Overcoming the Barrier Essay -- Analysis, Helen Reddy

Defeating the Barrier Helen Reddy in I am a Woman sings, â€Å"You can twist however never break me, 'cause it just serves to make me, More resolved to accomplish my last objective, And I return even stronger.† In the plays Antigone, by Sophocles, and A Doll’s House, by Henrik Ibsen, two resilient ladies are limited when and society in which they live. In Antigone, the fundamental character, Antigone from Thebes, is confronted with a decision of adhering to the laws of man, or the laws of the divine beings in covering her expired sibling. She felt that her decision was correct even with the punishments it costs her, while contending with the ruler who felt his direction or no chance. As the play advanced, it appeared that the more Creon, the ruler, and Antigone contended, the more certain about the decision she made she became. In A Doll’s House, Nora was a lady who thought profoundly about her better half who might before long be confronted with death if not sent to a hotter atmosphe re. Unfathomable from a lady, Nora took a cash advance from the bank without saying a word to her better half, Torvald. Utilizing a tainted legal counselor, Krogstad, gave simple access for coercion which could end her marriage whenever uncovered. During the occasions wherein these plays were composed, the connection between a man and lady is certainly man centric. Men have significant strength and the lady just follows. It was accepted that a lady was to have no feeling nor be savvy enough to have their own assessment. In the two plays, Sophocles and Ibsen show how controlled at this point intense, ladies must be in the public arena through exhibition of accommodation to men, the desires put upon a lady, and their quest for a voice. There is a colloquialism that all propensities start in the family unit and that is no special case for the manner in which lady are dealt with. Regardless of whether it’s a spouse or... ...oldly show the quality and force ladies expected to turn into their own individual. With obstructions hindering the way, the decisions every lady needed to confront resembled an impediment course. By being sabotaged by the other gender, females were not really thought about except if the subject had to do with the bringing up of kids and up keeping of a family unit. Being a piece of society accompanied desires for how a family should look and act, particularly for the ladies who are just â€Å"dolls† for men to control. Hence, giving up to the male impact, society’s pressure, and the journey for personality, ladies despite everything can stand firm and solid at long last. Over numerous years ladies have made some amazing progress with rights and duties however it was no stroll in the recreation center. It has been a thrilling street and there are still more slopes to come however with a positive light shinning toward the end.

Battle of Gettysburg Essay -- essays research papers fc

The Battle of Gettysburg      The Battle of Gettysburg was the most conclusive fight for the North, and it went on for a sum of three days. It started on July 1 and finished on July 3, 1863. The Confederacy was going into all out attack mode and was starting to wander into Pennsylvania, Maryland, and Washington D.C. They experienced Union soldiers as they progressed towards Harrisburg where they wanted to cut off Union gracefully lines and to take arrangements that they required. The Battle of Gettysburg turned into the bloodiest multi-day fight at any point battled in United States history. Toward the finish of the Battle of Gettysburg, the Union guaranteed triumph, and they would utilize this mental favorable position all through the remainder of the Civil War.      On the main day of fight, the Confederate Cavalry assaulted a Union Cavalry division that the Confederates incredibly dwarfed. The Union Cavalry had the option to hold the Confederates off and really drive them back until the late evening. At the point when Confederate fortifications showed up, they assisted with overwhelming the Union warriors and power them to withdraw. The Union armed force at that point endeavored to pull together on Cemetery Hill where they were joined by the greater part of General Meade’s Union armed force.      On July 2, the second day of battling started. The day started with Lee requesting an assault on the Union flanks in order to surround them. The Union held solid on the correct flank, yet on the left, the Confederates were a...

How to Discuss Your Management Style in an Interview

How to Discuss Your Management Style in an Interview You are confidently seated in the interview room, and everything is going well. You had prepared well for the interview, and no question has fazed you so far. You are answering them all without breaking a sweat.After a brief lull in the conversation, one of the panelists clears his throat and asks you, “So, tell us, what’s your management style?” This question catches you completely off guard. Damn! Why did you not think about this question when preparing for the interview? But how could you, when the position you are interviewing for is not even a managerial position?Interviews are very unpredictable. It is important to be ready for every curve ball the interviewers throw at you, including the question about your management style.# This is especially important if you are interviewing for a role that requires you to manage other employees or perform any other supervisory duties.Even if you are not interviewing for a managerial position, it is good to know how to talk about your management style. It is a common interview question, which means there is a chance it might get asked regardless of the position you are interviewing for.Typically, employers want to hire employees with leadership skills, even if they are not hiring them for a leadership position. Maybe the position you are interviewing for has opportunities for advancement into leadership roles, and they don’t want to have to find someone else to take that role a few years down the line.Or maybe they just want to know that the person they are hiring can step up and take charge of situations when necessary, even if they are not in a leadership position. By asking this question, the employer wants to know if you can lead, how you lead, and most importantly, how comfortable you are as a leader. It is a behavioral question whose aim is to try to find out how you would act in a certain situation.For many people, this is a difficult question to answer because it requires you to explain how you would e xercise your power over others. If you make yourself sound too grandiose, you might come across as a boastful and narcissistic person, which is unlikely to improve your chances of getting hired. On the other hand, if you make yourself sound too humble, you might be seen as an ineffective manager. The key is to present yourself as a leader who can get things done and is right for the overall wellbeing of the team.Before we get into the steps on how to discuss your management style in an interview, I want to first issue a disclaimer. When this question comes up in an interview, under no circumstances should you say that you have never held a managerial role. It does not matter if you have actually never held a managerial position in your career. Think of any situation where you had to make use of your leadership skills, no matter how briefly.This could be a leadership role you held in school, on a sports team, in your private life, or anywhere else. Find something, no matter what. Jus t don’t say that you have zero experience as a leader, unless you don’t want the job. In which case, you shouldn’t even be at the interview in the first place.With that out of the way, let’s now take a look at the steps you need to follow to discuss your management style in an interview. STEP ONE: DEFINE GOOD MANAGEMENTThere are many different management styles, some of which might be good or bad, depending on the situation. Since you cannot be sure what the interviewers consider to be a good management style, the first step is to define what good management is to you.Describing what good management means to you puts the interviewers on the same page with you and gives them parameters by which to evaluate any information you provide going forward. To make it easier for you to describe what you consider to be good management, let’s take a look at the 6 common management styles.Autocratic or Directive Management StyleAlso referred to as autocratic or coercive management styl e, this is a type of management where the manager is the sole authority. It is a dictatorial style of management where the manager makes decisions with little input from his subordinates. The manager expects immediate and total obedience from his juniors. Employees are controlled and motivated through threats and fear of punishment.Each employee is given clear expectations on what they need to do and strict instructions on how to do it. Employees are given little autonomy and room to express themselves, and the management is not interested in getting feedback from employees. The management keeps a close eye on employees and what they are doing at all times.Autocratic management is very useful when decisions need to be made quickly, such as in times of crisis. Since only one person’s preferences are considered, there is less wastage of time deliberating several options and decisions are therefore faster. Autocratic management can seem like a good management style if the manager mak es the right decisions. This management style has a number of disadvantages, however.Since ideas come from only one person, this system does not promote the emergence of new and innovative ideas. Due to limited autonomy for subordinates and little ownership of decisions, there is no room for employee buy-in. Because of this, autocratic management can easily drive away employees.There is also little room for employees to learn and develop.Since there is no feedback, opportunities for improvements are not easily spotted, and the management’s ideas might continue being implemented even when they are not the most appropriate. Autocratic management is not very effective in the long term, and should only be used in times of crisis.Authoritative Management StyleThis is a visionary style of management that is perceived to be a great option in many situations. With this style of management, the role of the manager is to set a vision for the team and provide them with a roadmap on how to ac hieve the vision.Once the vision is clear to the team, the manager then takes a hands-off approach, allowing the employees to work on their own to achieve the vision. The manager does not micromanage employees. They are given the autonomy to make their own decisions as long as they are in line with the vision.The manager only steps in from time to time to give some input and ensure that all efforts are geared towards the vision. To control employees, the manager uses persuasion and feedback on job performance.Since employees are given autonomy over their work, there is a sense of freedom that allows employees to strategize and come up with new, innovative ways of doing things. Provision of feedback allows employees to be constantly aware of their performance and makes it easier for them to learn.This management style also ensures that there is a clear goal that the team is working towards. Since employees’ performance is recognized and praised, it creates a sense of pride and high self-esteem among employees.Unfortunately, since it is pretty hands-off, this management style can lead to some employees becoming complacent. It is also not a good option when employees are undertrained or new to the job, since they might need some guidance.Affiliative Management StyleWith this style of management, the manager places more focus on the employees than the tasks that need to be completed. The main objective of such a manager is to avoid conflicts at the workplace and ensure that there are good personal and professional relationships, both among the employees and between employees and management. The manager wants everyone to be happy so that they can focus on their work without any interferences caused by bad blood.Since the focus is on the employees rather than the tasks, this style of management is very flexible and can be used simultaneously with other management styles. In addition, employees are not subjected to a lot of pressure, and there is a high sense of se lf-esteem and self-worth. Unfortunately, the lack of focus on performance can lead to complacency, mediocrity and non-performance. Performance oriented employees might also become demotivated.This style of management is best suited for situations where a sense of camaraderie is required, or situations where tasks are routine and there is no need for high levels of performance. Affiliative style of management is not very useful in times of crisis or in situations where high levels of performance are required.Participative Management StyleAlso referred to as democratic management style, this is a management style where subordinates are given the chance to participate in decision making. Just like in a political democracy, majority of decisions are made through consensus.The manager gives every employee the chance to voice their opinions and allows employees to vote for the best decisions. Due to its participative nature, this style of management creates harmony and cohesion among empl oyees and encourages cooperation. It also boosts team morale and creates a sense of self-worth among employees, since they know that their opinions are important. This style of management also takes the burden of decision making from the shoulders of the manager.Participative style of management can however be slow and inefficient at times, since the opinions of multiple people have to be shared and considered. It also requires close supervision from the manager. This style of management is best suited for situations where creative and innovative ways of doing things are needed, or situations where there is no clear way forward.It also requires subordinates who are experienced in their work, since they can give constructive inputs. Due to its slow speed, this management style should be avoided in times of crisis.Pacesetting Management StyleLike the name suggests, this style of management requires the manager to set the pace and standard at which tasks should be done. The manager use s himself as an example, showing subordinates how things should be done before handing them over to the subordinates.By using themselves as examples, they set a high standard of excellence for the team to follow. This also motivates employees to give their best in their assignments since they want to prove that they are up to the task. In case employees cannot match up to the standard, the task gets reassigned to another employee who is better suited to handling it.While it is a good management task where the employees are qualified and competent, it can put too much pressure on new employees or become too exhausting where the pace is too fast. Because of this, this management style is best suited for situations where the employees are highly motivated and highly skilled. The manager also needs to be an expert in that area. It should be avoided if employees need guidance and coaching in order to perform effectively in their roles.Coaching Management StyleWith this style of managemen t, the manager is invested in the long term professional development of his subordinates and therefore provides a lot of coaching and mentoring. The manager continually encourages employees to develop their strengths and work on their weaknesses, and provides them with opportunities for growth and development. For this to happen, the manager needs to be an expert in their field, else it might not be possible for them to coach and mentor subordinates.Due to the mentor-trainee bond, this style of management creates a strong relationship between employees and the management and has low turnover. It also leads to improved performance since employees are constantly learning.This style of management is great for new employees and situations where employees are highly motivated and have a strong desire for professional development. It should be avoided in times of crisis and in situations where the manager does not have enough experience and expertise in the field.The above are the 6 most common styles of management that you can allude to when describing what good management means to you. When defining good management, don’t simply state a management style and leave it at that. Instead, you should describe the management style and explain why you think it is a good management style. It is always good to have researched the company before the interview, since this makes it easier for you to align your definition of good management with what the company’s needs.You should also keep in mind that there is no right or wrong style of management. Different styles work best for different situations. The best thing is to be flexible and incorporate different aspects of different management styles. This shows that you have no trouble adapting your management style to the situation at hand. Below is an example of how to define good management to the interviewing panel.“For me, being a good manager is about making it very clear to the team what goals we are working towards and then leaving them to work independently, without the need to constantly micromanage them. At the same time, a good manager should step in from time to time to check the progress of the team and provide any necessary feedback to ensure the team remains on course. A good manager should also give everyone the chance to provide their input and make sure everyone gets heard. These are the main things I try to adhere to as a manager.”This answer does not directly mention any of the common management styles, yet it makes it clear to the interviewers that you use authoritative and participative methods in your management style.STEP TWO: SHOWCASE YOUR UNIQUE ATTRIBUTESYou have already defined good management and shared a story that highlights how you incorporate the traits of good management into your style. Great! But if you want to really set yourself apart, impress the hiring manager and increase your chances of getting hired, you need to go a step further and show what makes you a great manager. Mention an additional leadership skill that makes you an even better manager.Doing this is easy. You simply need to mention another attribute that you left out while defining what makes a good manager. For instance, since you had mentioned that being a good manager is about giving subordinates the autonomy to work on their own, checking their progress and giving feedback, and ensuring that everyone’s opinion gets heard, you can mention that on top of these three things, you also take the time to train, guide and coach your subordinates where necessary.Interviews are highly competitive, and adding such a unique trait gives you an edge over other candidates. Of course, don’t mention a trait just for the sake of it. You should make sure that you possess the mentioned unique trait and should be ready to back it up if necessary. Below is an example of how to showcase your unique attributes.“What makes me unique is that on top of giving my subordinates the autonomy t o work on their own, regularly checking their progress and giving my feedback, and ensuring that everyone’s opinion gets heard, I also go out of my way to ensure that everyone does their job to the best of their ability. If I realize that one of my team members is having trouble with something, I guide and coach them to ensure that they are well versed with what they need to do and that they won’t have experience further trouble in case they need to do the same thing again.”STEP THREE: SHARE A STORY TO ILLUSTRATE YOUR MANAGEMENT STYLEAt the start of this article, I mentioned that the question “what is your management style?” is a behavioral question. Since behavioral questions try to determine what you would do in a certain situation, they are best answered by providing an example of a time when you actually handled such a situation. This applies to our question about management styles as well.Having defined what you consider to be the attributes of a good manager, and the attribute that makes you unique, you now need to share a story from your past that highlights how you incorporate those attributes in your management style. You don’t need to share a very long story.A simple story that showcases your management style will do. By sharing a personal, real-life story, you show that the attributes you mentioned are not mere ideals that you came up with from nowhere. The story acts as evidence that you actually apply these attributes when you are given a managerial or supervisory role. Below is an example of how to share a story highlighting your management style:“I remember this one time at my previous position when our team was supposed to get started on a project for a new client we had just signed up. Our team leader was supposed to give us a brief of the project, but unfortunately, her young son was admitted to hospital, and she could not make it to work for a week. The new project was supposed to be done in two weeks’ time. Knowing the impor tance of the project, I knew we couldn’t afford to wait for her to get back, so I stepped up as the acting team leader. After coordinating with our team leader to understand the scope of the project, I shared the requirements of the project with my teammates and made sure everyone understood what needed to be done. I had each member choose the task they wanted to work on, and assigned myself a task as well. On top of that, I checked in with each member of the team over the course of the week to ensure that everything was running smoothly. I also took the time to guide members of the team who were having some trouble with their assigned tasks. By the time our team leader got back, the project was nearing completion. We completed the project successfully and on time, without any hiccups.”WRAPPING UPBeing asked to discuss your management can catch you off guard and throw you into a panic, and therefore, it’s good to prepare for this question, even if you are not interviewing for a management position. The good thing is that there is no need to panic.With the three steps described in this article, you can confidently come up with a great answer to the question, impress the interviewers and snag the job of your dreams. Simply define what good management means to you, add a unique spin to set yourself apart and show why you are a great manager and then share a personal story about a situation where you displayed the qualities you just described. That’s it!Don’t let this question faze you again. Step out there and confidently showcase your leadership skills.

Agriculture Is The Major Components Affected By Climate...

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Rice pollination is especially sensitive to temperature change and warmer temperatures have been found to lead to increasing sterility. Farmers can take measures of adaptation to counteract this difficulty. As the cultivating season lengthens, farmers should transplant their crops later, to ensure their crops do not reach maturity during the hottest time of year to avoid damaged crops. Japan should seek cooperation with other Pacific island nations to efficiently develop a strategy to deal with the rice crisis. Another major component affected by climate change is the FishShow MoreRelatedHonda Motorbike Vietnam Marketing Strategy8077 Words   |  33 Pagesinfluence some of them. For example, a company cannot control population trends, economic conditions or laws once passed, but it can have some influence on political process, technological developments, and competitive situations. There are four major elements in marketing environment. 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What Are The Major Causes Of Conflict And The Workplace...

What are the major causes of conflict in the workplace? Is conflict always negative? Explain your position. What are some effective ways of preventing destructive conflict in the workplace? When you are trying to negotiate a workplace conflict through to a win-win solution, what steps do you follow? What pitfalls do you need to avoid? Explain. The workplace is an environment that can be a source of conflict. In the workplace environment it is important to realize the causes of conflicts, effective ways to prevent destructive conflicts and different problem solving techniques for conflicts. A conflict is when a person is or is about to cause harm or damage to something else another person cares about (Lamberton Minor, 2014). Additionally, conflict can be viewed in a constructive or destructive manner (Lamberton Minor, 2014). Conflict are a common part of the workplace environment (Oore, Leiter, LaBlanc, 2015). 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What Are The Major Causes Of Conflict And The Workplace...

What are the major causes of conflict in the workplace? Is conflict always negative? Explain your position. What are some effective ways of preventing destructive conflict in the workplace? When you are trying to negotiate a workplace conflict through to a win-win solution, what steps do you follow? What pitfalls do you need to avoid? Explain. The workplace is an environment that can be a source of conflict. In the workplace environment it is important to realize the causes of conflicts, effective ways to prevent destructive conflicts and different problem solving techniques for conflicts. A conflict is when a person is or is about to cause harm or damage to something else another person cares about (Lamberton Minor, 2014). Additionally, conflict can be viewed in a constructive or destructive manner (Lamberton Minor, 2014). Conflict are a common part of the workplace environment (Oore, Leiter, LaBlanc, 2015). There are four major sources of conflict; content, values, negotiation-of-selves and institutionalized (Lamberton Minor, 2014). Context conflict are related to a disagreement on content or the correct actions associated with ideas (Lamberton Minor, 2014). Were as values conflicts relate to a disagreement on beliefs or values (Lamberton Minor, 2014). The third type of conflict, negotiation of selves, relations to a person’s self-definition, self-worth and inner conflicts (Lamberton Minor, 2014). The final type of conflict, institutionalizedShow MoreRelatedMotivational Theories and Factors844 Words   |  4 PagesOrganizational Psychology Dr. John Moore August 30, 2010 Stress and conflict in the workplace can cause major emotional and physical damage to the facility and workers. In the past, there have been reports of tragedies caused by disgruntled workers who may have clocked in with a gun in hand. 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It wouldn’tRead MoreWorkplace Challenges1570 Words   |  7 PagesSECTION C: WORKPLACE CHALLENGES 1 Workplace Challenges: A Review of Current Stressors, Anger Management, and the Developement of Coping Techniques Dwayne Adams Metropolitan Community College This paper was prepared for HMRL 1010 5B Human Relationship Skills Spring 2012-13 FORT OMAHA Campus Instructor, Melinda J. Classen, MRead MoreHuman Resources And Human Resource Practices1695 Words   |  7 Pagesthey are easy to overcome. The major issue that companies have to face when it comes to human resources is a double edged sword. It is both a blessing and a hindrance at times. This issue is how to handle the ever changing diversity within the organization. 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Finally, the third type of conflict is task-related conflictRead MoreConflict Resolution Of The Workplace1585 Words   |  7 Pages Conflict Resolution Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimateRead MoreDifference Between Management And Leadership1738 Words   |  7 Pageslead by example, working well within a team providing direction, implementing plans, motivating and supporting staff on a daily basis. 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Conflict at anytime is inevitable in the workplace setting’ working on a Military installation as a dental clinic manager may also have tribulations with conflict. Conflict can arise between co-workers, supervisors and subordinates, employees and customers, and/or suppliers and regulatory agencies. How, the manager handles conflict with a spouse can be completely

What Are The Major Causes Of Conflict And The Workplace...

What are the major causes of conflict in the workplace? Is conflict always negative? Explain your position. What are some effective ways of preventing destructive conflict in the workplace? When you are trying to negotiate a workplace conflict through to a win-win solution, what steps do you follow? What pitfalls do you need to avoid? Explain. The workplace is an environment that can be a source of conflict. In the workplace environment it is important to realize the causes of conflicts, effective ways to prevent destructive conflicts and different problem solving techniques for conflicts. A conflict is when a person is or is about to cause harm or damage to something else another person cares about (Lamberton Minor, 2014). Additionally, conflict can be viewed in a constructive or destructive manner (Lamberton Minor, 2014). Conflict are a common part of the workplace environment (Oore, Leiter, LaBlanc, 2015). There are four major sources of conflict; content, values, negotiation-of-selves and institutionalized (Lamberton Minor, 2014). Context conflict are related to a disagreement on content or the correct actions associated with ideas (Lamberton Minor, 2014). Were as values conflicts relate to a disagreement on beliefs or values (Lamberton Minor, 2014). The third type of conflict, negotiation of selves, relations to a person’s self-definition, self-worth and inner conflicts (Lamberton Minor, 2014). The final type of conflict, institutionalizedShow MoreRelatedMotivational Theories and Factors844 Words   |  4 PagesOrganizational Psychology Dr. John Moore August 30, 2010 Stress and conflict in the workplace can cause major emotional and physical damage to the facility and workers. In the past, there have been reports of tragedies caused by disgruntled workers who may have clocked in with a gun in hand. We are going to look into ‘three motivational theories including the relationship of stress and conflict in relation to individual motivations.’ Many factors can motivate employees whileRead MoreConflict Is An Inevitable Part Of Life Essay948 Words   |  4 PagesConflict in our personal relationships and in the workplace is a very common part of our daily lives. Interpersonal conflict exists when there is expressed tension between people who are interdependent, perceive they have incompatible goals, and feel a need to resolve those differences (Wilmot Hocker, 2006). Conflict is shown through disagreements, struggles, and hostility. Conflict also arises when people have disagreements about their future goals, decisions, or how they perceive things. It wouldn’tRead MoreWorkplace Challenges1570 Words   |  7 PagesSECTION C: WORKPLACE CHALLENGES 1 Workplace Challenges: A Review of Current Stressors, Anger Management, and the Developement of Coping Techniques Dwayne Adams Metropolitan Community College This paper was prepared for HMRL 1010 5B Human Relationship Skills Spring 2012-13 FORT OMAHA Campus Instructor, Melinda J. Classen, MRead MoreHuman Resources And Human Resource Practices1695 Words   |  7 Pagesthey are easy to overcome. The major issue that companies have to face when it comes to human resources is a double edged sword. It is both a blessing and a hindrance at times. This issue is how to handle the ever changing diversity within the organization. In order to be a successful human resource department of an organization that treats their diverse workforce in a fair and equal manner, one must first understand how the workforce demographics are changing, what problems may arise due to theseRead MoreConflict Between Team Performance And Task Related Conflict1528 Words   |  7 PagesConflict forms According to Kurtzberg Mueller (2005), there are three main types of conflicts. The first type of conflict they describe is process related conflict that is based on the work procedures, how well work performance is and the obligations, roles, and responsibilities of teams. The second form of conflict is relationship-based conflict in which relationships and interaction play a major part between team members and individuals. Finally, the third type of conflict is task-related conflictRead MoreConflict Resolution Of The Workplace1585 Words   |  7 Pages Conflict Resolution Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimateRead MoreDifference Between Management And Leadership1738 Words   |  7 Pageslead by example, working well within a team providing direction, implementing plans, motivating and supporting staff on a daily basis. Led by Kurt Lewin in 1939, a group of researchers carried out research and identified three major styles of leadership styles, Autocratic leaders was one of these three styles. An autocratic leader likes full control over a group and decisions, having very little or no input from the team. Once making the decisions they will impose this onto theRead MoreThe Effects Of Culture On Diversity Management Essay1393 Words   |  6 Pagesopportunities and challenges for organizations and many organizations are trying to understand how the virtual environment affects team effectiveness. Cultural diversity has a positive influence on decision†making and a negative influence on communication. ICT mitigated the negative impact on intercultural communication and supported the positive impact on decision making. Effective technologies for intercultural communication included e†mail, teleconferencing combined with e†Meetings, and team roomsRead MoreInterperso nal Conflict At Workplace Is Limited1480 Words   |  6 Pagesworks with these groups of individuals, he or she may experience an interpersonal conflict with any of them. However, it is more likely for the nurse to experience conflicts with other healthcare workers. When the nurse experiences an interpersonal conflict with other members of the healthcare team, tension rises in the workplace, causing stress to all other workers even if they are not directly involved in the conflict. According to Higginbottom, â€Å"Employees suffering from high stress levels have lowerRead MoreManager s Perspective For Resolving Conflicts2328 Words   |  10 Pagesperspective for resolving conflicts. (Dental Clinic) Purpose: To Educate Managers of a Dental Clinic on how to handle conflict in the workplace. Conflict at anytime is inevitable in the workplace setting’ working on a Military installation as a dental clinic manager may also have tribulations with conflict. Conflict can arise between co-workers, supervisors and subordinates, employees and customers, and/or suppliers and regulatory agencies. How, the manager handles conflict with a spouse can be completely

Laboratory Report †Recovery of Grip Strength Following Cold Water Immersion Free Essays

Abstract The research here has looked at the impact that cold water immersion has on the physical performance of athletes and the way in which this immersion can impact on fatigue. The results showed that cold water immersion has a direct impact on the level of fatigue with those that have used cold water immersion will show less fatigue and will perceive themselves to be using less energy in achieving the same grip. Introduction The purpose of this practical experiment is to look in more detail at the use of cold immersion as a means of dealing with a variety of problems such as pain and trauma. We will write a custom essay sample on Laboratory Report – Recovery of Grip Strength Following Cold Water Immersion or any similar topic only for you Order Now The aim of this research is to look at how cold immersion can be used as part of the treatment of athletes (Bell, et al 1987). Issues associated with cold immersion have many potential applications both in terms of dealing with injuries, rehabilitation as well as encouraging recovery from exertion in a relatively quick manner. The background literature will be drawn upon in relation to this issue, in order to focus on the precise information that is expected to be gleaned from the chosen laboratory report. However, it is important to note, at this early stage, that the main aim of the experiment undertaken here is to focus is on looking at the recovery of grip strength when an individual has their hands immersed in cold water. The subjects involved were not those with injuries and therefore the primary focus is on the impact that cold water immersion has on the grip of an individual where there is no injury present; the principle, however, could potentially have a broader application in the context of recovery following exertion, or where there is an injury present (Halvorson, 1990). Sports related injuries have increased, in recent years, as more people are participating in recreational sports as well as an increase in opportunities to enjoy sports on a more competitive basis. With this in mind, the possible treatment of injuries or indeed the prevention of injuries is of increasing concern, not only to those who participate in sporting activities, but also to the National Health Service itself which is allocating an increasing amount of resources to treating those with sporting injuries which could have potentially been prevented or at least treated more immediately, without the requirement for medical intervention. The treatment of cold water immersion is therefore seen as particularly relevant to this discussion, as it is a self-help treatment which could be undertaken by any individual, without the need for medical intervention. Furthermore, where there are particular signs of success in using this treatment, it may be possible for injury to either be prevented, or the impact of these injuries diminished, to such an extent that savings are made within the Health Service. The experiment here looked at whether or not there is an effect on muscle fatigue, as well as considering the subjective impression that the individuals had over their fatigue, with the individuals undertaking handgrip contractions with cold immersion happening in between effective exercises (Johnson et al 1990). Not only is the actual physical level of the grip looked at as part of the experiment, but also the perceptions of the individuals, as this is also thought to be an important aspect of treating sports’ injuries. By looking at the perceptions that an individual has about their own strength and ability to maintain a strong handgrip, as well as measuring the physical level of strength they are displaying, any discrepancies can be identified. This, again, presents a potential argument that individuals who have been treated in a certain way will perceive themselves to be in a better place, or more able to undertake sporting activity, even when it may not necessarily be reflected in their physical status. In order to gain the relevant information from the experiment being undertaken here, it is first necessary to look at previous literature in the area of cold water immersion, with reference to both recovery time and recovery from injury. Much of the previous research which has focussed on sports rehabilitation has considered the success of various different sports rehabilitation programmes in relation to one particular area of injury, such as tendonitis related injuries. Moreover, when focusing on the ability of an individual to recover from such a sports injury, the literature typically takes a broader view than simply looking at one technique such as cold water immersion. For example, in the paper undertaken by Levy et al., in 2009, the focus is placed on five areas that would be relevant to recovery from a sports injury, namely confidence, coping, social support, motivation and pain, indicating that an individual’s ability to recover from a sports injury or to fend off fati gue would depend as much on surrounding factors and emotional issues, as it does on physical treatment (Levy, et al 2009). In this context and applying this to the current research, it would be expected that looking at the perceived level of exertion being displayed by the subjects would offer information as to whether or not the general emotional strength of the individual has a bearing on the level of fatigue experienced and the reaction to cold water treatment (Halvorson, 1990). Distinctions have been found in previous literature in this area in relation to the way in which professional athletes or those with a particular affiliation with a sport will undergo a recovery period, in comparison to individuals who simply participate in sports activities, from a recreational perspective. This would suggest that those primarily involved in rehabilitation from a recreational point of view will be focused more on the reduction of pain, rather than from the standpoint of enhancing performance. Bearing this in mind, it could be argued that the reaction to cold water immersion may well vary, depending on the underlying goals of those involved. For example, a professional athlete may be more motivated to ensure consistently strong athletic performances and will therefore be less likely to experience fatigue, whereas those who are more recreational in their attitude may be less likely to push themselves in terms of the level of exertion that they display. Methods All specific procedures were followed according to the Coventry University laboratory manual. The experiment involved 20 maximal handgrip contractions with a rest period of 20 seconds between each exercise, followed by 2 minutes of the hand being submerged in water which was either 5 ° or 20 ° temperature; then a further 20 maximal hand grips were used. A 20 minute rest period was then had while another group would undertake their exercise, before completing the exercise all over again. Throughout this process, the force being generated with each contraction was recorded, in order to gain an understanding as to whether the immersion treatment would improve the situation, or not. All of this is done without physical intervention from the tester at any point. By undertaking twenty separate periods of exertion and taking the average of each individual participant, it will be possible to gain an understanding of general trends associated with cold water immersion and the impact that this type of treatment can have on the regular activities undertaken by the individuals. Using both water immersion at 5 ° and 20 ° will also enable a meaningful comparison between cold water immersion and warm water immersion. Indeed, it could potentially be argued that any form of treatment may have an impact on the perceptions of the individual patient. In this case, averages were taken in order to allow for a meaningful analysis to be completed; however, it may be necessary to look at any instances of individuals who show unusual results, so as not to have the effect of skewing the overall results. It is also noted that a different set of individuals needed to studied, in the context of the impact of immersion in both cold and warm water and again this may have an impact on the results. Although both sets of individuals were subjected to the same test conditions and were asked to perform the test, both prior to and after exertion, so that the differential could be compared i n a meaningful manner, this may be particularly relevant when it comes to the rate of perceived exertion, as perceptions are clearly more of an individual factor that will vary from person to person. RPE (Rating of Perceived Exertion) was also recorded to identify any difference between actual and perceived levels of fatigue). RPE was obtained for each individual, both before and after immersion in cold or warm water, depending on the individual being questioned. This was done as an overall figure, rather than after every individual immersion, as there were concerns that if the individual was asked several times about their perceived level of exertion, they would begin to answer without careful thought and simply respond based on their previous response, rather than as a meaningful assessment of the level of exertion displayed. Results The results of the experiments are discussed here with graphical and quantitative representation included in the appendix. A total of 16 individuals (in 2 groups of 8) were used as part of the experiment involving both warm and cold water, with the level of exertion recorded throughout. When looking at the average level of exertion across all 20 grips and eight individuals (in total 160 results), the average before being immersed in warm water was not significantly higher than the average after being immersed in warm water, with a difference of just 0 .12; interestingly, the perceived level of exertion actually increased by a not particularly substantial 0.6. When looking at the level of force being displayed by the eight individuals who immersed their hands in warm water, prior to the immersion, it could be seen that there was a relatively wide variance even among the subjects themselves, with one person showing an average force of 23.5 and another showing an average force of 50.05. However, when looking, in more detail, at the individual 20 different tests taken by these individuals, there was a relatively high level of consistency across each of the 20 grip tests. For example, the subject who showed the low average of 23.5 displayed the highest force of 27 and the lowest of 20, showing that the average of 23.5 was in fact a fair reflection of their own grip, albeit substantially less powerful than the other subjects in the experiment. In contrast, the position in relation to those who had immersed their hands in cold water showed an increase in the level of the average force which increased by 1.7. There was also a trend in the perceived level of exertion, indicating that those individuals who had been immersed in cold water and who had a higher level of force after the immersion did not actually perceive themselves to be working any harder a statement which is supported by the earlier research undertaken by Tomlin and Wenger in 2001. This suggests that the immersion in cold water showed more consistent results when it came to the perception of exertion being used, with the subjects on average showing no fatigue. Despite this, only one of the subjects stated that they found no difference in the level of exertion between before and after immersion, with all other subjects showing either a slight increase or a decrease. On average, however, when looking at all of the subjects, there was no difference in the overall level of perceived exertion. As was the case with those subjected to warm water immersion, all subjects showed generally a higher level of force, with one of the individuals showing an average force of 48.1, prior to immersion, and another showing 24.55, prior to immersion. This indicates that there were substantial variations amongst the subjects and, as such, taking averages was perceived as being the most appropriate method when looking at the overall impact of immersion, without having to take account of individual strengths and weaknesses. Discussion The results produced during this laboratory experiment indicate that the use of cold water immersion can decrease the level of perceived effort, to such an extent that greater strength can then be displayed by individuals when completing a handgrip (Halvorson, 1990). This is despite the fact that the individuals undertaking the experiment did not perceive themselves to be using greater exertion, after their hands had been immersed in cold water. It also became readily apparent that immersion in cold water had an impact on the level of fatigue experienced and the ability of the subjects to recover from exertion. Despite the fact that the respondents said that they, on average, experienced no difference in the level of perceived exertion, there was a clear indication that they were able to display more force after immersion in cold water than they were beforehand which supports the findings of Sanders in 1996. Similar results were not shown in the case of warm water immersion and very little change was experienced in the actual level of exertion, and the perceived level of exertion actually increased. Applying this to the background literature and understanding, it could be seen that the main result ascertained from this laboratory experiment is that cold water immersion decreases the â€Å"normal† levels of fatigue and allows for quicker recovery, post exercise (Johnson et al 1979). These results suggest that there is merit in the argument that the use of cold water immersion can improve athletic performance, as individuals are able to show greater strength and force, without increasing their level of perceived exertion. With this in mind, it is suggested that cold water immersion be explored, in greater detail, as a means of improving athletic performance. It is also suggested from these results that cold water immersion could have broader applications for the treatment of injury or pain, although the experiment here is focussed on the level of strength and impact on fatigue. Applying these findings, alongside the background understanding, allows this report to suggest that cold water immersion could be used as a means of treating sports injuries, or those suffering from muscle fatigue following sporting activity. As cold water immersion would ultimately allow an individual to recover from exertion at a quicker rate, it would then be possible to argue that the same physical benefits could be obtained during the use of the cold water immersion when dealing with the recovery from injury or, indeed, the prevention of injury, by reducing the level of fatigue experienced. Conclusions The laboratory experiment undertaken during this research looked specifically at the impact that water immersion has on an individual’s ability to grip forcefully, by looking at a set of individuals who immersed their hands in warm and in cold water. Through comparing the level of force that they were able to display, it was possible to ascertain whether or not any trends are emerging in terms of the level of fatigue experienced and how cold water immersion would have an impact on this. It was found that those who had immersed their hands in cold water experienced less fatigue in their grip and, importantly, their own perception of exertion being exercised, thus indicating that it is not only the actual level of grip that increases, but also the fact that they perceived that their level of exertion had not changed during the test. It was concluded, therefore, that the use of cold water immersion can not only offer solutions for those experiencing fatigue, but also for those looking to increase the sustainability of athletic performance, over a longer period of time. The results of this experiment also need to be considered in the context of the literature presented previously, which suggests that the level of recovery and reaction to fatigue may depend on the motivations of the individuals involved, with professional athletes being more likely to react positively to such activities. References (other research looking at this issue is detailed below): Bell, A.T., Horton, P.G., 1987. The uses and abuse of hydrotherapy in athletics: a review. Athletic Training 22 (2), 115–119. Byerly, P. N., Worrell, T., Gahimer, J., Domholdt, E. (1994). Rehabilitation compliance in anathletic training environment. Journal of Athletic Training, 29, 352-355. Halvorson, G.A., 1990. Therapeutic heat and cold for athletic injuries. Physician and Sportsmedicine 18 (5), 87–92 Johnson, D.J., Moore, S., Moore, J., Olive, R.A., 1979. Effect of cold submersion on intramuscular temperature of the gastrocnemius muscle. Physical Therapy 59, 1238–1242 Levy, A., Polman, R, Nicholls, A and Marchant, D (2009) Sports Injury Rehabilitation Adherence: Perspectives of Recreational Athletes. ISSP 7: 212:229 Sanders, J. (1996). Effect of contrast-temperature immersion on recovery from short-duration intense exercise, Unpublished thesis, Bachelor of applied Science, University of Canberra Tomlin, D.L., Wenger, H.A., 2001. The relationship between aerobic ?tness and recovery from high intensity intermittent exercise. Sports Medicine 31 (1), 1–11 How to cite Laboratory Report – Recovery of Grip Strength Following Cold Water Immersion, Essay examples

Short Story Sonny Blues free essay sample

It kept melting, sending trickles of ice water all up and down my veins, but it never got less. † (Baldwin 600) This is not the only time that the ice presents itself. It reappears when the narrator meets one of Sonny’s friends who is also a drug addict, and again later when Sonny is over for dinner with the narrator’s family. The ice that appears whenever the narrator feels an uncomfortable or painful situation represents how the narrator is incapable of dealing with his own emotions well. The ice also allows the reader to empathize with how the narrator feels about how his brother is leading his life. Another symbol Baldwin uses throughout Sonny’s Blues is light and darkness. Throughout the story there is a contrast of light and darkness. For example, in the first paragraph of the story, Sonny’s Blues Baldwin writes, â€Å"I stared at it in the swinging lights of the subway car, and in the faces and bodies of the people, and in my own face, trapped in the darkness which roared outside. We will write a custom essay sample on Short Story Sonny Blues or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page † (Baldwin 599) This contrasts the lightness and the darkness. It demonstrates the contrast between his own suffering and the world around him and the suffering of the world. Another example of lightness and darkness Baldwin uses in the short story is when the narrator’s mother is recalling the story of the narrator’s father and his brother she says â€Å"there was a moon that night, it was bright like day. † (Baldwin 607) This is when the narrator’s father and his brother are having a good time and walking home. This brightness of the moon is used to represent the light, which represents all the hope and good things in life. The narrator’s mother later recalls, â€Å"he says he never in his life seen anything as dark as that road after the lights of that car had gone away. (Baldwin 608) Referring to after the narrator’s father’s brother had been hit and killed. The color of the men’s skin also represents the contrast between light and darkness. The men that killed the narrator’s father’s brother were all white and the other two men were dark skinned. This is also an example of the con trasting of light and dark. This shows how the difference of something in the same situation can both have two different results. Meaning that both the light men and the dark men were drunk. They were each also having fun. The situations were both similar, but the end results of each situation were very different. One of the dark men lost their life to the light men. The darkness is used to represent the tormenting and dark moments in the characters lives. The darkness however is always stabilized with lightness. Just like the dark road was stabilized with the lightness of the car lights. This light is used to signify safety and comfort, while the darkness represents the turmoil also looking to destroy that safety and comfort. Another way Baldwin symbolizes the overall theme of suffering is through the character’s facial expressions and interactions. Baldwin writes â€Å"And I watched her face as she laughingly responded to something someone said to her, still keeping time to the music. When she smiled one saw the little girl, one sensed the doomed, still struggling women beneath the battered face of the semi-whore. † (Baldwin 602) This shows that even under her â€Å"battered face† there was still a glimpse of when she was young. The narrator can see her as a young innocent little girl. This shows the reader that there is hope even in suffering. Baldwin is also trying to get his point across that even though one may suffer, the suffering will not change the past and whom you are or have become. Another example of how Baldwin incorporates the facial expressions of his characters to help promote the overall theme of suffering is when the narrator is on the subway in the first few sentences of the short story. He writes, â€Å"I stared at it in the swinging lights of the subway car, and in the faces of the bodies of the people, and in my own face, trapped in the darkness. † (Baldwin 600) This illustrates that not only does the narrator feel and see suffering inside himself and his own face, but he also sees it inside the faces of others and the surroundings around him. This also proves that the overall effect of suffering is visible to one who is suffering themselves, like that of the narrators. Baldwin also promotes the theme of Sonny’s Blues by using the presence of music. The entire short story is loaded with occasions of music. The overall title of the story even contains music. â€Å"Sonny’s Blues†, promotes the tone and theme of suffering throughout the entire story. It provides the reader with information that there will be suffering in the story. Giving them an idea of what is to come before even being read. Another example of music is Sonny’s growing love for playing the piano. The narrator states â€Å"†¦Sonny was so serious about his music and how, as soon as he came in from school, †¦he went straight to that piano and stayed there until suppertime. †, â€Å"He was at the piano all day Saturday and all day Sunday. † (Baldwin 612) This tells the reader of Sonny’s love for music. It illustrates how the music is Sonny’s safety and allows him to not suffer. When Baldwin makes it clear to the reader that Isabel and her mother grow tired of the music, â€Å"it wasn’t like living with a person at all, it was like living with sound. And the sound didn’t make any sense to her, didn’t make any sense to any of them – naturally. (Baldwin 612) This proves that music can both heal suffering but also create it. The music for Sonny was a safety. To Sonny the music made him feel at ease and helped to subside his suffering. It wasn’t until after Sonny stopped playing the piano and his records that he began to truly feel the power of his suffering. Although the music was a medicine to Sonny’s suffering, it was the cause of suffering for Isabel and her mother. This suffering caused Isabel’s mother to snap and yell at Sonny. This caused Sonny to stop playing the piano and thus the true suffering began. Another example of suffering and music is when the narrator witnesses the meeting on the corner. He watches the battered people play their music and notices their suffering. He says, â€Å"As the singing filled the air the watching, listening faces underwent a change, the eyes focusing on something within; the music seemed to soothe a poison out of them; and time seemed, nearly, to fall away from the sullen, belligerent, battered faces, as though they were fleeing back to their first condition, while dreaming of their last. † (Baldwin 615) Showing again how music can be a safety and a rescuer to not only Sonny but others as well. By the narrator stating this it shows that it is noticeable of the change in expression music brings as it lessens the sufferings of those who play. â€Å"Sonny’s fingers filled the air with life, his life. † (Baldwin 620) Near the end of Baldwin’s story Sonny plays his music once again. To most, the music Sonny plays is merely for entertainment. But to some it is a story, Sonny’s story. As Sonny plays, the narrator notices the things his brother has been through and felt. While Sonny plays the narrator notices both his brother’s suffering as well as his own.

Mind Your -eds

Mind Your -eds Mind Your -eds Mind Your -eds By Maeve Maddox The English verb ending -ed is a curious construction. Although always spelled -ed, it has three different pronunciations. Two of them can lead to misspellings: /ed/ as in faded /d/ as in turned /t/ as in wrecked The suffix -ed is the sign of the past tense. That is, most English verbs form their past tenses by adding -ed. For example, walk/walked, love/loved, sneeze/sneezed. The same ending marks the simple past tense and the perfect: Yesterday I walked. I have walked for hours. In earlier periods, English verbs presented more variety in the way they formed the simple past and the past participle. A few of the older forms survive in what the grammar books call irregular verbs. These verbs do not form their past tenses by adding -ed: sing sang (have) sung give gave (have) given write wrote (have) written These irregular verbs are sometimes called strong verbs. Once very numerous in English, only a few survivefewer than 70. Many of them, like help, became ed verbs long ago so we no longer say holp or holpen. Some of the survivors, like wake and dive, are in the process of changing and the old and new forms are both in use: He woke the baby. or He waked the baby. He dove from the top board. or He dived into the pool. One changing form that makes me sad is slayed for slew. The characters on Buffy the Vampire Slayer made the -ed form current. My view is that slay is an old-fashioned word that deserves old-fashioned past forms. If I ever slay a vampire, I will say that I have slain it, and I want the reporters to say that I slew it. And speaking of old-fashioned, dont commit the error of leaving off the -ed when it is called for. Dont write old-fashion girl for old-fashioned girl, or I was suppose to go home early for I was supposed to go home early. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:The Possessive ApostropheTrooper or Trouper?

Qué es affidavit of support y obligaciones al firmar

Quà © es affidavit of support y obligaciones al firmar En Estados Unidos, la firma del affidavit of support es uno los requisitos que se piden para que un ciudadano o un residente pueda reclamar con à ©xito la tarjeta de residencia permanente para un familiar. Este documento del affidavit of support tambià ©n se conoce entre los migrantes como declaracià ³n jurada de sostenimiento, mantenimiento o solvencia econà ³mica. Puntos clave: affidavit of support o declaracià ³n de sostenimiento econà ³mico Los ciudadanos o residentes permanentes que piden la tarjeta de residencia para un familiar deben firmar un affidavit of support o declaracià ³n de sostenimiento econà ³mico.Es un contrato que garantiza al gobierno de EE.UU. que el migrante patrocinado no se va a convertir en carga pà ºblica. Esta obligacià ³n est vigente durante aà ±os.El monto de ingresos y/o patrimonio mà ­nimo para firmar el affidavit of support depende del estado en el que reside la persona que presenta la peticià ³n, del nà ºmero de miembros de la familia y de si el solicitante es militar.Si no se tienen ingresos o patrimonio suficiente se puede solicitar la ayuda de un co-patrocinador.  ¿Quà © es el affidavit of support o declaracià ³n de solvencia econà ³mica? Es un documento que las leyes migratorias de EE.UU. exigen que firme el solicitante de una tarjeta de residencia permanente para un familiar. Si no se firma, la peticià ³n de la green card ser negada. El affidavit of support sirve para asegurar al gobierno que la persona que se reclama para emigrar  no se va a convertir en una carga pà ºblica.   En realidad, el affidavit of support es un contrato que obliga al ciudadano o al residente que lo firma o, en su caso, a los co-patrocinadores o co-firmantes, a responder econà ³micamente por la persona patrocinada. Por ello es fundamental entender bien y sin dudas quà © es lo que se firma. Ingresos mà ­nimos para firmar el affidavit of support Los ciudadanos americanos y los residentes permanentes legales que patrocinan a un familiar deben demostrar, por medio del affidavit of support, que tienen necesitan ingresos o patrimonio superiores al 125 por ciento de la là ­nea de la pobreza. Cabe destacar que la là ­nea de la pobreza, que actualiza cada aà ±o el gobierno de Estados Unidos, es superior en Hawaii y Alaska que en el resto de los 48 estados de la Unià ³n Americana o el Estado Libre Asociado de Puerto Rico. Asimismo, el monto de la là ­nea de la pobreza cambia segà ºn el tamaà ±o de la familia. Y es que el ciudadano o residente que patrocina tiene que demostrar ingresos para mantener: a sà ­ mismoa la/s persona/s que se patrocinaa las que se ha  patrocinado, mientras el affidavit of support sigue vigentetodas las personas que dependen del solicitante,  segà ºn asà ­ conste en el  tax returns (hijos, esposa/o, etc). Sin embargo, para los militares en activo que piden a sus cà ³nyuges, hijos solteros menores de 21 aà ±os y padres es suficiente ingresos o patrimonio por el 100 por cien de la cantidad fijada por los datos del umbral de la pobreza.   Por otro lado, en los casos extraordinarios en los que el emigrante padece de una enfermedad crà ³nica seria o es una persona de edad avanzada es posible que las autoridades migratorias pidan acreditar  recursos econà ³micos superiores al 125 por ciento de la là ­nea de pobreza. Ingresos y patrimonio que se puede incluir en la declaracià ³n de solvencia econà ³mica. Cabe destacar que a la hora de calcular si se llega al mà ­nimo exigido por el gobierno para patrocinar se puede incluir adems de los ingresos, como es por ejemplo la nà ³mina (payroll, en inglà ©s), sino tambià ©n el patrimonio, si se puede  vender fcilmente en el plazo de un aà ±o. Por ejemplo, se considera patrimonio la vivienda despuà ©s de descontar lo que se debe de la hipoteca, o el auto o inversiones en bonos del tesoro, etc. Sin embargo, del valor resultante sà ³lo se puede contabilizar un quinto de su valor de mercado para todos los patrocinios excepto cuando se trata de un ciudadano que reclama a su cà ³nyuge o hijos menores de 21 aà ±os (child), en cuyo caso se puede computar un tercio de su valor de mercado. Por ejemplo,  si se tiene  una casa cuyo valor de mercado es de $200.000 pero tiene una hipoteca de $130.000, eso quiere decir que, en realidad, el patrimonio es de $70.000. Los ciudadanos patrocinando al cà ³nyuge o hijos solteros menores de 21 aà ±os podrn calcular para el affidavit of support un tercio de esos $70,000, es decir $23.333. Por el contrario, si el ciudadano patrocina a los padres, hijos casados o mayores de 21 aà ±os o hermanos sà ³lo se computa un quinto de esos $70.000, es decir, $14.000. Lo mismo ocurre para todos los casos en los que el solicitante es un residente permanente.  ¿Quà © hacer cuando ingresos y patrimonio no llegan al mà ­nimo que se pide para el affidavit of support? Se puede buscar a un co-patrocinador, es decir, a una persona que se obligue tambià ©n  a patrocinar econà ³micamente a la persona que se quiere  reclamar. Por ley, el co-patrocinador debe cumplir todos los requisitos siguientes: Ciudadano americano o residente permanente legalVivir habitualmente en Estados Unidos o en uno de sus territorios, como por ejemplo, Puerto RicoMayor de edad Si reà ºne estos tres requisitos, pueden darse dos opciones. En primer lugar, la persona que se brinda a colaborar es un miembro de la familia del patrocinador y vive en el mismo hogar. Por ejemplo, el padre o la madre del patrocinador principal o un hijo mayor de 18 aà ±os. Adems, en el caso de que el cà ³nyuge que se quiere reclamar vive ya en Estados Unidos y pueden ajustar su estatus, se pueden utilizar sus ingresos y unirlos a los de su patrocinador para alcanzar asà ­ la cantidad mà ­nima que se requiere para patrocinar, siempre y cuando vivan ya en el mismo hogar y la fuente de sus ingresos (trabajo) sea legal desde el punto de vista migratorio. Estos co-patrocinadores, a los que muchas veces se les llama co-firmantes, deben firmar la planilla I-864A.   En segundo lugar, el co-patrocinador puede no ser un miembro del hogar.  En otras palabras, es un familiar con su propio hogar o un amigo. En estos casos el co-patrocinador tiene que acreditar tener ingresos suficientes como si patrocinara solo y debe rellenar y firmar el affidavit of support de la planilla I-864. Si se firma un affidavit of support,  ¿cules son las obligaciones que se contraen? La declaracià ³n jurada de sostenimiento es un contrato legal. La persona que lo firma es responsable, en primer lugar, frente al gobierno. Y, en segundo lugar, ante el propio patrocinado. Como consecuencia de ello, los nuevos inmigrantes no pueden recibir dinero de ningà ºn beneficio federal, local o estatal calificado como means-tested. Por ejemplo: TANF, Medicare, Medicaid, cupones de alimentos, etc. Si el gobierno detecta que se recibià ³ incorrectamente uno de estos beneficios, pedir la restitucià ³n del dinero a la persona o personas que firmaron el affidavit of support. Si se tuviera que ir a Corte, se le pedir tambià ©n el pago de los gastos. Adems, tener conocimiento de que el migrante  patrocinado ha colectado beneficios del gobierno a los que no tenà ­a derecho es suficiente para ser multado con $5.000.   Adems, el migrante que, sin tener derecho, solicite estos beneficios puede ser multado por un mximo de $10.000 e incluso pena de prisià ³n. Por otro lado, la persona que firma el affidavit of support se compromete al mantenimiento del migrante pedido. Esto es asà ­ de tal modo que puede ser demandado por este à ºltimo. En el caso de los matrimonios resaltar que el divorcio no supone el fin de esta obligacià ³n. Los contratos privados firmados entre los cà ³nyuges relevndole de esa obligacià ³n no son ejecutables en corte. Es decir, son como papel mojado.   Vigencia de la obligacià ³n por firmar el affidavit of support La obligacià ³n de ser responsable del mantenimiento del nuevo migrante se extiende desde el momento en que  ha obtenido la tarjeta de residencia hasta que ocurre cualquiera de las siguientes circunstancias: el migrante se convierte en ciudadano americano por naturalizacià ³nel migrante regresa a su paà ­s, abandonando Estados Unidos y su estatus legalel migrante falleceel migrante ha contribuido 40 crà ©ditos a la Seguridad Social, lo que aproximadamente suelen ser 10 aà ±os, habiendo variedades para el cà ³mputo. Quà © documentos hay que completar para firmar el patrocinio econà ³mico Dependiendo del caso, estos son los documentos para el affidavit of support: I-864Z, cuando no se utiliza co-patrocinador y sà ³lo se patrocina econà ³micamente a una persona.I-864, en todos los dems casos.I-864A, para el co-patrocinador  vive en el mismo hogar familiar que el ciudadano o residente permanente que reclama la tarjeta de residencia para uno o varios de sus familiares. En el caso de peticiones mediante ajuste de estatus, al aplicar por este beneficio es cuando se presenta la planilla del sostenimiento econà ³mico. Pero cuando la peticià ³n de la green card va a travà ©s del procedimiento consular, seguir las instrucciones del Centro Nacional de Visas cuando se pone en contacto para los trmites finales. La importancia de notificar los cambios de domicilio Todos los que firman un affidavit of support debe notificar al Servicio de Naturalizacià ³n y Ciudadanà ­a (USCIS, por sus siglas en inglà ©s) los cambios de domicilio en el plazo de 30 dà ­as a contar desde la mudanza. Utilizar la  la planilla I-865. El castigo por incumplimiento puede ser multa de $250 a $2,000. Adems, si el firmante del affidavit of support es un residente permanente, debe tambià ©n notificar el cambio de direccià ³n con el formulario AR-11, que se puede completar en là ­nea en la pgina oficial del USCIS. Conclusià ³n importante sobre el affidavit of support Firmar un affidavit of support es un requisito imprescindible en la tramitacià ³n de peticiones de tarjeta de residencia por motivos familiares. No es posible no cumplir con esta obligacià ³n. Pero al hacerlo, el firmante se est comprometiendo a responder por el migrante patrocinado. Es por ello que hay que pensarlo bien, particularmente en el caso de matrimonios por conveniencia. Este es un artà ­culo informativo. No es asesorà ­a legal.

Are two sets of GAAP really needed for Colleges and Universities Research Paper

Are two sets of GAAP really needed for Colleges and Universities - Research Paper Example This resulted in difference in accounting procedures and financial reporting models adopted by the private institutions as compared to the public institutions which followed fund-based reporting. Later with the introduction of GASB in 1984, public institutions abandoned fund-based reporting to adopt the GASB guidance to conform to federal government directive. This has led to difference in the comparability of the financial statements where to institutions uses different rules and procedures in financial reporting (Hoyle, et al 831). The user of independent university and colleges are mainly rating agencies, donors, students, parents and federal agencies. The FASB provides for recognition of contribution, pledges, impairments and investments. These disclosures are important to the stakeholders in making decisions. On the other hand GASB does not allow for of contributed services, trusts, capitalization of software and pledges, are not necessary since the stake holders are interested in such disclosures. Therefore, the two set of GAAPs does not allow comparability between the public university and independent institutions (Ruppel 563). As delineated above both the FASB and GASB occasion disparity in display, disclosure, measurement and recognition thus challenging the comparability of financial statement. This occasions difficulties in ascertaining the transparency in financial reporting between the two similar institutions. Although both public and private universities and colleges objectives are similar, they differ on interested stakeholders who may require different disclosures to be made in the financial statements. Therefore, the financial statement and the disclosures should be tailor made to meet the need of the stakeholders. In conclusion, if the two boards could harmonize the measurements, display, disclosure and recognition of the financial reporting model and

ERP Implementation and Readiness Process Essay Example | Topics and Well Written Essays - 500 words

ERP Implementation and Readiness Process - Essay Example tegic plan that provides the context and the reasons for implementing the ERP, it proceeds to the readiness assessment, vendor selection and solution implementation; and ends with the post implementation assessment (Cornelius, 2006). From the above process identified each of those stages involves a lot of issues in order to successfully implement the ERP. The readiness assessment process is the most important stage in the entire process and will predict whether a company will successfully implement the ERP or not. The virgin Atlantic Airways is one such company that has successfully implemented the ERP using the readiness process. The company’s strategic plan advised the implementation of the plan. This is because of the complexities that involved the daily transactions of the company. This forced the management to think of something that could help them achieve their target objectives as well as fulfilling the strategic plan objectives. The company has a lot of stakeholders most of who require information in real time. This led to the introduction of the ERP program to the company in order to integrate all the information and help in quick decision making. A second company that has implemented the ERP program is Kenya Airways in Africa. There strategic plan running for ten years was behind the introduction of the ARP program. To successfully serve its customers and other stakeholders the company thought it best to implement the program by initiating the readiness process before implementing the entire program. To be pride of Africa it had to do something that was not being done by others in the continent and this led to the introduction of the ERP. The readiness process should be considered in the following seven key areas: communication, leadership, Culture, project management, technical, functional and resources and Effort (Higgins, 2006). There are various people who will be involved in the entire project and therefore they all need information on how the

Media Images Essay -- Body Image, Beauty

I confess that I am one of those women who look forward to monthly magazines telling me the new month’s facade of â€Å"beauty†. Starting at a very young age, women are convinced that in order to be happy, accepted, respected, successful, sexy or beautiful; they must fit a particular mold that society has formed for them. The media defines the accepted and changing representation of beautiful and perfect that women feel they must achieve. As mentioned in the video Killing Us Softly 4, we’re told that women are acceptable only if they’re young, thin, white, perfectly groomed and polished, plucked and shaved. Any deviation from this is not ideal or acceptable. This standard of attractiveness for women that is portrayed in the media is not only unrealistic, but unattainable by most women. This body type that we see in advertisements as acceptable or desirable is one that fewer than 5% of American women have, According to Juan-Hwan & Lennon (2007). Women enga ge in a comparison between their bodies and these unrealistic images on beauty. There are so many images of â€Å"beautiful† women, which people try very hard to mimic. These images are everywhere and hard to ignore as the average woman sees 400 to 600 advertisements per day. According to Millard (2009), â€Å"advertising heavily influences beauty standards and that women in particular compare themselves with models despite the gap between retouched perfection and reality.† (p. 147). These standards emphasize unrealistic body types and because most women are not gifted with the ideal body size and shape, conforming to these ideals of female beauty is difficult. These messages of ideal beauty are difficult to ignore. Millard’s article on Dove’s â€Å"Real Beauty† Campaign stated the following: When... ...of beauty and women are oppressive in that they contribute to the limitation and restriction of women. In advertising, women are portrayed as being inferior which is false and objectifying. The obsession with thinness, the ideal image of beauty and oppression of women are all public problems that affect us all, man or woman. Inner beauty is forgotten and deemed unimportant in our society. The problems leave us with nothing but a shallow, depressed, miserable, unrealistic society with standards that leave people feeling inadequate and rejected. The media should give a more realistic body type for women to look up to. Women need to work together to help change attitudes, and neutralize the negativity that society and the media create. We can refuse to take the media so seriously and try to challenge the idealistic images in advertising and their demeaning messages.

Nuclear Weapons

The invention of nuclear weaons has been one of the most significant events in the history of humanity. It not only changed the conduct of military warfare, but also completely transformed the geo-political equation by placing humanity’s level of control on its own future through coming in possession of such omni potent means that could wipe out every form of life from earth overnight. The memories of the atomic attack on the Hiroshima and Nagasaki have lived as a constant reminder of the supreme havoc that atomic bombs can inflict. These memories are reinforced further by the repeated instances of nuclear testing and research into the production of atomic weapons that are much more powerful and lethal in comparison of their predecessors. The pursuance of the research into atomic and nuclear weapons, or the weapons of mass destruction, has created a deep ideological and political divide in the world. On the one hand are people supporting nuclear weapons, arguing them as essential tools   to maintain prospects of global peace and also as means to ensure the safety of nations possessing them. While on the other side are people, who see nuclear weapons inherently as a threat to the survival of mankind and campaigning for a world without fear and apprehensions; for a world of the post nuclear age where the veil of the threat of an impending catastrophe is forever lifted over. This paper shall look into the debate on the nuclear policy and relevance of nuclear weapons as a medium to ensure global peace, while critically evaluating the arguments presented on both the sides. It shall also look into the prospects of a nuclear free world and the visions such world entails for humanity. Constructing a nuclear doctrine The debate on the feasibility and utility of nuclear weapons has raged since the day the first military use of nuclear weapons was reported on 6th August, 2006   (Katz, 1987). The standard argument of the advocates of nuclear doctrine have centered on the deterrent effect of the nuclear weapons against any potential attack or threat of aggression (Franklin, 1991). One of the most frequently cited example is that of role played by nuclear weapons in bringing a swift end to the Second World War, with minimum possible casualty in the process (Graham, 2005). They validly argue that without the strikes, Japan would have continued to fight till the last man down, taking up the number of casualties on both sides as well as war expenditures to enormous levels (Franklin, 1991). Since then, the nuclear doctrine has been religiously incorporated in the defense strategy of every major nation, with immense literature created to cite the absolutely necessity and inevitability of nuclear weapons as the only possibly way to ensure global peace and a war free world (Franklin, 1991). Post the end of the Cold War proponents of the nuclear policy have further argued the necessity of effective nuclear policy, especially in the view of the dangers posted by spilling of nuclear weapons in the hands of some of the non responsible nations (Graham, 2005). However, the doctrine of nuclear deterrence has been severely arraigned by the critics for its short comings and narrow visions that it take of subtlety of world geo-politics and the overly simplistic way in which it treats the question of deterrence and global peace (Gottemoeller, 2002 ). Nuclear policy and the race on building up nuclear arsenal have been criticized from ethical, moral, political, practical and strategic point of view over more than half a century, especially in the context of the modern history of humanity that has been torn apart by unimaginable horrors of wars and genocide in the 20th century (Muller, 2004). Thinkers, intellectuals and scientists and many military strategists have strongly argued for a nuclear free world, based on the strong premises that peace is impossible to achieve from those tools that have capacity to utterly destroy life (Cimbala and Scouras, 2002; Cortright, 1999). Their argument is persuasive to reason as it is ironical as a concept and theory to achieve peace by destruction. The only probable way by which nuclear weapons can bring peace is through complete annihilation of people, creating a world where no life would exists to conflict and compete. Even the history of the post nuclear world does not inspire any confidence in the effectiveness of nuclear weapons as a deterrent (Graham, 2005). In more than sixty years after the end of Second World War, innumerable conflicts and at least three wars of international proportion, involving nations equipped with nuclear power have belied the theory that nuclear weapons can act as any potential deterrent to wars (Cimbala and Scouras, 2002). It only creates a danger in escalation of threats of nuclear arm race, where nations without nuclear weapons are trying to possess these coveted means of mass destruction, to create a world of nuclear mutual self destruction (Franklin, 2002). It’s a fact that technology can not be limited as a prerogative to a limited number of nations, as the this dangerous technology spreads out, there are every possible chances that it can be utilized by at some point of time, by some irresponsible and unaccountable regime to create a havoc of unparalleled magnitude (Muller, 2004). The theory of nuclear deterrence also looses its credibility in the face of rise of terrorism as the new danger facing the new world (Graham, 2005). Nuclear deterrence did not act as any deterrent to the attack on the World Trade Centers in 2001, or in London bombing in 2006. On the contrary they create a new and infinitely more powerful threat where possible proliferation of nuclear weapons to terrorist groups can jeopardize the entire concept of national defense strategies of many nations. Conclusion Nuclear weapons can not act as means to achieve global peace. They are weapons of mass destruction, weapons that can kill hundred of thousands of people instantly, razing civilizations to dust, leaving behind death and a scarred earth that would be inhabitable for many generations. This trail of death can not be a harbinger of peace. Global peace can only be achieved by systematic end of nuclear arsenals, and strictly banning the research, testing and possession of nuclear weapons. Reference H. Bruce Franklin. 1991.The Nightmare Considered: Critical Essays on Nuclear War Literature.: Nancy Anisfield – editor. Bowling Green State University Popular Press. Bowling Green, OH. Gottemoeller. Rose. 2002. Tactical Nuclear Weapons: Time for Control. Taina Susiluoto – editor. United Nations Institute for Disarmament Research. Place of Publication: Geneva. Milton S. Katz. 1987. Ban the Bomb: A History of SANE, the Committee for a Sane Nuclear Policy. Praeger. New York. Richard R. Muller. 2004. Getting Mad: A Nuclear Mutual Assured Destruction, Its Origins and Practice. Henry D. Sokolski – editor. Strategic Studies Institute. Carlisle Barracks, PA. Stephen J. Cimbala and Scouras, J.   2002. A New Nuclear Century: Strategic Stability and Arms Control. Praeger. Westport, CT. Thomas Graham Jr. 2005. Sixty Years After Hiroshima, A Nuclear Era. Current History. Research Library Core. David Cortright. 1999. Ban the Bomb. Sojourner. Humanities Module.