Should Congress Place Restrictions on Lobbying Essay

Background Many controversial topics have surfaced recently, but one that tends to fly under the radar is lobbying. Lobbying is defined as a group of persons who work or conduct a campaign to influence members of a legislature to vote according to a group’s special interests (â€Å"Lobby†). Although average citizens are not fully aware of the issue, it is quite contentious in politics. For those who are against it, they believe that restrictions should be placed on lobbying because it distorts democracy. Lobbyists use money and cost-effective strategies to sway the opinions of lawmakers. Others see lobbyists as effective, political tour guides who help pass legislation. An analysis of the lobbying process reveals the outcomes are often†¦show more content†¦Lobbyists must record all expenditures. This practice is typical of people-intensive businesses and organizations such as politics, public relations, and economics. Lobbyists are trying to persuade other individuals to spend money, invest time, and be of the same mind in regard to legislation and finances. There is concern over how they persuade others though, because they use huge sums of money that pressure groups to contribute to what the lobbyist is advocating for. Is There Controversy on the Horizon? Both sides of the topic have gripping reasons why they feel the way they do. The supporters believe that lobbying is acceptable and contributes to a healthy democracy. In this light, lobbyists are simply seeking power within governmental and public affairs. In the United States our political system is based on power, authority, and legitimacy. One of our nation’s values is the fact that people can and should try to influence our political system; individuals have the power to bring attention to important issues, matters of public concern, and current problems. Supports argue that lobbying cannot contribute to the demise of American democracy. All these factors contribute to what is our political system and lobbyists are arguably doing their best to advocate for the people, even if huge sums of money are involved. Fair Lobbying The National Association for the Advancement ofShow MoreRelatedGun Control Policy Brief Essays1884 Words   |  8 PagesWhat is the Issue? Gun Control What is the Question? Should gun control be instituted in the United States? The concept of gun control has become a hot button item as we live in a country where mass murders, school shootings, and many other gun related crimes are becoming more and more frequent. People are faced with the impending questions on what should be done to limit these types of crimes and how can one defend themselves and their loved ones from becoming victims to these senselessRead MoreInfluence Of Gm Companies1142 Words   |  5 Pagespatent restrictions to allow independent researchers to test and evaluate GM crops. In order to weed out the influence of agriculture corporate lobbyists, the government must first ban government officials from accepted campaign donations from GM companies such as Monsanto. As history has shown, politicians who accept donations from corporate interests are indebted to their donors and often exchange political favors. In the mid 1900s, the Tobacco industry held great influence in Congress becauseRead MoreTighter Big Business From Abusing Their Power995 Words   |  4 Pagesalso known as the â€Å"gilded age† that Mark Twain introduced, where the corrupt side of society was covered with a thin sheet of gold. Under, all that wealth and luxury there are many corruptions. 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To provide such guarantees, the First Amendment along with the other nine Amendments knownRead MoreThe Effects Of Food On Society s Influence On Culture1591 Words   |  7 Pagescosts of lobbying so nothing will get in the way of potential earnings. This has allowed them to influence numerous key decisions and regulations made by Congress and various agencies, leading to the short list of restrictions currently in place. Once a substantial portion of the voters is educated, they could then focus their attention on spreading awareness through grassroots movements. However, an argument arises as to whether or not corporations should have the right to lobby Congress according

Self Assessment Through Self Reflection And Professional...

Introduction To properly plan and develop personal and professional development for the future, it is necessary to reflect on personal preferences, goals, past experiences, future goals, and motivation. The purpose of this paper is to provide a self-assessment through self-reflection and professional development planning in my health care career. I isolate my top three interests in organizational settings, discuss the importance of leadership, reflect on my motivations, cognition and organizational behavior, strategic planning and marketing, explore unfamiliar healthcare professions, review the importance of quality improvement and teamwork, uncover health disparities, and finally, reflect on health ethics. This will help me thoroughly†¦show more content†¦I used what Buchbinder and Shanks (2012) refer to as diversity leadership, which entails a strong commitment to diversity. I was able to embrace the diversity of my team, which made everyone feel appreciated and increased the overall m orale of the clinic. My leadership styles of participative, pacesetting, and coaching helped to incorporate everyone’s input, set high performance standards, and focus on personal development. I have also experienced ineffective leadership. My supervisor was not as open to diversity and it greatly effected the clinic. This management style is described by Scientific and Academic Publishing (2015) as an autocratic leadership style, which is where leaders have complete power over staff. Opinions and ideas from subordinates were not welcome and input was disregarded. Three leadership goals of mine are: industry and customer knowledge, strategic thinking, and coaching. I want to improve my knowledge of the health care industry to include consumers and competitors. If I can find out what consumers value most and understand the best practices of leading competitors, I can help further the company I work for. Strategic thinking entails more innovation. It is pertinent for companies of today to think outside the box, and strategize more ways than one to tackle goals and solve problems. I believe in constant self development. My goal is to coach my employees so there is no need forShow MoreRelatedProfessional Development Of An Effective Teacher1432 Words   |  6 PagesThere are many factors involved in the professional development of an effective teacher. Drawing on relevant literature, identify and explain four key aspects that are important for teacher development. Thinking about your own professional development, select your personal priority from these four aspects and provide justification for your choice. 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Scoring of Potential Environmental Impacts †MyAssignmenthelp.com

Question: Discuss about the Scoring of Potential Environmental Impacts. Answer: Introduction: The below mentioned article reveals the factors that are related to the concept of sustainability. The ecology, economics and the equity is inter-linked and they are related to each other. However there are many challenges that are faced by the environment in order to fulfill all the categories of sustainability. In order to avoid those person can work hard to think critically and should get the broadest amount of education and should come with ways to make the planet more sustainable. The article below opines the fact that it is the responsibility of all the educators to educate the students about the opportunities that are related to the concept of sustainability. The citizens of the environment must be educated regarding the idea of sustainability. The article assists the students in understanding and recognizing the implementation of sustainability. The article below reveals the aspects related to the practices related to mining have been changing everyday over the passing of the time. In the earlier times due to lack of technology the activity of mining always remained a threat for the environment. It is a contrasting scenario in the present world The concept of system is fundamental to sustainability. This can be referred to a set of interconnected elements. Every element in the ecosystem is interconnected with each other. The plants require the support of the humans and the other elements of the universe to sustain and the vice versa. The system binds the entire universe and the factors related to the same. There is a common characteristic of the system. Wherever a person goes and no matter what he studies there is a common similarity between all the aspects of the environment. It can be observed that there isnt any waste in the environment. The energy and the waste materials go round and round in closed loops. The living systems are finite and being sustainable means not to use them beyond their capacity to regenerate. The triple bottom line or the pillars of sustainability is referred to as planet, people and profit. It usually contains of three Es. The three E in this case stands for environment, economics and equity. The three E are connected to each other. The planet has innumerable connected problems like the health, poverty, health, overpopulation, economics and equity. The triple bottom line of sustainability recognizes the need to foster the communities that are healthy, safe and secure. At the same time it intends to keep the life support system of the earth in a good shape. (Robertson., 2014). The universities can make the students aware about sustainability through any kind of investigation and discovery. It includes the sustainability triad that involves three important values, the economic values, social values and the environmental values. Every school must keep it as a compulsory course. The term means capable of being maintained over the long term. The economic dimension that is related to it stares the fact that there should be a proper system of producing, distributing, and consuming the wealth. This represents the material needs of the people. The economic needs of the people can be satisfied through the material needs of money, property, the possessions of monetary goods or any other thing whose value can be measured by money (m. Herremans and e. Reid, 2002). The article realizes the role of mining in Western Australia. The activity has contributed in the sustainable growth of the state. The information that has been shared in the paper has been derived from the secondary data like the scholar articles, the information from the governmental sites and articles. It also is dependent on the community-based research. The data collected from the non-profit organization has been taken into consideration in the paper. From the studies done this can be extracted that in spite of the development in the process of mining, the economic, and social and the industrial problems still exists. The activity of mining is expected to grow in Western Australia. With the development of the activity the problem area are required to pay attention. The government and the business organizations are supposed to pay attention to this factor in order to ensure the long-term sustainability of the development. The sustainability is required in the long-term basis and not only in the short term basis. The development in sustainability is required both of the place and the people. (brueckner, mayes* and pforr*, 2013). Sustainability is the precisely the system that supports life on earth. The term first appeared in the context of ecological survival. The English dictionary defined the term to be designating forms of human economic activity and the culture that is unable to lead to the degradation of the environment. This is more applied in case of the depletion of the natural resources. The universities should be responsible in carrying out the responsibilities of making the world sustainable. There are few universities who are aware of the same. One of the articles above presents a case study of waterton where it is mentioned that the students must be aware of the environmental issues. The mining activity has become a socially accepted activity. It adds up to the sustainable development of the society. The changes have been observed in the western countries especially in Western Australia. The mining sector has now emerged as the developing pillar of a nation. While concluding this can be mention ed that the nation should be headed towards sustainable development and efforts should be made to do the same. Bibliography Brueckner, mayes* and pforr*, m. (2013). The mining boom and Western Australias changing landscape. : Towards sustainability or business as usual?, 22(2):, pp.111124. Curtis, C. (2016). Implementing transit oriented development through regional plans: a case study of Western Australia. InTransit Oriented Development(pp. 59-68). Routledge. Fuisz-Kehrbach, S. K. (2015). A three-dimensional framework to explore corporate sustainability activities in the mining industry: Current status and challenges ahead.Resources Policy,46, 101-115. Hall, C. M., Gossling, S., Scott, D. (Eds.). (2015).The Routledge handbook of tourism and sustainability. Routledge. Herremans and e. Reid, i. (2002). Developing Awareness of the Sustainability Concept. Developing Awareness of the Sustainability Concept, Vol. 34,(No. 1), pp.1620. Marnika, E., Christodoulou, E., Xenidis, A. (2015). Sustainable development indicators for mining sites in protected areas: tool development, ranking and scoring of potential environmental impacts and assessment of management scenarios.Journal of Cleaner Production,101, 59-70. Robertson., M. (2014). What is sustainability? (Chapter 1). London : Routledge/Taylor Francis Group, 2014., pp.3-9. Schaper, M. (Ed.). (2016).Making ecopreneurs: developing sustainable entrepreneurship. CRC Press. Shen, L., Muduli, K., Barve, A. (2015). Developing a sustainable development framework in the context of mining industries: AHP approach.Resources Policy,46, 15-26.

Julius Caesar Essays (945 words) - , Term Papers

Julius Caesar Brutus Inability to Assume Political Leadership of the Conspiracy Against Julius Caesar In Julius Caesar, Shakespeare presents a broad range of historical personalities as complicated human beings in agonizing conflict with one another and with themselves. Literary authors A.L. Rowse once wrote, No issue hinders a mans leadership capabilities more than his confusing perception of honor, noble idealism, and inner self-conflict (15). In his drama about power, nobility, assassination, and revenge, Shakespeare examines this particular issue best in his simple yet complex characterization of Brutus. Guided by conflicting emotions, Brutus, an idealistic man, is unable to assume political leadership of the conspiracy against Julius Caesar. However, although he ultimately participates in Caesars murder, he is neither a clear-cut hero or villain. On the contrary, it is the corruption and instability of human nature that eventually leads to his downfall. Brutus lacks several important ingredients in regard to assuming political leadership: confidence and ambition. He is also indecisive. His inner conflict is first revealed in a conversation with Cassius in which he responds to Cassius fear that his friend Brutus disapproves of him. Brutus assures Cassius that he is not angry with him, but with himself: Cassius, Be not deceived. If I have veiled my look, I turn the trouble of my countenance Merely upon myself. Vexed I am Of late with passions of some difference, Conceptions only proper to myself, Which gives some soil, perhaps, to my behaviors. But let not therefore my good friends be grieved (Among which number, Cassius, be you one), Nor construe any further my neglect Than that poor Brutus, with himself at war, Forgets the shows of love to other men. (1.2. 37-46). In Scene I, Cassius utters the first in a series of persuasive remarks designed to win Brutus on the part of King 2 the conspiracy to destroy Caesar. But Brutus is incapable of assuming the leadership role as his self-conflict reflects both his personal love of Caesar and his duty to the Republic. He admits, however, that he loves honor more than he fears death, and that he will act in the public good at any cost. Later in the conversation, Brutus reassures Cassius, revealing that he is somewhat inclined toward Cassius sentiments. He then promises to consider the information that Cassius has already presented, to discuss it further, and to give him an answer at a later date. For the present, Brutus tells Cassius: Till then, my noble friend, chew upon this: Brutus had rather be a villager Than to repute himself a son of Rome Under these hard conditions as this time Is like to lay upon us (1.2. 171-174). Brutus noble character is established by both Cassius and Caesar. Brutus is a reflective man, dedicated to the principles of the Republic, to love and friendship, to duty, and to honor. For the sake of honor, he will even face death (as, in fact, he does at the end of the play). But as strongly as he holds to these ideals, he is just as strongly torn by conflicting loyalties to these ideals. Brutus makes decisions deliberately, and he is not quickly influenced by persuasive and passionate argument. He is torn between his love and admiration for Caesar and the anti-Caesar sentiments he admittedly shares with Cassius. The emotions of love and respect for Caesar that Brutus feels are authentic and deep. The effect is to make the political leadership against Caesar impossible. Again, Brutus conflict consists of his love for Caesar on one hand, and his concern for the social good and welfare of the Republic on the other. According to historian Steven Ozment, Brutus tends to rationalize his actions by altering his view of its desirability (qtd. in Roberts 152). He can find no justification to gain the political leadership of the conspiracy against Caesar in Caesars past actions; therefore, he finds justification for it in what Caesar might become. He assumes that Caesar will develop into a somewhat bombastic and unbearable tyrant if he is crowned king. On the basis of this assumption, he decides to murder him. The flaw of his reasoning is that Brutus does not raise the question of whether or King 3 not a moral end justifies immoral means, nor does he consider that his actions may be met with public disapproval. Brutus overcomes his

Managing Diversity Or Work Life Balance Is Important Management Essay Essay Example

Managing Diversity Or Work Life Balance Is Important Management Essay Essay Example Managing Diversity Or Work Life Balance Is Important Management Essay Essay Managing Diversity Or Work Life Balance Is Important Management Essay Essay Recently, WLB ( Work-life Balance ) has been in demand for proper solutions on the employee s side. Consequently, WLB has become a really hot subject debated worldwide in council chambers and authorities halls today. It is being focused as one of the most of import issues that human resource professionals are paying attending pull offing it. The importance of pull offing WLB has been increasing over the past 2 decennaries ( De Bruin A ; Dupuis, 2004 ) . The several alterations have occurred in some countries sing to this issue. First of wholly, occupations are more complex and employees are having more force per unit area to accomplish the expected public presentation within the shorter timeframe and fewer resources ( Hosie, Forster A ; Servatos, 2004 ) . Second, the demographic factors of the labor force have affected the alterations of human resource direction, such as gender, ethnicity, double calling twosomes, faith, and multi-generational workplaces. Finally, the nature of emp loyment contract requires the organisations to pull off their employee s public assistance, occupation satisfaction, and stress more efficaciously ( Greenhaus A ; Powell, 2006 ) . Regardless to the above statement, Purcell ( 2002 ) has mentioned that organisational involvement towards WLB direction has originated from grounds that there is an obvious linkage between steadfast public presentation and the manner the house manages people. This implies the chances of holding good WLB direction might be the future beginning of competitory advantage. However, it is non easy to originate the good WLB direction plan as it needs to incorporate employees work efficaciously and understate occupation dissatisfactions or any other struggles ( De Bruin et Al, 2004 ) . To accomplish this, many western organisations have nevertheless adopted a alone set of policies, for case, on-site babys room, resting one-fourth, and fittingness Centre. This provides employees chances to to the full execute their assigned plants, at the same clip, pull off their personal lives efficaciously. The Current Issues Knowing that WLB direction is a important issue for every organisation, there is a considerable statement on the effectivity of WLB policies in conveying snap and extinguishing occupation dissatisfaction in the modern workplace ( Kirrane A ; Buckley, 2004 ) . WLB literature, that has served its theoretical and practical utility, is so identified. Buzzanell et Al, ( 2005 ) has farther suggested that the WLB by and large represents the struggles in functions for married, professional, and managerial adult females. Meanwhile, other demographics are seldom referred by these struggles. Furthermore, most organisations have inability to clearly explicate the interaction of work and non-work functions that impact employees working-life, emphasis and occupation satisfaction, for case. Elloy and Smith ( 2004 ) has stated that because non-working functions of each employee are inherently ill-defined and complicated, administrations are so non capable to understand the proper manner to respond that impacts each person. Spinks ( 2004 ) besides added that administrations, nevertheless, could be unwilling to understand their employees and have alternatively created a one-size-fits-all policy refering that it merely enabled work force to work longer instead than back up their of import non-work functions. However, the inadequacy of current WLB policy has been emphasized by the survey of Kiger ( 2005 ) which revealed that the engagement rate in available WLB plans is really less than 2 % . This really low figure is explained by Dex and Smith ( 2002 ) that there are two major factors taking this low figure. The first is the equality feeling. As legion employees describing that they wish non to be a particular instance inquiring for particular intervention. In add-on to this, the paper of Water et Al ( 2006 ) besides supported that the workplace civilization reduced the willingness of Australian university staff to entree WLB policy options. The 2nd is because the uneffective WLB as it has been originated from one size tantrum all policy. Therefore, it could non present satisfaction to employees and could non be practical in world. Consequently, administrations, that do non analyze more on WLB attack, are increasing issues in attractive force and keeping of employees. The research has found that coevals X and Y have placed higher importance on WLB than old coevalss. They could be attracted and retained longer in the house that provides flexibleness in conformity with single demands. As similar to the paper of Beck et Al ( 2005 ) , it shows an increase of adult females directors who are willing to go forth house and go adviser as it provides them more control on WLB. As a consequence, the WLB literature, otherwise, revealed the restriction of its ability to supply a utile model for both in theoretical and practical strategy ( Hyman et al, 2004 ) . Despite its name, the WLB literature remains refering on work-family border and fails to correctly discover the scope of work and non-roles which affect an person s satisfaction. To suppress these issues, Elloy et Al ( 2003 ) suggests that an effectual conceptualisation of the WLB requires a holistic attack to HR direction, which involves a better consciousness of the worker s day-to-day activities instead than merely concern on their on the job hr. Its design and execution should follow the following four standards. First of wholly, it must take chiefly on the integrating of all human resource activities with the house s vision, ends and strategic planning. This would convey consistence between work force s life context and organisational civilization. Second, the execution of policies must make a set of internal consistence of employment scheme supplying flexibleness, quality, and committedness as a milepost of the WLB s construct. Third, the importance of human resources must be considered every bit good as the demand to prosecute in patterns. Both would reflect the apprehension of the WLB construct. Therefore, human resource attack is indispensable and is the cardinal to the connexion between WLB aim and the success. Finally, the behaviour of the line directors in employees position should be taken into history as it affects the success of WLB s policies, such as acknowledgment by employees that their higher-ups are committed to the accomplishment of a meaningful. In decision, the point, which organisation is capable to back up the accomplishment and benefits associated with it, depends on two major concerns. The method that the WLB has been identified and formalized within human resource scheme and the manner the managerial people react to workforce s petitions for WLB demand sing to single demand. For the formalisation, houses should be worn of the grade to which WLB is being implemented, whether it has been regarded as a right, a right to bespeak, or as a affair of direction judgement. In footings of managerial responses, the organisation is required to do a determination either to implement a difficult human resource scheme or a commitment attack towards the petition for the needful WLB policies. It is the connexion between company s civilization in rites and patterns are modeled by organisational leaders that set the inclination for employees responses to WLB policies. The achievement of a utile WLB policies construct has basically faile d in Australia with the given issues discussed above. The nexus between organisational public presentation and diverseness or work-life balance How diverseness or work-life balance is linked with other Human Resource Management constructs such as preparation and development, public presentation direction and/or enlisting As the effectivity of WLB direction requires the comprehensive acknowledgment from organisation sing the non-work functions which impact employee s working-lives, irrespective whatever has been implemented in WLB in recent old ages, there is still deficient larning theoretical account that could convey existent practical and effectual WLB policies to the organisation in footings of definition and pattern. With the purpose to research the modern-day WLB s boundaries, the organisational function theory position has been picked up to the acceptance. It is suggested that the effectual direction of this stray impact could be done by holding human resource directors audit WLB impact and see it as portion of occupation rating procedure. Interestingly, to province these WLB issues, there are two strategic options affecting in cardinal human resource policies, particularly, in the occupation analysis, occupation design, and public presentation direction procedure. Chiefly, the execution of a WLB impact audit system must be taken as portion of occupation analysis map. Traditionally, the occupation analysis map serves to depict each place within an administration in footings of its assignments, duties, and concatenation of bid. The demand to finish the WLB construct is a concentration on the size of occupation, occupation s strength, and the grade that the work impacts on each single life via interfering communicating system, nomadic phones and e-mail engineering, for case. Despite the fact that the focal point on proficient features has served as a footing for specifying a place facet, it has been less successful in back uping a realistic occupation analysis sing to the occupation s consequence as commended in bing hum an resource literature ( Buda et al, 2003 ) . Therefore, to do the better occupation analysis, the hearing of WLB impact must try to sketch in what manner each occupation s place influences each employee s life and supply constructive footing for apprehension of the place s demands. Precisely, the audit focuses on both present places and new places yet to be filled. Particularly, it is recommended that human resource directors implement a proactive attitude in pull offing their current and prospective work force s outlooks. Therefore, they could finally near their functions in doing effectual WLB direction. Besides, the 2nd strategic option is to absorb the consequences of the WLB impact s audit into the go oning occupation rating map. This would put primary duty for the effectual execution of WLB ( at the single employee degree ) in the custodies of their line director. Line directors would so be better able to discourse the impact of executing the responsibilities on WLB and visa-versa straight with each employee. For this to be given appropriate prominence, the cardinal public presentation index for directors would be their attack and effectivity in back uping the employee s WLB. A cardinal focal point is for administrations to take a strategic attack to taking the barriers and perceived deterrences for employees to take up WLB options ( Waters A ; Bardoel, 2006 ) . At the operational degree, communicating within workgroups and single director s attitudes are affairs for attending. The possible benefit of the Impact Audit is that by leveraging the positional outlooks in the Position Description the administration is able to increase the likeliness that the role-taking and role-consensus premises are being met, in bend cut downing the likeliness of role-conflict. The deductions of a Work-Life Balance Impact Audit are potentially quadruple. First, it offers the administration an chance to better their enlisting value proposition by holding a plan in topographic point to avoid the dysfunctional effects of role-conflict. Second, it allows the administration to gain clip and cost nest eggs by leting possible campaigners to self-select out of the enlisting procedure should they be unwilling to follow the work-roles required of a vacant place. Third, it provides a structured mechanism through its usage in the public presentation direction procedure for the monitoring of the degree of effectivity of WLB execution for single employees. Fourthly, the execution of such an audit requires look intoing the strategic congruity between WLB and corporate scheme, the impact of enacted civilization on the execution of a scope of HR policy countries and obtaining feedback from employees ( and prospective employees ) on the construction and content of WLB and related constabularies. It raises the possibility of increased flexibleness of HR policies to provide for greater diverseness ( more single ) in employee outlooks of workplace flexibleness that is more decently described as life and work instead than the current prevailing focal point on household friendly . Practical ( existent universe ) illustrations During the sixtiess and 1970s, employers considered work-life chiefly an issue for working female parents who struggled with the demands of their occupations and raising kids. Throughout this period and into the mid-1980s, the U. S. authorities had the major impact in the field, as reflected by the Presidential Conference on Families, the Pregnancy Discrimination Act, and the Quality of Employment Survey. During the 1980s, acknowledging the value and demands of their adult females subscribers, open uping organisations such as Merck, Deloitte A ; Touche, and IBM began to alter their internal workplace policies, processs, and benefits. The alterations included pregnancy leave, employee aid plans ( EAPs ) , flextime, home-based work, and child-care referral. During the 1980s work forces besides began voicing work-life concerns. By the terminal of the decennary, work-life balance was seen as more than merely a adult females s issue, impacting work forces, households, organisations and civilizations. The 1990s solidified the acknowledgment of work-life balance as a critical issue for everyone adult females, work forces, parents and non-parents, singles, and twosomes. This turning consciousness of the cardinal importance of the issue resulted in major growing in attempted work-life solutions during this decennary. Numerous surveies showed that the coevalss from babe boomers to new college alumnuss were doing occupation picks based on their ain work-life issues and employers civilizations. Unfortunately, although companies were following family-friendly policies, employees and directors were non implementing them. Many of the policies put into topographic point in the eightiess failed to hold a important impact on most directors and employees real-world work-life-balance consequences. Americans still reported experiencing even more overworked and out of touch with their non-work lives much of the clip. During the first old ages of the 21st century, the dissatisfactory consequences made human resource and work-life professionals every bit good as executives at all degrees take stock. Karol Rose, writer of the shortly to be published book Work Life Strategies, remarks on these tendencies in Fortune Magazine s 3rd one-year work-life particular characteristic included in the October 2005 issue. She noted that the Work-Life Leadership Council of the Conference Board, a assemblage of high-ranking corporate HR and work-life professionals, drew these decisions on looking back over the last decennary of attempts. Among their concerns were: aˆ? Work-life concern instances have non achieved their intended consequence.

My Participation in Relay For Life (RFL) essays

My Participation in Relay For Life (RFL) essays I recently volunteered at the Relay For Life Saturday April 13th, 2013 at the USF track There was a decent amount of people there including some cuties so that was a plus! The main rule was that each organization or team involved in Relay For Life has to have one walker on the track at all times. There were also fun games and contest such as the hairiest chest competition, which I did not make a run for as I have next to no hair on my chest, (I realize this is too much information, but just thought you should know). Then there was moment when they cut off the stadium lights and lit the candles in bags for lighting, which I vaguely remembered from my earlier experiences with Relay For Life. It was pretty cool as they lit the bags on the stadium reading Hope and then a little later they changed it so that it read Cure. A couple of people gave speeches and testimonys of personal experience with cancer, or stories of knowing someone who went through all the adversity that cancer brings with it. These speeches were then followed by the lap of silence around the track, which was emotional for many as it was also a silent remembrance of those who lost their battle with cancer. While most of Relay For Life was just hanging out and having a good time-as we played sports in the middle of the field for a while, I didnt feel guilty about it as another goal of Relay For Life is to have fun while celebrating and enjoying the life we have while we still have the chance. All the while getting healthy which helps prevent type two dia...

Ethical Issues in Management Research Paper Example | Topics and Well Written Essays - 1250 words

Ethical Issues in Management - Research Paper Example Hence, Brown and Trevino (2004) have tried to debunk common misconceptions about this term. It is important to note that ethical issues are never easy and the notion that it is not meant to be managed is very wrong. Therefore, it is very important to be wary of possible ethical issues that must be given attention to as well as an acceptance that the complexities of these issues require a very intricate process. Also, it is likewise important to be able to look into the strong possibility that the bad people in the organization that are usually the ones to blame may just be symptoms from a systemic problem in the organization. Hence, there must be a deeper examination of this probability and that the underlying problem must be solved so that there will be a lasting solution to these ethical issues. Character and Ethics Furthermore, there must be a stronger effort than the codes and programs in order to be able to take in these challenges and that there must be the realization and acce ptance that despite all talks about accountabilities and chains of command, corporate leaders cannot really take all the blame for their staffs or employees that go astray. Many leaders are formed by their strong character and an overarching appreciation of their calling (Gallos, 1997). Hence, the many people in the organization cannot be always influenced by their leaders as these people are However, despite the recent issues about these scandals, this has been going on since the time that humans basically started commerce. Indeed, Bowen (2002) stresses the need for a coordinated and strongly planned approach to these ethical issues and that these must be integrated within the organization and even in the vision mission of the company. Indeed, the role of the organization must be very prominent in addressing these ethical issues as this can be the strong force that will enable the company to be able to really direct their efforts at ensuring the maintenance of integrity within thei r ranks (Smith, 1990; Hanson, 1991). Areas of Concern Becker (2010) highlights the dilemmas whereby there are four major areas that must be considered. Hence, in dealing with ethical issues, the human resources must be considered since there lies the enablers and the possible causes of ethical problems. Moreover, the confidence of customers must be adequately considered since business confidence can be greatly affected when ethics crises sets in. This brings forward the next area of concern which is the possible sources of conflicts of interest that the company must look into in order to maintain a spotless record with their stakeholders. Finally, the company must watch over their company resources and how these are spent. Indeed, ethical issues can be very challenging and finding solutions to these problems has been greatly hampered by the aforementioned myths. Although these ethical issues go way back, it must be noted that the current trends in business and society has been great ly influential in its proliferation as well as in its recognition. Social networks have considerably grown in prominence at the turn of the century boosted by the rapid greater improvements in the communications capability worldwide. As such, Borgatti and Molina (2003) have pressed the need for an ethical framework that will govern researches made in these social networks. There have been many reports of privacy concerns arising from such

Theory Analysis - Watson's Theory of Human Care Research Paper

Theory Analysis - Watson's Theory of Human Care - Research Paper Example History The Watson’s Theory of Human Care had started taking its form through the evolution of philosophies of Dr. Jean Watson. In 1979 she gave the concept of 10 carative factors of nursing. Since then her theories have undergone several changes, though the salient framework of the theories have remained consistent. The factors mentioned above were based on philosophy, science and the art of caring. Later the concept developed into the idea of clinical caritas meaning the cherishing and appreciating the job and mixed love with the idea of nursing. The concepts were reviewed by the author from time to time in 1985 and again in 1988. She also emphasized on the development of interpersonal help and trust and relationship of care. In 1999 Watson developed the Transpersonal Caring Relation. In this theory she highlighted the potential of the connection that the nurse can establish to care and heal the patient. She also speaks of the subjective concern of the nurse for the patient (Cara, n.d.; Alligood, Marriner-Tomey, 2006, 103-104). Meaning Watson in his Theory of Human Care has emphasized on the connection of the nurse with the patient to build a relationship based on care. For a nurse, she has emphasized on a few qualities like the inclination of the nurse to acknowledge the importance of the patient, the capacity of the nurse to establish a spiritual connection with the patient so that she can feel an union with her patient and to give her patient a comfort to so that his inner healing is promoted. The theory is based on the love and compassion of the nurse. However she has pointed that in the healing process the primary agent is the patient himself and the nurse is a copartner. She has emphasized on a number of factors for the healing of the patient. They are the humane and the altruistic values, the faith and hope of oneself, sensitiveness to others as well as oneself, a relation based on help and trust, free expression of positive and negative emotion s, a creativity to solve the problems in the caring process, transpersonal gains through mutual teaching and learning. The other factors that she has outlines are a social and spiritual environment that supports and protects the patient’s ability to heal the physical and mental state. The factors are based on spiritual as well as existentialist and phenomenological powers (Watson, 1999, p 73 – 75; Butts, Rich, 2010, p 286-287). Use Watson gives an outline of the ethics and morale associated with learning. According to Cara (n.d.) the profession of nursing is slowly losing its goal of caring for the patients and Watson’s theory tries to reinstate that fact. Moreover she emphasizes on the powers of the soul of the patient to help in the healing process and gives a direction to the nurses assist the patient in this process of healing. In this way Watson gives subjectivity to the profession on nursing based on caring that can be applied by all the nurses (Alligood, & Marriner-Tomey, 2006, 103-114; Cara, n.d.). Logical Adequacy In the theory Watson outlines the discipline of nursing based on philosophy. Here the subjective choices of the nurse and the ontological capabilities are of extreme importance. Watson does not denounce the capability of medicines or doctors for the healing of the patient. However she emphasizes the role a nurse can play to help the process. Therefore Watson’s theory of Human Care cannot be refuted based on logical derivations. Generalizabilty Watson’

Gas Station Spill Essay Example for Free

Gas Station Spill Essay This project investigates oil spill from gas station tanks, as well as its impact on the environment and bioremediation. The gas station market is greatly profitable. However, actions concerning its maintenance should be part of the big picture. Oil is toxic for human beings and its spill can severely damage soil and consequently groundwater. Due to the expiration date of an underground oil tank rated to be 25 years, this project will analyze oil spill from a gas station Ipase neighborhood located in Sao Luis city, Brazil. To accomplish this effort, this project will analyze remediation plans and its benefits. Remediation can be very costly, thus a prevention research of the vulnerable oil spill areas can be cheaper and more desirable. For the prevention research, it is necessary to study the locations of gas stations as well as the environment surrounding them. Some considerations as the gas stations proximity to water sources such as rivers and lakes must be measured as well as the proximity of the gas stations to preservations areas. It is intended to share the results of this project with other researchers, universities and gas station owners for a better understanding of the impact of oil spills and the precautionary measures available to minimize the impact on the environment.

Smoking and Lung Cancer Essay -- Biology Essays Research Papers

Smoking and Lung Cancer Lung Cancer accounts for fifteen percent of all cancer cases, and an estimated 170,000 people in the United States get lung cancer a year. (5)About 155,000 of those people die from the cancer. Recently, the rate of women affected by lung cancer has increased, while the rate of men affected has decreased. However, lung cancer is the leading cancer that kills both women and men. (1) So, what is lung cancer? Lung cancer is the uncontrollable growth of abnormal cells in the lung. (5) There are two main types of lung cancer: non-small cell and small- cell lung cancer. Non-small cell lung cancer (or NSCLC) is more common than small-cell lung cancer (SCLC) and occurs in about 80% of all lung cancer cases. (3) Early lung cancer does not cause symptoms, so when the symptoms finally do show and the cancer is detected, it is already at an advanced stage. (1) Smoking has been shown to be the primary cause of lung cancer. About 87% of all cases occur in people who smoke. (1) However, not everyone who smokes gets lung cancer and not everyone who gets lung cancer smokes. One of the main symptoms of lung cancer is a chronic cough that lasts for more than two weeks. Another is constant chest pain. Other symptoms include wheezing, shortness of breath, coughing blood, hoarseness, and repeated pneumonia or bronchitis. (1) There are also less noticeable signs such as unexplained fever, weight loss, or appetite loss. (2) As mentioned earlier, there are two types of lung cancer: NSCLC and SCLC. NSCLC can be divided into three sections. First, there is epidermoid carcinoma which is usually starts in the large breathing tubes, and grows slowly. (5) There is also adenocarcinoma, which is found in the mucus glands and ... ...is still a fatal illness that kills most people if it is not detected early. The main way to avoid lung cancer is to stop smoking! Cigarettes and tobacco have about 4,000 chemicals in them which lead directly to cancer. (1) The more a person smokes, the greater the possibility of lung cancer. However, if one stops smoking, the risk of getting lung cancer reduces each year. After ten years, the probability decreases to about one-half or one-third the risk of people who continue to smoke. (1) In addition, secondhand smoke causes about 3,000 people to die from lung cancer a year. (1)Therefore, the best way to prevent yourself or those around you from getting lung cancer is to stop smoking! Internet Sources: 1) http://www.lungusa.org/site/pp.asp?c=dvLUK9O0E&b=22542 2) http://www.cancer.gov/cancerinfo/wyntk/lung#9 3) http://www.meds.com/lung/guide/u_lung.html

Human Facial Expressions and Emotions Essay

To accept that the implications of human emotions are universal is indeed very extensive. It speaks to an issue that is deeply entrenched in human nature and it is by no means a trivial question. Much research has been conducted in this field of emotions through the analysis of facial expressions, categorizing evidence into two primary categories: those in favor of the universality of emotions, known as the Universality thesis, or those in favor of cultural influence on emotions. While it has been largely accepted that there is a basic universal language in the field, the bulk of the debate centers on where exactly factors controlling expression of facial expressions lie on this spectrum. There is undeniably overwhelming evidence in support of the universality thesis with both qualitative (judgment studies) and quantitative (muscle unit measurements and brain mapping techniques) data; however, one could not overlook the behavioral and anatomical evidence in favor of culture-specific expressions. Therefore, universal emotions may serve as a very fundamental framework among all humans; yet, it is cultural differences that fine-tune this structure into the emotions each individual expresses. Introduction to Universality Thesis: The Darwinian Hypothesis Principles for the Expression of Emotions The Work of Charles Darwin. Many of the ideas that Darwin formulated in his 1872 book The Expression of the Emotions in Man and Animals have led to this field of research. On the book’s most basic level, he defended that emotion expressions are evolved and adaptive (Hess & Thibault, 2009). However, Darwin also posits three crucial principles from which many of the subsequent fundamental questions and debate over emotions and their purpose stem. The Principle of Serviceable Habits. As Hess and Thibault (2009) note, this first principle takes a Lamarckian view of the inheritance of emotions genetically through the force of habits. Darwin explicitly underscores the concept and force of habit. It also speaks very much to the functionality of emotions and their expressions, although most of them are vestigial. However, these traits could still be observed in animals because the civilization of humans would suppress such instinctual tendencies. A common example is that of rage and aggression as a â€Å"playful sneer† or â€Å"ferocious snarl† (Darwin, 1872) reveals animal descent. The Principle of Antithesis. In a reversal of the first principle, the second principle asserts that some expressions are so directly opposite to nature that the only means is that of expressive communication (Darwin 1872). This makes the expression almost analogous to the voice for the purpose of intercommunication. It is worth noting, however, the Darwin extends this principle to not only states, but to traits as well (Hess & Thibault, 2009). For instance, Darwin (1872) postulates that the enigmatic action of a gaping mouth could indicate a feebleness of character. Such actions eventually become ingrained through habit. The Principle of the Direct Action of the Excited Nervous System on the Body.  This final principle that Darwin outlines could be considered the direct product of the nervous system. Therefore, some expressions occur to balance excess emotions. For instance, consider the absurd nature of laughter (Hess & Thibault, 2009). Heckler (1873) proposed that laughter could in fact be a protective reflex that compromises the excess of the circulatory and respiratory systems through the irritation of vasomotor nerves. The work of Darwin and universality thesis will later by revived in the late 1960s and early 1970s by the judgments studies of Paul Ekman. Evidence in Support of Universality Evidence derived from Judgment Studies Introduction. The universality thesis is most contingent upon judgment data, evidence of observers seeing the same emotions in all faces (Russell, 1994). Paul Ekman is largely considered to be the pioneer and preeminent scholar in the field of emotions, and his judgment studies with overwhelming evidence supporting the universality of facial expressions are frequently cited in subsequent studies on this topic. The earlier view before studies conducted by Ekman and Friesen from the late 1960s was that facial expressions completely differed from culture to culture (La Barre, 1947). With Ekman and Friesen’s groundbreaking work on the constancy of facial expressions throughout cultures in 1971, however, the tremendous evidence has persuaded much of the psychology world to accept the universality thesis although skeptics still remain (Ekman & Friesen, 1987). Pan-cultural udgment studies. Among the first of these pan-cultural judgment studies was conducted by Ekman, Sorenson, and Friesen (1969) in New Guinea, Borneo, Brazil, the United States, and Japan where they found evidence in favor of pan-cultural elements in facial displays; observers in these cultures were able to recognize similar emotions in the a standard set of photographs. They first obtained samples of photographed facial expressions that were free of cultural differences. The subjects, too, were carefully selected as data needed to be collected from virtually isolated preliterate societies to eliminate the variable of mass media (Ekman et al. , 1969). Photographs of Caucasians—male and female, adult and children—were used, all of whom were professional and amateur actors. The observers observed primarily the preliterate societies from New Guinea and Borneo, two isolated communities that required translators. 1] The emotion Happy (H) was most universally recognized with tremendous accuracy in responses—United States: 97 H; Brazil: 97 H; Japan: 87 H; New Guinea: 99 H (Pidgin) and 82 H (Fore); and Borneo: 92 H. Fear (F), however, seem to generate a more varied response between different cultures, with Surprise (SU) and Anger (A) as answers as well—United States: 88 F; Japan: 71 F, 26 SU; New Guinea: 46 F, 31 A (Pidgin) and 54 F, 25 A (Fore); Borneo: 40 F, 33 SU. There were also variations within Disgust-Contempt (D) with some mixtures of A and in the Borneo society, even H; A included some D and F; SU included F and A, which these variations occurring primarily in the isolated societies; and finally, Sadness (SA) was sometimes interpreted as A, with A being the only given response in the Fore group of New Guinea. While there is certainly evidence for some basic universality, Ekman, Sorenson, and Friesen attributed the discrepancies to language barriers and task unfamiliarity in the illiterate societies. Flaws and how they were subsequently addressed. Ekman and Friesen (1987) later published a study in which they acknowledge some flaws of previous judgment studies. With respect to the study above, three problems that limited them are: (1) there has only been one such study, (2) not all six emotions were accurately recognized, and (3) the facial expressions were posed as opposed to spontaneous (Ekman & Friesen, 1987). In response to the last criticism, Ekman and Friesen (1972) designed a study of facial expressions shown by Japanese and Americans while watching stress-inducing films of body mutilation and neutral films of natural andscape. When subjects from each of the two cultures viewed the films in the absence of a scientist with a hidden video camera, the facial expressions from both groups were virtually identical; when viewing the same films in the presence of a scientist, however, the Japanese tended to mask negative expressions with smile, lending support to the presence of cultural display rules when different cultures ma nage and mask universal expressions. The primary criticism, however, was (1) again, there has only been one such study, and (2) the films only elicit two emotions (disgust and fear)—other universal expressions were not determined for (Ekman & Friesen, 1987). Later studies, however, involving photographs of facial expressions shown to observers of across 12 literature cultures found very high agreement by multiple researchers including Ekman, Friesen, Sorenson, and Izard (Ekman et at. , 1969; Izard, 1971). The multiple replications of this design lends to its credibility (Ekman & Friesen, 1987). Universality of the recognizing intensity. Ekman and Friesen (1987) sought to further extend their basic judgment studies by testing for four different hypotheses of cross-cultural agreement for (1) single-choice judgment tasks; (2) the strongest emotion; (3) the second strongest emotion; and (4) strength of emotion. The nations that were chosen included 8 different languages from both Western and non-Western countries. In (1), the single-choice judgment task that replicated previous studies, once again, produced accurate results in terms of the percentage of subjects in a country correctly identifying with a predicted emotion. For instance, two examples include Happiness, in which the percentage ranged from 98% (Scotland) to 69% (Sumatra); for Surprise, 94% (Japan) to 78% (Sumatra), while Sadness, ranged from 92% (U. S. ) to 76% (Turkey). Overall, the emotional term chosen by the majority of the subjects in each culture was accurate 178 out of 180 times. Hypothesis (2) was also supported: 177 out of 180 times, the emotion that was judged to be the most prominent by the majority of each culture was also the predicted emotion. Hypothesis (3), which predicted the universality of the secondary emotion, was sustained as well: in every culture, there was complete agreement about the secondary emotion signaled by expressions of disgust and fear. The results for sadness and surprise, however, were too infrequent to be conclusive (5 out of 30 opportunities and 8 out of 30 respectively). Further research needs to be conducted to determine the cause for this discrepancy (Ekman & Friesen, 1987). Hypothesis (4) required subjects to judge the intensity of emotions on an 8-point scale (1-slight, 4-moderate, 8-strong) to predict the universality of judging. This, according to Ekman and Friesen (1987) however, led to inconclusive results. Using a one-way multivariate analysis of variance (MANOVA), F(54,2743)=3. 95, signifies a moderate association between culture and intensity judgments. However, instead, the six univariate tests ranged from 2. 3 in Sadness to 6. 66 in Surprise, indicating that there are significant differences among cultures in this respect. These differences, according, to Ekman and Friesen, could have 2 possibilities: (1) politeness and a greater uncertainty about a foreigner or (2) the language barrier, as observers had make judgments in language other than English (Ekman & Friesen, 1987). Nevertheless, with three of these hypotheses confirmed, the evidence for universal facial expressions is undeniably overwhelming despite these flaws. Evidence based on Facial Action Coding System (FACS) and Action Units Introduction. Based on the evidence for the presence of six basic emotions across cultures,—happiness, sadness, anger, fear, disgust and surprise—qualitative descriptions of facial muscles associated with each of them have been identified. For instance, happy expressions include tense lower eyelids, raised cheeks and lip corners pulled up, while sad expressions include inner eyebrows raised and drawn together, and lip corners pulled down (Kohler et al. 2004). Based on such observations, Ekman and Friesen (1978) developed the Facial Action Coding System (FACS) by identifying the presence of action units (AU). They serve as the standard set of facial expressions. Target AUs in universal emotions. Kohler et al (2004) sought to identify which AUs characterized the four universal emotions of happiness, sadness, anger, and fear. A total of 128 images of emotional expressions were used in a sample of 105 sub jects from Drexel University. Of these subjects, 63 were men and 42 were women. There were also 71 Caucasian, 9 Africa-American, 4 Hispanic/Latino, and 21 Asian-American participants, indicating ethnic diversity. They were then asked whether each facial expression matched the target emotion. FACS ratings revealed that uniquely absent and present AUs were found for each emotion (Kohler et al, 2004). In Happy, the presence of AU 6, 7, and 26 was ositively associated with happy recognition, and determined that the presence of 6 increased recognition four times; in Sad, AU 4, 17, and 25 were positively while 15 was negatively associated; in Anger, AU 4, 5, and 16 were positively while 23 was negatively associated[2]; and in Fear, AU 5, 1, and 26 were positively while 4 was negatively associated. By defining expressions quantitatively with unique muscle patterns over a diverse subject group, the universality thesis is further strengthened. The 2004 Athens Olympics Game. Psychologist David Matsmoto[3] (2006) conducted a field behavioral study of the facial expressions displayed by medal winners of the judo competition during the 2004 Athens Olympics Games using F F ACS. With judo photographer Bob Willingham, they captured the spontaneous reactions of 84 medal winners from 35 different countries—the most diverse ethnic group in a spontaneously intense emotional field study—at 3 different times: (1) when they completed the match, (2) when they received their medals from the dignitary, and (3) when they posed on the podium. Matsumoto (2006) found that independent of cultural backgrounds, there are very specific facial expressions that occur in emotionally-charged contexts. This study was designed in response to some criticisms of judgments studies and previous field studies conducted in other sporting events including bowling and soccer (Kraut & Johnson, 1979; Ruiz-Belda et al. , 2003). A crucial concern about judgments studies held in laboratories is their posed stimuli and artificial nature because they lack the investigation of the expression within a social context (Matsumoto, 2006). While later field studies were conducted in order to address this concern, there were three flaws that Matsumoto (2006) in turn addresses. The first two are the strength of the elicited emotional response—a factor that is not intense enough with bowling spares and strikes—and the time allowed for expressions to unfold. The third and most important aspect of the study was the type of smile elicited in the social context, something that Kraut and Johnson (1979) had failed to distinguish. Matsumoto determines two types of smiles: the Duchenne smile and the non-Duchenne smile; the former is associated with enjoyment and the latter is associated with pleasantry or social convenience even though the person does not feel positive emotions. While Ruiz-Belda et al (2003) uses the FACS, which detects the muscle movements associated with these smiles, they were not differentiated. In order to isolate photos or victory, Willingham took pictures from the gold and bronze matches (Matsumoto, 2006), the most emotionally intense matches as they both occur at the margin; the former wins the first place while the latter made the cut for a medal. Negative emotions of defeat were searched for in silver medal winners and athletes who placed fifth. Again, as aforementioned, it is important to distinguish the timing of emotions, as the first expressions upon completing a match are often the most instinctual and natural ones. Thirteen out of 14 gold medalists and 18 out of 16 bronze medalists smiled for a total of 31 smiles; of those 31 smiles, 29 were Duchenne and 24 were open-mouthed. In the defeat silver medalists, none smiled and 1 of the 26 fifth placers smiled. Instead, 43% of silver medalists and 35% of fifth placers showed sadness, 29% and 23% showed nothing (respectively), and 14% and 15% showed contempt (again, respectively). Upon receiving the medal, which is a much more public event than initial expressions, 54 of the 56 athletes smiled. All 14 gold medalists (12 open-mouthed), 6 silver medalists (out of the 14), and 20 bronze medalists (out of 28) had Duchenne smiles. Cultural differences were tested for, but none were found. In the final situation, the most public of the three, the athletes’ expressions were taken on the podium. Again, all the gold medalists smiled; only 9 silver medalists of the 14 smiled (only 5 of these were uncontrolled, of which 3 were controlled Duchenne); and 26 bronze medalists of the 28 smiled (13 of which were open-mouthed and Duchenne). Interestingly in this last scenario, cultural differences was evident: gold and bronze medalists from North America-Western Europe and East Asia were much more prone to displaying Duchenne smiles (96%) as opposed to gold and bronze medalists from other countries (47%). This study of facial expressions further reinforces the notion of universal emotions. Because no other emotion other than the Duchenne smile was prominent in these expressions of victory, the data suggests that it may be the only facial marker of the joy of victory (Matsumoto, 2006). Matsumoto then proposed an evolutionary reason why this may be the case along the lines of behavioral ecology: facial expressions provide rapid means of communication, and it may not have been absolutely adaptively necessary to communicate various emotions of enjoyment. However, while this last point is highly speculative, the data that Matsumoto provides for universal facial expressions, which were displayed most prominently in more private settings but still detectable in more public ones using FACS, is very thorough and convincing.

Financial Markets Study Questions Essay

14.1 What are financial markets? What function do they perform? How would an economy be worse off without them? Financial markets are institutions and procedures that facilitate transactions in all types of financial claims. Financial markets perform the function of allocating savings in the economy to the ultimate demander(s) of the savings. Without these financial markets, the total wealth of the economy would be lessened. Financial markets aid the rate of capital formation in the economy. The economy would be worse of without financial markets for several reasons. Savers would not be able to earn a return on their savings. People who need capital wouldn’t be able to get the funds from other people and so would have to rely only on their own money. The inability to get capital from others would slow the growth of businesses and reduce the purchases of consumers because they can no longer get loans. These would lead to decreased demand for products and services as well as a decrease in available jobs both of which would harm the economy. 14.3 Distinguish between the money and capital markets Money Markets facilitates transactions using short-term financial instruments; whereas, Capital Markets facilitates transactions using long-term financial instruments. A money market is a market for short term debt securities such as banker’s acceptances, commercial paper, repos, negotiable certificates of deposit, and Treasury Bills with a maturity of one year or less and often 30 days or less. Money market securities are generally very safe investment which returns a relatively low interest rate that is most appropriate for temporary cash storage or short-term time horizons. A capital market is where debt or equity securities are traded. 14.4 What major benefits do corporations and investors enjoy because of the existence of organized security exchanges? Organized stock exchanges provide for: †¢ A continuous market. This means a series of continuous security prices is generated. Price changes between trades are dampened, reducing price volatility, and enhancing the liquidity of securities. †¢ Establishing and publicizing fair security prices. Prices on an organized exchange are determined in the manner of an auction. Moreover, the prices are published in widely available media like newspapers. †¢ An aftermarket to aid businesses in the flotation of new security issues. The continuous pricing mechanism provided by the exchanges facilitates the determination of offering prices in new flotation’s. The initial buyer of the new issue has a ready market in which he can sell the security should he need liquidity rather than a financial asset.

How to Make a Stem and Leaf Plot

How to Make a Stem and Leaf Plot When you finish grading an exam, you might want to determine how your class performed on the test. If you do not have a calculator handy, you can calculate the mean or median of the test scores. Alternately, it is helpful to see how the scores are distributed. Do they resemble a bell curve? Are the scores bimodal? One type of graph that displays these features of the data is called a stem-and-leaf plot or stemplot. Despite the name, there is no flora or foliage involved. Instead, the stem forms one part of a number, and the leaves make up the rest of that number.   Constructing a Stemplot In a stemplot, each score is broken into two pieces: the stem and leaf. In this example, the tens digits are stems, and the one  digits form the leaves. The resulting stemplot produces a distribution of the data similar to a  histogram, but all of the data values are retained in a compact form. You can easily see features of the students’ performance from the shape of the stem-and-leaf plot. Stem and Leaf Plot Example Suppose that your class had the following test scores: 84, 65, 78, 75, 89, 90, 88, 83, 72, 91, and 90 and you wanted to see at a glance what features were present in the data. You would rewrite the list of scores in order and then use a stem-and-leaf plot. The stems are 6, 7, 8, and 9, corresponding to the tens place of the data. This is listed in a vertical column. The ones digit of each score is written in a horizontal row to the right of each stem, as follows: 9| 0 0 1 8| 3 4 8 9 7| 2 5 8 6| 2 You can easily read the data from this stemplot. For example, the top row contains the values of 90, 90, and 91. It shows that only three students earned a score in the 90th percentile with scores of 90, 90, and 91. By contrast, four students earned scores in the 80th percentile, with marks of 83, 84, 88, and 89. Breaking Down the Stem and Leaf With test scores as well as other data that range between zero and 100 points, the above strategy works for choosing stems and leaves. But for data with more than two digits, youll need to use other strategies.   For example, if you want to make a stem-and-leaf plot for the data set of 100, 105, 110, 120, 124, 126, 130, 131, and 132, you can use the highest place value to create the stem. In this case, the hundreds digit would be the stem, which is not very helpful because none of the values is separated from any of the others: 1|00 05 10 20 24 26 30 31 32 Instead, to obtain a better distribution, make the stem the first two digits of the data. The resulting stem-and-leaf plot does a better job of depicting the data: 13| 0 1 2 12| 0 4 6 11| 0 10| 0 5 Expanding and Condensing The two stemplots in the previous section show the versatility of stem-and-leaf plots. They can be expanded or condensed by changing the form of the stem. One strategy for expanding a stemplot is to evenly split a stem into equally sized pieces: 9| 0 0 1 8| 3 4 8 9 7| 2 5 8 6| 2 You would expand this stem-and-leaf plot by splitting each stem into two. This results in two stems for each tens digit. The data with zero to four in the ones place value are separated from those with digits five to nine: 9| 0 0 1 8| 8 9 8| 3 4 7| 5 8 7| 2 6| 6| 2 The six with no numbers to the right shows that there are no data values from 65 to 69.

Surgery by text message - Emphasis

Surgery by text message Surgery by text message For once, a positive story about text messaging is doing the rounds. A surgeon has instructed another to perform an amputation through the short message service (SMS texting to you and me). The details have the ingredients of a classic news story. Surprise for one (most stories about texting are negative eg blaming it for killing the English language). Then there is Death and destruction (the BBC reported that the surgeon who carried out the operation did it in war-torn Congo); and Heroism (he was working for Medecins sans Frontieres). And theres the fact that the amputation (Drama) was to remove the arm of a 16-year-old boy (children are also usually very newsworthy). Lets be clear. This was undoubtedly a huge achievement, especially as the teenager recovered from the operation. Its also remarkable that cheap technology can now be used to transmit written instructions into warzones. But was it me, or did James Naughtie of the BBCs flagship Today morning radio programme sound just a little disappointed when vascular surgeon Mr David Nott explained what really happened? Mr Nott had needed to perform a four-quarter amputation on the boy, whod already lost most of his arm. This was major surgery, which involved removing the collarbone and shoulder blade as well as what remained of the arm itself. But the reason for needing the instructions was not that hed never performed an amputation before. Rather, it was that there was only one specialist in the whole of the UK who specialised in four-quarter amputation: Professor Meirion Thomas of Londons Royal Marsden Hospital, a former colleague of Mr Nott. Mr Nott did not perform the operation with a scalpel in one hand and his mobile phone in the other, as you might infer from press reports. Instead, hed calmly emailed Professor Thomas the night before the operation, explaining the situation and checking with his former mentor that the procedure was appropriate. When he got confirmation that it was, a couple more texts followed to check the details. He then slept on the decision and confirmed that he would go ahead when he awoke the next morning. Nor was Professor Thomas on holiday in the Azores, as the BBC and several newspapers said; he was in London. (Naughtie muttered something along the lines of, Oh, well we got that from the papers.) There are two lessons to take from this. First, it will help you get news coverage for your organisation if you make sure your press release contains as many core news values as possible. Second, most news you read or hear reported is far from objective. The BBC was still reporting nine hours later that the boy was from war-torn Congo. This was despite the fact that, according to Mr Nott, his injury had nothing to do with the war: the boys arm was bitten off by a hippo. Emphasis runs courses on writing for publication. Contact us for details. For more on getting press releases noticed, click here.

Developing and Sustaining the Brand Essay Example | Topics and Well Written Essays - 750 words

Developing and Sustaining the Brand - Essay Example The micro factors include all internal forces like customer satisfaction, the company's financial stability, and the way a product is positioned in the market by the organization. Beyond these, there are external forces at work including the political environment, general economic conditions, legal or regulatory changes, as well as the impact that increasing consumer environmental awareness is making on fuel sources and eco-friendly corporate practice. The author then moves into a section on the development and survival of brands, noting that the standard product life cycle, i.e., introduction, growth, maturity, and decline, are all applicable to a brand as well. The key to survival is adaptation, rejuvenation, innovation, or re-positioning. Adaptation, the author notes, is a long-term process and the article cites McDonald's as a prime example of a brand engaging in adaptation; recognizing cultural demands or health concerns, and tailoring product offerings by adapting to the new ma rket trends. Rejuvenation is a dual-prong process, whereby innovation and repositioning are combined to give a brand a new start. Innovation, the article notes, need not be radical; it can be incremental with minor improvements accumulating over time to result in major differences in the products or services offered.

A Report to Malaysia Exchange Controls during the Asian Crisis Essay

A Report to Malaysia Exchange Controls during the Asian Crisis - Essay Example Hence it should learn lessons form this experience which would be used in formulation of future financial strategies. The present report discusses all these aspects in detail. In 1997-98 there was a severe financial crisis experienced by the countries of South East Asia famously known as tiger economies (Stephen Haggard, 2000). Malaysia also faced this crisis severely. The reasons for this crisis were many as felt by the researchers (Wing Thye Woo, 2000). The main causes are uncontrolled foreign investment in the country, allowing capital fight from Malaysia to other countries, magnifying the currency situation in international level and inefficient monitory policy. Reacting to the crisis in the initial weeks the Malaysian government has taken initiatives to regulate foreign exchange as the devaluation of Ringgit has been very fast. However its measures could not bring much equilibrium to the financial condition of Malaysia and hence it needs to be analyzed so that the loop holes can be identified and one can be accurate in formulating any exchange control measures in future. Keeping this in view the present report has been prepared with the objectives of finding out the reasons for the financial crisis, what happened and what was the extent of damage, measures to control the crisis, short comings and future strategies which are described as follows. In early 1997, the Malaysian stock market index began a downward spiral together with stock markets of several ASEAN countries like Thailand and Indonesia. On 14 July 1997, Bank Negara of Malaysia gave up the defence of the Malaysian ringgit after jacking up the short rate to 50% and spending US$10 billions on unsuccessful monetary operations. There were huge amounts of foreign capital has entered Malaysia in previous years (prior to 1997-98) which was uncontrolled in nature by the Malaysian government. This capital was mainly of short term in nature and was also highly conditional. The

Sexual harassment in the workplace Research Paper

Sexual harassment in the workplace - Research Paper Example This is a crucial topic to discuss since women have made significant progress towards achieving respect and equality at the work place, but there are some challenges that face their efforts. Sexual Harassment in the Workplace Introduction For many years, women’s rights have been under threat, whether it is within the family set up or any other place outside the family set up. In many countries, the civil society organizations are in the forefront fighting for women equality in all spheres of life. However, equality have failed to prevail in various areas whereby women face lack protection from violence, political, economic, and personal security, and also lack of full access to sexual and reproductive health. It is worth mentioning that women have come out in large numbers to join the workforce around the world (Kaushik, 2003). Discussion The need to be financially independent is a significant contributing factor to these advancements in women life. The increased number of wom en in the workplace is marked with increased vulnerability of women to acts of sexual harassment. This form of women mistreatment is said to be the oldest and most widely spread form of women harassment. In addition, it affects lives of all women irrespective of their culture, age, religion, income, race or class. Experts point out that sexual harassment is a tool that men use to portray their dominance on women since they are considered to be the weaker gender. The most affected women in the society are those focused on fighting the patriarchal system (Shahira & Widad, 2009). Sexual harassment being about power puts women in an inferior position. There are women who respond to acts of sexual harassment in extremely strict manner, but the largest number of women continues to suffer in silence. Those who persevere with acts of sexual harassment do so due to fear of stigma, hostility, ridicule, and discrimination. At the work place, the management must ensure that women are protected from acts of sexual harassment as well as handling such cases in a free and fair manner when they arise. However, due regard is not paid to such cases, which aggravates the issue of sexual harassment in such organizations (Cobb-Clark, 2009). Over a long period of time, many countries have failed to recognize the issue of sexual harassment as a key violation of human rights. This has caused the lack of clear rules and methods to deal with cases of sexual harassment. However, countries such as India have made tremendous progress in combating offences on sexual harassment. In India, the Supreme Court recognizes acts of sexual harassment as unacceptable acts, which cannot be condoned at work places. The increased number of women at workplaces and the closeness between men and women calls for clear guidelines on how to deal sexual harassment in all countries (Shahira & Widad, 2009). Women are known to be excellent in whatever they do. Going by this fact, providing a safe work environment for women implies that their productivity at the workplace will be optimum. Therefore, any organization that is to excel in its operations should take advantage of its women work force. Study based evidence indicates that, in work places where women are in authority, there are less cases of sexual harassments towards women. This observation implies that main perpetrators of acts of sexual harassment are men in authority. This gives men in such positions a lot advantages since the affected women fear

Madof’s Scandal Essay Example for Free

Madof’s Scandal Essay In the first two weeks of December 2008, the stressed that 70-year old businessman, Bernard Madoff is suffering becomes apparent to his employees, most particularly to his two sons. It concerns a $7 billion redemption request that Madoff had been ‘struggling to obtain the liquidity necessary to meet his obligation’. This made them approach him directly what the problem is all about. The answer is unexpected. Prior to this incident, Madoff is well known throughout the world of economics and investment as a genius and a trustworthy owner of Madoff Investment Securities LLC. The firm is generally a broker-dealer and investment advisor concerned with the management of investors’ assets, giving advice to investment management and is associated with some nonprofit organizations (Helyar et al. , 2009). At the age of 22, Bernard Lawrence Madoff managed to build his firm from his $5,000 savings. Since its first few years in the business, Madoff’s Securities reputation was tantamount to success. Madoff also served as chairman of the board of directors of the NASDQ Stock Market (Byrne et al. , 2005). Madoff confessed, according to Theodore Cacioppi (BackgroundNow. com 2008), that ‘There is no innocent explanation’ pertaining to the fraud that he committed. Cacioppi’s testimony also revealed that Madoff stated to his ‘senior employees’ that he is already ‘finished’ and the firm is actually ‘one giant Ponzi scheme’. The Hennessee Group, represented by Charles Gradante, had also been suspicious of the Madoff’s success when their reports showed that Madoff’s only had 5 months down in a span of 13 years despite several market fluctuations and economic changes. Helyar and colleagues (2009) reported that Madoff’s strategy of split-strike conversion turns out to be front-running. This strategy involves â€Å"brokers’ for their own account†. This is known to be illegal yet Mardoff’s investors didn’t care. Helyar and colleagues believes that investors are concerned about the money they get. In my opinion, Madoff’s scandal opens the public’s eyes to the fact that cheating is indeed prevalent in the American Society. Even successful people cheat and are cheated. The effect cripples the economy and results to distrust. New policies are being and will be initiated to avoid and detect possible frauds. When I heard about the scandal, the first thing that came to my mind was the quote ‘when everything is going your way, you’re probably in the wrong lane’. Taken literally this indicates driving at the other side of the road. Nonetheless, another interpretation reveals that ‘everything coming your way’ resembles things are being ‘too good to be true’ or turning out as you expected. In the case of Madoff’s investors, they looked at the facts; they listen to what former investors say and followed that path expecting the same returns. Despite the fact that Madoff’s offer and profiles seem ‘too good to be true’. They grabbed the chance and hope for the best. At the end, it is the ‘wrong lane’ after all. Madoff fraud strategy is well-known as ‘Ponzi scheme’. This type of fraud had been in the business industry for several decades yet people still fell for it. The good promises are simply too great to refuse. These same things eluded logical thinking and provoke greed. The scandal affects the investors and their reputation. It also raised doubts regarding implementation of laws and economic policies. It posed new challenges for proper investment management and questions the liability of security firms. Moreover, it is not simply an issue of crime or fraud; rather it undermines societal values and trends. References BackgroundNow. com. (2008). Bernard L. Madoff Charged In Multi-Billion Dollar Ponzi Scheme. Retrieved on February 17, 2009 from http://books. google. com/books? id=m2_yfK582ukC Helyar, J. , Burton, K. , and Silver, V. (2009). Roots of a $50 billion Ponzi Scheme. Retrieved on February 17, 2009, from http://www. businessmirror. com. ph/index. php? option=com_contentview=articleid=5577:roots-of-a-50-billion-ponzi-scheme-catid=46:bloomberg-specialsItemid=70 McShane, L. (2008). Bernard Bernie Madoff: From Queens lifeguard to soaking fraud. Retrieved on February 17, 2009, from http://www. nydailynews. com/news/ny_crime/2008/12/13/2008-12-13_bernard_bernie_madoff_from_queens_lifegu. html Schwartz, R. A. , Byrne, J. A. , and Colaninno, A. (2005). Coping with Institutional Order Flow. Springer. US Security and Exchange Commission. (2001). â€Å"Ponzi† Schemes. Retrieved on February 17, 2009, from http://www. sec. gov/answers/ponzi. htm

Physics in Volleyball Essay examples -- physics sport sports volleybal

Physics is used in almost everything we do throughout our everyday lives. Sports are almost entirely composed of the physics of the human body in order accomplish the performed action. Volleyball is a sport which has physics at the heart of the game, understanding the physics of the game actually allows a player to improve and become more efficient and effective in his or her game. This essay gives insight into how the rules of physics can be used and are essential in the game of volleyball in all aspects of the game including serving, passing, setting, hitting, and blocking. Volleyball is a game of constant projectile motion with various types of contacts involved in each aspect of the game. In volleyball when serving one must stand behind the end line, which is 30 feet from the net. The net measures 90 inches, or 96 inches for men, from the ground. The goal is to get the ball across the net with as little time as possible so that the other team has less time to react and handle the ball. Traditionally serving has been done from the floor where the server has to create a parabolic motion path for the ball to travel so that it will clear the net and then land within the boundaries of the court. In modern volleyball the game has progressed to more of a vertical game, with jump serving. The advantages that jump serving gives have to do with the physics of projectile motion. The angle in which the server’s initial velocity has to start from is smaller, because as the height increases the slope of the parabola in the motion of the ball decreases. As the height of contact increases the path that the ball follows becomes line like as it crosses the net and if the contact height is high enough and the ball is contacted correctly... ...ember 2004 Zobel, Edward A. "Projectile Motion, General Solution" 2001. 23 November 2004. . Western Washington University."Projectile Motion" .22Novemeber 2004 Bixby, Sarah.University of Alaska Southeast."The Physics of Volleyball" 2004. 23 November 2004 Anon. Science 306(5693) 42-42. "Engineering of Sport- In Volleyball, Crafty Players Serve Up an Aerodynamic crisis. 2004. 23 November 2004.

Relation of Physical Education to the Personality Development of the Students Essay

According to Harrison (2005), in the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development. According to Robbins and DeCenzo (2000), training has traditionally been defined as the process by which individuals change their skills, knowledge, attitudes, and/or behavior. In this context, training involves designing and supporting learning activities that result in a desired level of performance. In contrast, development typically refers to long-term growth and learning, directing attention more on what an individual may need to know or do at some future time. While training focuses more on current job duties or responsibilities, development points to future job responsibilities. However, sometimes these terms have been used interchangeably or have been denoted by the single term performance consulting, which emphasizes either the product of training and development or how individuals perform as a result of what they have learned. Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness and performance at work. Effective trainings convey relevant and useful information that inform employees and develop skills and behaviors that can be transferred back to the workplace Robinson and Robinson (1999). The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people’s attention on incorporating their new skills and ideas back at work. Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors. These two processes, Training and Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff. Development can be used to create solutions to workplace issues, before they become a concern or after they become identifiable problem. Development perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything â€Å"wrong† at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and job performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the Development process aims to find ideas and solutions that can effectively return the group to a state of high performance. Development implies creating and sustaining change. Training and development describes the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programmed. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced â€Å"continual learning† and other aspects of training and development is a process that â€Å"strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them†. Development perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything â€Å"wrong† at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and job performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the Development process aims to find ideas and solutions that can effectively return the group to a state of high performance. Development implies creating and sustaining change Charnov, Garavan, Costine, and Heraty (2000). According to Marmer (1999), training and development describes the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programmed. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced â€Å"continual learning† and other aspects of training and development as a means of promoting employee growth and acquiring a highly skilled work force. In fact, the quality of employees and the continual improvement of their skills and productivity through training are now widely recognized as vital factors in ensuring the long-term success and profitability of small businesses and in addition create a corporate cultu re that supports continual learning. For the most part, the terms â€Å"training† and â€Å"development† are used together to describe the overall improvement and education of an organization’s employees. However, while closely related, there are important differences between the terms that center on the scope of the application. In general, training programmed have very specific and quantifiable goals, like operating a particular piece of machinery, understanding a specific process, or performing certain procedures with great precision. According Ambler (2006), effective training and development begins with the overall strategy and objectives of the small business. The entire training process should be planned in advance with specific company goals in mind. In developing a training strategy, it may be helpful to assess the company’s customers and competitors, strengths and weaknesses, and any relevant industry or societal trends. The next step is to use this information to identify where training is needed by the organization as a whole or by individual employees. It may also be helpful to conduct an internal audit to find general areas that might benefit from training, or to complete a skills inventory to determine the types of skills employees possess and the types they may need in the future. Each different job within the company should be broken down on a task-by-task basis in order to help determine the content of the training program. According to Schwartz (2000), in measuring the effectiveness of train ing, researchers have typically relied upon the subjective reactions of participants (Baker & Titus, 1982; Heppner & Reeder, 1984; Pfaff, 1981; Pritchett, Clay, & Nichols, 1984; Twale & Muse, 1996; Upcraft & Pilato, 1982). Other measures that have been used previously include the performance of task activities within the context of training programmed (Baker & Titus, 1982; Forney, 1986) and follow-up questionnaires designed to assess trainees’ subsequent emotional states (Winston & Buckner, 1984) or their ability to apply programmed content to hypothetical situations similar to those encountered on the job (Schuh, Stage, & Westfall, 1991). With the exception of one study by up craft and Pilato (1982), in which ratings of job performance were used as a criterion, there appears to have been little or no published research dealing with the effects of training on actual job performance. Importance of Training and Development on Job Performance Training is one element many corpora tions consider when looking to advance people and offer promotions. Although many employees recognize the high value those in management place on training and development, some employees are still reluctant to be trained. Training and development offers more than just increased knowledge. It offers the added advantage of networking and drawing from others’ experiences therefore it is not uncommon to hear excuses regarding why someone has not received training. (Choo 2007) According to Bowley (2007), training in an organization can be mainly of two types; Internal and External training sessions. Internal training occurs when training is organized in-house by the Human resources department or training department using either a senior staff or any talented staff in the particular department as a resource person. On the other hand, External training is normally arranged outside the firm and is mostly organized by training institutes or consultants. Whichever training, it is very essential for all staff and helps in building career positioning and preparing staff for greater challenges. While the applications of training and development are as various as the functions and skills required by an organization, several common training applications can be distinguished, including technical training, sales training, clerical training, computer training, communications training, organizational development, career development, supervisory development and managemen t development. According to Mondy, R.W. and Adeniyi, (1995), is of the opinion that for every employee to perform well, there is the need for constant training and development. The right employee training, development and education provide big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution to general growth of the firm. The reasons behind employee training and development cannot be overemphasized. Local According to Roberto G. Medina, training is regarded as an attempt to improve the employee’s ability to perform his job so the goals of the organization can be achieved. The person mainly responsible for training is the supervisor who is assisted in some ways by the personnel manager or the training director. The supervisor of the new employee is the best position to provide training. This is so because he knows what output his unit needs. In addition, the supervisor has the abilities, the skills, and the right attitude needed to be imparted to the new employee. According to Jose P. Leveriza, training starts before the employee walks through the door of the place of work for the first time. However, learning about the employer starts with the job advertisement and continues through the selection process. As a result ‘training’ in its widest sense could be deemed to have begun, albeit subliminally, several weeks, or even months, before a new employee is added to the payroll. It is important at this stage to make a clear delineation between training or development as a result of some initiative taken at work, and education that is undertaken before and is mutually exclusive to the work situation. Education at school, college or university may be undertaken as part of an individual’s development programme, but for the process of this discussion, achievements in these areas outside and prior to employment will be regarded as qualifications required to gain employment, and thus not within the employer’s control. According to Florence M. de Guia, training is ‘a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization’. This is a wide-ranging remit, but the confusion with the education which has a more abstract, formal and lengthier connotation must be established at the outset. Related Studies Foreign The study conducted by Joseph Kennedy (2009) â€Å"The Impact of Training and Development to Job Performance†. The Judicial Service of Ghana as a Public Service Institution is the organ responsible for the day to day administration of the Courts and Tribunals of the land. To achieve the above function of the Judicial Service of Ghana, part of its budgetary allocation has been earmarked solely for training of judges, magistrates and judicial staff to enhance their capacity to perform their duties effectively and efficiently so as to achieve the vision and mission statements of the Service. To this effect, the judicial training institute which has the mandate to promote effective training of judges, magistrates and judicial staff, has over the years conducted and continue to provide training to judges, magistrates and judicial staff to build their capacity to perform their functions effectively. Notwithstanding the huge investment in training by the Judicial Service of Ghana, the service is confronted with a lot of challenges in achieving its vision and mission statements. These challenges include delays in the processing of court cases and the need to constantly upgrade the skills of judicial staff, judges and magistrates to cope with new trends in efficient justice delivery. This study seeks to evaluate the impact of the huge investment made in training on job performance of judicial staff. The researcher used both primary and secondary sources of for the conduct the research. The research findings revealed that the training conducted by the Judicial Service of Ghana for its employees was very negligible. The research further recommends that the frequency of Training provided by the Judicial Service of Ghana should be improved to ensure that more employees have access to Training and Development. Again, Training and Development offered by the J udicial Service of Ghana should ensure a better understanding of the Mission and Vision statement of the Judicial Service of Ghana so that, employees can identify themselves with the organizational values in the discharge of the duties. The study conducted by Ayesha Mirza (2010) â€Å"HR Process and Impact of Training and Development on Employee’s Performance at PSO† This project discusses research that was undertaken about the HR process and impact of training and development on employee’s performance at Pakistan State Oil. I have studied all the HR practices of the company but the main focus was to study the impact of training and development on employee’s performance in the company. A theoretical framework is developed from a literature search and this issued by me as a model for further research. I have collected data within this framework and analyzed it according to the requirements of the project. To collect the data required I have also visited regional office of PSO in Karachi and also collected data from several outlets of PSO. The web site of PSO is also used as source of data by the group. At PSO, they strongly believe that Human Resource is the asset that should be appreciate d with the passage of time. Consequently, PSO considers the strong focus on training and development of their employees a value added and worthwhile investment. Then, in the last by the detailed study of the impact of training and development practices used by the company some recommendations are made and on the basis of the analysis of company’s practices conclusions are drawn. Chapter 3 RESEARCH METHODOLOGY This chapter deals with the methodology to be applied in. It covered the research design, respondents of the study, research instruments, and procedure in gathering the data, determined of sampling technique, and the statistical treatment. Research Design The researchers will use the descriptive design to find out and make a comparison of training and development and job performance of the newly hired employees of Card Mutually Reinforcing Institute and to determine the levels of training and development. The correlation design will also use to determine if there is a significant relationship between training and development and job performance. Population and Distribution of the Study The populations of the study are the newly hired employees of Card Mutually Reinforcing Institute in San Pablo City. The researcher selected fifty (50) newly hired employees in the said company by administering a self-made test questionnaires. The respondents randomly selected by the researchers by dividing them into two (2) batch , which consist of twenty five (25) member per batch by giving them thirty minutes allotted time to answer the provided questions given by the researchers. Research Instruments The researcher prepare self made test to measure the effectiveness of training and development to the job performance of the newly hired employees. The constructed test includes the profile factors such as age, gender and socio-economic status. Self- made Tests. These are the 15 item questionnaires made by the researcher which were use to measure the effectiveness of training and development to the job performance of the respondents. The questionnaires generally consist of general information and evaluation to test the effectiveness of training and development to the job performance of the employees. The questionnaires were then validated by the experts of the field. Research Procedure In order to get the necessary materials needed for the review of related literature and studies, the researchers visited different libraries namely San Pablo Colleges, City Library, University of the Philippines Los Banos and Colegio De San Juan De Letran. The researchers’ visit and surf different websites to gather more information and data to have a better understanding of the studies. The researchers made test questionnaires to determine the effectiveness of training and development to the job performance of the newly hired employees. The fifty (50) respondents of Card Mutually Reinforcing Institute divided into two batches for not to interrupt the workplace of the respondents. For gathering the data of the study, the researchers ask for their consent before making them as the respondent of the study. Also the researchers ask the respondents to answer the questionnaires with all their honest and sincerity. After the respondents have finish answering the questionnaires, the researchers will collect and sort it out and tabulate the scores then analyze and interpret it.