Prescription Discrimination :: Birth Control Drugs Medicine Essays

Remedy Discrimination Envision this, you a multi year young lady old who has chosen to turn out to be explicitly dynamic with your drawn out beau. This raises a great deal of issues for you. While you are keen on starting oral contraception you are not happy with conversing with your folks about sex. Regardless of whether you could converse with them, the odds they would pay for your contraception are probably nothing. You accomplish work however $30 per month for the pill on the expense of condoms takes up an enormous bit of your check. Do you choose to hold on to be explicitly dynamic or do you take your risks? Think about an alternate situation, you a wedded lady in your late thirties, with two kids, who gets money related help from the state. Consistently represents another battle when attempting to take care of the tabs. On food, utilities, gas and the significant expense of bringing up two kids you don't have space for the expense of anti-conception medication. In spite of the fact that you love your youngsters, you basically can't bear to have another under any conditions. Do you cease from engaging in sexual relations with your better half or do you takes your risks? As indicated by the Planned Parenthood site, â€Å"approximately 70,000 unintended pregnancies happen in Massachusetts each year,† this makes it evident that more ladies are deciding to take their risks over restraint. For a considerable length of time ladies have battled for equivalent rights in this nation and nations everywhere throughout the world. They have battled an intense battle and have made considerable progress. This makes an unmitigated message of sexual segregation even more ridiculous nowadays. The message is inconsistent medical coverage inclusion for ladies and even in the year 2003 it keeps on being a major issue. Lady across the country are confronted with a decision to either follow through on significant expenses for oral contraceptives or face a challenge and abandon them. On the opposite men are completely upheld when searching for inclusion of the recently promoted Viagra pill. Viagra is another creation, which enables more established men to accomplish and keep up an erection. Most protection plans spread the expense of this medication. While men are secured on a medication that’s sole reason for existing is to upgrade sexual joy, lady can't discover inclusion of a medication that important to maintain a strategic distance from pregnancy as well as diminish menstrual squeezing, clear up skin break outs, and control menstrual cycles.

Amy Beach (Mrs. H. H. A. Beach)

Amy Beach (Mrs. H. H. A. Sea shore) Amy Beach Facts Known for: old style author, whose achievement was unordinary for her sex, one of scarcely any American arrangers perceived globally at the timeOccupation: musician, composerDates: September 5, 1867 - December 27, 1944Also known as: Amy Marcy Cheney, Amy Marcy Cheney Beach, Amy Cheney Beach, Mrs. H. H. A. Sea shore Amy Beach Biography: Amy Cheney started to sing at two years old and play piano at four years old. She started her conventional investigation of piano at age six, showed first by her mom. At the point when she acted in her first open presentation at age seven, she incorporated her very own few bits creation. Her folks had her examination music in Boston, in spite of the fact that it was increasingly basic for performers of her ability to concentrate in Europe. She went to a tuition based school in Boston and concentrated with melodic instructors and mentors Ernst Perabo, Junius Hill and Carl Baermann. At sixteen years old, Amy Cheney had her expert presentation, and in March, 1885, showed up with the Boston Symphony Orchestra, performing Chopins F minor concerto. In December of 1885, when she was eighteen, Amy wedded an a lot more established man. Dr. Henry Harris Aubrey Beach was a specialist in Boston who was additionally a novice artist. Amy Beach utilized the expert name Mrs. H. H. A. Sea shore from that time on, however more as of late, she has been credited as Amy Beach or Amy Cheney Beach. Dr. Sea shore urged his better half to form and distribute her pieces, instead of perform openly, after their marriage, bowing to a Victorian custom of spouses dodging the open circle. Her Mass was performed by the Boston Symphony in 1892. She had accomplished enough acknowledgment to be approached to make a choral piece for the 1893 Worlds Fair in Chicago. Her Gaelic Symphony, in view of people tunes of Ireland, by that equivalent ensemble in 1896. She created a piano concerto, and in an uncommon open appearance, soloed with the Boston Symphony in April of 1900 to make a big appearance that piece. A 1904 work, Variations on Balkan Themes, likewise utilized society tunes as motivation. In 1910, Dr. Sea shore kicked the bucket; the marriage had been glad yet childless. Amy Beach kept forming and came back to performing. She visited Europe, playing her own structures. Europeans were not used to either American writers or female authors fulfilling their high guidelines for old style music, and she increased significant consideration for her work there. Amy Beach started utilizing that name when in Europe, yet came back to utilizing Mrs. H. H. A. Sea shore when she found that she previously had some acknowledgment for her organizations distributed under that name. She was once asked in Europe, when despite everything utilizing the name Amy Beach, regardless of whether she was the little girl of Mrs. H. H. A. Sea shore. When Amy Beach came back to America in 1914, she lived in New York and kept making and performing. She played at two different Worlds Fairs: in 1915 in San Francisco and in 1939 in New York. She performed at the White House for Franklin and Eleanor Roosevelt. The womens testimonial development utilized her vocation for instance of a womans achievement. That it was uncommon for a lady to accomplish her degree of acknowledgment is reflected in the remark by George Witefield Chadwick, another Boston author, who called her one of the young men for her greatness. Her style, affected by the New England arrangers and sentimental people, and impacted by the American Transcendentalists, was considered during her own lifetime to be to some degree outdated. During the 1970s, with the ascent of woman's rights and consideration regarding womens history, Amy Beachs music was rediscovered and performed more frequently than it had been. No known accounts of her own exhibitions exist. Key Works Amy Beach composed in excess of 150 works, and distributed practically those. These are the absolute most popular: 1889: Valse-Caprice1892: Fireflies1892: Mass in E-level major1892: aria Eilende Wolken1893: Festival Jubilate1893: Ecstasy1894: Ballad1896: Gaelic Symphony1900: Three Browning Songs1903: June1904: Shena Van1907: The Chambered Nautilus1915: Panama Hymn1922: The Hermit Thrush at Eve and The Hermit Thrush at Morn1928: The Canticle of the Sun

A Reading List for Understanding the Media in 2016

A Reading List for Understanding the Media in 2016 A few years ago, I was teaching a digital journalism course at a local college. It was a dream job in a lot of ways: I had a small group of enthusiastic students and the freedom to choose my own readings. We examined the news, and how it was reported, as it happened. And because the digital landscape was constantly changing, so was the course. I was always reading and changing the syllabus. Recently, Ive been thinking about how Id update my syllabus to account for 2016. How would I teach my student my students to deal with a media landscape in which any fact can (and will be) disputed? In which reporters are targeted? With a president-elect who lies often and blatantly? With implicit bias in major news organizations, and fake news churned out by small ones? This reading list (much of which is my own TBR) grew out of that. It has all the information I wish I could teach my former students, were I teaching this year: history, context, racial bias in the media, ethics, an examination of why people hate the press, and essays about the medias role in a digital and contentious world. For a background in digital media: Online News: Journalism and the Internet, by Stuart Allan   I actually did assign this book to my class, and you should know something: its dry and my students haaaaated it. BUT (and this is the important but Id give my students when they started to complain about their reading) it provides an essential history of news and the Internet, going back to the Oklahoma City bombing. If you want to understand how the news got online, and how that changed the industry and how we think of news,   this book delivers. Here Comes Everybody: The Power of Organizing Without Organizations, by Clay Shirky This books not so much about media as it is about using the Internet to organize, but its focus on the Internet makes it an important resource for anyone who wants to understand the Internets influence on the news. Its a little dated (MySpace is mentioned), but it is an exploration of how the Internet has changed the way we connect with one another, and that includes the media. The Master Switch, by Tim Wu This book, also not strictly about the news, is a slightly more jaded examination of the Internet. Wu focuses on the information industrys history, pointing out that all information industries, from the telephone to the Internet, start in a lawless, free, chaotic state, until a corporation clamps down and privitizes. This book may point at the future of the Internet and the media. For an understanding of media distrust: Getting It Wrong: Debunking the Greatest Myths in American Journalism, by W. Joseph Campbell The medias mandate is the truth, but so many of its own stories arent true. In this second edition, W. Joseph Campbell examines the biggest media-driven myths â€" from Watergate to the Internet age â€" describing how these myths feed stereotypes, distort understanding about the news media, and deflect blame from policymakers. (It may sting a little to read this if youre a journalist, but hey, hydrogen peroxide only stings when its working, right?) Trust Me, Im Lying: Confessions of a Media Manipulator, by Ryan Holiday Why yes, the media is often manipulated. Why yes, its easy for someone who knows how. I feel a little queasy about putting this book by media strategist Ryan Holiday on the list, but any student of media should know the presss weak points. Why Democracies Need an Unloveable Press, by Michael Schudson Everybody looooves to hate the media. This was true way before this election, it was true before the Internet was a thing, and its probably been true since the first newspaper was published back in Rome. This book, by sociologist Michael Schudson, addresses the relationship between the media and democracy and examines what public knowledge is, and what it should be. Understanding racial bias in the news: Within the Veil: Black Journalists, White Media, by Pamela Newkirk This book is from 2002, a time when â€" although there were a number of black reporters in newsrooms â€" they often faced resistance from editors and their papers when they tried to tell stories that challenged the white mainstream narrative. Newkirk tells stories of racial struggle within newsrooms across the country, as black reporters tried to challenge stereotypes, depict African-American communiteis fairly and honestly, and simply do their jobs. This book may be 14 years old, but its just as relevant as ever. Race-Baiter: How the Media Wields Dangerous Words to Divide a Nation , by Eric Deggans â€" Veteran journalist Eric Degganss 2012 book is tailor-made for this year. Deggans examines the way that todays media courts readers and clicks by exploiting their prejudices. While Newkirk writes about news organizations suffering from entrenched racial prejudices, Deggans writes about the news organizations that deliberately weaponize them, and the consequences of those articles. News For All The People: The Epic Story of Race and the American Media, by Juan Gonzalez and Joseph Torres Its no secret that the media is responsible for shaping our cultural narrative, and that means that the media disseminates prejudices and images that contribute to racial oppression. This book examines the history of race and news from the colonial age to segregation, to the present day, and tells the stories of Black, Latino, Asian, and Native American journalists. Guidelines for 21st century journalism: The New Ethics of Journalism: Principles for the 21st Century, edited by Kelly McBride and Tom Rosenstiel Im reading this book, which was put out by Poynter, right now. The books goal is to come up with guiding ethical principals for the 21st century, but the essays themselves â€" which examine the role of media in the Internet age â€" (for example,   how do you report in a post-fact age?) are the most interesting part. The New Censorship: Inside the Global Battle for Media Freedom, by Joel Simon Few discussions of journalism focus on the threat to journalists themselves. This book, put out by the Columbia Journalism Review, discusses the danger that individual journalists are in across the globe, by governments, militants, and terrorists, among others. The threat to journalists is also a threat to journalism, because when reporters are surveilled, threatened or killed, public information suffers. Joel Simon proposes 10 priorities for combating this new censorship and a global free-expression charter. Sign up for True Story to receive nonfiction news, new releases, and must-read forthcoming titles. Thank you for signing up! Keep an eye on your inbox.

How the Drinking Bird Science Toy Works

The drinking bird or sippy bird is a popular science toy that features a glass bird that repeatedly dips its beak into ​the water. Heres the explanation for how this science toy works. What Is a Drinking Bird? Depending on where you live, you may see this toy called a drinking bird, sipping bird, sippy bird, dippy bird or insatiable birdie. The earliest version of the device appears to have produced in China circa 1910-1930. All versions of the toy are based on a heat engine in order to function. Evaporation of a liquid from the birds beak lowers the temperature of the head of the toy. The change in temperature creates a pressure differential inside the body of the bird, which causes it to perform mechanical work (dip its head). A bird that dips its head into water will keep dipping or bobbing as long as water is present. In fact, the bird works as long as its beak is damp, so the toy continues to function for a span of time even if it is removed from the water. Is the drinking bird a perpetual motion machine? Sometimes the drinking bird is called a perpetual motion machine, but there is no such thing as perpetual motion, which would violate the laws of thermodynamics. The bird only works as long as water is evaporating from its beak, producing an energy change in the system. What Is Inside a Drinking Bird? The bird consists of two glass bulbs (head and body) that are connected by a glass tube (neck). The tube extends into the bottom bulb almost to its base, but the tube does not extend into the top bulb. The fluid in the bird usually is colored dichloromethane (methylene chloride), although older versions of the device may contain trichloromonofluoromethane (not used in modern birds because it is a CFC). When the drinking bird is manufactured the air inside the bulb is removed so that the body will fill with fluid vapor. The head bulb has a beak that is covered with felt or a similar material. The felt is important for the functioning of the device. Decorative items, such as eyes, feathers or a hat may be added to the bird. The bird is set to pivot on an adjustable crosspiece fixed to the neck tube. Educational Value The drinking bird is used to illustrate many principles in chemistry and physics: boiling and condensation [dichloromethane has a low boiling point of 39.6 Â °C (103.28 Â °F)]combined gas law (​the proportional relationship between the pressure and temperature of a gas in a constant volume)ideal gas law (​the proportional relationship between the number of particles of a gas and the pressure in a constant volume)torquethe center of masscapillary action (wicking of water into the felt)wet-bulb temperature (temperature difference between head and body bulbs depends on the relative humidity of the air)the Maxwell-Boltzmann distributionheat of vaporization/heat of condensationfunctioning of a heat engine Safety The sealed drinking bird is perfectly safe, but the fluid inside the toy is not non-toxic. Older birds were filled with a flammable fluid. The dichloromethane in the modern version is not flammable, but if the bird breaks, it is best to avoid the liquid. Contact with dichloromethane can cause skin irritation. Inhalation or ingestion should be avoided because the chemical is a mutagen, teratogen and possibly a carcinogen. The vapor quickly evaporates and disperses, so the best way to deal with a broken toy is to ventilate the area and allow the fluid to disperse.

Diversity Organization - 1367 Words

anization Diversity Organization Robert McReynolds University of Phoenix Diversity Organization For many years, Americans have held certain opinions concerning gender, sex, women, and sexual orientation. A definition of both gender and sex will be provided. The roles of women throughout American history will be discussed. When people think about masculinity and femininity, they have certain preconceived ideas. How these ideas contribute to the understanding gender, sex, and sexual orientation will be examined. Finally, the status of GLBT individuals will be explored. An increased understanding will be gained concerning these issues. Gender and Sex Gender can be defined as an individual’s feelings of being either male or female†¦show more content†¦Persecution of these individuals has been around in this country since shortly after America was discovered in 1492 by Columbus. In 1566 the first execution for same-sex activities occurred in what is now Florida by the Spanish (LGBT History in the United States: A Timeline [LCBT], 2014). In 1778 the American Army discharged Gotthold Enslin for sodomy. Even the term â€Å"homosexual† has been around since 1869 when psychologist Karoly Maria Benkert developed it. Then in 1924 The Society for Human Rights was organized and has been recognized as the first gay rights organization in America (LCBT, 2014). Another blow against the gay community came in 1953 when newly elected President Dwight Eisenhower, through executive order 10450, banned employment of gays by the government (LCBT, 2014). In 1973 The American Psychiatric Association ended a century of attempting to cure homosexuality by taking it out of the DSM. After 29 years, Wisconsin became the first state to ban employment discrimination due to sexual orientation in 1982. The sitcom Will and Grace was first aired in 1998 and put the gay lifestyle in the mainstream spotlight. This program helped get the LGBT community the much needed attention it needed and shed a positive light on this style of living. Then in 2004 Massachusetts became the first state to legalize same sex marriage (LCBT, 2014). Although still discriminated against in many areas today, acceptance has come a long way.Show MoreRelatedDiversity And Inclusion Of An Organization1204 Words   |  5 PagesIn a survey, 24 executives were asked way advancing diversity in their organizations was so important to them. The majority believe â€Å"it was a business imperative because their companies needed it to stay competitive, and they believed it was a moral imperative because of their companies needed of their personal exper iences and values† (Broysberg Connolly, 2013). Steve Reinemund was the first senior leader at PepsiCo to focus on diversity and inclusion from a perspective of changing the entire cultureRead MoreThe Diversity Of A Multicultural Organization1224 Words   |  5 Pagesmulticultural organization Historically, diversity in the workplace was seen as an employment equity issues. As the years passed by, it all changed. The surge of globalization has needed the collaboration among people of different backgrounds and cultures. Nowadays, organizations are now creating a diverse workforce beyond just gender, race, ethnicity, and nationality. Many U.S. organizations are embracing women, ethnic minorities, and foreign-born employees more than ever before in history. Diversity callsRead MoreManagement of Diversity in Organization2147 Words   |  9 PagesManagement of Diversity in Organization Abstract Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns.Read MoreEssay on Diversity in Organizations968 Words   |  4 PagesDiversity in Organizations BUS 610: Organizational Behavior May 24, 2011 Diversity is the state of being different or having variety. Diversity is more than having individuals who represent different ethical backgrounds. Diversity is also comprised of having a variety of individuals who represent differences in ages, race, physical abilities and even gender. Being diverse is an essential part of operating a business. Employers have the ability to solicit creative ideas and implement them intoRead MoreThe Organization s Success With Diversity1729 Words   |  7 Pagesleading organization in diversity initiatives. As stipulated in her will in order to receive the full gift Love Enterprise needs to have a solid action plan in place as well as specific ways to measure the organization’s success with diversity. In the following paragraphs I will discuss what course of action I would take in developing an action plan, then I will discuss the various tools and modes I would use to measure the success of the action plan. Love Enterprises is an organization that hasRead MoreWorkplace Diversity : An Organization Wide Effort1809 Words   |  8 PagesCorporate America is seeing a shift in workforce demographics, with the terms â€Å"workplace diversity’ being thrown around in meetings across many large organizations. There are many definitions and interpretations of workplace diversity, but the this paper will define workplace diversity as â€Å"an environment that maximizes the potential of all employees by not discriminating against age, ethnicity, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic locationRead MoreDiversity In Todays Organizations Essay example1136 Words   |  5 PagesWith todays workforce becoming increasingly diverse and organizations doing more to maximize the benefits of the differences in employees, organizations are relying on managers to get the people who get the job done. People have always been the central to or ganizations, but there strategic importance is growing in todays knowledge-based business world. An organizations success increasingly depends on the knowledge, skills, and abilities of its employees excluding there gender, age, ethnicityRead MoreHow Diversity Is Important For A Successful Organization1762 Words   |  8 Pageskind of organization and workplace. People are interconnecting thought the trade, lifestyles, in the labour markets and employment patterns, and in business dealings. Diversity in the workplace is worker in workplace from different kind of the background and they can be different in gender, age, physical ability, sexual orientation, religious belief, work experience, educational background, and many more. Today in many countries diversity in the work place increasing day by day and organization becameRead MoreDiversity Management in South African Organizations700 Words   |  3 Pagesd) Diversity management is described as the voluntary organisational acti ons that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational structures through deliberate policies and programs (Barak, 2014). These various backgrounds include race, religion, ethnicity, gender and disabilities. Diversity helps an organisation because it broadens the skillset available to the organisation because of peoples varying backgrounds, and itRead MoreThe Diversity And New Organization911 Words   |  4 PagesLiving to Serve† is the FFA motto. Some people do not know what the letters FFA stand for. They also do not know the history that is behind the national organization. What FFA means. FFA used to stand for the Future Farmers of America (What is FFA, Nov.3, 2015). Now the official name is the National FFA Organization (National FFA Organization records, 1916-2008, Nov. 3, 2015). Some people think that FFA is just for students who want to be a farmer or are a farm (What is FFA, Nov.3, 2015). These

Are parents to stick on their kids Free Essays

Today I am here to share with you about the loss of my beloved daughter, Juliet. As a father myself, I will be sharing the many mistakes I have made while raising Juliet, hoping you will be able to learn from my past experiences and not make the same mistakes I have already made. One of the biggest mistakes I made as a father is not giving Juliet the freedom she deserved. We will write a custom essay sample on Are parents to stick on their kids? or any similar topic only for you Order Now As parents, we want the best for our children as we want to ensure their safety. However, we tend to forget that they’re growing up and we take away their hoicks and rights as we think we know what’s best for them. An example of this would be when I threatened Juliet with eviction and portended to disown her if she didn’t marry Paris that I would kick her out and disown her if she didn’t get married to Paris. This was a very unreasonable and harsh decision I made, as I will regret this for the rest of my life as it will lead her to rebel and do things behind my back. If I had Just given her the freedom she deserved, things may not have ended up the way It has. One of the biggest mistakes I made as a father Is not giving Juliet the freedom she didn’t marry Pans that I would kick her out and disown her if she didn’t get married it has. Didn’t marry Paris that I would kick her out and disown her if she didn’t get married it has. Greetings to all. As you might be familiar already, I am Lord Caplet. Today I am here to share with you about the loss of my beloved daughter, Juliet. As a father myself, I will be sharing the many mistakes I have made while raising Juliet, hoping you will be able to learn from my past experiences and not make the same mistakes I have already made. How to cite Are parents to stick on their kids?, Papers

How far do you agree with the view that Twelfth Night is a comedy where tragedy lurks just under the surface Essay Example For Students

How far do you agree with the view that Twelfth Night is a comedy where tragedy lurks just under the surface Essay Although there is little speculation as to whether or not Twelfth Night is a comedy when watching or reading the play, the majority regard the play as a comedy and not a tragedy. Purely because of the many funny scenarios that occur throughout the play, and because of the structure of the play which fits a pattern with other comedies written by Shakespeare. This structure may include: mistaken identities, separation and unification, male friendship, a clever servant, heightened tensions often within a family and multiple plots. Many of Shakespeares comedies contain most if not all of these elements. In Twelfth Night these elements are clearly apparent which will be explored in our search to answer the question: whether Twelfth Night is a comedy where tragedy lurks just under the surface? Twelfth Night would have undoubtedly been regarded as a comedy in the Elizabethan theatre. Shakespeare obviously intends for it to be perceived as a comedy and not to be taken seriously as the subtitle suggests What You Will, meaning the audience can perceive the play how they like. Its name Twelfth Night has nothing to do with the play but was named after the Twelfth Night holiday and was to be performed as part of Twelfth Night celebrations; further implying the play is to bring happiness and laughter but clearly not sorrow. However even though the play stands as a comedy, the tragedy of the character Malvolio and the cruelty shown towards him still questions the humanity of the audience and society in Elizabethan times in finding such a heartless and spiteful circumstance facetious. This play is clearly not a tragedy and even though much cruelty and vindictiveness is projected at Malvolio by the characters Sir Toby, Maria, Sir Andrew, Fabian and Feste; they are not evil, merciless characters of the play. However many of them justify the reason why Twelfth Night is a hilarious comedy. Sir Toby Belch, uncle to Olivia, is a fairly important character of the play in ensuring it remains as comical as possible and a distraction for people of Elizabethan times from their daily routine (the real world). Sir Toby is fat, crude and spends the entire play drunk; however Sir Toby is witty and intelligent, making many jokes and puns. A prime example would be the scene where he forces the unwilling Cesario into a duel with petrified Sir Andrew, terrifying both of them with personas (lies) he creates of them; telling these lies to the opposite duelling partner. He notifies Sir Andrew that Cesario is the very devil, a Virago; which causes panic and fear throughout Sir Andrews whole body, although she is anything but that. He informs Cesario, who is Viola a woman masquerading as a castrated man that Sir Andrew is full of despite and as bloody as the hunter, quick, skilful and deadly. This is one of the many comical geniuses that Shakespeare creates for the character Sir Toby. Another humorous plot is where Sir Toby tricks Malvolio into dressing stupidly and behaving absurdly; which eventually leads to him being put in jail for supposedly being mad and possessed by the devil. Sir Andrew, the drinking partner of Sir Toby, who was also involved in the callousness shown to Malvolio, is not evil either. He is anything but evil; he is a foolish character of the play. He is manipulated by Sir Toby into pursuing Lady Olivia since this will maintain Sir Tobys drinking lifestyle since Sir Andrew is very rich earning some three thousand ducats a year meaning the unintelligent Sir Andrew is greatly valued by Sir Toby. The comical example mentioned of Cesario duelling Sir Toby was not for the benefit of Sir Andrew. Sir Toby manipulated Sir Andrew into duelling with Cesario who became a threat to Sir Tobys plans; the unwitting Sir Andrew went along with the duel thinking it was for his benefit in trying to win Olivia. Clearly Sir Andrew is not evil but foolish. However he did dislike Malvolio for he found him annoying as he threatened to tell Olivia of their escapades (drinking and making noise all night). It would now seem Sir Toby seems immoral with his plot against Malvolio and his constant manipulation of Sir Andrew. He does not even care that Sir Andrew could be injured in the duel with Cesario but only cares about his money and drinking. Even though the odds are weighed against Sir Toby he is still an entertaining, comical figure of the play making Twelfth Night one of Shakespeares most loved comedies. Fabian servant to Lady Olivia also dislikes Malvolio and also participates in Malvolios downfall referring to Malvolio as a Cur mongrel dog. He relishes the letter: What dish o poison has she dressed him! This shows he will enjoy seeing Malvolio completely humiliated and is constantly enthusiastic about the plot devised to get revenge on Malvolio. Fabian may seem cruel and cunning also but he does not play a major part in tormenting Malvolio when he is locked up unlike Feste. The two soliloquies express EssayIn the end he does not get to marry Olivia which was his main aim throughput the play when he duelled with Cesario, and he is less wealthy as cunning Sir Toby has sponged off him. The audience should really feel sorry for Sir Andrew because he is regarded as a fool by all other characters, especially Sir Toby who is supposed to be a good friend of his. However on the whole the play ends happily for the characters, with marriage for the main characters Viola and Orsino who were wedded and Olivia and Sebastian who were also wedded. This is the ideal way to end if the play does not want to seem like a tragedy as it is the most happiness for the main characters. Viola who finally finds out her brother Sebastian is alive and vice versa, she also gets to marry the man she has loved from the start Orsino. Orsino is happy as he has someone to love who loves him back. Olivia is happy as she has fallen in love with the words and persona of Cesario and has transferred those feelings to Sebastian because he looks so alike Viola. Sebastian is happy or overwhelmed that he has just married a woman he barely knows but obviously does not mind. This happy ending for the main characters that were not involved in the sub plot with the tricking of Malvolio with Marias letter which is a trademark for comedies, is ludicrous. In real life we know this could never happen; all those times Orsino spoke of his love so passionately for Olivia he just transfers them simply in the blink of an eye to Viola. This play although deals with real feelings felt by humans such as sadness, pain, anger and hatred it is just joyful fantasy play full of impossibilities. For example: grown adults are shown behaving like unruly children, there are no parents to tell the lovers what to do, the behaviour of the lovers as they fall in and out of love is irrational, the story of the play is absurd it seems unlikely that Viola could disguise herself so successfully as a man and that she and her brother could be mistaken for each other, the realistic and apparently serious and responsible person Malvolio, is actually a hypocrite, has an appalling trick played upon him and is rejected by almost every other character. This undoubtedly proves that Twelfth Night is a comedy, however I do agree with the title that states Twelfth Night is a comedy with tragedy lurking under the surface. In combination with the humorous characters, happy endings, titanic confusion, and the pure absurdity of this play it is undoubtedly a comedy. However Shakespeare does cut it fine with him playing around a bit too much. The tragedy of Malvolio and the cruelty shown towards him definitely makes people think twice however he just isnt an important enough character for the audience to feel the play is a tragedy. Sir Andrew neither gets an easy ride as mentioned adding to the tragedy that lurks in this play. Although this is the main misfortune that lurks in this dubious play there is the possibility of a much larger catastrophe with regards to the love triangle that occurs that would completely change the genre of the play from a light hearted comedy to blood ridden tragedy such as was Hamlet another prestigious play from Shakespeare. If ever Orsino or Olivia were to find out the Cesario is really a woman (Viola) there could be disastrous consequences. If ever Cesario was to react to her feelings for Orsino he may be angered and put Cesario in prison. However, probably the most likely what if scenario: if Orsino was to find out Olivia loved Cesario, Orsino would think Cesario has tricked him and betrayed him; since the whole point of Cesario visiting Olivia is to try persuade her to marry or love Orsino. There are also possible other tragedies: if Malvolio was to exert his revenge by killing Sir Toby, Feste, Fabian, Maria or Sir Andrew the play would definitely become a tragedy. If Sir Andrew realised Sir Toby had been manipulating and using him, he may declare revenge on Sir Toby and possibly on Olivia thinking if he cant have her no-one can. In conclusion I certainly agree with the statement that Twelfth Night is a comedy where tragedy lurks just under the surface which has been thoroughly proved throughout this essay by the fact that there are elements of tragedy but just not enough for the play to make people think its a tragedy.

Interest Rate Swap Case Essay Example

Interest Rate Swap Case Paper Goodrich-Rabobank Interest Rate Swap In 1983, both B. F. Goodrich and Rabobank needed to execute external financing in order to raise 50 million dollars for ongoing operations. Goodrich wanted to raise the money through debt financing, but because their bonds were BBB- rated, they would have to pay a steep interest rate for a fixed rate. However, the Solomon brothers had an idea. Goodrich could borrow with a floating rate that was tied to LIBOR and then swap interest payments with a Euromarket bank that had raised funds in the fixed rate Eurobond market. A London bank approached Rabobank and proposed a large fixed rate Eurobond issue with the intention of swapping interest payments with a US corporation. Goodrich offered a 50 million dollar, noncallable 8 year bond, semiannual payments that will pay the LIBOR rate + 50 basis points. On the same day Rabobank issued a 50 million dollar, noncallable 8 year bond with an annual coupon fixed at 11 percent. The two issuers executed a swap with the Morgan Guaranty Bank as an intermediary guarantor. Goodrich agreed to pay Morgan bank $5. million once each year for 8 years to cover the 11% fixed coupon. Morgan bank agreed to pay Goodrich 8 years of semiannual payments. It would be the LIBOR minus a discount. Similarly, Morgan bank agreed to pay Rabobank 5. 5 million once a year for 8 years and Rabobank agreed to pay the Morgan bank the 8 years of semiannual payments at LIBOR – x. Morgan also received from Goodrich a one-time initial fee of $125,000 and an undisclosed annual fee for the each of next 8 years. Goodrich has to pay out the LIBOR + . 5% and gets the LIBOR – x and then subtract the 10. % which is the fixed rate for AAA Eurobonds that Rabobank will have. So you get that Goodrich will receive x + 11. 2%. Morgan has to pay LIBOR – x and get the LIBOR – y + 10. 7% 10. 7%. After doing the math, Morgan receives x-y in total fees and they could be anywhere between 8 and 37. 5 basis points. Rabobank will get y – LIBOR. After looking at figure 3, Goodrich would have had a fixed rate at about 12. 5% for the maturity they were looking for. Therefore, Goodrich will save 1. 3% x, while Rabobank will end up saving y – 1. 8% on their interest rate. We will write a custom essay sample on Interest Rate Swap Case specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Interest Rate Swap Case specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Interest Rate Swap Case specifically for you FOR ONLY $16.38 $13.9/page Hire Writer After breaking it down further by using the figures in the case, it can be assumed that y comes out to be 20 basis points and x is 100 basis points. Plugging those values back into the original equations you can deduce that Goodrich saves about 30 basis points because they will only be paying 12. 2%. Rabobank will save about 20 basis points and Morgan will collect the original $125,000 and then 75 basis points in fees. After adding up all of the savings, it comes out to be 1%. This is an attractive deal to the savings bank. With organizing this swap, they end up earning a good amount of money. They will have a good amount of administrative fees in order to receive all of the money from the swap and then proceed to pay out the right amount each period and keep up with the LIBOR rates to adjust the floating rate note. However, with collecting the original $125,000 and then gaining the 75 basis points in fees, they will be able to cover all of their expenses in the swap and make this a profitable investment. For the Goodrich and Rabobank this is a win-win situation for them. Because of entering the swap and analyzing the numbers from the case, both of them will end up saving money. The rates they would have had if they sold their notes without swapping would have been higher than what they end up having to pay now. Even with having to pay fees to Morgan, saving 20 to 30 basis points is a big deal. The only people that this could be a loss for are the investors that are buying the notes. They could be viewed as not as well off because they are not getting as good of a rate on the notes that they bought. However, both of the investments are still very good and pay close to the standard amount.

New Years Greetings in German, Region by Region

New Year's Greetings in German, Region by Region When you want to say Happy New Year to someone in German, you will most often use the phrase  Frohes neues Jahr.  Yet, when youre in different regions of Germany or other German-speaking countries, you may hear different ways to wish someone well in the new year.   Augsburg University in Bavaria conducted a study to find out which New Years greetings dominated certain regions in Germany. The results are quite interesting, with some areas of Germany sticking with tradition, while others offer variations of the greeting. "Frohes Neues Jahr" The German expression,  Frohes neues Jahr  literally translates to Happy New Year. It is widely used in German-speaking countries, particularly in the northern and western states of Germany. This phrase is most common in northern Hesse (the home of Frankfurt), Lower Saxony (including the cities of Hanover and Bremen),  Mecklenburg-Vorpommern (the coastal state along the Baltic Sea), and  Schleswig-Holstein (the state that borders Denmark). As often happens, some Germans prefer a shorter version and will simply use  Frohes neues. This is especially true in many areas of Hesse and in the wine country of Mittelrhein. "Prosit Neujahr" It is becoming increasingly more common for many German speakers to use  Prosit Neujahr  instead of the traditional Happy New Year. In German,  prosit  means cheers and  neujahr  is a compound word for new year. This phrase is scattered regionally and is often used in the area around the northern city of Hamburg and northwestern Lower Saxony. You will also likely hear it in many parts of western Germany, particularly around the city of Mannheim. There is also a smattering of its usage in the southeastern region of Germany in the state of Bayern. This may be due, in part, to an influence from eastern Austria and Vienna, where  Prosit Neujahr  is also a popular greeting. "Gesundes Neues Jahr" The German phrase  Gesundes  neues  Jahr  translates to Healthy New Year. You will hear this greeting most often when traveling through eastern regions of Germany, including the cities of Dresden and Nuremberg as well as the Franconia region in the south-central part of Germany. It may also be shortened to  Gesundes neues. "Gutes Neues Jahr" Meaning Good New Year, the German phrase  Gutes neues Jahr  is also popular. This version is most often used in the country of Austria. In Switzerland and the German state of  Baden-Wà ¼rttemberg in the southwest corner of the country, you may hear this phrase shortened to Gutes neues. Its also possible that youll hear this saying in the state of Bavaria, which includes Munich and Nuremberg. Yet, its most often concentrated to the south, closer to the Austrian border. Standard New Year's Greeting If you are unsure of which greeting to use or find yourself in an area of Germany not described previously, you can use a few standard New Years greetings that are widely accepted. They are: Alles Gute  zum  neuen  Jahr! Best wishes for the new year!Einen  guten  Rutsch ins  neue  Jahr! A good start in the new year!Ein glà ¼ckliches  neues  Jahr! Happy New Year!Glà ¼ck und Erfolg  im  neuen  Jahr! Good fortune and success in the new year!Zum neuen Jahr Gesundheit, Glà ¼ck und viel Erfolg! Health, happiness, and much success in the new year! Use one of these phrases, and you cant go wrong, regardless of where you find yourself throughout Germany or German-speaking counties.

Bipolar Disorder Research Proposal Example | Topics and Well Written Essays - 1000 words

Bipolar Disorder - Research Proposal Example You vascilitate backwards and forwards between being totally elated and totally gloomy, and between such periods you feel more stable.† (2008). â€Å"Imbalance in the brain biochemicals called neurotransmitters, which convey messages between the nerves, also appears to play a major role. Too many or too few neurotransmitters are believed to cause alterations in mood.† (2006). Mayo Clinic (2008) points out that â€Å"a variety of biochemical, genetic and environmental factors seem to be involved in causing and triggering bipolar episodes.† Mind.Org.UK points out the following possible causes: â€Å"Stress is likely to play a large part, and the role of cortisol on the developing brain is being researched. Prenatal stresses on the developing foetus are seen as important, both environmentally and nutritionally, as well as the impact of the mother’s mental and physical health on the foetus† (1995-2006). But this disease provokes â€Å"unusual shifts in a person’s mood, energy, and ability to function, (†¦) can result in damaged relationships, poor job or school performance, and even suicide† (NIMH, 2008). NIMH remarks the following about the bipolar disorder: â€Å"Manic-depression distorts moods and thoughts, incites dreadful behaviors, destroys the basis of rational thought, and too often erodes the desire and will to live. It is an illness that is biological in its origins, yet one that feels psychological in the experience of it; an illness that is unique in conferring advantage and pleasure, yet one that brings in its wake almost unendurable suffering and, not infrequently, suicide.† (2008) â€Å"Psychotic features (e.g., hallucinations, delusions) may be present in manic, mixed or depressive episodes and tend to relate to the mood. For example, during manic episodes, patients may believe they are invulnerable to physical harm and, during major depressive episodes, patients may believe they are guilty of a great crime or sin.

Why it is important for you to develop the philosophical mindset Essay

Why it is important for you to develop the philosophical mindset - Essay Example This is because those with the philosophical mindset not only evaluate claims, but arguments given to support claims. In this sense, philosophy has practical value for our everyday life. Many perceive philosophy as only having direct application within the university, where students contemplate the thoughts of long-dead intellectuals. But given the necessity of critical thinking and rational skepticism in all areas of life, including business, science, and politics, it seems philosophy is directly applicable to almost any kind of situation. Developing a philosophical mindset, however, is not limited to simply studying and doing well in philosophy courses. Rather, it is a matter of cultivating a general approach to life. Necessary to this general approach to life is having reasons (or empirical evidence) to support one’s knowledge and beliefs. To hold basic assumptions or opinions without evidence or without thought is the easiest way to base a life on

Literature Review of Research related to Performance Appraisal

Literature Review of Research related to Performance Appraisal This chapter served as the foundation for the development of this study. An overview of the extensive historical research related to performance appraisal,as well as the theories of motivation related to performance appraisals is presented. 2.1 Performance Appraisal System 2.1.1 Meaning of performance: There are different views on what performance means. According to Brumbrach (1988, cited in Armstrong, 2000): Performance can be actions as well as their consequences. Behaviours originate from a performer and convert performance from a concept to an act. Not just the instruments for results, behaviours are also outcomes in their own right the product of mental and physical effort applied to tasks and can be judged apart from results. The above definition considers performance to be involving both the actions, in other word behaviours, taken during the process in attempting to achieve goals and outputs obtained as a result from the effort. Following this, Armstrong (2000) emphasizes the need for managers to deal with the potential of employees and accomplishments while managing performance. To determine if performance has been achieved, measures have to be developed to appraise the accomplishments and establish the rate at which it has been accomplished. Above all, performance should be about the decision and action taken with available information at any existing situation. 2.1.2 Performance Management System (PMS) Noe et al (2006) define performance management as the process through which managers ensure that employees activities and outputs are congruent with the organisations goals.The concept of performance management has contributed a lot in the development Human Resource Management in recent years. The concept was first coined by Beer and Ruh in 1976. However, it is barely in the mid 1980s that it had been accepted as a distinctive approach. Performance Management is widely being used in organizations so as to obtain the best results by trying to improve performance of the workforce. Goals and standards are being planned well beforehand in order to get satisfied outcomes. 2.1.3 Performance Appraisal System (PAS) Performance appraisal also known as performance review, formally documents the achievements of an individual with regards to set targets. It is a component of PMS. The system has become an essential management tool in todays organizations. Managing employees performance can be said to be as important as any other work that all managers execute during the year. Grote (2002) describes performance appraisal as a formal management tool that helps evaluate the performance quality of an employee. Schneier and Beatty as cited in Patterson (1987) define it as a process which apart from evaluating also identifies and develops human performance. According to Karol (1996) performance appraisal includes a communication event planned between a manager and an employee specifically for the purpose of assessing that employees past job performance and discussing areas for future improvement. 2.1.4 History of PAS The history of performance appraisal is fairly concise. Appraisal really began with the Second World War. It was used to assess results. Dulewicz (1989) says that there is an indispensable human inclination to judge the work of other people as well as ones own work.It can thus be said that appraisal is both unavoidable and universal. Even without the existence of a planned appraisal system, one can have a tendency and find it natural to evaluate the job performance of another easily and subjectively. Performance appraisal was seen in the industry in early 1800. Randell (1994) identified its use in Robert Owens use of silent monitors in the cotton mills of Scotland. The Silent monitors were in terms of blocks of wood with different colours painted on each visible side and it was hung above each employees work station. At the end of the day, the block was turned so that a particular colour, representing a grade of the employees performance, could be seen by everyone. (Weise and Buckley, 1998) Subjective evidence indicates that this practice had a facilitating influence on subsequent behavior. Spriegel(1962) and Weise and Buckley(1998) affirm that by the early 1950s, 61 per cent of organizations regularly used performance appraisals, compared with only 15 per cent immediately after World War II. DeVries et al. (1981) pointed out the primary tool to be the trait-rating system, which focused on past actions, using a standard, numerical scoring system to appraise people on the basis of a previously established set of dimensions. The main tool, used under here was trait rating system. The concept of Management by Objective (MBO) was first proposed by Peter Drucker in 1954. Mcgreror then used it in the appraisal process in the year 1957. He suggested that, employees should be appraised on the basis of short-term goals, rather than traits, which are jointly set by the employee and the manager. Weise and Buckley (1998) affirm that this method was very advantageous as it lead to a transformation of a managers role from being a judge to a helper. It also showed that employees productivity ultimately leads to performance. However, when employees performance was measured on the basis of units, then MBO was ineffective. This lead to new development in the appraisal process and the employees were evaluated on the basis of behaviour based rating. Smith and Kendall (1963) designed the first tool to focus on behaviors and it was the Behaviorally Anchored Rating Scales (BARS). 2.1.5 Modern Appraisal Todays performance appraisal process has evolved into a more planned and formal process. It is used as a means which helps identify and compare employees performances. The appraisals data are frequently being used to review several Human Resources decision. It can determine any need for career developments and trainings. For issues such as raise in salaries, rewards and promotions, employers are more and more making use of the appraisals results. Appraisals have now developed into a regular and intervallic system in organizations, normally carried out at least once a year. When talking about the modern approach to appraisal, the term feedback cannot be ignored. The one-to-one discussion between supervisors and subordinates gives rise to feedback and is referred to as the feedback process. This process can improve communication all through the organization but also it can reinforce employees relationships with their superiors. This is so as the workers have the feeling that they do matter to the organization and that their needs are being taken into consideration. The performance appraisal system has most likely become a future-oriented approach as it aims to improve future performances by considering present problems. 2.1.6 Purposes of PAS The most known purpose of performance appraisal is to improve performance of individuals. Cummings and Shwab (1973) held that performance appraisal has basically two important purposes, from an organizational point of view and these are: 1. The maintenance of organizational control 2. The measurement of the efficiency with which the organizations human resources are being utilized. Still, there are also a variety of other declared purposes for appraisal as per Bratton and Gold (2003) and Bowles and Coates (1993) and some are; improving motivation and morale of the employees, clarifying the expectations and reducing the uncertainty about performance, determining rewards, identifying training and development needs, improving communication, selecting people for promotion, discipline, planning corrective actions and setting targets. Furthermore, Bowles and Coates (1993) conducted a postal survey of 250 West Midland companies in June 1992, where organizations were asked questions pertaining to the use of Performance management in the organization. These questions included the apparent purpose of PA in the management of work, its strengths and weaknesses. Through their survey they found out that PA was beneficial in the following ways: PA was favorable in developing the communication between employer and employee It was useful in defining performance expectations It helped identified training needs. Performance appraisal can thus be used as an effective tool to improve employees job performance by identifying strengths and weaknesses, meeting of targeted goals and providing training if needed. 2.1.7 Techniques of PAS There are several commonly used techniques of performance appraisal as reviewed by Oberg (1972). They are as follows: Essay Appraisal, Paired Comparison, Graphic Review Scale, Weighted Checklist, Person to Person Rating, Forced Ranking, Critical Incidents. The above techniques were the traditional ones but the methods most widely used today are: Management by Objectives Employees are requested to put up their own performance objectives. They are then judged through these objectives by verifying whether they were satisfied or not. However, in many cases organizations themselves set their standards and goals even after consulting employees. 360 Degree Feedback 360 Degree Feedback is a process in which employees receive private and anonymous feedback from the people who work around them. Kettley (1997) says that when an individual receives feedback from different sources of the organization, including peers, subordinate staff, customers and themselves, the process is called 360 degree feedback or appraisal. The employee is then assessed using those received feedback 2.1.8 Feedback Feedback about the effectiveness of an individuals behavior has long been recognized as essential for learning and for motivation in performance-oriented organizations. Ilgen et al.(1979) stated that feedback is considered as an important tool in performance appraisalprocess. Feedback can be a useful tool for development, especially if it is specific and behaviorally oriented, as well as both problem-oriented and solution-oriented according to Murphy and Cleveland (1995). One of the basic purposes of formal appraisal process is the provision of clear and performance based feedback to employees. Carroll and Scheiner(1982) affirmed that some organisations use feedback as a development tool,while in some organizations it is used for merit evaluation and compensation adjustment. McEvoy and Buller(1987),Wohlers and Gallagher( 1990) contributed that feedback is very essential for the employees because it forms a baseline for the employees which help them to get a review of their past perfo rmance and chance to improve their skills for the future. Ashford (1986) says that when feedback is considered as a valuable resource, then only the individuals feel motivated to seek it, which helps in reducing uncertainty and provides information relevant to self-evaluations. There is also evidence that performance feedback (if given appropriately) can lead to substantial improvements in future performance (Guzzo et al., 1985; Kopelman, 1986; Landy et al., 1982) Fedor et al. (1989); Ilgen et al. (1979) identified that it is commonly accepted that negative feedback is perceived as less accurate and thus less accepted by recipients than positive feedback.Furthermore, Fedoret al. (1989) found that negative performance appraisal feedback was less accepted and perceived as less accurate than positive performance appraisal feedback. 2.1.9Views Organisations Employees have on P.A.S Evans (1986) asserts that many employees believe that their promotion or salary increments depend mostly on their performance. Employees therefore are in a dilemma and consider this situation as survival of the fittest. They know for a fact that, their performance will only be taken into consideration at the end of the day. So, in order to grow in the company they need to be proactive towards their work. The feedback the employee receives from his superior, may simply describe the level of performance achieved. Hence, it becomes important for the managers to conduct the appraisal technique correctly. Employees can only accept criticism if it is useful and important to them. Managers should therefore know how to give information regarding progress made in performance and how to present criticism as well. Meyer et.al (1965) carried out a study in General Electric Company where certain points relating to performance feedback was highlighted. In this study, 92 employees were appraised by their managers on two occasions over two weeks. The study was carried out using questionnaires, interviews and observation. The first appraisal highlighted performance and salary while the second one underlined performance and improvement. It was observed that lots of criticisms were pointed out by the managers, which lead to defensive behaviour of the employees. The conclusion of the study was that criticism leads a negative impact on the motivation and performance of the employees. Also feedback sessions designed to improve performance should not at the same time consider salary and promotion issues. Ilgenet. al (1979) add that employees who believe that the appraisal system is under any kind of bias, are most likely to be dissatisfied by their work and can also leave their jobs. On the other hand Murphy and Cleveland highlighted one possible reason for the widespread dissatisfaction with performance appraisal in organization as the systems used by these help neither them nor their employees in meeting the desired goals. Landy et al. (1978), Klasson et al. (1980), and Tang and Sarsfield-Baldwin (1996) found evidence that the assignment of raters influences perceptions of fairness and accuracy in performance appraisals and hence about the whole process itself. Nevertheless, according to Jacobs, KafryZedeck (1980) employees perceive PA to give them a proper understanding of their duties and responsibilities towards the organization. Likewise, organization sees it as a tool to assess employees on a common ground and one which helps in salary and promotions decisions, training and development programs. In many circumstances appraisal plans are interpreted by managers as a system that helps an organization to change regular priorities and usual ways of working and in so doing to alter its strategic direction. Hence, in circumstances where change cannot be attained by managerial proclamation, appraisal takes on the character of an engine of change. When managers look at appraisal from this angle they hope that it will bring about a change in strategic direction and organizational behaviour. Researchers have suggested that reaction to performance appraisal is critical to the acceptance and use of a performance appraisal system (Bernardin Beatty, 1984; Cardy Dobbins, 1994; Murphy Cleveland, 1995). Reactions may even contribute to the validity of a system (Ostroff, 1993). Cardy and Dobbins (1994) suggest that with dissatisfaction and feelings of unfairness in process and inequity in evaluations, any performance appraisal system will be doomed to failure (p. 54). Murphy and Cleveland (1995) stated that reaction criteria are almost always relevant, and an unfavorable reaction may doom the carefully constructed appraisal system. 2.1.10Benefits of PAS Possibly the most important benefit of appraisal is that, in the rush and pressure of todays working life, it allows the supervisor and subordinate to have time out for a one-on-one discussion of indispensable work problems that might not otherwise be addressed. Likewise, the existence itself of an appraisal system indicates to employees that the organization is genuinely concerned with their individual performances and advancement. This only can have a positive impact on the employees sense of worth, commitment and belonging. Appraisal offers the rare chance to focus on employment activities and objectives, to spot and correct existing problems and to enhance favorable future performance. Thus the performance of the whole organization is improved. Performance appraisal usually provides employees with acknowledgment for their work efforts, if any and as a result it brings them satisfaction. Actually, there are facts supporting that human beings will even prefer negative recognition in rather than no recognition at all. During performance appraisals, feedbacks are obtained. These provide vital information on whether training and development needs should be considered. The presence or lack of working skills, for example, can become very obvious. The supervisor and subordinate can thus agree upon any demand for training. As far as the organization is concerned, the overall appraisal results can provide a regular and efficient training needs audit for the organization as a whole. The information obtained from appraisals can also give indication on an organizations recruitment and selection practices. This can be done by screening the performance of recently hired workers. The general quality of the workforce can also be monitored by assessing any improvement or decline performances. Changes if needed in the recruitment strategies can then be considered. 2.1.11Criticisms related to P.A.S There are several problems in the actual performance appraisal primarily due to rater bias. Some supervisors are too lenient and thus have a tendency to rate all employees positively rather than really measuring their performance. Another problem is the central tendency where supervisors position the majority of the employees in the center of the performance scale, even though they deserve a better or worse grade. The halo effect is another error usually made during appraisals. This arises when a supervisors general feeling about an employee influences the overall judgment. Performance appraisal systems are at times criticized for weaknesses in the system design itself. Sometimes they assess the wrong behaviours or consequences, or focus on employees personality instead of on their work performances. Very often standards for appraising employees are not related to the work itself. As a consequence employees may not likely be interested in such a system where performance standards are unsuccessful in highlighting important aspects of the jobs. Some organizations founds that PAS is a constant cause of tension, since evaluative and developmental concerns come often into disagreement. It is said that the appraisal can serve only one of them at a time. Also they find it dehumanize and demoralize to pass on judgments which then become source of apprehension and stress to employees. Many researchers such as Derven (1990) expressed doubts about the effectiveness and dependability of the appraisal process. Some found the process to be imperfect in nature. Moreover, Gabris Mitchell found a disturbing bias in the appraisal process called the Matthew Effect. It is said to take place in cases where employees keep on receiving the same evaluation each year. This denotes that there is the belief that if an employee has work well, he or she will continue on that pace. The Matthew Effect advocates that even if employees struggle to do well, their past appraisal reports will discriminate their future progress. Accuracy is important in appraisals. However for raters to appraise employees accurately, they should give unbiased results. Unfortunately accurate ratings are quite impossible as researchers affirm that personal liking, look, former impressions, gender and race will certainly manipulate appraisals, that is, there will always be some kind of biasness. 2.1.12Conclusion about PAS There are various schools of beliefs as to the validity and reliability of performance appraisals. While Derven (1990) doubts about its dependability, Lawrie (1990) finds it to be the most important aspect of organizations. A recent survey concluded that more than fifty per cent of the workforce wishes that their supervisors list the performance objectives much more specifically and clearly. The same survey revealed that 42 per cent of the employees were rather disappointed their organisations performance appraisal system. Many supervisors make the wrong use of appraisal. They use it as a punitive tool rather than helping their subordinates to improve their performance and overcome work problems. According to Shelley Riebel, as in the Detroit News (April 11, 1998) often managers are unsuccessful to explain what they really expect from their employees and fail to well describe the criteria used for assessing their performance. The data obtained during the appraisal process should be wisely used and considered. Still, for performance appraisal to be successful, it is important to carry it out on a regular and consistent basis. This will allow supervisors to follow and review employees work. Raters often make the mistake of emphasizing too much on mistakes committed by the employees. Rather, if ever some problem is spotted by the supervisor, the issue should be discussed with the employee concerned and both should try work on a solution. 2.2 Motivation Performance Appraisal System 2.2.1 Introduction to Motivation Motivation can be defined as the driving force that moves us to pursue a certain goal, or trigger a particular action. It can be considered as the desire within a person causing him or her to act. People generally act for a motive and that is to achieve a specific objective. Two main types of motivation have been noted, namely intrinsic and extrinsic. Intrinsic motivation comes from the inner self while extrinsic motivation arises when external factors require one to perform something. According to Passer and Smith (2004) the concept motivation refers to a course of action that influences the determination, direction and dynamism of goal-directed behaviour. Similarly, Kreitner and Kinicki (2007) assert that motivation represents psychological practices that stimulate voluntary actions. In the work context, as confirmed by Coetsee (2003), motivation entails the readiness of individuals and groups to put much effort so as to achieve organizational goals. From the above, it can be construed that there exists no single and general definition for motivation. Yet, Boje and Rosile (2004) regard motivation as an authoritarian ideology, a way to manipulate performance and where visions of self-actualisation need gratification. This view might be too negative to consider, but the rise in capitalism has been driven by high concentration motivation programmes which sometimes turn employees into production machines. 2.2.2 Motivation and P.A.S in Organisation Today Motivation can be the key to a successful organization. It is often claimed that the best businesses have the best motivated workers. Well motivated employees are said to be more productive and perform quality work. It remains however one of the most challenged tasks for managers to motivate their staffs as everyone is unique. A supervisor should strive to tie in the companys goals together with the employees individual goals through performance management. Moreover, the whole performance appraisal process and its result can affect an employees motivation. As highlighted by Cummings and Swabs (1973), employees performance is the outcome of the employees motivation to perform. In an organisational context, the performance is appraised by assessing the employees aptitudes and potentials to achieve the set goals. 2.2.3 Theories of Motivation related to P.A.S 2.2.3.1 Edwin Lockes Goal Setting Theory A main element for efficiently coaching employees is by using goal setting. Edwin Locke (1968) introduced the Goal Setting Theory whereby employees get motivated to work for the organisation when they are given specific and pronounced goals to achieve. This theory emphasizes that hard goals produce a higher level of performance than easy goals. Secondly, particular hard goals produce higher level of output and lastly, behavioural intentions lead to choice behaviour. Many, who study the relationship between performance and motivation in organizations, will agree that goal-setting and explanation creates confidence in the workers. By clearly explaining the meaning of the goals, employees will have a clear view on what the organization wants to achieve. Coetsee (2003) affirms that the most performing workers are goal-directed. Set goals allow employees to accomplish organisational vision, aims and strategic objectives. The assumption made here is that when people recognise and understand what is expected from them and how they are to be met, they will be motivated to achieve them within the time-limit. With regard to coaching, goal-setting theory has been used more than any other as a framework to motivate employees to improve their performance. The early work of Maier (1958) and Meyer et al. (1965) emphasized goal setting in the appraisal process. In a study, Latham et al. (1978) found that consistent with the theorys predictions, employee participation in setting the goals resulted in higher performance than assigning them, not because of greater goal commitment, but rather due to high goals being set. According to Dossett et al. (1979), a similar result was observed with Weyerhaeusers word processing employees. Goals and objectives set by the employers and employees should be discussed regularly. Erez (1977) asserted that for difficult goals to result in high performance, sufficient feedback is very important. 2.2.3.2 Behaviour Maintenance Model (BMM) Cummings and Swabs presented the Behaviour Maintenance Model (BMM) to illustrate how people are motivated to perform efficiently in an organisation. This model emphasises on the significance of outcomes in the motivational process. Fig.1: Behavior Maintenance Model This framework shows that goal aspirations results in goal attainment and motivation. When goal attainment is achieved by the employee, it leads to job satisfaction which in turn leads the employee to become motivated. 2.2.3.3 Victor Vrooms Expectancy theory Expectancy theory is an idea that was introduced by Victor Vroom. The theory as explained by KreitnerKinicki (2007) is based on the assumption that people are motivated to act in ways that will be followed by valued and desired outcomes. The theory says that an employee might be motivated when there is a belief that a better performance will result in a good performance appraisal which will help in the realization of personal goals. The theory focuses on motivation as the combination of valence, instrumentality and expectancy. Valence is the value of the alleged result. Instrumentality is the point of view of an individual whether he or she will really obtain what they want. It shows that successful act will eventually lead to the desired result. Expectancy refers to the different level of expectations as well as confidence regarding ones capability. Employees believe that these create a motivational force and this force can be represented by the formula: Motivation = Valence x Expec tancy The theory focuses on three things: à ¢Ã¢â€š ¬Ã‚ ¢ Efforts and performance relationship à ¢Ã¢â€š ¬Ã‚ ¢ Performance and reward relationship à ¢Ã¢â€š ¬Ã‚ ¢ Rewards and personal goal relationship 2.2.4 Conclusion: Performance Appraisal as Motivator? From the above reviews, it can be seen that no such research has been done to show if performance appraisal really acts as a motivator to employees. Bratton and Gold (2003) and Bowles and Coates (1993) claimed motivation to be one of the purposes of appraisals. It remains unconditional to know whether performance appraisal has a role to play in employees motivation. The research will therefore try to answer the following research questions: Does the Performance Appraisal System affect employees motivation? Does the system affect more a specific category of employees? How do employees perceive the PAS at the MRA? How do employees perceive feedback? Does the level of importance given to the system directly affect the employees motivation? Does the trust put on the appraiser influences the employees motivation?

Being a successful student is not difficult

Being a successful student is not difficult. Many students are trapped in their busy schedules, but few realize that being a successful student is well within everyone’s capability. The most important factor that comes in is ‘time management. ’ With regular management of time, work does not pile up, leaving more time for the student to pay attention to his/her studies rather than worry about meeting deadlines. Time management also creates an organized and well-thought-out work and study environment, encouraging the student to gain more knowledge.Mismanaged time can be devastating. It may sound exaggerated, but for a student, each minute is important. With work piling up, many begin getting worried, and it gets harder for them to work efficiently, and to their level best. With deadlines to meet, many also give in shabby and mediocre work, which eventually costs them their grades. Mediocre work has its own implications. Overall, a student’s self-esteem takes a nose dive. The cycle goes on.On the contrary, a student who does his/her work on time, with attention gets encouraged, and gets more determined to prove him/herself even better next time. Being a successful student also has a lot to do with presence of mind. Many students remain absent-minded during lectures. This results in poor understanding of the subject, and waste of time. Along with paying attention, one also needs to retain the knowledge gained. In order to do this students ought to note down things.Important points jotted down during lectures are often helpful. Students also need to read from other guide books and reference books in order to enhance their understanding of a subject. This results in through in-depth analysis. Students should also make time to study. Studying again, should be done in a most organized manner, with a deep understanding of the topic. Last but definitely not the least is the desire to be successful. Students who are motivated are always successf ul, no matter what hurdles stand in their path.

Moby Dick: Chapter 58 Essay

It is in human nature to hold in contempt and fear things unknown to them, on the other hand many people hold the pursuit of knowledge as the one true path to fulfillment in life. The dangers of the pursuit of knowledge are an underlying topic in Ishmael’s discussion of brit. Ishmael describes the sea as enigmatic and immensely more dangerous than the land; in doing so reveals how attempting to study the unknown in the pursuit of knowledge is far more dangerous than remaining ignorant. In Ishmael’s discussion about brit he quickly drifts off the subject of the actual brit and begins to make comparisons between the land and the sea. He states that even â€Å"though some old naturalists have maintained that all creatures if the land are of kind in the sea†(Melville 272), he has yet to see any creatures of the sea that have the same charm and kindness as domesticated pets. He reveals the inherent lack of kindness or hospitability in oceanic creatures by making this statement. He goes on to say that,†however baby man may brag if his science and skill, and however much in a fluttering future that science and skill may augment; yet forever and ever to the crack of dawn, the sea will continue to insult and murder him†¦ man has lost that sense of the awfulness of the sea which aboriginally belongs to it.†(Melville 273). This passage illustrates the core of what Ishmael is trying to describe in his argument. It reveals the horror and indomitable terror of the sea, which according to Ishmael people seem to have forgotten about and take for granted. He also belittles human’s in the passage calling them â€Å"baby man† showing how powerless he believes people are compared to the sea and how no matter how much people advance they cannot compare to the sea’s power. He goes on to expand on this idea stating the many ways in which the ocean’s horrors hold supremacy over all others such as the sea’s lack of mercy and control as well as its deceiving beauty and how â€Å"its most dreaded creatures glide under water unapparent for the most part and treacherously hidden beneath the loveliest azure†(Melville 274) Underlying this description of the terror of the ocean is a warning; Ishmael attempts to show how trying to study the unknown in pursuit of knowledge is far more dangerous than remaining in a state of ignorance. Ishmael uses detailed description to over emphasize how terrifying the ocean is. This shows the use of storytelling and redefinition in order to get the audience picture the terrors of the ocean and in doing so empathize with Ishmael’s beliefs. This indicates Ishmael’s use of pathos in his argument. Ishmael besides describing the ocean as a perilous place he describes it as â€Å"an everlasting terra incognita† (Melville 273), this declaration of the incapableness of man to unravel the mysteries of the ocean shows the, almost fearful, reverence he holds towards the ocean and its mysteries. A reverence he attempts to impart upon the audience through the aforementioned use of hyperbole and redefinition, showing a use of pathos to make the audience sympathize with these feelings. It seems that Ishmael would rather people not attempt to learn about the unknown rather than expose themselves to its dangers. This is apparent when this extract, â€Å"For as thy appalling ocean surrounds the verdant land, so in the soul of a man there lies one insular Tahiti, full of peace and joy, but encompassed by the horrors of the half known life. God keep thee push not off from that isle, thou canst never return!†(Melville 274). This is the conclusion to Ishmael’s discussion and reveals the reasoning for his statements. The â€Å"horrors of the half known life† encompassing the â€Å"insular Tahiti† are the things people attempt to learn about the world and themselves. Ishmael believes that by venturing out into the sea of one’s soul man exposes himself to all the dangers of the world. This shows how he believes that it is better to remain on a peninsula of ignorance and comfort than venture out into the sea of knowledge. Ishmael urges people to remain in their small insular world threatened by what lies beyond. He believes that one will find less comfort in discoveries than in ignorance and as such people should stay clear of the mysteries of the world.

Influence on Behavior - 1104 Words

University of Phoenix Material Origins of Psychology and Research Methods Worksheet Part I: Origins of Psychology Within the discipline of psychology, there are several perspectives used to describe, predict, and explain human behavior. The seven major perspectives in modern psychology are psychoanalytic, behaviorist, humanist, cognitive, neuroscientific/biopsychological, evolutionary, and sociocultural. Describe the seven major psychological perspectives using two to three sentences each. Select one major figure associated with one of the seven major perspectives and describe his or her work in two to three sentences. Type your response in the space below. Answer Psychoanalytic Psychoanalytic theory assess self†¦show more content†¦| | | |Biological |Identify caution as well |It has all the advantages|Share all advantages |Biological answer of why | | |as description and |of experimental, | |this issue happen | | |prediction |descriptive or | | | | |Show MoreRelatedThe Influence Of Social Influence On Behavior854 Words   |  4 PagesThe study of social influence has been an essential topic of study for researchers and social psychologists. Social influence pertains to the different ways people influence the feelings, behaviors and beliefs of others through interpersonal relationship (Fiske, 2008). Also, some key concepts in the analysis of social influence include conformity, compliance, and obedience. Compliance refers to a change in behavior in response to an overt or obscure request made by another individual. 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Work-Based Assignment - M3.03 Planning Change in the...

ILM Assignment M3.03 Planning change in the work place Susan Thompson XXXXXXXXXXXXXX 14th March 2013 Contents Page 3. Identify change Page 5. Implications of the change Page 6. Plan the change Page 8. Communicate the change Page 9. Continuous improvement Identifying a change in the organisation S.W.O.T Analysis Strengths | Weaknesses | Experienced dentists and hygienist in practice | Long patient waiting times within the practice need to improve service. | Practice is well equipped, clean and upto date with Infection Control | Practice on 1st floor via steep stairway not DDA complaint | Experienced nurses already employed and in situ | Lack of space having out grown current premises†¦show more content†¦Also with the new decontamination room we will improve our decontamination procedures and introduces specific benchmarks to comply to the essential quality requirements and best practice. We also envisage that the building works will not have any impact on the current day to day running of the practice and the connecting wall will be breached and a push pad door access system installed over a weekend. Implications of the change The financial implications on the practice are despite having agreed and set a budget with the architect, construction team and suppliers we became quickly aware that remaining within budget at certain stages of the build would be increasingly difficult. In stage one it was soon identified that problems existed with the adjoining buildings infra-structure and after ‘gutting’ the building a lot more unforeseen building work such as new ceiling joists, wall rebuilding and extensive ground works would be required before builders, plumbers and electricians could start in earnest. This would cause an 18% increase in funds being required in stage one alone. With on-going problems and delays when bringing in the main services gas, water and electricity the re-scheduling of deliveries was required and with suppliers having toShow MoreRelatedIlm M3.18943 Words   |  4 Pagesmanagement and leadership skills suitable for their role. The qualification also develops both understanding and application of leadership skills through the use of action learning. The Diploma consists of six mandatory units ‘Understanding change’, ‘Planning change’, ‘Time management’, ‘An introduction to leadership’, ‘Effective team leading’ and ‘Developing leadership capability’. Participants then complete the qualification with a range of optional units that combine to minimum credit of 18. FromRead MoreProblem Solving12254 Words   |  50 PagesILM Level 3 Award, Certificate or Diploma in First Line Management. This Study Guide is designed to provide you with information about the qualification and to help you to complete your programme successfully. It gives you information about the work you will complete for assessment and there are also links which will give you information about the programme. Some of the information is provided to give you a background to your study and to the advantages of ILM membership, and so it is well worth

Security Background And Threats Of Terrorism Essay

One. Security background and threats of terrorism Since the beginning of a 21st century, an international security environment has been proved to be more volatile, unpredictable, complex and ambiguity with their challenging effects in various ways. Thus, those challenging situations take into particular considerations when combating terrorism throughout the national security strategy. The civil war, sectarian spillovers of crises, state catastrophe in central Africa and the Middle East will likely to be continued with growing scale and concern. Most worrisome is the emergence in Iraq and Syria of the self-proclaimed Islamic State known as ISIS whose brutal violence, ability to capture and hold territory, significant financial resources, and impressive strategic acumen make it a threat like any other the United States has faced in the contemporary era. The Radical Islamic terrorism as An act of terror and an act of hate† is well nested in Iraq and Syria will also likely to cause more instability and extreme violence in the region, and in entire world. Moreover, the growing threats of terrorism with protracting instability in specific region cause 2nd and 3rd order of security effects not only in European continent but also cause the danger in U.S. soil. For instance, due to recent instability in Iraq and Syria, thousands of millions of refugees are moving from the Middle East to the neighboring countries and European continent for seeking safe heavens. Those large numberShow MoreRelatedEvidence Of The Changing Roles Of Women In Women And Women984 Words   |  4 Pagessupport type role (Bakker de Leede, 2015). This was in the form of bearing children or recruiters (Bloom, 2011). This has been evolving with instances of women actively engaging in violent Islamic terrorism (Bloom, 2011). 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