understand your interests, not to create unnecessary disconnections. Dont think of a peers accomplishments as evidence of your lack thereof. Think about them as an addition to. You guys are building a class and a community. You dont need to apologize for what you havent done: its fine if you havent done any research, its fine if you dont play a musical instrument, its fine if youve never participated in a math competition, its fine if you arent valedictorian, and WOMP WOMP its fine if you dont like bubble tea* (those of you in the FB group know what Im talking about). The point is that you bring something special to the table, even if youre not entirely sure what that something is. *actually, Im not sure about that one. Bubble tea is really good. And know this: you deserve to be at MIT, you are and will be valued here, but it can and will be hard to remember that sometimes. Recently, Chris linked me to this article.  Hey guys! This is the year to eradicate Imposters Syndrome. Speak up, Band together, Reach out. I know that you guys respect each other let that be the most prominent theme of your interactions.  Take advantage of the fact that youre already getting to network with each other. This is a  wonderful chance to begin fighting Imposters Syndrome right from the beginning, and to set the right tone for your class: to celebrate accomplishments without undervaluing your own. Your challenge: make the Class of 2018 MITs most self-confident. Trust me when I say that there are no imposters among you, because I helped cross-check your name against the list of admits when you sent a Join Group request. :)

American Federation of Labor and Industrial Workers of the...

â€Å"American Federation of Labor and Industrial Workers of the World† The American Federation of Labor was an association of trade unions starting 1886, rising out of an earlier Federation of Organized Trades and Labor Unions founded in 1881. The AFLs president, Samuel Gompers, was convinced that unions open to workers of all types of skills within a given industry,called industrial unions,were too undisciplined to withstand the tactics that both government and management had used to break American unions in the past. The answer, was craft unions, each limited to the skilled workers in a single trade. According to Gomperss pure and simple unionism, labor should not waste its energies fighting capitalism; I ts sole task was to hammer†¦show more content†¦This group, which became the Congress of Industrial Organizations (CIO), grew so powerful that the AFL expelled the ten CIO unions in 1937. The AFL and CIO continued as separate organizations during World War II but were reunited in 1955. The AFL--CIO was now the nations dominant labor organization, but this achievement was already being undermined by changes in the American economy and work force--most notably, the growing loss of jobs in the manufacturing sector where unions had been strongest. In 1945 nearly one-third of American workers belonged to a union; by 1990 the proportion had fallen to less than one-fifth. The IWW was founded in Chicago by a convention of delegates from workers unions representing 40 different trades. Among the unions that played principal roles in its establishment were the old Western Federation of Miners, the American Labor Union, and the Socialist Trade and Labor Alliance, composed of trade unions and socialist groups. The outstanding labor leaders at the founding convention included Eugene Victor Debs, William Dudley Haywood, and Daniel De Leon. The aim of the IWW was to include in its membership the entire industrial population of the U.S. The organizational plan provided for seven departments: agriculture, mining, transportation, building, manufacturing, public service, and distribution of foodstuffs. Each department was subdivided into various constituent industries,Show MoreRelatedThe Development of Labor Unions Essay675 Words   |  3 Pages During the Victorian age, and up until about the 20s, labor unions were new developments. They had existed before, but on a much smaller scale. The labor unions that did exist were all vastly different. Some were conservative, while others were extremely radical. The Industrial Workers of the World are an example of a more radical group, while the American Federation of Labor is more conservative. The two unions had contrasting opinions to the point of conflict between the groups. As well as havingRead MoreSocial Darwinism And The Progressive Era912 Words   |  4 Pages2. Already in the late 19th century, the American Federation of Labor had begun to represent a growing segment of the American population discontented with the status quo of corporate exploitation. At the onset of the 20th century however this message began to take particular weight, as evidenced by the tripling of the AFL’s membership and the rise of the Industrial Workers of the World. Labor unions, the Socialist Party and progressives as a whole took issue with the doctrine of Social DarwinismRead More Two Major Unions in America Essay1440 Words   |  6 PagesTwo Major Unions in America Unions in America were created to improve the working conditions of its labor force. These labor force consisted of the men, women, and children that were employed by the owners of industry. Many unions were established in the early 1800s, but due to the widespread fear of socialism and the repression from the courts, the majority of them eventually failed. Most capitalist, at the time, felt there was no need to share with its employees the profits of their businessesRead MoreThe Labor Of Organized Labor During The 21st Century907 Words   |  4 Pages According to The Future of Organized Labor in the U.S. an important debate has commenced within the ranks of organized labor regarding the future of the movement. The economic and political changes that have taken place in the United States nationally, over the last thirty years as well as globally, have been a result of hostile environments for labor unions more so for workers in general not just women workers. For organized labor in the USA, the path away from oblivion must begin with theRead MoreLabor Unions615 Words   |  3 PagesLabor Unions University of Phoenix MGT434: Employment Law Scott Dunlap February 7, 2008 Labor organizations or unions are formed by employees who want better wages, benefits, and healthy working conditions. Over the years, participation in unions has declined regardless of the benefits it offers. There are less strikes and better wages in the United States which in turn does not warrant the high need for these types of organizations in the work place. Labor unions today compared to in theRead MoreThe Unions Of The Union Unions1113 Words   |  5 PagesAccording to labor unions, workers deserve a say in the conditions of their labor because the right of workers to organize in their own self- interest is a basic human right. Danger in jobs is what prompted labor unions to fight, they believed workers should be treated fairly and be paid enough to live in comfort and dignity. In the early 19th century, workers couldn’t speak up because they were likely to be fired and easily replaced by someone else desperate for a job, which is why labor unions, suchRead MoreEssay about Autonomy and Responsibility: The Start of Labor Unions1452 Words   |  6 PagesAutonomy and Responsibility: The Start of Labor Unions The late nineteenth century was a time of great change for people everywhere. Industries became staples of society in almost every major city; farming became more efficient due to steel and machines, and more jobs were available because of all the new industries. Between 1865 and 1900, the number of people employed in manufacturing rose from 1.3 million to 4.5 million. Working conditions were terrible, providing long hours, low wagesRead MoreOrganized Labor Movement1048 Words   |  5 PagesDBQ: Organized Labor Movement By 1900, the United States had become the number one industrial power in the world. One factor that allowed the country to climb to its prime position was its abundant labor supply, largely composed of immigrants who had arrived between 1865 and 1900. However, the spot came at a cost; laborers were working long hours for low wages under poor conditions for the dominating monopolies of the time. Hoping to better these undesirable situations, multiple labor unions wouldRead MoreAre Labor Unions in the U.S. Obsolete?1306 Words   |  6 PagesAre Labor Unions in the U.S. Obsolete? To understand the worth of today’s unions, we must first understand the history and purpose of these organizations. Simply put, a union is an organization of employees formed to bargain with the employer. There are many types of unions. For instance, a craft union is one whose members do one type of work, often using specialized skills and training. An industrial union is one that includes many persons working in the same industry or company, regardlessRead MoreThe National Labor Relations Act1462 Words   |  6 Pagesa. National Labor Relations Act The National Labor Relations Act, is occasionally called the Wagner Act, after its primary benefactor, Senator Robert Wagner of New York, conditions and outlines the entitlements of workforces to coordinate and to bargain communally with their superiors through the delegates of their selecting or not to do so. The Act has numerous areas of importance, two of which are: 1) To safeguard that workforces can liberally vote for their individual delegates for collective

Discrimination and Young People - 706 Words

Final draft Feb 2010 Title Promote equality, diversity and inclusion in work with children and young people 3 2 Assessment criteria The learner can: 1.1 Identify the current legislation and codes of practice relevant to the promotion of equality and valuing of diversity 1.2 Explain the importance of promoting the rights of all children and young people to participation and equality of access 1.3 Explain the importance and benefits of valuing and promoting cultural diversity in work with children and young people 1.4 Interact with children and young people in a way that values diversity and respects cultural, religious and ethnic differences 1.5 Demonstrate ways of applying the principles of equality, diversity and antidiscriminatory†¦show more content†¦the unit and relevant national occupational standards or other professional standards or curricula (if appropriate) STL18 Support pupils’ learning activities STL23 Plan, deliver and evaluate teaching and learning activities under the direction o f a teacher STL38 Support children with disabilities or special educational needs and their families (CCLD 321) Promote equality, diversity and inclusion in work with children and young people (level 3) final draft Feb 2010 Page 2 of 4 FinalShow MoreRelatedExplain Ways in Which Children and Young People Can Experience Prejudice and Discrimination.863 Words   |  4 PagesExplain ways in which children and young people can experience prejudice and discrimination. 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There are so many pressures on children to fit in and toRead MoreHiv/Aids Stigma and Discrimination1338 Words   |  6 PagesCepeda Social Psychology HIV/AIDS Stigma and Discrimination Strayer University November 19, 2011 Internationally, there has been a recent resurgence of interest in HIV and AIDS-related stigma and discrimination, triggered at least in part by growing recognition that negative social responses to the epidemic remain pervasive even in seriously affected communities. Yet, rarely are existing notions of stigma and discrimination interrogated for their conceptual adequacy and their usefulness inRead MoreEquality Diversity Inclusion1538 Words   |  7 Pages1.1 Explain what is meant by. Equality Equality is treating people fairly and making sure that everyone is given a fair chance and that their individual needs are met. It’s about giving all sections of the community equal access to employment, education and other services that are provided whilst valuing and respecting them. Recognising that different sections of the community require specific measures to make sure they receive equality. Recognising how and why some groups are underrepresentedRead MoreExplain What Is A Code Of Conduct And Provide An Example Relevant To Working With Groups In Community Services1028 Words   |  5 Pages c) You hear a rumour from the young people during the group activity that one of the youth workers is having sex with one of the young people. What do you do? Hold a team meeting with all youth workers involved if you are the team leader and address that there are rumours of this behaviour happening and that it is not acceptable. Note these rumours in your group reports. Advise your supervisor /manager of these reports and what is being talked about. Also it may be important to address the groupRead MoreTa Level 2 204 Equality Diversity Inclusion in Work with Children and Young People, 2.1, 2.2, 2.51545 Words   |  7 PagesTA level 2 204 Equality Diversity amp; Inclusion in work with children and young people, 2.1, 2.2, 2.5 Question 1 Case Study 1 1a) Who is being discriminated against? Sally has been attending nursery school for three months. Both Sally and her family; who are travellers, are being discriminated against. 2a) What kind of discrimination is taking place? The discrimination taking place for Sally and her family could be considered to be direct; Sally is being treated less favourablyRead MoreTda 2.4 Equality, Diversity and Inclusion in Work with Children and Young People1458 Words   |  6 Pageswith children and young people The current legislative framework protecting the equal rights of all children and young people are stated in the United Nation’s Convention on the Rights of the Child (1989). These rights are extensive, including the right to education and the right for children and young people to have their views respected. The Children Act 1989 sets out the duty of local authorities to provide services according to the needs of all children and young people. Every Child MattersRead MoreEquality, Diversity and Inclusion in Work Children and Young People.773 Words   |  4 PagesTDA 2.4 Equality, diversity and inclusion in work children and young people. Unfortunately some children, at some point in their life will experience some form of discrimination. This could be anything from being called names because they wear glasses or being shunned in the playground because they aren’t wearing the latest fashion in coats or trainers. Sadly as children become young people this could also grow into discrimination due to their race, colour or even sexual preferences. WhateverRead MoreDiscrimination And Discrimination1032 Words   |  5 PagesDiscrimination is a monster lurking in the shadows, it can be found almost anywhere and can affect anyone. Discrimination is bad treatment or judgement of a certain group of people, similar to prejudice. It affects the teens and young adults of the world, especially those still in school. Homophobia, racism, and sexism are three of the most common types of discrimination. Discrimination like homophobia, racism, and sexism negatively affects many young adults. A notable type of discrimination isRead MoreHow Disability Affects Young People s Experience Of Growing Up918 Words   |  4 Pagesarticle I read was about how disability affects young people’s experience of growing up. This article explains how disabled children and young people can experience the transition to adulthood quite differently to their non-disabled peers (leading education and social research, 2014, p1). In this article they conducted their research on a longitudinal study, and they looked at young teens in England who was experiencing behavior change. The study gathered young teens that were age 19, who was experiencing

Debut Free Essays

Guests arrive Introduction EMCEE: Good evening to all of us. Welcome to Mapayapa Village,Clubhouse. Welcome to the party of our charming debutant who is now turning into a fine lady. We will write a custom essay sample on Debut or any similar topic only for you Order Now This is quiet a very important event in her life and she is very much honor for your presence. She is now a real lady as she stepped onto the much higher level of what we call LIFE. Ladies and gentlemen, sit back as we groove, jive and enjoy her party for tonight†¦ EMCEE: But before we go on, it is my great honor to introduce all her special guests for tonight. Dad- Mr. Eduardo Benitez Mom- Mrs. Marilyn Benitez Sister- Maybelle Benitez Brother- Joemark Benitez Without them, her life would be empty and unhappy. Let us all give a big round of applause to honor all the people whom she truly loved. Sabi nga, marami tayong mahahanap na kapuso, pero iisa lang ang ating kapamilya. GRAND ENTRANCE of debutante EMCEE: And now†¦. guests, friends, ladies and gentlemen, let us all stand as we welcome the debutant as a woman of grandeur. Let’s give a big round of applause Ms. Mary Jane Benitez. TOAST IN HONOR OF THE DEBUTANTE INVOCATION OR PRAYER EMCEE: To spiritually open the program, may I ask everybody to please stand for the Lord’s Moment for our guidance and blessings to be led by DINING EMCEE: Now,I would like to announce that we will have our dinner this time. After the dinner, the family would like to request everybody to please remain for a while for the continuation of our program. Thank you. (after dinner) EMCEE: Once again, a sumptuous evening to one and all! It is my delight that you remain and let us rejoice for that. 18 Candles And to represent Jane’s Circle of Important People of her Life, let us welcome the following persons who will share their wishes and offer Ring of Enlightenment which symbolizes friendship which binds two persons together, and the different colors of light from the ring represents all aspects of hardship and joy to make them closer together. Of course these people will be the ones who will give her advices and kind words along the way on how to become a perfect woman. * Leah Mae Benitez * Dawn Garvida * Cristine Garvida * Francee Cutamora * Maybelle Benitez * Angelica Benitez * Nerili Garcia * Reyeen Vergara * Regina Mitra * Angielly Decoy * Grace Villena * Precious Feliciano * Jinky Aquino * Cha Sumacot * Donna Inguito * Christine Encomienda Jam Ballos 18 Treasures EMCEE:  Gifts symbolize ever flowing love, caring and admiration. * Mrs. Kristina Benitez * Mrs. Erlyn Villaruel * Mrs. Menchie Diaz * Mrs. Janeth Garvida * Mrs. Alma Illazar * Ms. Ruby Nacario * Mrs. Rosa Castillo * Mrs. Belen Navarro * Mrs. Fe Bulangis * Amy * Nanay Sally * Lita Cutamora * Tita Lon EMCEE: After the offering of the gifts, let us now proceed to th e most important part of this should we call it rituals of turning 18? Let us now acknowledge one of the most loved and important persons in Jane’s life. This time to dance with her, let’s welcome her father†¦.. Mr. Eduardo Benitez (after the dance) EMCEE: Mr. Benitez,Jane’s loving father will be followed by Jane’s Circle of 18 gentle bachelors who will offer to her roses that symbolize love. Love which Jane has for her family and all the people in her life. Each bachelor after giving Jane a rose will dance with her for about 1 or two minutes with the background music dedicated by each guy to the debutante†¦ let us start with†¦ (Modern Dance) SPECIAL NUMBER OF THE CELEBRANT EMCEE: Sharing is one of the virtues Jane possesses because it is what her parents taught her. To share to us one of her talents, let us hold our breath and fix our attention to what she will be given to us, ladies and gentlemen, let’s welcome Ms. Mary Jane Benitez! TOAST FOR A SUCCESSFUL LIFE EMCEE: Are you amazed with what she has performed to us? Jane is really such a talented woman, full of art and wonderful ideas for herself and of course for all the people whom she truly loved. The wine symbolizes commitment and triumph. Jane is considered victorious because she is able to reach the debutant age and it is a great time for this kind of celebration. To toast with her the wine for a long lasting victory of her life, let us all call in the following special persons who are in one way or another became a part of her life through thick and thin, ups and downs, right and wrong and sometimes good and bad times of life. Once again Jane’s Family to be with here for the wine toast. DEBUTANTE’S SPEECH EMCEE: To officially confirm the heat and legality of this party, at para na rin ipaliwanag ang lahat ng kaganapang ito†¦ let us now hear the speech to be given of course by our gorgeous debutante†¦ no other than†¦ Ms. Mary Jane Benitez! PARTY TIME!!! How to cite Debut, Essay examples

Role of Learning Organisation Concept in Improving the Performance of Supply Chain Companies

Introduction The learning organisation concept refers to an organization’s ability to promote learning and development (Nzuve Omolo 2012 p. 46). The concept gained momentum after the publishing of â€Å"The Fifth Relationship† by Peter Senge in 1990. Therefore, to address poor organizational performance, organizations must introduce a systemic approach to change.Advertising We will write a custom research paper sample on Role of Learning Organisation Concept in Improving the Performance of Supply Chain Companies specifically for you for only $16.05 $11/page Learn More A systemic approach establishes links between various elements in an organization (Nzuve Omolo 2012, p. 46). A systematic approach, on the other hand, only provides a simple cause and effect perspective. The learning organisation, therefore, facilitates learning of all stakeholders in the organisation and thus ensures that the organisation experience continuous transformatio n. Continuous transformation is critical to an organisation’s success where the organisation adapts to emerging technological trends and also addresses all stakeholders’ needs. A supply chain, on the other hand, consists of all parties involved either directly or indirectly in fulfilling a customer’s request (Sunil Meindl 2004, p.1). A supply chain consists of raw material suppliers, manufacturers, wholesalers, retailers and customers. All the above stakeholders are critical to the success of an organisation. Successful organizations incorporate knowledge management geared towards ensuring that all the stakeholders work towards satisfying the final consumer wants (Sunil Meindl 2004, p.1). The following is an in depth discussion of the role of learning organisation concept and supply chain companies. Knowledge management is a key component in supply chain companies. The company should ensure that all stakeholders’ activities are geared towards enabling t he company realize its objectives. As such, all stakeholders should that either good or services delivered to the organisation optimize the customer’s utility. Five Disciplines of a Learning Culture There are five important disciplines of a learning culture that applicable in an organisational context (Senge 1990, p.367). The first discipline is personal mastery. This refers to an individual level of skills and knowledge. Individual skills and knowledge are heavily influenced by personal goals.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More An organisational culture should stimulate individuals towards achieving their goals. Achievement of personal goals is characterised by an increased desire to improve an individual’s skills through acquisition of new knowledge. This promotes a learning culture in an organisation and promotes increased innovation at the organizatio n. The second discipline is mental models. This refers perception of the organisation amongst the employees and other stakeholders (Senge 1990, p.345). Perception of the organisation’s internal mechanisms especially among employees is an important factor. In an organisation that promotes a learning culture, employees are most likely to be highly innovative. On the contrary, where an organisation’s internal mechanisms are rigid and bureaucratic, employees are most likely to adopt a systematic approach to problems. This curtails employee creativity and thus affects the organisational performance. The third discipline is shared vision. This is the harmonisation of organisational and personal goals. A learning culture provides a basis from which the above set of goals are harmonised. Therefore, individual effort and innovation is geared towards realising the organizational objectives. This enhances the organisation’s image and improves performance. Similarly, for a supply chain company, a shared vision forms a basis from which the company interacts with other companies in the chain (Zhou Benton 2007). As such, other companies in the supply chain are in a position to understand the company’s objectives and requirements. This helps establish a healthy relationship between different companies in the supply chain. Team learning is the fourth discipline. Team learning encompasses building group capacity as opposed to relying on individual talents (Lichtenstein 2000, p. 50). This is achieved through transforming conversational and corrective thinking skills into reliable intelligence which to contributes highly to a learning culture. Therefore, individuals are encouraged to contribute to group tasks which are a basis from which they can enhance their skills. Team members are in a position to learn from each other as they are gifted in various fields (Wheatley 1999). System thinking is the fifth message. System thinking entails perceiving the organisation’s operations as one system.Advertising We will write a custom research paper sample on Role of Learning Organisation Concept in Improving the Performance of Supply Chain Companies specifically for you for only $16.05 $11/page Learn More Therefore, in the event that a single operation is affected, all other operations in the organization are affected. This approach is important as solutions generated to solve different problems in the organisation take into account needs of all departments. This contributes to learning culture in an organisation where increased consultations are done before a decision is reached (Zhou Benton 2007). This is also relevant to supply chain companies. Disruption of operations in one company disrupts the whole supply chain. Therefore, companies should understand the impact of disrupted operations on other companies. Organisation Learning Culture in Supply Chain Companies An organisation’s learning culture encompasses development individuals, teams and overall organisation (Nzuve Omollo 2012, p.46). Companies should encourage individual development through increased innovation amongst employees in the company. Innovation amongst employees is driven by several factors. Among these factors is provision of inquisitive environment where an employee is in a position to challenge product development systems at the organisation. This could be as a result of newly acquired knowledge (Lichtenstein 2000, p. 50). The organisation should have mechanisms through which employees are in a position to share ideas with colleagues and other stake holders. Similarly, feedback mechanisms should be established where the employee knows the status of his or her proposal (Hafeez, Rodriguez-Falcon, Abdelmeguid Malak 2000, p.220). This is part of the learning process where the employee is in a position to incorporate some of the suggestions provided by managers, suppliers and customers. Therefore, in cases of product development, the final product addresses the needs of all stakeholders. Knowledge at team level encompasses incorporation of new team management techniques and also instituting mechanisms that can be used to capture knowledge emanating from interaction between team members (Hafeez et al 2000, p.220). Each team member’s input should be valued where other members contribute towards enriching the original idea.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, such an idea is presented to stakeholders including line managers and customers. Feedback from these stakeholders enables the team to alter it’s the idea to suit the needs of all stakeholders (Hafeez et al 2000). In the same way, learning organizations establish mechanisms through which information gathered from interaction between team members is captured and stored. Such information is invaluable to the company. This is because such information is part of the organization’s knowledge base and thus can be referred to in future. Learning at the supply chain level encompasses inter-company transfer of knowledge. A company can promote a learning culture within the organisation at either individual or team level. However, such organisational knowledge could be undermined by practices of some of the companies in the supply chain. (Hafeez et al 2000, p.221). For example, a company that encourages continuous product development has to ensure that quality raw mater ials are supplied to the company. Therefore, the company’s management is obliged to share some the company’s knowledge with the company’s suppliers (Lichtenstein 2000, p. 50). This ensures that the suppliers are in a position to improve the quality of the raw materials. This ensures that the company does not compromise the quality of its products which could affect sales and ultimately wholesalers and retailers in the supply chain. Inter-company cooperation is achieved through setting up inter-company teams. Team members from different companies within the supply chain are in a position to share knowledge. Increased knowledge sharing amongst such companies improves the supply chain operations. However, in the order for this aspect to remain fruitful, inter-company knowledge sharing has to be integrated in the company’s culture (Miles Snow 2007, p 350). This ensures that employees understand the importance of information sharing amongst the companies. Eva luation of learning in an organization Organisational learning can be evaluated using several approaches. One approach that can be used is use of an Organizational Learning Profile (OLP) survey (Cors 2003, p.12). This survey measures four elements in an organisation namely achievement mindset, learning practices, inquiry climate and information-sharing patterns. Achievement mindset refers to the employees’ desire to meet both personal and organisational goals. This relates closely with Senge first discipline, personal mastery. Inquiry climate refers to the environment provided to employees thus they are in a position to experiment and innovate around existing educational models. Learning practices refers to the provisions at the organisation that act as catalysts towards learning in the organisation. The main tool of data collection in the above survey is a questionnaire. The questionnaire contains thirty four items. A six point Likert scale is used which forms the basis of a nalysis (Pace 2002, p. 463) The second approach is the use of the Dimensions of Learning Questionnaire (DLOQ). The questionnaire accesses the characteristics of learning organization. The questionnaire contains fifty five items which are divided into seven major parts (Pace 2002, p. 463). The above approaches can be used to establish learning in an organization. Information from such surveys is critical in making decisions such as establishing an integrated supply chain. Integrated Supply Chain Management Increased competition has resulted in companies seeking strategies to improve their bottom lines. One strategy that companies have adopted is integrated supply chain management. The main goal of integrated supply chain is to enhance utility for the customer (Stevens 1989, p.5). The global financial crisis in 2007-2008 for example affected both household and company income. Increased levels of unemployment resulted in decreased household income. Therefore, most households were faced by increased budgetary constraints and thus were forced to review their consumption habits. More companies are breaking inter and intra organization barriers and establishing supply chains. This is driven by increase economic uncertainty and thus companies need for increased efficiency their supply and distribution network (Done 2011, p.7). An integrated supply chain is built on increased asset, data and information coordination (Done, 2011, p.7). This ensures increased efficiency in the chain and reduced operational costs. There are several elements that are essential in the process of integration. An organization or company is expected to institute supplier competence requirements. This refers to the operational level at which the suppliers are expected to perform. Organizational and technical competency among suppliers ensures that quality raw materials are available at the right time (Awad Nassar 2008, p.2). The organization is therefore obliged to assist the supplier meet the above requirements. Inter organizational knowledge entails enhancing the supplier organizational and technical competency in order to meet the above requirements. A team from the organization can be used to transfer knowledge on methods of improving efficiency in other companies. Similarly, any knowledge on innovation that would benefit the supplier can be incorporated. Data and information sharing is also part of integrated supply chains. This refers to the inter-connectivity between organization’s employees (Awad Nassar 2008, pp.5) Also, easy access to customers and other partners in the supply chain is critical towards success on the chain. Data formats across companies in the chain should be similar as this facilitates fast and efficient data transfer (Bessant, Kaplinsky Lamming 2003, p. 168). Similarly, firms should strive to find common ground where data interpretation is similar across all companies (Awad Nassar, 2008, pp.5). Firms should share all information that affects the operations of other companies in the supply chain. This entails a systemic approach to problems facing one company and effects on the company’s and other supply chain companies operations. Culture and change is also taken into account in integrated supply chains. As pointed out above, for cooperation to be successful among supply chain companies, employees have to understand the importance of cooperation. Companies in the supply chain have different organizational culture. There is need for harmonization of the organisational culture as it forms the basis for inters organizational activities (Zhou Benton 2007, p. 1350). Logistics integration involves supply chain companies with many departments. Therefore, such companies need to ensure activities within the organisation are well coordinated (Awad Nassar, 2008, p.6). This reduces inefficiency which could affect other firms in the supply chain. Also, information and data coming from such companies should be harmo nized to ensure consistency in relations with other firms in the supply chain. Internal consistency in operations in such firms can be achieved through a systemic approach in problem solving. Organisational learning and performance of supply chain companies The main objective of an integrated supply chain is to ensure that the customers get a quality and affordable service or good. Key indicators of performance among supply chain companies can be divided into three major categories. These categories include market place measures, productivity measures and non-productivity measures (Lummus, Vokurka Krumwiede 2008, p. 57). Market place measures include profitability and market share. Productivity measures include average unit manufacturing time and delivery lead time (Lummus, Vokurka Krumwiede, 2008, p. 57). Non productivity measures, on the other hand include, customer satisfaction. Integration of the learning organisation concept in supply chain companies has several benefits. Inc reased knowledge sharing is helps companies prepare for contingences and thus avoid losses (Ingram Baum 1997, p.76). For example, where a raw materials supplier shares knowledge of probable decline in supply, such information is critical. Other organisations in the supply chain are in a position to adjust production levels (Ingram Baum 1997, p.76). This development is also communicated to the wholesalers and retailers. The final consumer is also aware of the shortage and thus prepares for probable price adjustments. Inter-organisational activities promote cultural tolerance (Wheatley 1999, p. 40). This is because interactions could involve employees at different levels of management in their respective companies. Senior management employees are in a position to pick up dispute resolution skills from interactions with junior employees from other companies. This improves their efficiency in their position thus contributing significantly towards development in the organisation (Steve ns 1999). Information sharing amongst companies informs other aspects in the company including marketing strategies. A company is in a position to increase its profitability through reduced cost per unit. The company is therefore in a position to offer customers competitive prices for their products (Stevens 1999). An improved cost per unit measure is complemented by increased efficiency in the company’s production activities. Suppliers are, therefore, supply commodities in good time ensuring that the production process remains uninterrupted. Conclusion The modern business environment is technology driven and thus need for increased innovation. Similarly, companies need to formulate strategies aimed at improving their performance. Supply chain companies establish relationships with different partners in the supply chain. In order to remain successful, supply chain companies have been forced to incorporate knowledge management. Supply chain companies need to integrate the lear ning organization concept in their operations. Apart from the concept helping supply chain interactions in the chain, the concept can be used to mitigate some risks associated with supply chain. These risks include abuse of knowledge shared. A learning organisation encompasses increased interaction between employees of all levels of management. As a result, employees are usually privy to the type and level of information to share. A learning organization encompasses reduced bureaucratic barriers thus employees express ideas and concerns. Reference List Awad ,H, Nassar, M 2010, Supply Chain Integration: Definition and  Challenges. Web. Bessant , J, Kaplinsky, R Lamming, R, 2003, ‘Putting Supply Chain Learning into Practice’, International Journal of Operations and Management, Vol 23 No. 2, pp 167-184. Cors, R, 2003, What is a Learning Organisation? Reflections on the Literatur  Practitioner Perspectives. Web. Done, A 2011. Supply Chain Management: A Conceptual Fram ework, IESE Business School, Navarra. Hafeez, K, Rodriguez-Falcon, E, Abdelmeguid, H Malak, N, 2000, Knowledge  Management in Supply Chains. Web. Ingram , P Baum , J1997, ‘Opportunity and Constraint: Organizations Learning from the Operating and Competitive Experience of Industries’, Strategic  Management Journal, Vol 18, pp. 75-98. Lichtenstein, B 2000,’Generative knowledge and self-organized learning’,  Journal of Management Inquiry, Vol 9 No.1, pp. 47-54. Lummus, R, Vokurka, R Krumwiede, D 2008,’Supply Chain Integration and Organizational Success’, Sam Advanced Management Journal, Vol 3, pp. 56-63. Miles, R Snow C 2007,’Organization theory and supply chain management: An evolving perspective’, Journal of Operations Management, Vol. 25 No. 2, pp. 459 463. Nzuve, M Omolo, E 2012, ‘A Study of the Practice of Learning Organization and its Relationship to Performance among Kenyan Banks’, Problems of  Mana gement in the 21st Century, Vol 4 No. 45, pp. 45-56. Pace, R 2002, ‘The Organizational Learning Audit’, Management Communication  Quarterly, Vol 15 No.3, pp. 458-465. Senge, P, 1990. The Fifth Discipline, Doubleday, New York. Stevens, J 1989,’ Integrating the supply chain’, International Journal of Physical  Distribution and Materials Management, Vol 19 No. 8, pp. 3-8. Sunil, C Meindl, P, 2004. Supply Chain Management, 2nd ed, Pearson Prentice Hall, Upper Saddle River. Wheatley, M1999. Leadership and the New Science, Publishers Group West, Berkeley. Zhou, H Benton, W 2007, ‘Supply chain practice and information sharing,  Journal of Operations Management’, Vol, 25 No. 6, pp. 1348-1365. This research paper on Role of Learning Organisation Concept in Improving the Performance of Supply Chain Companies was written and submitted by user Alejandra Espinoza to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Invention of the Gas Mask essays

Invention of the Gas Mask essays THE GAS MASK Garrett Augustus Morgan was a practical man who wanted to improve the lives of the American people. He was an extraordinary businessman as well as an inventor who created things that made the lives of many people safer and more convenient. Garrett Morgan was born on March 4th, Paris, Kentucky in 1877, and died in 1963. His invention of the Gas Mask was used by American soldiers during World War I (1914-18) and by fire departments around the country. The value of Garrett Morgan's "gas inhalator" was first acknowledged during a successful rescue operation of several men trapped by a tunnel explosion in the Cleveland waterworks some 200 feet below the surface of Lake Erie. During the emergency, Morgan, his brother, and two other volunteers-all wearing inhalators-were the only men able to descend into the smoky, gas-filled tunnel, and save several workers from asphyxiation. Orders for the Morgan inhalator soon began to pour into Cleveland from fire companies all over the nation but, as soon as Morgan's racial identity became known, may of them were canceled. In the south, it was necessary for Morgan to utilize the services of a white man to demonstrate his invention. During World War I the Morgan inhalator was transformed into a gas mask used by combat troops. In 1912, Morgan received a patent on a Safety Hood and Smoke Protector. Two years later, a refined model of this early gas mask won a gold medal at the International Exposition of Sanitation and Safety, and another gold medal from the International Association of Fire Chiefs. In my opinion, I feel that the invention of the gas mask was very useful, and it saved many lives. I do, however feel that it was wrong for people to disregard his inventions because he was black. ...

High GPA but Low ACT Score What Do You Do

High GPA but Low ACT Score What Do You Do SAT / ACT Prep Online Guides and Tips You do great in school, but you just can’t get that score you want on the ACT. If you're a great student but not as great a standardized test taker, don't worry: you aren't alone. In this post,I'll let you know what ACT scores qualify as low, what message those scores send to admissions officers, andwhat you can do to improve your chances of getting into a good school. What Is a Low ACT Score? Before we even discusswhat to do with a high GPA and low ACT score, are you certain your ACT score is low? You should not simply compare your ACT scores to your friend's score or classmates' scores. The ACT score you want should depend on which university you hope to attend.If your ACT score is already in the ACT score range for your target school, then your ACT score is not low. Search for â€Å"[College Name] ACT† to find out the 25th/75th percentile foryour target schools. The 25th percentile score means that 25% of the students attending have a score at or below that number (this is below the average for admitted students). The 75th percentile means that 75% of students have a score at or below that number (this is above average for admitted students). The 25th/75th percentile reveals the scores of the middle 50% of applicants admitted to the college. If you score at the 75th percentile for a college and have a high GPA, you have an excellent chance of being accepted. However, if you're at the 25th percentile, you will need to have a strong application to increase your chances of being accepted. As an example, NYU has a 25th/75th for the ACT of 28 to 32, and Harvard has a 25th/75th of 32 to 35. You may think, why won’t I be accepted to Harvard with a 32 when 25% of Harvard freshman scored below that? In actuality, the 25% below a 32 were most likely admitted because they are a unique applicant such as an athlete (or a student with some other special talent such as being a world-class flute player), a legacy, or thechild of a significant donor. "Hi, I'd like to donate a building or three?" In writing this article, I am assuming you are a â€Å"normal applicant†(not one of the types listed above).To have the best shot of getting in, you want to get a high ACT score to go along with you high GPA, and a high ACT score is one that is at or above the 75th percentile for the colleges you hope to attend. If your score is below the 25th percentile for the school you hope to attend, you may still have a chance of getting in. Do you know that some colleges â€Å"superscore† the ACT? This means they will combine your highest individual section scores from each ACT and recombine it into a new superscored composite ACT score. For example, if you took the ACT 3 times and your best English score was on your 1st test date (33), your best Math score was on your 2nd test date (31), and your best Critical Reading and Science scores were from your 3rd test date (36, 36), you can combine those 4 best section scores into a brand new composite score (34). Your superscored composite ACT score may end putting you in the 25th/75th percentile range for your target college!For further explanation of superscore and for a list of the college that superscore the ACT, see our other article: Colleges that Superscore ACT: Complete List If your ACT score does not meet the 25th/75th percentile for your target school even with superscoring, there is good news and bad news: The Good News: Your GPA Matters More Than Your ACT Score Your transcript is the most important part of your college application because it shows that you have worked hard during all four years of high school.I considera high GPA to be between 3.5 and 4.0 on a 4.0 unweighted scale for the reasons stated in our other article. However, highly competitive universities such as Harvard and Yale will want you to have an even higher GPA, in the 3.85 to 4.0 range. I am using unweighted GPArather thanweighted GPAsince unweighted GPA is the more commonway to measure academic achievement in high school. While your GPA is important, it is even more important that you took challenging classes in high school and still got a high GPA. If you don’t believe me, here it is from Stanford’s admissions office, â€Å"We expect you to challenge yourself throughout high school and to do very well. The most important credential that enables us to evaluate your academic record is the high school transcript.† An admissions officer will only consider your high GPA impressive if you took the hardest classes (AP or IB) offered at your school.Easy classes and a high GPA will not impress an admissions officer. I will explain this more in-depth below. The Bad News: A Low ACT Score WillHurt You Admissions offices require applicants to take the ACT because they see this test as an equalizer among applicants (click here for further explanation of why students take the ACT). Each applicant had a different high school education. Even students applying from the same high school may have taken different classes or had different instructors. The one thing all applicants have in common is that they took the SAT or ACT.Every student took the â€Å"same† standardized test (or at least, similar enough tests to be compared even though each testing date technically has a different test) While your GPA and transcript are very important, your low ACT score may make an admissions officer question if your grades were â€Å"inflated† (which some teachers do) or ask if you took easy classes. They may think that your low ACT score is a better signifier of how prepared you are for higher education. What Will the Admissions Officer’s FirstImpression of Your High GPA/Low ACT Score Be? To be perfectly frank, an admissions officer will probably, at first, think that your teacher inflated your grades or that you chose to take easy high school classes, and they may wonder if your low ACT score is a more accurate indicator of your academic potential. But don’t worry! Admissions officers will dig deeper. Most admissions officers know the high schools in the US very well. At the majority of colleges, each admissions officer is assigned a state or region, and he or she is responsible for reading all of the applications from students in that area and for visiting the high schools in that area (so, if your high school had a visitor talk about admissions at a specific college - that person will most likely be reading your application for that college). Since the admissions officers visit these high schools and read the applications from students at these high schools, they know the academic reputations of these high schools.The admissions officers will know if your high school is considered very academically rigorous or if your school has a reputation for being easy and inflating grades. When reading your transcript, an admissions officer will be able to tell if you chose to take the easier classes and avoided the AP or IB classes that your school offered (if your school offers AP or IB). If you did take the easier classes, the admissions officer will likely then think your low ACT is a more accurate depiction of your academic potential than your GPA. If you did enroll in very rigorous courses throughout high school (tons of AP or IB classes, if offered at your high school) and you have a high GPA, then the admissions officer will know that and may excuse your low ACT score. Still, your chances of getting in will be higher if you can get a higher ACT score to match your high GPA. What Can You Do to Raise Your Low ACT Score? Raising your score on your low ACT score will give you your best chance of getting into your target school. If you are applying right now and don't have time to retest, skip below for advice on what you can do to boost your chance of admission. If you do have time to retest, I will try to help you diagnose the issue thatcaused the low score onyour last test(s). Did You Practice? If you never practiced for the ACT, that is probably the issue. The ACT is a very fast test. You need to know the ACT test format before taking the ACT so that the format will not slow you down. Learn about ACT scoring, the length of the ACT test, and the ACT test instructions. I would recommend taking a minimum of four full-length, timed practice tests to ensure you have the pacing down.If you need help finding practice tests, check outComplete Official ACT Practice Tests, Free Links. When you sit for multiple practice ACTs, you will start to feel comfortable with the format and will learn how to pace yourself. Note: Do not just take the practice ACTs and forget about them. You should be reviewing the questions you got wrong and learning from thosemistakes. For a guide to how to review your practice tests, check outThe Best Way to Review Your Mistakes for the SAT/ACT. What Was Your Practice Approach? If you practice by yourself, what tests are you using for your practice? You need to practice with official past ACT tests. Because the ACT is very different from other tests, you have to use actual ACTs to get the actual feel of the test. If you need help finding practice material here are Complete Official ACT Practice Tests, Free Links.If you still want more material, check out The 10 Best ACT Books Recommended for ACT Prep. If you are using old ACTs for your solo study, are you checking your wrong answers? This is the key to success on the ACT: you need to determine where you went wrong and learn from it.If you do not, you will not learn anything from the tests and you will continue making the same mistakes. If you want guidance on reviewing your tests, check outThe Best Way to Review Your Mistakes for the SAT/ACT. Do You Have One of the Following Issues? Issue #1: You have not learned the strategies for the ACT or gotten the timing down. To help solve this issue, you should check out the other free guides offered here at PrepScholar. Issue #2: You aren't familiar with the math and English concepts needed to succeed ACT. You do not have the geometry formulas memorized, or you do not know the grammar rules. Not knowing contentis a less common issue but a very important one to address. Take the time to learn this content because masteringit will have a huge impact on your score. Issue #3: If you feel like you know the strategies and content and are still not improving, you may be having trouble focusing. To help solve this issue, you probably need more personalized prep and should consider hiring a tutor or using an online resource such as PrepScholar. If You PreppedWith a Tutor/Class/Online Program and Are Not Seeing Improvements, You May Be Having One of the Following Issues: Issue #1: Your help is not personalized to your needs. It/he/she is not trying to fix your unique weaknesses, but rather is just using the same material for everyone. Try to find a more personalized tutor/class/program. Consider trying our PrepScholar ACT prep program. We do the heavy lifting for you, by splitting up our prep material into specific skills. We'll detect your weaknesses automatically and give you focused lessons and quizzes to improve those skills. Issue #2: The tutor/class/ online program is not working you hard enough (not making you do ACT practice tests or not making you stick to the timing). You should be using a prep person/program that will force you to take timed practice ACTs and stick to a study schedule. You should try PrepScholar’s ACT prep program;our program keeps track of your time spent studying each week, times you during all practice tests, and asks you to commit to a study schedule. Issue #3: You may have test anxiety. As a tutor, I saw this in some students. If you are scoring high in your practice, but on the actual ACT not achieving the same score because you are anxious or can’t keep your pacing and can’t finish. This isn’t a simple issue to fix. While all of the studying (learning the test format and pacing) should help reduce your worry, it may not solve the problem entirely. You should know the ACT is just a test and will not determine your future as shown by these celebrity ACT scores. Also, maybe meditate to try to relax you before the ACT. If You're Applying to College Right Now and CannotRetake the ACT, What Can You Do? You have some options if you need to submit your applications and think you do not have time to retest: Option #1: You can strengthen the rest of your college application. Focus on the positives! You have an awesome transcript, so try to make the rest of your application as awesome. Read our other article for advice on how to build the most versatile college application, including advice on writing your essay, getting letters of recommendation, and more. Option #2: You can check outtest optional schoolsor schools thathave guaranteed admission based on GPA or class rank. Many colleges out there no longer require the SAT or ACT to be considered for admission. Consider applying to some of those schools, at least as backups. Option #3: Check out schools with late deadlines. A lot of schools accept applications later in the year and will give you time to study andretest for the ACT. Some schools take applications as late as September for that fall semester. Consider retesting and applying to some of these schools. What’s Next? Need help raising yourACT score? Check out guides to the ACT Reading, Math, English, and Science sections.Taking the ACT very soon? Read our guide to cramming for the test. Not sure where you want to go to college? Check out our guide to finding your target school.Also, figure out yourtarget ACT score. Thinking about getting a job while in high school? Check out our guide to the 8 best jobs for teensand learn how to find yours! Want to improve your ACT score by 4 points? Check out our best-in-class online ACT prep classes. We guarantee your money back if you don't improve your ACT score by 4 points or more. Our classes are entirely online, and they're taught by ACT experts. If you liked this article, you'll love our classes. Along with expert-led classes, you'll get personalized homework with thousands of practice problems organized by individual skills so you learn most effectively. We'll also give you a step-by-step, custom program to follow so you'll never be confused about what to study next. Try it risk-free today:

Biology in Everyday Life Essay Example | Topics and Well Written Essays - 500 words

Biology in Everyday Life - Essay Example With the awareness of the risks impacted by rapid spread of this species, marine ecologists strive to find out the most appropriate management response (Siggins, 2014). This specific invasive species is costing millions of money because of loss of biodiversity and impact on human health and economic activity especially in Ireland, where it has been reported in the article (Siggins, 2014). The article sheds light on the spread of invasive species, which relates well to the course, which discusses invasive species. However, the course content does not expressly cover this specific invasive species, which can be explained by the fact that there are many invasive species in the world, which cannot be covered in this course. The course provides information on how invasive species affect other species in a given area, which has helped me understand the nature of the Didemnum vexillum, which is threatening to displace other sea species in the area and consequently have devastating effects on the environment and the economy (Hierro & Callaway, 2003). The article caught my attention from the fact it is affecting ocean environment, which clearly shows how serious it is. Previously, I thought it was not possible to have invasive species in ocean since it is vast and hence cannot be easily invaded. The article has changed my perception and expanded my knowledge on invasive species which to be present in almost every possible environment (Hierro & Callaway, 2003). The threat to ocean is real from this invasive species and can indirectly affect me as it displaces valuable sea species, which contribute to economies of nations across the world. The species also has enormous effect on environment as it affects the balance created by existing species where it colonises (Hierro & Callaway, 2003). Research on this invasive species should be increased to understand its nature and the best way of curbing its

Argument essay Example | Topics and Well Written Essays - 250 words - 2

Argument - Essay Example This is therefore quite unfair more so for the â€Å"less genius† children who desire to further their education in a bid attain diplomas and degrees. It is, however, worth noting that due to the hardness and difficulty of the exam, people studying in China have become more smart and innovative since it increases the children’s thinking capacity. In U.S, however, education system is based on student’s abilities and talents. Equally important, studying in the US to gives me the chance expand my horizon since it gives me a wide pool of opportunities more so when it comes to the job market. By learning in the US, I have been able to learn numerous things in life that I could not have imagined or done if I had decided to learn in China. The US is among the most developed countries, and it possess a highly innovative and technologized systems across its various industries. Studying in America therefore enables me to gather the knowledge needed to operate these systems and thus subsequently expanding my horizon. However, I think one can also expand their horizon while learning in China too since China is equally highly industrialized and technologized. Conclusively, I am for the opinion that studying in the US is a good idea since it has numerous advantages and opportunities. In fact, I think that studying in the US enables me to interact with people of various diversities thus enabling me to have a diverse mind. Therefore, I recommend that other educational systems, the Chinese education system to be precise, to follow the American example. I also think that studying in the US increases my chances of attaining high level education from well-established universities, since I can learn numerous new concepts due to diversity. Therefore, I think every person who has the will and ability to study in the US should take that opportunity without a moment of

Strategic Human Resource Management In Hyundai

Strategic Human Resource Management In Hyundai Strategic human resource management is the process of linkingthe human resource function with the strategic objectives of the organization in order to improve performance. If a global company is to function successfully, strategies at different levels need to inter-relate.   An organizations [human resource management] policies and practices must  ¬Ã‚ t with its strategy  in its competitive environment and with the immediate business conditions that it faces.   The [human resources-business strategy] alignment cannot necessarily be  characterized in the logical and sequential way suggested by some writers; rather, the design of an HR system complex and iterative process 1.2.The Purpose of strategic Human Resource Management activities in Hyundai Over the past decade, HR researchers and practitioners have focused their  attentionon other important questions. First, what determines whether an organization adoptsa strategic approach to HRM, and how is HR strategy formulated? Of interest is whichorganizations are most likely to adopt a strategic approach to HRM. Is there, forexample, a positive association with a given set  of external and internal characteristicsor contingencies and the adoption of SHRM? Another area of interest concerns thepolicies and practices making up different HR strategies. Is it possible to identify acluster or bundle of HR  practices with different strategic competitive models? Finally,much research productivity in recent years has been devoted to examining the rela-tionship between different clusters of HR practices and organizational performance.Does HR strategy really matter? For organizational practitioners who are looking forways to gain a competitive advantage, the implication of HR strateg ic choices forcompany performance is certainly the key factor. 1.3.contributions of strategic Human Resource Management to the achievement of Hyundai Motors Objectives Management PolicyIn 2000, Hyundai Motor and Kia Motors merged to form the Hyundai Automotive Group and implemented a Ã’horizontal management system in September 25 of that year. The horizontal managementsystem gives departmental teams extensive power to carry out corporate policies and implement their own action plans based on those policies. The horizontal management system is guided by three principles: 1) Trust-Based Management 2) Site-Intensive Management 3) Transparent Management. These principles, together with the environmental policy mentioned later in this report, give direction to the management strategies that drive our business. In 2003, we established four objectives to be met in the mid- to long-term strategies: 1) enhance product value, 2) establish a global production system, 3) increase brand power, 4) improve environmental management systems. 2.1.the business factors that underpin human resource planning: According to company officials, Hyundais six assembly plants with a yearly production capacity of 1.65 million vehicles, were operating at only 40 percent of their capacity. In May, 1998, Hyundai reacted to this grim situation by announcing plans to lay off 27 percent of its 46,000 workforce in South Korea and to cut pay bonuses and benefits in a bid to save 230 billion won. Unfortunately for the management of the company, Hyundai had one of the most powerful and militant unions. The decision of the company to lay off workers sparked off agitations not only in Hyundai but in other companies too. The unions were particularly offended at the governments approval of Hyundais decision. In a demonstration in Ulsan, where Hyundai has its biggest automobile plant, 32,000 employees participated in rallies. All across South Korea almost 1,20,000 employees from about 125 companies participated in demonstrations against Hyundai and the governments decision. The government had to deploy nearly 20,000 riot police to control the demonstrators 2.2. assessment of human resorce requirements Hyundai Motor Co., formed in 1967, was a part of the large South Korean Chaebol the Hyundai Group until the group split in September 2000. In the last four decades, Hyundai managed to establish itself all over the world as a company producing reliable, technically sound and stylish automobiles.   In the 90s, the company started aggressive overseas expansion programs. By the late 90s, when Southeast Asian crisis struck, the company like all the other chaebols, faced serious financial problems. To survive, it had to cut its labor force. The company offered various retirement schemes, unpaid leave for two years, etc. to workers, and expressed its inability to support its entire workforce in the slack period. The unions refused to compromise and the management too held its ground. Finally, the government intervened to force a negotiated settlement between the union and the management. 2.3. Human Resorce Plan in Hyundai Hyundai Motor Co., formed in 1967, was a part of the large South Korean Chaebol the Hyundai Group until the group split in September 2000. In the last four decades, Hyundai managed to establish itself all over the world as a company producing reliable, technically sound and stylish automobiles. In the 90s, the company started aggressive overseas expansion programs. By the late 90s, when Southeast Asian crisis struck, the company like all the other chaebols, faced serious financial problems. To survive, it had to cut its labor force. The company offered various retirement schemes, unpaid leave for two years, etc. to workers, and expressed its inability to support its entire workforce in the slack period. The unions refused to compromise and the management too held its ground. Finally, the government intervened to force a negotiated settlement between the union and the management. 2.4.Human Resource Plan contribute to meet Hyundai objectives:: Company strategies and Government policies each arise from the decision-makers views of their own bargaining strengths and those of other relevant actors, as well as their assessments of opportunity costs and their willingness to forego any dealings with the other party. Among the many actors that are relevant to policymaking, TNCs constitute a particularly significant group, since they affect employment, generate and distribute income, alter the balance of payments, assist in regional development, create technology and impinge on other policy areas.Governments are crucial in affecting company strategies, since they set the rules of the game. These conditions lead to the bargaining relationship between TNCs and Governments. That relationship can be viewed as a jointmaximizing (or mini-max) problem as in the theory of games with each side seeking to pursue its goals constrained by its resources, its dependence on the other party and its relationships with other actors. 3.1. The Purpose of Human Resource Management Policies In Ashok Leyland. Human resource management policies are vital for organizations that are serious about resolving personnel issues and finding hr solutions. HRM policies are intended to help maximize the effectiveness of your Human Resources function.   à ¢Ã¢â€š ¬Ã‚ ¢ HR should ensure that HRM policy you have consistent, well-written legal policies and procedures. à ¢Ã¢â€š ¬Ã‚ ¢ HRM policy should provide hr advices for the organizations needing help with specific HR-related issues à ¢Ã¢â€š ¬Ã‚ ¢ Individuals and organizations who are serious about human resources should understand the bottom-line importance of job evaluation, job descriptions and effective policies.   Types of HRM Policies: à ¢Ã¢â€š ¬Ã‚ ¢ Attendance Policy Attendance Policy à ¢Ã¢â€š ¬Ã‚ ¢ Recruitment Policy Recruitment Policy   à ¢Ã¢â€š ¬Ã‚ ¢ Leave of Absence Policy Leave of Absence Policy à ¢Ã¢â€š ¬Ã‚ ¢ Performance Planning and Evaluation Performance à ¢Ã¢â€š ¬Ã‚ ¢ Probationary Period à ¢Ã¢â€š ¬Ã‚ ¢ Compensation à ¢Ã¢â€š ¬Ã‚ ¢ Compensatory Leave à ¢Ã¢â€š ¬Ã‚ ¢ Overtime Leave à ¢Ã¢â€š ¬Ã‚ ¢ Annual Leave à ¢Ã¢â€š ¬Ã‚ ¢ Educational Leave, 3.2. The Impact of regulatory requirements on human resource policies in Ashok Leyland: The Human Resources regulatory compliance arena continues to be a myriad of ever changing state and federal mandates.   The cost of ensuring compliance continues to climb with each new regulation however, in many cases, small and medium sized businesses simply cannot keep up. AlphaStaff provides Human Resources Regulatory Compliance services that control costs, systematically address key compliance issues, and provides legal liability protection. AlphaStaffs unique approach develops  a Human Resources regulatory  compliance foundation and tailors  it to meet your business needs. Conclussion: HR Audit   Unsure if you are in regulatory compliance? We will review your hiring practices, record keeping, policies and past practices and make recommendations. HR Posters, Forms   Handbooks   We will supply regulatory compliance posters, provide forms (hard copies and online) and develop customized employee handbooks that  ensure  your compliance. Hiring Assistance   We will assist with job descriptions,  interview training,  handle background and drug screening and post your jobs. Administration   Tired of records retention? Let us do it all personnel files, verifications of employment, unemployment responses, FMLA and your EEOC reports and charge answers. HR Consulting Services   Call us with your employee issues and we will provide creative solutions that best fit your needs but maintain your compliant Human Resources foundation. Training   We can provide online or classroom training on Human Resources business issues ranging from Diversity to Management Training to Dealing with the Difficult Customer. EPLI   You will be protected from discrimination, wrongful termination and harassment suits through our premier Employment Practices Liability Insurance coverage. EAP   Employee Assistance Programs that provide counseling and guidance to your employees available 24/7 through an 800 hotline. REVIEWING HUMAN RESOURCE MANAGEMENT: 4.1.Analyse the impact of organizational structure on the management of human resources: Organizational design and structure.  As we mentioned earlier, modifying the organizations basic structure may be a way of changing the existing norms, and hence the culture. For example, a culture of mistrust between the leaders and the members of an organization may be exacerbated by a line structure that discourages vertical communication. Organizational systems and procedures.  The simplest definition of culture is thats the way we do things around here. Routines or procedures can become so embedded that they become part of the culture, and changing the culture necessitates changing those routines. We can all think of organizations where a weekly or monthly meeting takes on a life of its own, becomes more formalized, lengthy, and elaborate, and becomes the only way information moves within the organization. Changing the culture to improve communication may only be possible by changing the meeting procedures or eliminating the meetings altogether. Design of physical space, facades, and buildings.  The impact of the design of buildings on culture can easily be illustrated by considering the executive perks in an organization. Which organization do you think will have a more open and participative culture, one where top executives have reserved parking spaces, top floor offices, a special elevator and an executive dining room, or one where the executive offices are not separated from the rest of the company and executives park and eat in the same place as their employees? Stories about important events and people.  This is a way that culture is perpetuated in an organization, in that it helps define and solidify the organizations identity. By what events and stories they emphasize, leaders influence that identity. Formal statements of organizational philosophy, creeds, and charts.  This is the way leaders most often try and influence their organizations, and encompasses the vision or mission statement and statements of the organizations (or the leaders) values and philosophy. By themselves, however, formal statements will have little effect on the organizations culture. They must be linked to actions to affect culture. 4.2. Analyse the impact of organizational Culture on the management of human resources: Why is culture so important to an organization? Edgar Schein, an MIT Professor of Management and author of  Organizational Culture and Leadership: A Dynamic View,  suggests that an organizations culture develops to help it cope with its environment. Today, organizational leaders are confronted with many complex issues during their attempts to generate organizational achievement in VUCA environments. A leaders success will depend, to a great extent, upon understanding organizational culture. Schein contends that many of the problems confronting leaders can be traced to their inability to analyze and evaluate organizational cultures. Many leaders, when trying to implement new strategies or a strategic plan leading to a new vision, will discover that their strategies will fail if they are inconsistent with the organizations culture. A CEO, SES, political appointee, or flag officer who comes into an organization prepared to shake the place up and institute sweeping changes, often experiences resistance to changes and failure. Difficulties with organizational transformations arise from failures to analyze an organizations existing culture. WHAT IS ORGANIZATIONAL CULTURE? There is no single definition for organizational culture. The topic has been studied from a variety of perspectives ranging from disciplines such as anthropology and sociology, to the applied disciplines of organizational behavior, management science, and organizational communication. Some of the definitions are listed below: A set of common understandings around which action is organized, . . . finding expression in language whose nuances are peculiar to the group (Becker and Geer 1960). A set of understandings or meanings shared by a group of people that are largely tacit among members and are clearly relevant and distinctive to the particular group which are also passed on to new members (Louis 1980). A system of knowledge, of standards for perceiving, believing, evaluating and acting . . . that serve to relate human communities to their environmental settings (Allaire and Firsirotu 1984). The deeper level of basic assumptions and beliefs that are: learned responses to the groups problems of survival in its external environment and its problems of internal integration; are shared by members of an organization; that operate unconsciously; and that define in a basic taken -for-granted fashion in an organizations view of itself and its environment (Schein 1988). Any social system arising from a network of shared ideologies consisting of two components: substance-the networks of meaning associated with ideologies, norms, and values; and forms-the practices whereby the meanings are expressed, affirmed, and communicated to members (Trice and Beyer 1984). . 4.3.the effectiveness of human resources management is monitored in organisation: Cultural forms function as the linking mechanism by which networks of understanding develop among employees. (Trice, 1988) The cultural forms shown in the table on pages 293-94 act as a medium for communicating ideologies, values, and norms. Cultural forms enable leaders to transmit messages about desirable culture to influence thinking and ways of behaving. Cultural forms also address the emotional aspects of organizations that are commonly referred to as cohesion or camaraderie. Organizational scholars Janice Beyer and Harrison Trice elaborate on this point: Cultural forms not only aid sensemaking through the meanings they convey; they also aid the sensemaking process through the emotional reassurances they provide that help people persist in their coping efforts. Forms provide a concrete anchoring point, even if the meaning they carry are vague and only imperfectly transmitted.Also many cultural forms involve the expression of emotion and, by this venting of emotions, help people to cope with stress. Federal agencies are replete with cultural forms that serve these purposes. However the challenges facing strategic leaders of these agencies involve creating and orchestrating cultural forms that can foster change and have longevity beyond their tenure.Cultural forms that have longevity by their nature such as rites and ceremonies reaffirm the organizations core ideologies, values and norms. 4.4. Recommendation to improve the effectiveness of human resources management in an organisation Strategic leadership needs to be transformational if it is to serve the organization. Transformational leaders must operate from a foundation of high morality and ethical practices and Culture is deep seated and difficult to change, but leaders can influence or manage an organizations culture. It isnt easy, and it cannot be done rapidly, but leaders can have an effect on culture. Schein outlines some specific steps leaders can employ: What leaders pay attention to, measure and control.  Something as simple as what is emphasized or measured, over time, can have an effect on an organizations culture. One example of this is an emphasis on form over substance. If leaders pay more attention to form, an organizational culture can develop where people start to believe that the substance of a recommendation is less important than the way it is presented. One can recall when more attention was paid to the format of viewgraphs used in a briefing than what was said; what we characterize as eyewash. Where do you think people will focus their effort once it becomes accepted that a slick presentation is what the leaders are looking for? How could you go about changing that aspect of the organizations culture? Consider cultural assumptions and beliefs underlying a zero defects organizational mentality. You must always be perfect; mistakes arent allowed. If this assumption reflects a dysfunctional aspect of an organizations culture, how would you go about changing that perception? Leader reactions to critical incidents and organizational crises.  The way leaders react to crises says a lot about the organizations values, norms and culture. Crises, by their nature, bring out the organizations underlying core values. Often, this is where rhetoric becomes apparent. Reactions to crises are normally highly visible, because everyones attention is focused on the incident or situation. Disconnects between actions and words will usually be apparent, and actions always speak louder than words. Additionally, a crisis not only brings a great deal of attention, it also generates a great deal of emotional involvement on the part of those associated with the organization, particularly if the crisis threatens the organizations survival. This increases the potential for either reinforcing the existing culture, or leading to a change in the culture. Such a crisis can provide an opportunity for a leader to influence the organizations culture in either a positive or a negative w ay. Deliberate role modeling, teaching, and coaching.  Nothing can take the place of leaders walking their talk. The personal example of a strategic leader can send a powerful message to the members of an organization, particularly if it is ethical and consistent. Reinforcing that example with teaching and coaching will help others to internalize the desired values. Criteria for allocation of rewards and status.  The consequences of behavior-what behavior is rewarded and what is punished-can significantly influence culture. If the organization reacts to new ideas by ridiculing the ideas and those who propose them, it wont take long before people believe that new ideas are not welcomed or desired. One belief of perceived organizational culture is reflected in the statement: Dont raise questions or suggest improvements, because nothing will come of it and you will just get in trouble. If you were in an organizations strategic leader, what steps could you take to alter the reward system to change this aspect of the culture? Criteria for recruitment, selection, promotion, retirement and excommunication.  One of the powerful ways of changing an organizations culture is through the type of people brought into, retained, and advanced in the organization. You should be able to establish a desired culture base in an organization by bringing in and advancing individuals with the values you want, and eliminating those with undesired value bases. 1. Dont oversimplify culture or confuse it with climate, values, or corporate philosophy. Culture  underlies  and largely  determines  these other variables. Trying to change values or climate without getting at the underlying culture will be a futile effort. 2. Dont label culture as solely a human resources (read touchy-feely) aspect of an organization, affecting only its human side. The impact of culture goes far beyond the human side of the organization to affect and influence its basic mission and goals. 3. Dont assume that the leader can manipulate culture as he or she can control many other aspects of the organization. Culture, because it is largely determined and controlled by the members of the organization, not the leaders, is different. Culture may end up controlling the leader rather than being controlled by him or her. 4. Dont assume that there is a correct culture, or that a strong culture is better than a weak one. It should be apparent that different cultures may fit different organizations and their environments, and that the desirability of a strong culture depends on how well it supports the organizations strategic goals and objectives. 5. Dont assume that all the aspects of an organizations culture are important, or will have a major impact on the functioning of the organization. Some elements of an organizations culture may have little impact on its functioning, and the leader must distinguish which elements are important, and focus on those. 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