The Etiology Of The Disorder Essay - 772 Words

Describe the etiology of the disorder. Bipolar Disorders are considered complex because of the episodes that are experienced. They include dysfunctional mood, potentially including major depressive episodes, mild to moderate depressive episodes, manic episodes, hypomanic episodes, and mixed episodes, which are often separated by periods of relatively normal mood. (BDII). There are two types of Bipolar Disorders that I will cover in this paper. They include Bipolar I disorder (BP-I) and Bipolar II disorder (BD-II).According to the Epidemiologic Catchment Area Study, as cited by Kleinman, Lowin, Flood, Gandhi, Edgell, and Revicki (2003), the lifetime prevalence by race and ethnicity for BD - I and BD - II, are as follows: Caucasian 0.8% and 0.4%, African American 1.0% and 0.6%, and Hispanic 0.7% and 0.5%.. Lifetime prevalence rate for Bipolar I is 0.6%and bipolar II it is 0.3% over a 12-month period (American Psychiatric Association, 2013). People who have Bipolar I disorder typically experience alternating episodes of depr ession and mania where there is a separation of some level of ‘normalcy’ in the sequence (American Psychiatric Association, 2013). For example, they might be depressed for 4 days feel normal for a couple of days than go into a manic episode. On the other hand, those with Bipolar II disorder they only experience depressive episodes and will not have an episode of mania. Describe the diagnostic features of the disorder. Describe the differential diagnosisShow MoreRelatedThe Etiology Of The Disorder963 Words   |  4 PagesDescribe the etiology of the disorder Oppositional Defiant Disorder (ODD) is an example of a disruptive disorder. Although there are no clear cut causes of ODD, there are factors that play a role in the development of the disorder. They include biological factors, psychological factors, and social factors (American Academy of Child and Adolescent Psychiatry, 2009). Biological factors include having a parent with a history of ADHD, ODD, or Conduct Disorder (CD), a parent with a mood disorder such as depressionRead MoreThe Etiology Of The Disorder1121 Words   |  5 PagesDescribe the etiology of the disorder. Bipolar Disorders are considered complex because of the episodes that are experienced. They include dysfunctional mood, potentially including major depressive episodes, mild to moderate depressive episodes, manic episodes, and hypomanic episodes, which are often separated by periods of relatively normal mood. There are two types of Bipolar Disorders that I will cover in this paper. They include Bipolar I disorder (BP-I) and Bipolar II disorder (BD-II).AccordingRead MoreEtiology of Borederline Personality Disorder1755 Words   |  7 PagesEtiology of Borderline Personality Disorder Borderline personality disorder is defined as a mental illness that involves unstable moods, behavior and relationships. There are many other symptoms of borderline personality disorder, some of which include intense irritability, elevated levels of fear, and anger. The etiology of BPD is unknown, but through a number of different studies it is believed that it can be caused by genetics, environmental factors, and/or brain abnormalities. ScientistsRead MoreThe Prevalence, Etiology, And Treatment Of Eating Disorders2893 Words   |  12 PagesEating disorders seem to have become more common during the latter half of the 20th century, during a period of American beauty icons becoming thinner and women’s magazines publishing more articles on methods for weight loss (Garner, Garfinkel, Schwartz, Thompson, 1980). Dissatisfaction with one’s own body a result of the increasingly thin depictions of female body shapes in the mass media has been mainly attributed to the Cauca sian young female population (Striegel-Moore, Silberstein, RodinRead More Childhood Sexual Abuse Impacting the Etiology of Eating Disorders1990 Words   |  8 PagesChildhood Sexual Abuse Impacting the Etiology of Eating Disorders Todays literature estimates that as many as 1 in 3 females and 1 in 7 boys have been the victim of sexual abuse. There are about 2,000 to 3,000 new cases of incest each year in each major city in the United States. It is reported by the National Committee to Prevent Child Abuse that in 1993, 2.9 million children were reported to protective services because they were being abused, neglected, or both (Schwartz). 16%Read MoreThe Etiology, Prevalence Rates, And Symptoms Of Major Depressive Disorder1633 Words   |  7 Pagesoccasion, everyone has feelings of sadness, being down, or feeling â€Å"blue†; however, depression is marked by chronic lack of functioning on a daily basis with no resolve. For this paper, I will thoroughly examine the etiology, prevalence rates, and symptoms of Major Depressive Disorder. In addition, I will explore Cognitive Behavior Therapy and Mindfulness-Based Cognitive Therapy for treating MDD. By examining the findings of CBT and MBCT studies for treating MDD, I can be more knowledgeable andRead MoreThe Etiology Of Parental Psychiatric Conditions Of Children With Autism Spectrum Disorders883 Words   |  4 Pagesto synthesize and analyze journal articles related to the etiology of parental psychiatric conditions of children with autism spectrum disorders (ASD) and the development of psychiatric conditions after diagnosis; and how the two are interrelated and cyclical. Parents of children with ASD encounter a variety of unexpected- emotional, physiological, and financial challenges in their lifetime. Parents of children with autism spectrum disorders often have â€Å"elevated levels of depressive symptoms and psychologicalRead MoreMajor Depression And Its Effects On Social Involvement1565 Words   |  7 PagesMajor Depression Depression is one of the most common therapeutic topics. There are many effects that lead to major depression and thus require distinctive therapy methods. It is a mood disorder that is associated with the body, emotions and thoughts (Hoeksema and rector, 2011). In order for a person to be diagnosed with major depression, they must show at least 4 symptoms from any of the 4 categories; such as mood changes, cognitive changes, physical changes, and behavior changes; and must haveRead MoreThe Topic Of Specific Language Impairment1572 Words   |  7 Pageswhether a person who utilizes sign language can be diagnosed with this disorder. The disorder becomes even more complex when the question of assessment of this disorder is evaluated. The complexity of this disorder further fuels the controversy and frustration of speech language pathologists around the world. To determine ones opinion regarding SLI’s in individuals, whose primary language is sign language, the basics of this disorder must first be addressed. According to Richard Schwartz, an SLI canRead MoreA Beautiful Mind, A Film Based On A True Story Of A Famous970 Words   |  4 Pagespsychological disorder which interfered with his personal life, work, and generally every aspect of his life. The psychological disorder which John suffers from is schizophrenia. Although the etiology of schizophrenia is still unknown, it has become a much more treatable and manageable disorder, but still no cure. Throughout the film, John Nash displays some of the classical schizophrenic symptoms. This essay will elaborate more on these symptoms. Furthermore, what could have been the etiology of his

Ophelias madness Free Essays

Also, Aphelia cannot express herself the way the men around her can, reserving he r to a alone of emotions, which, in addition to being left stranded after the men in her life essentially disappear, bursts into her ultimate insanity. Every person with influence in Aphelion’s life are men: Polonium, her father, Hamlet, her lover, and Alerter, her brother. These are the people who most o f the time dictate her decisions for her. We will write a custom essay sample on Ophelias madness or any similar topic only for you Order Now In the first scene of the play involving Aphelia, h err lines are not many in number or lengthy by any means. This is because Polonium an d Alerter spend the bulk of the scene instructing her. Both men discourage her from try gusting Hamlet’s love. Alerter says, â€Å"His greatness weighed, his will is not his own. For he himself is subject to his birth. † (1. 3. 1718) Alerter is saying that Hamlet cannot be devoted to her because his focus has to be on Denmark as the heir to the thro one. He also tells her to protect her virginity, which is a very authoritative statement a ND possibly an uncomfortable command to receive from your brother. Polonium in the as me scene after Alerter leaves forbids Aphelia from seeing Hamlet again, telling her Ha melt may walk with a â€Å"larger tether†(125) than she, meaning her standards are stricter t Han his ND that she cannot partake in his lifestyle. It is now impossible for Aphelia to remain obedient to her father and be true to her love, Hamlet. In act 3, Aphelia prove s this by lying to Hamlet about her fathers whereabouts in a spy trap Claudia and POI onus set up with her. Hamlet recognizes he is under surveillance and ultimately tells O aphelia he is cutting her off. Aphelia loses her lover Hamlet because of the decision to b e obedient to Polonium, which ironically, is a similar obedience Hamlet has for his own fat her. Being a woman, Aphelia is held to a different standard than the men around err which doesn’t allow her to express herself the way they can based on emotion n. Hamlet plays insanity in a tactic to eventually get revenge, while Alerter storms the ca steel on motives to avenge his fathers death. Aphelia, however, must remain relatively passive. The rejection of her lover and murder of her father causes insurmountable fee lings of anger, stress, and frustration, and with no avenue for these feelings to escape , she must keep them boiling inside. Eventually, she starts taking these inner fruits actions and sorrows out on herself. Upon ACTA, both Hamlet and Aphelia are fatherless FRR ruder, but these similar circumstances do not call for similar reactions. It woo old be absurd for Aphelia to seek revenge as Hamlet has for the his father. This is La rater’s role as he declares, â€Å"only I’ll be revenged most thoroughly for my father. (4. 5. 135136). Being a man, avenging his father is expected, while Aphelion’s expectations ARQ Eire her to remain static on the case even though her feelings for her father are just a s intense as her brother. At this point with the return of Alerter, Aphelia has already boiled over into insanity. Being habituated to the non independent lifestyle subject to the com ands of he men around her, she is at a loss when that authority has essentially Addis appeared. Her father is dead, her brother is away at school, and Hamlet is being export d to England for killing Polonium. Hijacked of this independence, Aphelia inevitably is led to her own destruction with no turning back. Up to this point Aphelia was reserve deed, only speaking few lines, and mainly those lines were in response to a man. After being instructed to stay away from Hamlet in act 1, she simply responds to end the scene, â€Å"I shall obey, my lord . 4. 136). After her madness ensued, she almost seems lie berated from her reserves, and leads the stage. In Act 4, she is the focus of the stage I n scene 5. She sings without embarrassment, says what she is thinking and feels, and everyone listens to her. Unfortunately, though everyone is listening, they are not under standing what she is expressing, only associating her songs and words with her madden Additionally, Aphelion’s madness can be last traced, but not limited to, the dead h of her father. Most of her songs of madness refer to her father, like in act 4, s cone 5, † Sings. Larded with sweet flowers, which between to the g rave did go with truelove meaning she has been crying over the death Of her father . In one Eng Aphelia refers to Hamlet saying, â€Å"Quota she, before you tumbled me, you promised me to wed. Meaning Hamlet promised to marry her if she came to bed with him, but the following few lines, â€Å"So would I ha’ done, by yonder sun, an thou heads not come to my bed. â€Å"(4. 5. 6265) show Hamlets deceitful double standard where he says he would’ve married her if she wouldn’t have come to his bed. Accustomed to the precept that she must be fully obedient to her father polo anus, Aphelia is torn when he commands her to stay away from her lover, Hamlet. This inner strife erodes her mind because she cannot express these conflicting emotion to anyone. Instead, because of the differences between an honorable lady and a upstanding man of this time period, Aphelia is expected to remain neutral on the events in her life, even after her father is murdered by Hamlet, whom she once loved . Being habituated to the men in her life commanding most of her decisions, Aphelia IS non path of ruin when these men essentially disappear (Polonium her father is dead d, Alerter her brother is overseas, and Hamlet is on his way to England). Accordingly, the e bottled feelings inside her having no reserve any longer, release out all at once, cause Eng her omelet fundamental change and obvious insanity. Had Aphelia disobeyed her father and given herself to her lover Hamlet, her fathers death may have never coco red, for Hamlet was driven into blinding anger when he was betrayed by her, losing the e last person he had to trust. Though a minor character, Aphelion’s impact is a pope rueful one. Her madness was inevitable and reflective of the situation women of her time were often in, being subject to the male dominance which prevailed. Equality amongst m en and women is important, for a double standard is an impossible one to operate WI thin whilst maintaining a healthy sanity. How to cite Ophelias madness, Papers

Relevant Income Tax Rules and Formulas

Questions: Giving reasons, indicate any amounts that would be included as assessable income of the following resident taxpayers for the 2016/17 tax year: (a) Nick Addison is employed by Lazarus Holdings Ltd. His net weekly wages totalled $78,000 for the year. Total PAYG tax withheld from Nicks weekly wages from Lazarus and forwarded to the ATO amounted to $19,000?(b) Additional wages paid to Nick as a Christmas bonus of $6,000 (net of $4,200 PAYG tax withheld)?(c) Reimbursement of out-of-pocket travel costs of $1,200 that Nick incurred during his employment?(d) A travel allowance totalling $2,800. No PAYG was withheld from this amount?(e) Lazarus paid health insurance premiums for Nick and his wife to the value of $2,750?(f) $10,000 superannuation contribution to Lazarus Holdings Superannuation Fund on behalf of Nick?(g) Chris receives casual wages as a freelance journalist. On 4 July 2016 Chris was seriously injured when he fell down seven flights of stairs whilst jogging one morning. He received $50,000 during the year from his sickness and accident insurance policy for loss of income?(h) Chris also received $8,000 from his health i nsurance policy towards various operations and rehabilitation that he required?(i) Chris received a $70,000 lump sum under a trauma insurance policy for his right foot, which eventually required amputation?(j) Chris received a cheque for $5,400, which represented long service leave that he had accrued from several years as a part-time copywriter. This amount is net of $1,600 PAYG tax withheld? Answers: a) Nature of income (Amount): Assessable (78000+19000= $ 97,000)Relevant Section/Case Law: Section 6(5), ITAA 1997Explanation: Wages tend to be employment income which tends to form an integral part of the ordinary income for the taxpayer. b) Nature of income (Amount): Assessable (6000+4200= $ 10,200)Relevant Section/Case Law: Section 6(5), ITAA 1997Explanation: Christmas bonus tends to arise because of the employment relationship with the employer and thereby would be termed as ordinary income.c) Nature of income (Amount): Non-Assessable Relevant Section/Case Law: Hochstrasser v Mayes [1960] AC 376 Explanation: The taxpayer is not gaining anything as the reimbursement is just providing the work related expenses that the taxpayer has borne out of his pocket. Hence, not income.d) Nature of income (Amount):Assessable ($ 2,800)Relevant Section/Case Law: Section 6(5), ITAA 1997, TR92/15, Eisner v. Macomber (1920) 252 US 189Explanation: Allowances are fixed payments which the taxpayer wou ld receive and it would lead to a gain in the overall income as this is extend irrespective of the actual related expense. Further, it is of continuous nature and hence forms part of employment income.e) Nature of income (Amount):Non-Assessable Relevant Section/Case Law: Section 20, FBTAA 1986Explanation: Health insurance premium is a expense of private nature which is being paid by the employer which results in application of fringe benefit. These are taxable at employers end only with no implications for the employee. f) Nature of income (Amount):Assessable ($ 10,000)Relevant Section/Case Law: Section 6(5), ATO ID 2014/31, Hochstrasser v Mayes [1960] AC 376 Explanation: Employer is mandated to contribute to the superannuation fund for employee while the employee is also required to make a contribution. However, the fact that employer is making a payment for the part which ought to be met for employer ensures real gain and predictability and hence reimbursement leading to actual ga in. g) Nature of income (Amount):Assessable ($ 50,000)Relevant Section/Case Law: Section 6(5), TR 2016/D1, Sommer v FCT 2002 ATC 4815Explanation: The compensation benefits tend to assume the same nature as the payments they provide compensation for. Since, loss of income refers to ordinary income loss, thus, compensation benefits recognised as ordinary income. h) Nature of income (Amount):Non-Assessable Relevant Section/Case Law: TR 2016/D1, Sommer v FCT 2002 ATC 4815Explanation: Payments directed at providing reimbursement and ensuring that earning capacity is not impaired due to lack of treatment. Hence, the payments lack revenue nature.i) Nature of income (Amount):Non-Assessable Relevant Section/Case Law: TR 2016/D1, Sommer v FCT 2002 ATC 4815Explanation: The compensation benefits tend to assume the same nature as the payments they provide compensation for. The payment is directed to provide compensation for earning potential loss which is an asset and hence making these payments as capital receipts. The capital gains implications have been ignored.j) Nature of income (Amount):Assessable ($ 5,400 + $1,600 = $ 7,000)Relevant Section/Case Law: Section 6(5), SGR 2009/2Explanation: The long service leaves are accrued only on account of the employment relationship with the employer and thus is a benefit arising directly which may be readily converted into cash and hence ordinary income.k) Nature of income (Amount):Assessable (79000+ 154000 = $ 233,000)Relevant Section/Case Law: Section 6(5)Explanation: Income generated by a medical practitioner based on personal exertion in the field of skill would lead to ordinary income.l) Nature of income (Amount):Assessable (14000 + 16000 = $ 30,000)Relevant Section/Case Law: Section 6(5), TR 95/35, TR95/18, Sommer v FCT 2002 ATC 4815, Liftronic Pty Ltd v. FC of T 96 ATC 4425; (1996) 32 ATR 557Explanation: The reimbursement of deductible expenses lead to inflow which has revenue nature and hence terms as ordinary income. Demurrage related compensation seek to compensate for income loss and due to ordinary income of the underlying income, the compensation receipts in this regard would be assessable income. Truck is an income generating asset for the company considering the business and it has suffered permanent damage and hence proceeds would be capital with no capital gains since t he compensation and book value of truck is same. m) Nature of income (Amount):Assessable (21000 + 7800 + 3200 = $ 32,000)Relevant Section/Case Law: Section 6(5), TR 95/35, TR95/18, Sommer v FCT 2002 ATC 4815, FC of T v Wade (1951) 84 CLR 104Explanation: The cash sales loss amount to loss of business income which is ordinary and hence compensation derived from the same also ordinary income. Trading stock is a revenue asset and hence the underlying receipts on disposal of the same would be revenue giving rise to assessable income. The reimbursement of deductible business expenses lead to inflow which has revenue nature and hence terms as ordinary income. Medical expenses are a personal nature expense and hence compensation does not lead to assessable income.n) Nature of income (Amount):Assessable ($ 25,000)Relevant Section/Case Law: IT 2668AExplanation: Services offered by way of contra transactions do lead to assessable income as non-cash benefit has been extracted on account of the service offered. o) Nature of income (Amount):Assessable ($ 19,000)Relevant Section/Case Law: Section 6(5)Explanation: Income derived from profession is ordinary income irrespective of the beneficiary account in which it is diverted provided the consent of service provider has to be present.p) Nature of income (Amount):Assessable ($ 8,000)Relevant Section/Case Law: Section 6(10)Explanation: Payment in non-cash benefit taken for extension of services and hence this would amount to statutory income and would be assessable.q) Nature of income (Amount):Assessable ($ 250)Relevant Section/Case Law: Section 6(10), TR 2005/13Explanation: Payment in non-cash benefit taken for extension of services and hence this would amount to statutory income and would be assessable. Extension of cufflinks is not gift since it arises from business relations and is not voluntary.r) Nature of income (Amount):Assessable ($ 3,280)Relevant Section/Case Law: TD 1999/6Explanation: When travelling is part of busin ess and forms deductible business expense, then the customer loyalty program related benefits are termed as assessable in nature.s) Nature of income (Amount):Assessable ($ 30,000)Relevant Section/Case Law: TR 2009/5Explanation: Trade incentives which are offered so not lead to a downward adjustment in the cost of trading stock. Such trade incentives are considered assessable income as these are linked to particular performance. t) Nature of income (Amount):Non- Assessable Relevant Section/Case Law: TD 2009/5Explanation: It is common practice for suppliers to extend a host of material and goods for their sale promotion but these are essentially linked to generation of a particular sale figure. In these cases, this would make contributions to assessable income. However, this is not the case here as despite closure of business, the seller would continue to keep the machine and other promotional accessory hinting that the receipts are not assessable.

Saina Neval free essay sample

Saina Nehwal (born March 17, 1990) is an Indian Khel Ratna winning badminton player currently ranked number 2 in the world by Badminton,[4]. Saina is the first Indian woman to reach the singles quarterfinals at the Olympics and the first Indian to win the World Junior Badminton Championships. Saina Nehwal made history on June 21, 2009, becoming the first Indian to win a Super Series tournament, by clinching the Indonesia Open with a stunning victory over higher-ranked Chinese Wang Lin in Jakarta. The Super Series tournament is roughly equivalent to a Grand Slam in tennis). Saina won her second career Super Series title by winning the Singapore Open title on June 20, 2010. She completed a hat-trick in the same year by winning the Indonesian Open on June 27, 2010. This win resulted in her rise to 3rd ranking and subsequently to No. 2. Later in the same year she also won Hong Kong Super Series on December 12, 2010. Previously coached by S. We will write a custom essay sample on Saina Neval or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page M. Arif, a Dronacharya Award winner, Saina is the reigning Indian national junior champion and is currently coached by Indonesian badminton legend Atik Jauhari since August 2008,[5] with the former All England champion and national coachPullela Gopichand being her mentor. Saina was born in Hisar, Haryana and has spent her entire life in Hyderabad, India. Her foray into the world of badminton was influenced by her father Dr. Harvir Singh, a scientist at the Directorate of Oilseeds Research, Hyderabad and her mother Usha Nehwal[1], both of whom were former badminton champions in Haryana. She is the top ranked player (women) in Indian Badminton history. [6] Childhood and early training Saina was born in 1990 in a Jat family from Haryana. Her birth was a big disappointment to her grandmother as grandma wanted a boy [7] In December 1998, Sainas father took her to meet Coach Nani Prasad at the Lal Bahadur Shastri Stadium in Hyderabad. Seeing potential in the girl, Prasad asked Singh to enroll Saina as a summer trainee. Harvir Singh and Saina, who was 8 years old at the time, would wake at 4am every morning and head to the stadium which was 25 km away. After two hours of practice, Singh would drop Saina at school on his way to work. Sitting behind her father on his scooter, Saina would often fall asleep on these journeys which prompted her mother to accompany them for the next three months. In order to keep up with the rising cost of her training, Saina’s father withdrew money from his savings and provident fund. The tight-rope walk continued until 2002, when sports brand Yonex offered to sponsor Saina’s kit. As her status and rankings improved, the sponsorships increased. In 2004, BPCL (Bharat Petroleum Corporation Limited). [8] signed the rising star onto their payroll, and she is also supported by Olympic Gold Quest. [9] Saina Nehwal won 2010 Commonwealth games gold in Womens Singles Shuttle badminton held in Siri Fort Auditorium, Delhi,on 14th October 2010.

How to Become an Instructional Designer

How to Become an Instructional Designer Instructional design is a relatively new industry, employing people in organizations, schools, and for-profit companies. Read on to find out what instructional design is, what kind of background designers need, and how to get a job designing educational experiences. What Is an Instructional Designer? In a nutshell, instructional designers create educational programs for schools and companies. Many organizations have found that the internet provides a huge opportunity for providing virtual instruction, but that designing effective online educational programs isnt easy. A subject matter expert, like a history teacher, may be excellent at leading a class in-person. But, he may not have the technical know-how or an understanding of how to present information in a way that would make an effective online course. Thats where instructional designers come in. What Does an Instructional Designer Do? Theres a lot of variety in the day-to-day work of an instructional designer. They regularly meet with clients or subject matter experts to determine how to best present information to students. They may also edit content for clarity, write instructions for assignments, and design or create learning interactives. Additionally, they may be involved (or even run) the creative side of the equation, producing videos, making podcasts, and working with photography. Designers can expect to spend their days creating storyboards, reviewing content, and asking a lot of questions. What Education Training Does an Instructional Designer Need? There is no standard requirement for instructional designers, and many companies and schools hire designers with extremely different backgrounds. Generally, organizations are looking for employees with at least a bachelors degree (often a masters degree), strong editing skills, and the ability to work well with people. Project management experience is also highly desirable. In recent years, Instructional Design masters degrees have become increasingly popular as are certificate programs for those that already hold a masters degree in a different subject. Instructional Design Ph.D. programs are also available. However, the general consensus is that a Ph.D. generally makes candidates over-qualified for most instructional design jobs and is more suitable for those that would like to be an administrator or director of an instructional design team. Many employers are more concerned with a candidates technical abilities. A resume that lists competency in programs like Adobe Flash, Captivate, Storyline, Dreamweaver, Camtasia, and similar programs is highly desirable. Designers should also have the ability to put themselves into someone elses shoes. Someone that can suspend their own understanding and imagine encountering information for the first time will often make a good designer. What Kind of Experience Does an Instructional Designer Need? There is no standard experience that employers are looking for. However, they do prefer that designers have worked to create educational programs before. A track record of previous design experience is highly desirable. Many instructional design schools require students to complete capstone projects that will be used instructionally and can also be included on the graduates resume. New designers may seek out interns with colleges or organizations to build their resumes. Where Can Instructional Designers Find Jobs? While there are more instructional design jobs every year, finding them isnt always easy. One of the first places to look is on university job postings. Many schools post opportunities on their own websites and fail to publicize them more openly. HigherEd Jobs has one of the more comprehensive lists of jobs available at universities. Employers tend to post openings on virtual job boards like Monster, Indeed, or Yahoo Careers. Attending instructional design or e-learning conferences is a good place to network and seek out potential job leads. Additionally, many areas have local networks of instructional design professionals that meet regularly and communicate via social networking. Having a friend in the industry is a smart way to get connected.

Audit of Alex Blenheim Samples for Students

The methods which are applied by an entity and which give promise to accomplish the aims and objectives set by an entity from its business processes are called as internal control system of an entity. It helps in attaining the goals of efficient and effective reporting by management and auditor about the affairs of the company, proper and timely compliance of rules and regulations lay down by government. The internal control weakness is defined as a deficiency in the systems designed and employed by an entity to ensure effectiveness in the working of an entity in relation to aim and objectives set by an entity. In the given case of Alex Blenheim Pty Limited, to assess the weakness in internal control system firstly the assessment of internal control environment and its effect on company policies and procedures is require to be done.   The control environment of an entity is base for efficient and effective reporting of the financial and non financial matters to the stakeholders of entity both internal and external for achievement of aim and goals set by strategic objectivities if an entity and it is the foundation of effective control system in an entity. The Alex Blenheim may objective is to reduce the cost of goods to company including the overheads costs or by achieving the high volume of sales as the company is low margin company. The company is planning to reduce the levels of inventory, early receipts from debtors and early payments to creditor to increase the working capital margins of the company. The company is maintaining very goods internal control policies in relation to Inventory of Raw Material, Work in Process and for finished goods. The company is maintaining the computerized system of internal control of inventory. It contains all the five elements which are required for good internal control system. The elements of good internal control systems are Control environment, Entity’s risk evaluation process, information system, control activities and review of internal controls to reduce the weakness of controls are presents in company internal control policy of inventory.(Scaldeo,2013) A good internal control in relation to inventory involves the controls which enables an entity to: If any of the above is followed in making controls of inventories, there is weakness in controls relating to Inventory. The following are weakness in the internal control of inventory in Alex Blenheim Company: The weakness could impact the working of an entity and hampers the ultimate objective of the company which the company is required to achieve by implementing the controls systems. The weakness can damage the effectiveness and efficiency of business control environment which are root causes for business risks in any business. Steps Taken To Reduce The Imapct Of Risk In Internal Control System The following are the steps taken by an entity to reduce the impact of risks in internal controls: Feng, M., Li, C., McVay, S. E., & Skaife, H. (2014). Does ineffective internal control over financial reporting affect a firm's operations? Evidence from firms' inventory management. The Accounting Review, 90(2), 529-557. Salcedo, C. A. G., Hernandez, A. I., Vilanova, R., & Cuartas, J. H. (2013). Inventory control of supply chains: Mitigating the bullwhip effect by centralized and decentralized Internal Model Control approaches. European Journal of Operational Research, 224(2), 261-272. Strand L, (2014) , â€Å"10 Common Internal Control Deficiencies Found in Small Business† available at https://www.lbahs.com/blog/bid/397513/10-common-internal-control-deficiencies-found-in-small-businesses accessed on 06/05/2017

Operating System Simulator Essay Example | Topics and Well Written Essays - 1500 words

Operating System Simulator - Essay Example It also supports JRE version 1.2. Java as language offers various capabilities including running the application as a Java applet or as a java application. Therefore, this CPU process-scheduling simulator can be run either as a Java applet or as a Java application. This CPU process scheduling algorithm can be used to perform several experiments on different process scheduling algorithms. Tables of data, graphs, and Gantt charts in form of log files in HTML can be produced by the simulator at the end of each experimental run. One experiment can be carried out involving several processes, for instance, the experiment can be based on eight different CPU processes. The tabular data obtained for different CPU process scheduling algorithms can then be analyzed and important conclusions drawn. Graph or Gantt chart data obtained can also be analyzed. Comparison between the various CPU scheduling algorithms can be drawn and explained based on the analysis of such data and the conclusions arri ved at. The statistic to be evaluated and analyzed from the experimental runs includes data on processes throughput, CPU burst times, I/O Burst times, Waiting times, Turn Around time, and the ratio of CPU Burst Times to Time to Ready plus CPU Burst time. As noted earlier, this CPU process-scheduling simulator supports various CPU scheduling algorithms such as First Come, First Served (FCFS), Shortest Job First (SJF), and the Round Robin algorithm (RR). This simulator manual report will aim at reporting on experiments carried on two CPU process scheduling algorithms; the First Come, First Served (FCFS) algorithm, and the Shortest Job First (SJF) CPU scheduling algorithm. The experiment will be carried out on eight processes for both the algorithms and the characteristics of bot the algorithms evaluated based on those processes. Graphs, Gantt charts, and table data for both the CPU scheduling algorithms will be drawn, analyzed, and evaluated. The evaluation and analysis to be carried out is aimed at illustrating the differences between the two CPU process-scheduling algorithms based on the data obtained. Normally, it is expected that, for the Shortest Job First SJF also referred to as the shortest remaining CPU burst time first, the process with the shortest CPU burst time is the one that is executed first. For the First Come, First Served CPU scheduling algorithm, the first job to arrive in the ready queue is the one that is executed first, and it must be executed to completion before any other process takes up the CPU. However, there are scenarios such when there is an I/O request, a process being executed in the First Come, First Served algorithm is returned to the waiting time and a new process in the queue is executed before the other process continues executing. This is known as context switching and they are normally two. In the Shortest Job First CPU scheduling algorithm, there are scenarios where more than one process with the shortest CPU burst time; m ore than one process have the same CPU burst time exist in the ready queue. In such cases, these processes are evaluated depending on the time each job or process arrived in the ready queue, this implies some sort of First Come, First Served CPU scheduling algorithm is implemented, and the job that arrived in the re

Patient satisfaction survey Essay Example | Topics and Well Written Essays - 2000 words

Patient satisfaction survey - Essay Example In general, patients with kidney failure are experiencing physical and emotional stress which could significantly affect their loss of self-confidence and the way they perceive life (National Kidney Federation, 2009). For this reason, it is necessary to provide extra care to patients who are receiving haemodialysis. In relation to the increasing number of individuals who are receiving haemodialysis, there is a strong need to determine whether or not those patients are satisfied with the care they are receiving from the health care professionals. Based on the gathered literature review and the research findings, it will be easier for health care professionals to determine the areas of care that needs to be improved in order to increase the satisfaction of haemodialysis patients. The proposed research topic aims to determine the level of satisfaction that renal patients have with various aspects of the care provided by the Local General Hospital’s haemodialysis unit. In line with this, the research study result will be used to improve the health care services rendered to patients who are receiving haemodialysis from health care professionals who are currently working in hospitals. Research questions presented in this study will be used as a guide in going through the research paper. Since the research topic aims to investigate the satisfaction of patients who are receiving haemodialysis, the study will seek to determine whether or not the doctors and nurses are effective in terms of caring and communicating with patients at the Local General Hospital’s haemodialysis unit. Likewise, the study will determine whether or not the quality of care and operations at the dialysis centre offers services are equal or more than the global satisfaction ratings. In line with this, the treatment received by the patients, the process on how the health care professionals rate the health and mental status of the patients, the quality of

Personal model Essay Example for Free

Personal model Essay Everyday is a different day from yesterday, which is how we should look at our daily experiences. People from all walks of life can always find a place that might mean a lot to them or be caught in a situation wherein it may be hard to move on or forgetting such circumstances will be harder than what we usually do. Such occurrences will lead to trauma, worst, psychological illnesses which will make a single person’s life miserable. Life is not a piece of cake. If we will analyze our lives, we will understand that there is something about life which makes it different and at the same time unexplainable. Everyday, new surprises arise making our lives both exciting and hard but amidst all of these, we always end up with a solution to make our lives better. Some people thinks that once a person went into a psychiatrist or a psychologist, they are insane and not in the right mind but what they do not know is what lies behind every consultation and every courage to seek from treatment. Not all mental illnesses are dangerous. Most of the time, these illnesses seeks for help, understanding and acceptance. There is no definite medication for mental illnesses but treatments and consultation would help to somehow lessen the complication. Psychiatrists and psychologists don’t bite, they help us. Post Traumatic Stress Disorder One of the most known mental illnesses is what we call Posttraumatic Stress Disorder which usually occurs when something really traumatic happens to the victim. Also most of the reason depends on how unforgettable such occurrences were. Defining Crisis and Crisis Intervention Before we come into the real discussion, first of all, we must define what is crisis and what crisis intervention is. In Chapter one of the readings, Crisis is defined as a perception of an event or a situation which the victim was having difficulty to tolerate or to have available resources for coping. Such situations lead to several mental illnesses if not treated right or if it is not given initial coping strategies. Although not all crisis leads to serious psychological problems if given proper medication and good approach to coping, some takes time to recover and needs a lot of consultation and talks. The best medication that a victim might receive is the love, care and understanding of his or her family which will be a great help for him or her to overcome stress and trauma. What causes traumas and stress? Stress and traumas comes from different situation which occurs in our everyday life. Some are unknown to us while others are not accidental. Some situation varies on cultural; or social belief or perception. The role of the internal (personal, intrapsychic) The role of the external (social structures, culture) The role of counselor Counselors are those who try to help the clients. They are not there to judge them or to tell them what to do but they were there to listen to the client and everything he or she wanted to speak of. A counselor is somehow who holds a space in his heart to feel for them and a space in his mind to think what should be done.

Internet Censorship Essay - The ACLU and the Child Online Protection Act :: Argumentative Persuasive Topics

The ACLU and the Child Online Protection Act The Child Online Protection Act (COPA) was approved by Congress on August 16, 1998. It is the purpose of this essay to demonstrate how the ACLU destroyed this family-oriented act. Immediately after COPA was signed by the President, the American Civil Liberties Union and a coalition of groups representing publishers, Internet Service Providers, journalists, and the technology industry challenged the law in the United States District Court for the Eastern District of Pennsylvania. Federal District Court Judge Lowell A. Reed, Jr. issued a temporary restraining order blocking the government from enforcing COPA. On January 11, 1999 both sides filed briefs to argue the constitutionality of the law.(ACLU) Congress's intention in enacting COPA was to protect minor children from access to free erotic "teaser" pictures available at commercial pornography sites on the World Wide Web. In order to accomplish this governmental interest, the law specifically requires commercial pornography sellers to take a credit card or adult PIN or access number in order to insure that visiting children or teenagers will not be able to see graphic sex pictures on the front pages of commercial pornography WWW. sites. COPA provides punishment of up to six months in jail and a $50,000 fine for each violation. Plaintiffs alleged in their brief that COPA violates the First Amendment because: (1) It creates an effective ban on constitutionally protected speech by and to adults, and is not the least restrictive means of accomplishing any governmental purpose, and therefore is substantially overbroad; (2) It interferes with the rights of minors to access and view material that is not harmful to them by prohibiting the dissemination of any material with sexual content that is "harmful to minors" of any age, despite the fact that the material will not be "harmful" to all minors; (3) It inhibits an individual's right to communicate and access information anonymously; and (4) It is unconstitutionally vague. The government argued that COPA is carefully limited in scope to deal only with the problem of "teaser" images that exist on the World Wide Web (meaning the law excludes other Internet, Usenet, e-mail, BBS, chat and online services) and further the government maintained that the law is directed solely at commercial sellers of pornography which is deemed to be "obscene to minors" or "harmful to minors"(meaning all non-commercial, non-profit, educational, governmental and private communications are excluded).

Human Resource Management Plan Essay

As a startup healthcare staffing agency for per diem, temporary and travel healthcare employment, human resources are our product; as such, a Human Resource Management Plan is vital to the success of this agency. This plan has been put together with input of management/ recruitment, sales and employee representatives. This is tool to aid in the building of this company, clearly defining roles and job responsibilities of the administrative staff; stressing the laws with which this company will comply; adding clear cut job descriptions for the labor force; and includes information on staffing, employee development/training and compensation strategies. Roles and Responsibilities Manager – Is responsible for the overall success of the human resource department. The manager will implement and define job descriptions; the training program; and contracts. The manager will procure all insurance, will assure compliance with JCAHO regulations and make sure that all state and federal statues are met as well as that all relevant laws and regulations are adhered to. The manager is responsible for acquiring human resources as well as being the final decision maker as to the hiring and termination of all employees. The manager must possess the following skills: leadership/management, budgeting, compliance will all legal binds, and effective communication. Sales Manager- the SM will be responsible for: initiating all contact with clients; following up on these contacts; negotiating for a contract between this company and client; ensuring that all contractual agreements are complied with; and developing a working relationship with client’s HR departments. The SM must possess the following skills: leadership, compliance with all legal binds, effective communication, the autonomy to make decisions and the ability to project respect of client and engender the appearance of trust, integrity and a positive image of the company. Support Personnel – the SP will be responsible for: all coding and billing; answering phones; requesting all background searches (criminal as well as credit); light booking such as time sheets and payroll; keeping track of all licenses, certification, contract and insurance expiration dates; scheduling of all employees; sending and sorting all correspondence; placing advertisements; and updating the website as needed. The SP must have the following skills: organization, trustworthiness, ability to comply with all reasonable requests by management and sales, keep a consistent and reliable work schedule, have the ability to keep all information private, and have a good work ethic and personality that reflects the image this company wants to convey. Legal Requirements The sales product of our company is its human resources. As such, there is a myriad of laws and statutes that require total attention to address HR legal compliance. Adhering to these regulations is tantamount to success for this company. The Equal Employment Opportunity Act is the chief statute that this company must adhere to. Every attempt will be made to reduce/avoid violations of Title VII of the Civil Rights Act that protects against discrimination of race, color, sex (including pregnancy), religion and national origin (EEOC, 2012). Nor will there be violations of the Age Discrimination Act of 1967 and its’ amendments. There will be training in and awareness of disparate treatment of applicants including the EEOC’s new regulations on not hiring based on criminal background so that these laws are not violated (EEOC, 2012). It is our responsibility to give our clients the best candidate to fit their requirements so the job description should reflect clearly and without any ambiguity, the limitations of each position. However, records will be kept in accordance with EEOC regulations of all applicants as well as ensuring that all accommodations are made for any disabilities Punitive and compensatory damages can be levied against this company for violations of these acts. Benefits Required Until this company acquires 20+ employees it is not required to offer certain benefits (EEOC, 2012). The majority of its’ employees will be contract workers and as such, they are required to possess their own liability insurance, will not have access to company provided health insurance, disability or retirement benefits. Government required assistances such as COBRA, FMLA and ERIS plans will not be included in any benefit package until such time as this company hires salaried employees at the required minimum (EEOC, Disabilities 2012). At that time this policy will be revisited. OSHA regulations will be strictly enforced at the company’s geographical location and the appropriate information will be posted. Violations can be subject to penalties of up to $500,000. 00 and up to six months in jail (U. S. Legal, 2010-2013). Job Description of Contract Staff Attached is a sample job description for a RN with a psych component and psych experience. (See addendum 1). This description has been carefully analyzed and developed in accordance with all laws and regulations and will be give to our clients for comparison so that their HR department’s job escriptions are legally within all perimeters required and reflect essential job functions. This description was designed with help from the O*Net Online website and the Uniform Guidelines for Employee Selection Procedures. This company’s mission is to supply RNs’, LPNs’, CNAs’, NAs’, Social service, therapeutic, as well as any other healthcare related staff on temporary need basis for hospitals, clinics, and other healthcare facilities, including home care. Our job descriptions must reflect this clearly and include the requirements given us in the contract with our clients. Any limitations are those supplied to us by our client’s HR department and do not represent limitations on hiring by this company or any employees of this company. Each individual HR department will provide NOLA Nursing Agency with their job descriptions but we reserve the right to change any portion of this design to reflect current laws in agreement with the client’s HR department (Fried and Fottler, 2012, pp. 171,173,174, 176). Staffing and Employee Development Staffing will be guided by each individual job description. Jobs will be filled with the applicants who best fit with the requirements of our clients, suitability of the position and expectations of NOLA Nursing. Our hiring motto is â€Å"Best Person, Best Fit, equals Best Care. † To ensure excellence in training of our per diem staff by NNA before additional training is undertaken after hire, we will use the COPA model by Lenburg. The COPA model of assessment of competency by Lenburg provides for a framework to ensure that teaching and learning of skills by nurses are interactive and student focused. NNA will use this framework to prepare per diem nurses/healthcare staff for employment. Below are the four major questions complied in this model: 1. What are the essential competencies and outcomes for contemporary practice? 2. What are the indicators that define those competencies? 3. What are the most effective ways to learn those competencies? And, 4. What are the most effective ways to document that learners and/or practioners have achieved the required competencies? To further prepare our healthcare staff will use Lenburg’s eight core practice competencies with sub skill to grade new staff and use the data collected to fill out each individual’s skill set. See Addendum 2) It will also be incumbent upon NOLA Nursing Agency: * To recruit the best applicants to fulfill the specified job qualifications for our clients. This will include the initial structured interview which will test job-competency and access the applicant’s suitability for the position. A realistic job preview will be given to the chosen applicant before selection to increase th e success of the person-job/organization fit. (Fried et al, 2012, pp. 209, 211-212) * An employment agreement will be drafted and signed by NNA along the candidate and will be enforced by NNA. A separation agreement will also be initiated by NNA after receiving information by client and if necessary, an exit interview will be performed by same. * Preform all background checks including: job and education histories, criminal and civil backgrounds, validation of licenses/certifications/credentials, and checks of personal and professional references. A report will be made available to clients with signed permission of the applicant and adhering to required laws. Drug screening and physical abilities confirmed if required on job description, * Current individual liability insurance validated: copies kept on file as well as expiration dates of the insurance for each contract employee. * Protected class applications will be cataloged and statistics will be submitted to the appropriate government regulation agencies * CEUs for each applicant will be kept up to date and appropriate to the job description * Each applicant will be tested in a skills inventory and given necessary instruction in weak skills. A web bank of nursing skills will be made available so contract applicants can improve on their skill base. * Compensation and any benefits will be negotiated between NOLA Nursing and the applicant * Any issues that arise in the working environment will be mediated by NOLA Nursing and our client. * NOLA Nursing will monitor their contract employee’s job performances and any deficits will be addressed. * A critical incidents analysis will be kept on each contract employee to better select quality candidates for our clients Recruitment will be through advertisements in web based Job Boards, newspapers and participation in job fairs. An active bank of all applicants will be kept updated with a surplus of personnel available for each potential position. All necessary legal regulations and statutes will be considered in job placement and all information given on a particular candidate will be considered on a need to know basis. Our focus should be on giving our client a smooth, issue-free solution to their staffing deficits. While all attempts will be made to make a right person/right fit for each job description, voluntary and involuntary terminations will occur. To this end, the employment agreement between NNA and the applicant will include a section to negotiate issues resulting in a voluntary termination in an attempt to stay the dissolution of the contract. In case of a non-voluntary termination, NNA will act as representative of the employee to mediate any solutions that could result in the fulfillment of the contractual period. With due diligence performed by our company, turnover rates of temporary staff should be above the rate of regular employees. We make all efforts to satisfy our clients and our most important resource, our employees. Evidence based research by Cummins, J. in the online article, Nurse retention strategies: A growing priority, and Perrine, J, in Recruitment and retention report: Strategies to boost RN retention, have shown that the following strategies have improved retention rates, increasing motivation, satisfaction and performance: 1. Promote an environment where RN’s actively participate in the decision making processes that occur at the unit on the institutional level 2. Improve the perception of respect 3. Improve access between RNs’ and the organizational leadership 4.  Assist staff with education and training to meet the changing market needs 5. Lead by Example Compensation Contracts between job applicants and NOLA Nursing will be finalized after compensatory benefits are agreed upon and contracted by NNA and our client. Compensation will be on an hourly and per diem basis. HR will be cognizant of the market pay scale for each job description and compensation will stay above market value to attract competent candidates. Special attention will be given to equal pay for equal opportunities (Equal Pay Act). Diversity Evidence based research by Singleton, K and Krause, E (Sept 2009) in the Online Journal of Issues in Nursing, has found a correlation between the improving health of a patient and the nurse being of the same culture as the patient. Within legal limits, considerations will be given to the population climate of the institution where the deficit of nurses is occurring. We are an equal opportunity employer so anyone who applies will have the same opportunity to be placed in a position per the job description perimeters. Selection will not be determined by race, age, gender, sexual preference, color, religion or national origin. Realities are that nationwide, 90% of U. S. nurses are Caucasian, and blacks and Hispanics are underrepresented per the US population (Aiken, 2007). All applicants will be looked at equally and attempts will be made to place any qualified applicant. Historical Perspective and Current Trends With the cycles of supply and demand on nursing labor market, the opening of the 21st century found healthcare systems trying to catch up with demand (Fried, et al, pp. 90). Many foreign nurses were brought into the States to meet the demand; nearly 15,000 passed the Nclex in 2005 according Aiken, however at the time, â€Å"American nursing schools were turning away applicants because of capacity limitations. † (Aiken, 2007) Projections are that the shortage in 2020 could reach 800,000 to 1. 1 million with a large block of nurses looking to retire from the labor force by 2020. Aiken quotes that graduation of nurses fell from over 95,000 in 1994 to below 70,000 by 2001 with a false increase from 2002-2005 being older nurses reentering the workforce and foreign educated nurses. Current trends have been to raise salaries, provide scholarships and give other incentives to retain and gain nursing staff. However with the lack of nursing teachers, and facilities, there will be again a nursing shortage of graduate nurses and on the other end of the spectrum; retiring nurses. Per Fried and Fottler (pp. 90), more than 30,000 qualified applicants were not accepted into baccalaureate nursing programs in 2007. With the increase in Magnate policies and the increase in associate nursing programs, there will be a shortage of 4 year nurses in the near future. Per Aiken, increases and shortages of nurses into the labor market is contingent upon federal subsidies. When there was a trend toward nursing layoffs in the period between 1995 to 2000 graduations fell causing the latest shortage of nurses. Wages grew 12. 8 % between 2000 -2004. This caused an upsurge in nursing school applicants and many were turned away. Aiken feels that graduations of nurses into the labor pool seem to be keeping up with demand. However the Affordable Care Act will open up primary care to an additional 40 million Americans with a rise in the market for additional nurses (Wakefield, 2010). Government subsidies have changed per the HRSA scholarship opportunities in the last two years. Where concentration was on increasing RN subsidies, now HRSA is concentrating on grants for nurse practitioners and nursing educators and has significantly reduced the monies offered to two and four year RNs. Once again the cycle of reduced enrollments in nursing school should follow the trend of reduced federal subsidies less nursing candidates. This bodes well for our job market niche and should be the basis for growth in this company

Albert Heijn-History

Albert Heijn 1602 (Barneveld) History Context Albert Heijn is a big supermarket chain which emerged from a small grocery store that once stood in Oostzaan. The 21-years old Albert Heijn took over the store from his father in 1887. The young Albert Heijn quickly began to expand the store towards other places. Albert also started to sell his self-made cookies and self-burned coffee (Albert Heijn, 2013). Now Albert Heijn is one of the largest supermarket chain in the Netherlands. Quality and customers are of great importance within the formula of Albert Heijn.For this reason all subsidiaries have to have the same style. In the small village of Barneveld there is also an Albert Heijn. This Albert Heijn was managed by Mr G. Aartsen for more than 15 years. Albert Heijn Barneveld did not experience quite a lot of changes. The only changes where changes of assortment and a small expansion of the shop. Trigger The management of Albert Heijn demands that every supermarket manager is managing f or a maximum period of 4 years. This is due the fact that a manager could turn into a friend when staying too long on the same position.Another reason is the emerging of business blindness. To prevent this from happening, all managers (except for the franchise shops) have to switch places once in a while. For example: the manager of Utrecht goes to Amsterdam after 4 years, the manager of Amsterdam goes to Groningen and so on. Philosophy The manager of Albert Heijn Barneveld was like a father to all the personnel. Mr Aartsen was often called â€Å"papa Aartsen† (daddy Aartsen). Mr Aartsen was not just the manager who commands the personnel.He was a kind guy who often smoked in his office (while this was not allowed), he just had his own rules and it worked. When there was a lot of pressure on the personnel he always helped them. For example, during Christmas time he helped stocking the shelves. Mr Aartsen also had a good relationship with the customers. Change idea Diagnosis A lbert Heijn Barneveld had the same manager for 18 years. For this reason the headquarters decided to make some changes. Mr G. Aartsen had to go. This was a big shock for the regular customers and the personnel. Change of strategyThe change of strategy was decided, there were no discussions possible. Mr Aartsen protested towards the headquarters, but their decision was final. Albert Heijn had accepted the fact that Mr Aartsen was the manager for a longer period than 4 years for a long time. However it was time for change. The headquarters wants all the shops to be the same, as well in layout as in the way of managing. Intervention plan The headquarters of Albert Heijn did not really had an intervention plan. They made up the rules and were the boss of Albert Heijn, so Barneveld had to listen.Albert Heijn did replace Mr Aartsen, however, the headquarters were much more open about where Mr Aartsen should manage after Barneveld. This decision was made together with Mr Aartsen. The other intervention plan that the headquarters had, was the implementation of two managers in Barneveld. This way Barneveld was managed better and with good efforts. Sadly enough, things were not any more than they were. Interventions 1 With the help of the two new managers the intention was trying to introduce a new way of thinking.However this did not work quite well. After a few weeks the headquarters decided that Barneveld had to do it with one manager again. This time the dissatisfaction was even bigger. Interventions 2 When it turned out that Barneveld did not run as well anymore as it did, the headquarters tried to bring old personnel back. An old assistant manager came back from another subsidiary. This happened to work out. The headquarters decided that Barneveld had to steer itself again. The next step was giving personnel promotions.This way, people who worked for Mr Aartsen were able to get more influence and help each other to get over the situation. Results of change process The change process for Mr Aartsen has led to overwrought, unfortunately the changes were too big for him. For Barneveld the changes were positive as well as negative (see table 1). Positive changes| Negative changes| Albert Heijn made Barneveld a real Albert Heijn. Barneveld had struggled with the changing process, however now Barneveld was now a real Albert Heijn like all the other subsidiaries. Albert Heijn Barneveld always was a neighbourhood supermarket, now it was one of those mass city supermarkets. The changes caused the dissatisfaction of the most customers. | Table 1, Positive and negative changes Albert Heijn Barneveld Conclusion Albert Heijn headquarters did not much effort steering the change process. Due to the lack of comprehending, the change process took a lot of time. At the end, Albert Heijn headquarters succeeded in making Barneveld a real Albert Heijn. However, the headquarters did not research whether the customers wanted this change or not.

5 Ways to Reach the Level of Ronald Reagan Speech Writers

5 Ways to Reach the Level of Ronald Reagan Speech Writers 5 Ways to Reach the Level of Ronald Reagan Speech Writers A speech is a kind of presentation that is essential to prepare correctly. Your speech has to captivate the audience and move them in a way that other presentations do not. Ronald Reagan’s performances were always superb, and following his masterful example can give us inspiration to write better. Of course, if we want to reach the highest level of speech writing, we have to practice a lot and sharpen our skills. Here are 5 tips on how to create a perfect speech in the same vein as the famous Ronald Reagan speech writers do this. 1. Profound Research Really do your research – not surface skimming of a few short pieces, but profound research. If you always mull over what you want to talk about for a while before you have to do it, your ideas will not be such a thing that you read off a paper and forget instantly. Instead, they will be a part of you, and your preparation will show in your confidence. A speech is a kind of presentation that you can’t just do off the cuff if you don’t know what you really feel about the particular topic. It should take you some research. 2. Target Audience Try to understand the audience. It is quite important to know whom you will be speaking to. If you’re addressing students, they won’t be interested in knowing how to withdraw an annuity, and if your audience is nothing but pensioners, they won’t be interested in risky investments that take about 30 years to be worthwhile. If there are special interest groups, think about their particular concerns and find a way to involve them in the body of your speech. Don’t think they won’t notice if you leave them out. Seeing things from your audience’s point of view is essential to connect with them while speaking. 3. Personal Experience Tell authentic stories from your own life or the lives of other people whom you know. Nothing gets an audience interested in, like a story where they want to keep listening so they can find out what will happen at the end. It doesn’t have to be a sensational story, and you definitely shouldn’t exaggerate what really happened. Even a short anecdote can help your main points sink in and make them more relatable to your audience – in other words, they bring the speech down from an abstract level to real life. 4. Created List Make a list of points to cover before you begin. In order not to miss anything, you have to make some notes. The order is essential here. You can still look up into the faces of the audience and speak extemporaneously on the same level, but you have to make sure that you are not missing an essential building block. 5. Expressed Emotions Use the emotion of beautiful, poetic language. In no speech of Reagan’s was this more true than in the difficult address he gave following the Challenger’s explosion and the deaths of six crewman and a schoolteacher. Peggy Noonan, a little-known speech writer, has created the perfect words for the occasion by remembering a poem from her childhood and including phrases from it in the speech. Who can forget Reagan saying, â€Å"We will never forget them, nor the last time we saw them, this morning, as they prepared for their journey and waved goodbye and ‘slipped the surly bonds of earth’ to ‘touch the face of God.† It is never too late, or too early to practice your writing as well as to sharpen your writing skills. Follow these tips to make your speeches catchy and memorable for the audience.

Diversity in Education Essay Example | Topics and Well Written Essays - 4000 words

Diversity in Education - Essay Example John Dewey affirmed that education can only occur through the process of social consciousness. This is seen in almost all spheres of life. For instance, whenever we acquire different habits or whenever an individual's feelings have been awakened, then that is still part of education. Regardless of the level of strictness in any school environment, teachers cannot claim to deviate from this principle. All people are first educated through the unconscious state. The latter assertions can be carried forward to the issue of diversity in education. Because all human beings regardless of their race, disability, gender etc go through this unconscious education, then one can assert that they deserve equal treatment if the same principle was to be applied to them. (Neil, 2005) Dewey also asserted that a child's social environment was particularly important in ascertaining whether that child was able to embrace true education. Again, this assertion can be related to the diverse classroom because a diverse classroom offers children the opportunity to deal with different demands from the ones that the child had been accustomed to thus giving them room for growth. Children learn through the various demands that are placed upon them from members of the group. Consequently, if those demands are narrow or nonexistent, then a child's feelings and action will remain as they were. However, if those demands are much greater than that child had anticipated, then chances are that the child will come out of their narrowness of thought and will embrace their role as contributors to the overall wellness of the group. Therefore, a child will be able to learn what is appropriate or not through the actions of others when they are responding to the former's deeds or words. For instance, when children are learning a certain language, they rely on the reactions which they get from the people around then in relation to certain actions. For example, whenever a certain activity solicits a certain response, then that child will place the meaning in context. (Neil, 2005) The latter principles also apply to diversity in education. In essence, diverse classrooms represent society as it is. Compared to conventional classrooms, diverse classes are much closer to Dewey's ideas. This is because they allow children to learn from one another especially in terms of those who may be different from them. According to the latter philosopher, education is imparted through two aspects Psychological aspects Social aspects The first aspect is more important than the second because of the fact that it incorporates the issue of a child's instincts. The latter characteristic is usually the starting point in any learning process. If education is conducted independently from the child's activities, then it can only be regarded as a form of external pressure. If a child has no opportunity to show initiative, then they may simply solve the problems assigned to them by their educators but no meaningful education will have taken place. This is because such educators have not bothered to make an insight into the psychological goings on of the child. When a teacher's approaches happen to fall in line with a child's ideas, then chances are that that child will learn. However, if those approaches contradict a child's psychology, then it will create conflict within the child's mind thus impeding

Methods Assignment Example | Topics and Well Written Essays - 500 words

Methods - Assignment Example There are other scholars with similar contribution (e.g., Fearon 1998; Lake and Rothchild 1996). A contention by (Saun and Tirone 2011) is that democratic transitioning develops an environment that easily encourages the rise of conflicts through the induction of exclusionary polarization and nationalism in the society. Significant exceptions towards the democratization-conflict tendency emerge in such countries as Tanzania, Malawi, Burkina Faso, and Kenya, all having experienced a democratic move within 20 years period without encountering much civil conflict. The authors argue that the key factor that â€Å"shelters† such democratizing states from violence comes from the democratization aid (Saun and Tirone 2011). The proposition by Snyder (2000) regarding instability indicates that in the initial phases of democratization are favored by two conditions via which civil conflict may emerge: there is the exploitation of rising nationalism by political elites, in the name of achieving their selfish ends and, therefore, creating society divisions, and that there is a general weakness on the side of central government in preventing the polarizing tactics of elites. (Saun and Tirone 2011) proposes that the assistance programs of democracy can potentially provide a restrictive force regarding the danger of politically initiated domestic violence; notably, even when a state lacks strong institutions, which would help, manage democratization, democracy aid can potentially provide an external source of stability, strength, and state credibility to ease the transition. The role played by the U.S. Agency for International Development’s (USAID) when Indonesia underwent the transition. Ideally, Indonesia attained democracy in 1999 from the Suharto’s regime (Saun and Tirone 2011). Some of the specific ideas developed as measurable and testable variables can be identified from the literature

Contemporary issues in business (Primark) Essay

Contemporary issues in business (Primark) - Essay Example Based on the success rate of the company, it has become apparent that more stores are needed to be added to the chain for improving its value. The company caters to the customers belonging from diverse age groups (Primark Stores Limited, 2013). It targets those consumers who are fashion conscious and want proper value in return for their money. The company caters to the market by way of fulfilment of needs of the people by supplying both menswear and ladies-wear. In addition, it also aims to meet the requirement of the market by way of supplying other products that range from accessories & hosiery, children’s wear and footwear among others. The company is said to attain a sales target of ?3.5billion in the year 2012 which is quite impressive (Northern and Shell Media Publications, 2013). The company has a very effective supply chain that brings together different manufacturing units in India, Turkey, and Bangladesh, China and other countries, having a number of retail outlets in the United Kingdom, Ireland, and in other parts of Europe (The Times Newspaper Limited and  ©MBA Publishing Ltd, 2010; Dobson, 2004). In relation to the ethical and corporate social responsibility, the company acts in a much diversified manner. It focuses upon delivering quality products at cheap prices and at the same time retaining the customers by way of creating value for the goods which are manufactured. Identification of the CSR responsibilities of Primark is considered to be the main theme of the paper. Additionally, the paper also aims to highlight various reasons for which the company focuses upon developing and third world countries in relation to sourcing of its products. A Snapshot of Primark Store Source: (The Times Newspaper Limited and  ©MBA Publishing Ltd, 2010) 2.0 Reasons for Sourcing From Developing Countries The primary reason for sourcing from developing countries is to source the products in an efficient manner. Moreover, the company in order to improve the manufacturing process the company opted for developing countries. Another reason was to utilise the local fabrics for producing the products. The other reason for sourcing was to create a strong focus on the current product trends (Choi, 2012). 2.1 Growth Rate It would enable to provide high opportunity of growth to the developing nations. It would allow the company to achieve the high rates of growth because it will get to expand its business channels. Primark’s business expansion comes from fulfilling the needs of the customers along with continuing to expand its markets in the selected regions. The company is able to implement very effective marketing strategies as it is primarily laying its focus upon the developing countries. These factors can prove to be concurrent in relation to the aspects related to growth (Grose, 2011).Therefore, the company planned to source its products from developing countries to attain high rate of growth through sourcing the products from developing nations (Grose, 2011). 2.2 Competitive Advantage This would lead to growth of an ideal company

My Vision for holistic nutrition Essay Example | Topics and Well Written Essays - 750 words

My Vision for holistic nutrition - Essay Example While holistic nutrition does not make any claims that a certain food, or a vitamin or mineral contained therein, will cure any degenerative disease, for instance cancer, adequately giving the body what it needs will help the body to heal itself. In holistic nutrition every person is viewed as an individual with different nutritional needs. The Holistic community believes that many variables play a role in establishing what may be a normal nutritional requirement, resulting in a â€Å"tailored† nutritional chart for individuals based on their needs. In contrast, Allopathic medicine looks at the population as a whole; it determines the norm based on an average requirement and applies that calculation to the individual, regardless of biochemical, environmental and physical differences. Holistic nutrition, as mentioned earlier, looks at the person as a whole, keeping the differences in body systems (neurological, structural, immune, reproductive, etc.) in view, and helps deal with the various challenges facing the body for optimal nutritional functionality. For example, instead of approaching depression, skeletal pain, and fatigue as three separate issues, thus calling for three separate prescriptions, a holistic nutriti onist will look at these three different weaknesses on the whole: what do they have in common and what systemic condition could be causing it. Such an approach treats the systems of the body as being interconnected and seeks to improve the health of the person on the whole. Holistic nutrition teaches that food is the best medicine. Dietary intake and supplements are important considerations when seeking to prevent illnesses or to strengthen a body already in crisis. Prescriptions medication may quiet or silence the symptoms of illness, but may not be able to identify and correct the root cause of the illness, which, in turn, will continue to weaken the body. A holistic

Management of Organizational Performance: Literature Review

Management of Organizational Performance: Literature Review Many broad descriptions of management of performance can be found when one goes through the bulk of management materials available in books, journals and internet. Michael Armstrong 2000 plainly describes management of performance as a means of getting better results from a whole organization, or teams and individuals within ità ¢Ã¢â€š ¬Ã‚ ¦within an agreed framework of planned goals. Whereas Armstrongs description does not exactly introduce a novel definition in management literature, it captures the extensiveness of the field of appraisal. This field is full of complexities in regards to elucidating the exact scale of practices and mechanisms involved in performance appraisal. Armstrongs definition sets us on an excellent path when it comes to understanding these complexities. Donna Mitchell in her book Performance Management is more forthcoming in her definition and attempts to cover more ground in the management literature. She adds another dimension to the definition by first i ncluding performance measurement in her attempts to exhaustively describe management of performance. She describes performance measurement as the process of assessing progress towards achieving predetermined goals (Mitchell, 2007). She goes ahead to describe management of performance as, building on that process adding, the relevant communication and action on the progress achieved against these predetermined goals (Mitchell, 2007). On top of incorporating the aspect of measurement of performance in management, it is notable to appreciate that management of performance is fundamentally about management of people. It is basically an attempt to comprehend the manner in which people in an organization work, both individually and with others. Aspects like supervision, decision making, inclusive employee involvement, motivation and promotion of technological innovations among workers are equally crucial in the development of the organization. Mitchells definition is an improvement from Armstrongs description and more elaborative. It can be observed from the two writers that the field of management is unmistakably composed of several disciplines. Diverse modalities for organizational evaluation are existent and thus various operational methods have been formulated to independently appraise an organizations development. Financial department policies that specifically deal with accounting are mostly employed in evaluati ng and controlling the fiscal robustness of organizations. The technical operations department evaluation policies are inherently concerned with enhancing the logistical fluidity of activities and functions in the various departments. The human resource department on its part is largely specialized in enhancing output of personnel. These three offer an insight into the compound realm of management of organizational performance. The discipline of management that is closely related with the appraisal of organizational performance is the human resources. Nevertheless, other departments have evaluation score cards that respective managers use to review in assessing employee outputs and efficiency. Elaine Pulakos, in Performance Management: A New Approach for Driving Business Results, underscores the significance of management of organization performance being tactical, united, geared towards enhancement of performance and enforced enactment of positive development concepts. But this wide and ambiguous definition of management of organizational performance makes it an increasingly intricate undertaking. The specific appraisal component that is clearly implicit of the progression of performance evaluation is definitely the performance scorecard Rampersad posits that the Balanced Scorecard, as a tool of measurement has evolved into the ultimate unit pointer of progression or regression. He divides the measurement tool into two components; the Personal Balanced Scorecard or PBSC and the Organizational Balanced Scorecard (OBSC) (Rampersad, 2003). The former is for individual employees to evaluate themselves, while the latter is for entire organization to gauge its collective progression. Whereas different literatures on management will present divergentthough synonymousdescriptions of management of organizational performance, most of them are homogeneous in their acknowledgement of the importance of the practice. To formulate a strategy, a business or organization needs sufficient data that indicate its current status. The current status of the organization will be determined only by a review of the organizations performance. The performance management similarly aids in management of the process of implementing the conceptualized strategies. In the process of managing the formulated strategies, the scorecard data will caution against making assumptions. In the absence of a scorecard, an organization can easily make assumptions about its position and use the hypothetical data to make skewed and erratic projections about the future. Balanced Scorecards for the individuals and the organization are the only sure means of checking the development or degeneration direction of firm (Thorpe Holloway, 2008). The management of organizational performance can help a company ascertain that it is realizing minimum allowable standards that are necessary for continued existence. These could be standards pertaining to environmental safety or legal provisions. Management of appraisals of the company also communicates a clear message of expectation to the employees. As such, employees are conscious of not only their duties and responsibilities, but of performance standards the employers expect them to deliver. Stakeholders are also informed of the companys sense of direction; such stakeholders include current and prospective shareholders, concerned government authorities and clients or customers. Management of organization performance can be a system for the acknowledgement and appreciation of the hard work and outstanding behavior of excellent employees. Appreciating and rewarding excellent employee behavior can be an incentive or a source of motivation for other employees to improve on their del ivery and output. Clear as the benefits of management are, there exist two performance management precepts. The first is the tactical management of performance and the other is conservative management system. The tactical system which is purely strategic is also intrinsically reactionary and depends on market or environment settings and conditions. The tactical management system is triggered whenever there are drastic changes in the organizational surroundings and the business needs to readjust its activities in the wake of environmental changes. The conservative performance management system on the contrary is a continuous system that is carried out at predetermined regular intervals to self-regulate the firm. The regulation could be a quarterly, bi-annual or yearly process, planned to coincide with specific but organization-wide release of statements, for example production output statements, fiscal position reports or profit announcements (Carton Hofer, 2006). Other than communicating the position of the firm to stakeholders, the regular management of organizational performance is critical in inspiring and rewarding exceptional employee behaviors. While in the conventional logic the evaluation of employee performance and the reward schemes have been associated with release of firms fiscal reports, some organizations are using the Personal Balanced Scorecard to negotiate salary, wages and compensation for their employees. Niven, 2006 is a big critic of the system that seeks to use appraisal reports in assigning compensation packages for its employees. Niven argues that appraisal results are efficient only if the rewards for good behavior are gifts that supplement an employees pay, not if the result is used to calculate and determine the compensation package. Mohan Nair disputes Nivens argument in his book, Essentials of balanced scorecard. Mohan is of the view that a scorecard is the surest means of keeping employees in check all year round . He, Mohan, posits that an organization has no business providing attractive compensation packages to non-performing employees as the main goal of an organization is to generate profits. Niven is critical of using scorecards to determine compensation packages because they create rivalries among employees within departments and they are also unsustainable. Niven wants us to imagine a scenario where the performance of an employee keeps fluctuating on monthly basis. If an employee is outstanding on the first month, average on the second and grossly underproductive on the third, does the management keep on updating the compensation package for every of those months and for every single employee in the organization? Matthew Kammerer explores deeper into the pros and cons of balanced scorecards as were developed by the pair of Robert S. Kaplan and David P. Norton. He notes that while Kaplan and Norton were innovative in formulating a system for evaluating performances, he hypothesizes that anomalous employee behavior is most likely to be observed in the long haul. This system will eventually water down on the worth of tactical performance management as it will not be entirely impartial to all employees. Research done by Michael Hammer on the same issue backs up Kammerers hypothesis, and points out to the prejudicial nature of scorecards on junior employees. The reward scheme is done by senior organization employees and these superiors will assign themselves favorable points and pocket the bulk of the rewards. Many departmental managers have raised complaints regarding the partiality of performance rewards scheme, and particularly criticized the criteria employed to settle on rewards. The human resource department is at the centre of this reward scheme and is equally burdened by the tenets to be used in rationally allocating rewards (Hammer, 2007). The big question therefore is, what aspects need to be managed when evaluating the performance of the organization? The quandary of assessing organizational performance is such a demanding undertaking that management experts and observers can only speculate on the best ways forward. Fiscal strategies are conventionally regarded as the easily usable schemes in many firms. With the turn of the millennia however, organizations have become more complex with multifaceted dimensions that need cannot be evaluated by fiscal analysis alone. Paolo Taticchi reckons in the International journal of Productivity and Performance Management that fiscal analysis, by use of management accounting, is an incomplete tool as a comprehensive organizational performance indicator. Taticchi notes that the use of management bookkeeping information is only enough when reviewing inflows and outflows. The inadequacies of purely financial appraisal systems in performance review have spawned a shift from cost analysis to encompass a wide range of issues such as a review of the firms goals. Observers in the appraisal of performance have debated and proposed ways in which organizations can formulate proper assessment systems. From the bulk of management literature available on performance measurement, comprehensive review outlines have the aim of delineating performance in a manner that echoes strategic organization goals (Taticchi, 2010). These outlines possess fundamental attributes that assist in pinpointing the apposite series of standards against which performance is sustainably assessed and managed. The literature covered in Thorpe and Holloway (2008), and Taticchi (2009) highlight the reality that a series of review measures employed by a firm must depict a crystal representation of the firm. These measures ought to echo the fiscal as well as the non-fiscal strategies; the internal and environmental attributes; and the competence and efficiency measures. The generated outline of quantifiable measures must also generate a clear indication of the firms performance. Case in point, the minimalism and perceptive basis of the Organizational Balanced Scorecard is regarded as its most resourceful feature, as it is simple and readily grasped (Fakhri, Menacere Pegum, 2011). Outlines need to show the necessity for a firm to employ a series of measures that are multifaceted in dimensions. All areas of organizational performance must be measurable to reflect development or regression in the outline. The sight of a chief executive officer handling a mass of data that has not been filtered into meaningful information is not so uncommon. Such heaps of data does not present any meaning and insightful account of the performance of individual and departmental units in the organization. To eliminate the occurrence of a scenario where an executive reads heaps of data that bears no informative insight, the department of quality management has to come into action. Some reputable methodologies can be used by the quality management department to cover the apparent inadequacies of balanced scoreboards for example the Demming Cycle (Balanced Scoreboard Institute). Developed by Edward Deming in the mid last century, he held that business processes ought to be scrutinized and gauged to make out the sources of discrepancies which result in manufactured goods digressing from clients specifications. The Demming Cycle represents just one of the many assessment tools that are not only geared towards fiscal analysis but cover other crucial organizational issues. The Demming Cycle is simple; place the undertakings and activities of the firm in an incessant feedback loop so that supervisors can make out and alter the activities that need upgrading. To demonstrate the cycle, he used the PDCA (Plan-Do-Check-Act) cycle to keep performance management in continuous check (Averson, 1998). Under the Plan, the management or whoever is concerned with the review of performance management-devises and revises the organization processes and the associated components (activities) to guarantee continuous development or improvement in results. The Do part of the cycle is concerned with the carrying out of the Plan, and the gauging of processes performance. The Check section is meant for assessment of products measurements, and the identification of faults. The results obtained from the Check section are forwarded to the organs of decision making. Finally, the Act part is mainly an action phase. Changes are made at this stage in case faults have been detected in the system. Tools for quality assessment managers are not few. There is the OODA loop which is an acronym for Observe, Orient Decide and Act that is used as a precept for strategic operations in the organization. The OODA loop appreciates the reality that the process of decision making is continuous cycle that needs regulated periods of observing and acting indefinitely. Similar to the Demming cycle, it is a deterrence mechanism that requires communication in the organizational structure. The six sigma is another management strategy, initially a project of Motorola, which is geared to identifying defects and eliminating them before they impact on the performance of the firm. It incorporates statistical quality management systems. Six sigma has its own share of debatable controversies and has been likened to the balanced scorecard for its lack of creativity by a host of management literatures. Research into the sigma six effects on business quality has revealed that an excess of 90 percent of fir ms that implemented the quality assessment programs recorded a loss in fortune (Morris, 2006). Others quality assessment tools include COBIT or Control Objectives for Information and related Technology that is specifically used in the information technology organizations and is a creation of the Information Systems Audit and Control Association. AIDA an abbreviation for Attention Interest Desire Action is another tool used in the marketing department to appraise marketing performances (Morris, 2006). All the management literature reviewed in this paper provides resourceful information in managing the performances of an organization. The literatures clearly indicate that for an organization to unlock its potential it must deal with right quality management tools and they should be applied appropriately to realize their potential. Performance management ought to be cross-sectional and not only target a particular section of the workforce. The exact performances that are being appraised ought to be reflected against expectations, the requisite requirements for outstanding performance and the qualities the clients are looking for. Performance must also be managed and appraised against feasible strategies and goals. A cross-sectional link between the performances of employees in hierarchical organizations should be explicitly assessed, so that the elimination of any possible conflicts in evaluation of employees is carried out. Conflicts are clear stumbling blocks in organizational eva luation. Such conflicts in the form of organizational politics need to be deracinated to ensure that departments with functional dependencies correlate with each other harmoniously. Organizations must center their performance appraisals systems towards communicating insight to employees, and not just generating raw data on employee productivity. If quality assessment tools are effective and the organization is realizing its objectives without subjecting employees to data about their performance, a positive culture of self drive is calculated amongst employees. On the contrary, if an organization is performing well and the company keeps on generating data for the purpose of rating employees, it creates a rivalry among departments and employees. This consequently results in some employees developing dysfunctional behaviors, either due to paranoia or insecurity over their jobs (Falcone Sachs, 2007). Considerable collective organizational effort must be spared to ensure the gradual development of apposite traditions in the firm that promote engagement of the firms employees in the processes and objectives of the company. Such a tradition should cultivate the feeling of appreciation among the employees so that employees enjoy their work. In brief, organization performance management will first encompass aspects such as planning of employee roles and demarcation of specific expextations from employees. Second, it involves an incessant process of performance supervision by use of quality assessment tools. Third, it encompasses the development of employees aptitude and competence to execute their roles. Fourth, it involves the intermittent positive appraisal of performance of individuals and departments. Finally, it covers the sensitive issue of rewarding employees who are exhibiting excellent organizational behavior and performance. Why i decided to go to college? Why i decided to go to college? When I think about college I think about a lot of studying and not enough time for myself. But I know that when I graduate college I will have many opportunities available. Going to college has affected my life in many ways, but in the end it will all pay off. I then decided that I wanted to go to college because I want a better future. After I graduated high school, I never thought about college. The reason I never thought about college was because, my parents didnt have that much money to support me through college. My parents wanted a better future for me, so that I can take care of myself. I then decided to go to Hennepin Technical College because they offered me financial aid. If it wasnt for financial aid, I wouldnt even think about going to college. I have a total to five in my family, and my father is the only one working. Financial aid helped me out a lot because, I didnt have to pay for anything. They helped me out with my tuition and my books. But sometimes my tuition don t always cover all of my cost in college. That made me happy because, I know that my parents didnt have to worry about paying for my tuition. Another reason I decided to go to college is because, it is closer to home. I wouldnt want to be making a long drive home from college. I also decide to go to Hennepin Tech because, of the time. They have morning, afternoon, and evening classes. I am a evening person. I concentrate better in the evening than 7:00AM. When I wake up that early, I feel like I cant concentrate. So for my classes, I have mostly all evening classes and one morning class. I try my very best to stay focused, but that was the only time they have available for morning class. When I started college, I thought that it wouldnt be so hard, but I was wrong. Not only do I have to study hard, but I dont have enough time for myself. I am going to college to become a dental assistant. In my dental class I have an exam every time I go to that class. I also have papers due for my other class the same time I have to study for my dental exam. It is so frustrating, because I dont know which one to do first, and I also become stressed out. But I end up doing well on my papers and on my exams. With all that studying and exams I have, I cant get a job, because I have so much work to do at college, I dont think that I can keep up with a job. My parents are great, they never tell me to get a job, because they know that I have to much papers and exams at the top of my head. They always tell me to focus on my studies and dont worry about a job, that they will support me. That made it less stressful knowing that I dont have to worry about getting a job. College has affect my life in many ways. I am the first one in my family to attend college, which means my parents are very proud that I decided to go. Since I am the first to attend college, I want to show my two brothers that they can do it, if I can. College has change my way of thinking. I know that when I graduate college, I will have a brighter future with many job opportunities available.