Braveheart Essays - Wars Of Scottish Independence, William Wallace

Braveheart Medieval Society has had much of a affect on society today. For example, many movies have been based off the Middle Ages and the society there. One of the greatest movies that took place in the Middle Ages was Braveheart. Mel Gibson, most likely best movie, had a great affect on society today. It tought many people of what it was like back in the 1300's. First of all, Braveheart was a movie about the early Scottish people. The main character, William Wallace, played by Mel Gibson, is part of a rebel family towards the King. Edward the Longshanks is a selfish king and not a lot of people like him. Only the ones that work for him. As Williams father fails at getting the Scottish their freedom, William follows in his fathers footsteps and he begins his long quest to make Scotland free once and for all, along with the assistance of Robert the Bruce. Other assistance comes from his friends Hamish and Stephan. Can William Wallace get Scotland their freedom. The rise of a town can be an impossible thing to accomplish for many. This includes being a good leader and having certain characteristics. For example, you leadership must be fair to all that you represent. A group of rebellions can come just like that if you are not fair to them. Feeding, clothing, and other things must all be provided. Plus, protection is needed in case of invasion by other countries. This would require training your people with weapons and teaching them how to defend themselves and be brave when told to ?CHARGE!? Another characteristic of your town to rise to the top is having good relationships with surrounding countries. You have to be able to have another country join you in case of battle. If there is a war and everyone hates you, you and your people will get killed not only by the other countries but by your country too. There was a definite rise of the town is Scotland. It was William Wallace who made this happen. He was the leader and he did everything a leader should do. As said, a rise of the town means your people should have courage when said to ?charge.? Wallace led many charges and nobody backed down. Everyone was also well prepared and had the knowledge to fight and how to defend themselves. With it they won that battle and many others. Wallace's people also looked up to him in every way. He was like a role model to them. Everything he did was just fine for the people. Wallace had co-leaders, kind of, too. Hamish and Stephan would help William out a lot. Scotsmen also looked up to them too. Those three helped make it all happen. There weren't much use of nice homes back in the Middle ages. The very wealthy had houses like an average one today and some very wealthy people had the same size house but much nicer on the inside. They had thrones, pictures, messages, signs, etc. Much of this stuff, however, wasn't used in Braveheart. An average person would sleep on the ground at night and others would just never sleep at all. Even Wallace didn't have a home. Him, Hamish, and Stephan had separate tents. The very wealthy, like Robert the Bruce, had only a house that would look like a shack today. The inside was all dusty or creaky. However, this was actually considered to be pretty rich back then. Another characteristic is what people thought of their opposing leaders. In the Middle Ages everyone thought of their opposing leaders like expected. Selfish, dirty, pieces of ----. It was everyone's goal to be able to kill the hated leader. In the movie, everyone hated William Wallace that were on King Edwards side. In the end, when Wallace was captured, everyone was spitting and throwing stuff at him since he killed so many of the people of their country. Everyone swore at him, and at least tried to curse him. Wallace looked like he didn't care and had, maybe, expected it coming.

Basic Guide on How to Write a Dissertation

Basic Guide on How to Write a Dissertation How to write a really good dissertation is the question that has probably been the cause of many sleepless nights for you. Writing a thesis is not difficult at all, as long as you remember some rules and tips that guarantee an excellent dissertation for you. You may have had awful experiences while writing dissertations, but have you ever noticed why you keep getting only Cs and Ds in your dissertation assignments when the guy sitting next to you gets an A+ every time with half the effort than you? Most students spend fortnights, even months, racking their brains, and trying to squeeze as much out of it as possible. However, the reason that they get sick grades is not that they do not make an effort, but that they ignore several essential points while writing dissertations. It does not matter how many painful hours you spent in the library or how much research you did while surfing on the net, as long as you forget to think about the crux of the subject. Following points will help you write dissertations that will earn you the grades you deserve: Make sure you have understood the topic of the dissertation completely. Never miss a chance for a wee discussion with your teacher. As long as you know the topic you are writing a thesis on, you can rest assured that 40% of the task is complete. There is nothing entirely as wrong as completing a dissertation and then finding out that the Triceratops you have just written about as a musical band in your project is dinosaurs! Now that you have full knowledge of what you are going to write, let us move on. Never ever ignore the websites, books, authors etc that your teacher has given to you for research. At least 60% of the references should be from those sources. After looking at the sources, your teacher has told you to take help from, proceed to examine for other material that might help you with your dissertation. You do not have to look too much, as Internet has already done half of your research job. However, for most common topics, you will be able to find stuff from sources like Encarta, Encyclopedia Britannica, and Wikipedia, etc. For more detailed research, you can ask your subject teacher for more references to help you. Get as much information you can gather. Keep on taking everything that seems relevant to the topic you are writing your dissertation on. Once you have enough material, shape it up into a dissertation, and then spend the rest few days cutting off the additional ‘fat’ from your paper. For more information about writing a professional dissertation or thesis paper you can visit our custom writing service for buying your dissertation immediately.

A Competence of Children Safeguarding Service Research Paper

A Competence of Children Safeguarding Service - Research Paper Example Since many of the managers from the established management team have been working in their departments for over 30 years, there has been much resistance on their part when it comes to implementing changes within their organization. In fact, I have been considered a threat to these managers. The Operations Manager, for instance, feels that change within her organization is absolutely unnecessary since they have gotten positive feedback regarding their services in the past. However, after assessing the performance of all the managers, I have found out that there are indeed a number of problems that need to be addressed. These are namely, 1) Poor response or lack response, 2) poor information systems, 3) lack of support and training for managers and staff members, 4) poor and infrequent supervision, 5) the failure to implement policies and procedures, 6) poor structures within services, 5) infrastructure is fragmented and disorganized. This report shall provide information pertaining to implementing change within an organization and managing members of the staff, especially with regards to introducing change. I shall also make references to the current issues when it comes to safeguarding children social workers undertaking child protection services. Clearly, considering that the managers are not welcoming change within their organization as they should, there is a need for this report in order to provide information regarding appropriate human resource management, organizational culture, and organizational behavior.   I have decided to use journals as sources, as well as articles from the Internet and books.

Madness Essay Example | Topics and Well Written Essays - 1000 words

Madness - Essay Example Finally after years of hospital visits, therapy, and lots of different types of medicine, Mayra found a routine that has worked for her so far. Like Mayra has proven and other people with Bipolar disorder know, this illness has no cure. It is a lifelong process of taking medicines to alleviate the symptoms of the disorder. Over the years the more doctors have learned about being Bipolar. When Mayra was first diagnosed, she got a generic Bipolar diagnosis. Now there is two different types of Bipolar; Bipolar I and Bipolar II. It was once thought that a person had long manic phases and long depressed phases, but as Mayra has shown her moods changed daily. Today doctors know more, but more research and study is needed. Like many people with Bipolar disorder, Mayra self medicated since her adolescence. Alcohol to come down or take the edge off her manic phases, pills to chase away the blues. After being hospitalized for her eating disorder, Mayra stopped taking pills. However her alcohol intake increased for years. She was also a cutter. After an almost near death experience after slitting her veins, she stopped regular cutting. Mayra did not receive help sooner than her thirties, even though diagnosed with Bipolar ten years earlier, because she did not take the disease seriously. Finally Mayra had to face the fact that she was never going to be normal, but with medicine could live with the disease. Once she stopped drinking, she still did not take the disease seriously. Only after addressing her illness, did Mayra find a tenuous balance with medicine and therapy. wards, medicine, detox, AA, and therapy. At first diagnosed with anorexia/bulimia, Mayra was hospitalized for that. The goal for treating anorexia/bulimia is to get a patient to eat. The weight Mayra gained or lost was more important than her mental state. They grouped her with other anorexia/bulimia patients that were depressed. The medicine Prozac might have helped Mayra with

Explaining the Focus Learners Use of Communication How does the Assignment

Explaining the Focus Learners Use of Communication How does the educator analyze students use of language to develop con - Assignment Example In order to achieve this, candidates have to be granted the opportunity to satisfy the necessary requirements in the edTPA handbook for their specified subject. Furthermore, the candidates should be responsible for planning and assessment during the edTPA training; present video recordings and complete the edTPA within the specified timeframe. The edTPA affects mentor teachers, teacher preparation programs, and teacher candidates. Teacher candidates are affected by edTPA in the sense that the process is intended to instill confidence in candidate teachers while at the same time acceleration the process of effective teaching. Data and evidence is used by the teacher preparation programs with aims of focusing experience and classroom performance. On the side of mentor teachers, the process brings about a sense of shared ownership while targeting the student teaching experience outcomes. The edTPA is a very helpful process that helps educators to assess learners. The experience gained from the process is not only applicable in classrooms but also in the outside world to study and help special learners and

Questions on compensation management

Questions on compensation management Managers of compensation and benefits play vital role in determining key aspects of decisions taken during strategy creation on compensation. The key premise is that the way employees are compensated can be a source of sustainable competitive advantage. Two alternative approaches namely best-fit/contingent business strategy/environmental context approach and best practices approach are common and applied by compensation and benefits managers in their decision-making on strategy creation on compensation i) Based on the above scenario, analyse the approach your company uses to pay staff. Infer its compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management). ii) How does your company compare the compensation strategy using five issues? (Objectives, alignment, competitiveness, employee considerations and management) with the TWO (2) selected benchmark companies of your choice? iii) What business strategy does it seem to fit (i.e., cost cutter, customer centered, innovator, or something else)? Why? QUESTION 2 You own a non-union company with 100 non-exempt employees. All of these employees pack books into boxes for shipment to customers throughout the Southeast Asia and Europe. Because of the wide differences in performance, you have decided to try performance appraisal that has never been done before. Until now, you have given every worker the same size increase. Now you want to measure performance and reward the best performers with bigger increases. Based on this: i) Propose and develop performance appraisal format that you think would be most appropriate. Why do you choose this format? Justify your answer. ii) Do you anticipate any complaints, or other comments, from employees after you have implemented your new system? Build argument to support your answer. DATE OF SUBMISSION : 13 November 2010 QUESTION 1 Managers of compensation and benefits play vital role in determining key aspects of decisions taken during strategy creation on compensation. The key premise is that the way employees are compensated can be a source of sustainable competitive advantage. Two alternative approaches namely best-fit/contingent business strategy/environmental context approach and best practices approach are common and applied by compensation and benefits managers in their decision-making on strategy creation on compensation Based on the above scenario, analyse the approach your company uses to pay staff. Infer its compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management). Compensation Compensation is defined as pay provided to an employee by an employer in return for work performed as required by a relevant task in the form of monetary and non- monetary. http://humanresources.about.com/od/glossaryc/g/compensation.htm Compensation is based on: Economic outlook in the market research about the merit of comparable jobs in the marketplace; Contributions and accomplishments of an employee; Employees skills which is available in the marketplace; the need of a employer to retain and attract employees; and the success of the company or the availability of funds and capability of an employer to pay employee the market-rate compensation. Best Practice Best Practice is defined as methods and techniques that have consistently shown results superior than those achieved with other means, and which are used as benchmarks to strive for. http://www.businessdictionary.com/definition/best-practice.html Best Fit The McGraw-Hill text book quoted that the best-fit approach presumes that one size does not fit all. The art of managing compensation strategically involves fitting the compensation system to the different business and environment condition. It is important that each organisation develop a compensation system in the perspective of its organisation mission (what it is and what it does). Scholars have agreed that it is important that leaders of an organisation embrace compensation/fair pay practices. An effective system of compensation is highly significant because several problems relating to employee remuneration such as absenteeism occurs because employee feels they are under paid. Remuneration must fulfill the expectations and aspiration of employees and exploit their energies for the benefit of organisation. Retaining competent individuals for long is more difficult than attracting new fresh ones. Loyalty of employee towards an organisation depends on his/her perceptions about compensation. The organisations pay structure must, therefore be equitable and consistent. Employees get motivated to perform better when their past performance is rewarded adequately. Employees set expectations about rewards and compensation to be received, if certain levels of performance are achieved. Compensation Strategy in ABC Managed Services Malaysia Sdn Bhd Background of Organisation ABC Managed Services Malaysia Sdn Bhd is a subsidiary of ABC Consultants India Pte. Ltd. It was established here in Malaysia on July 2004 and has about 15 members as at today. Main focus of the business is Human Resource Outsourcing (HRO) and Information Technology Outsourcing (ITO). The HRO division takes care of the payroll processes and statutory compliance of organisations within the Asia region. Where the ITO division works on the information technology which assist a HR department to manage and maintain HR records. The organisation has mixed of local and expatriates member working for them. The Malaysia office is headed by a country manager who reports to Head of Asia Pacific who is based in Singapore. Current Practice at ABC Managed Services Malaysia Sdn Bhd Compensation in ABC Managed Services ABC Managed Services compensation program is managed by their corporate office based in Chennai, India and there is a compensation policy which is used as a guideline as their compensation program for all ABC Consultant employees worldwide. These policies are designed to assist in the consistent, equitable, and effective administration of the program, in all ABC Consultant operations and its locations. Application of these policies is contingent upon specific review of local legal, regulatory, tax, and prevailing business practice considerations. The policies applies to all employees and administered without regard to an employees race, color, nationality, religion, age, sex, sexual orientation or disability as it relates to relevant local regulations. Responsibility of Compensation Administration The administration of ABC Managed Services compensation program is a shared responsibility. The manner in which responsibility is shared is as follows: The Board The Board will have responsibility for approving the ABC Managed Services pay strategy and philosophy, and for establishing annual compensation program priorities and budgets. Guidance will be provided to the Board by the Global Head of Human Resources. Global Head of Human Resources The Global Head of Human Resources, working with the Global Compensation Team and Regional HR Heads, is the final management authority on all compensation administration issues based on the Boards directives. Specific responsibilities include: Formulating and finalizing the overall compensation administration program objectives and general policies Recommending any promotions, equity adjustments and/or merit budget Approving any significant changes or exceptions to the compensation administration program Reviewing and approving career band and pay zone assignment for all new or revised jobs Reviewing and approving salary adjustments for all employees Ensuring the overall compensation administration program is administered in accordance with the policies and procedures documented in the compensation manual Reviewing, approving, and maintaining job descriptions for all jobs Producing regular monitoring report of salary increases and budget. Global Compensation Team/HR Regional Heads The Global Compensation Team and HR Regional Heads are responsible for maintaining the effectiveness of the compensation administration program for employees in their respective regions/countries. Specifically, the group will be collectively responsible for: Reviewing salary adjustments and making recommendations, declining or gaining approval from executive management Administering the compensation administration program in accordance with the policies and procedures documented in the compensation manual Developing, in conjunction with the Global Compensation Team, recruiter and hiring manager, an appropriate starting salary for new hire Department Management Each management employee is responsible for maintaining the effectiveness of the compensation administration program for employees in his/her area(s) of responsibility. Specifically, these department management employees are responsible for: Coaching and mentoring staff to deliver on corporate goals and values Conducting performance appraisals for subordinates Recommending salary adjustments and promotions when warranted Developing job descriptions for new/revised jobs within his/her area(s) of responsibility Developing, in conjunction with the Regional HR staff, an appropriate starting salary for a new hire Compensation objectives: Studies have shown that Pay systems are designed to communicate strong messages of strategy and directions are necessary to generate organisational performance. (Lawler, 1995) ABC Managed Servicess pay objectives are as follows:- to increase performance by reducing costs creating new process, enhancing quality and productivity increasing speed to market service Recognizing employee and team effort and treat everyone fairly To ensure that the organisation meets the above, it needs to focus on the capabilities of their employees. With the above objectives, ABC Managed Services and Global HR department uses it as a guide and as standard to design its pay system. Internal Alignment Since ABC Managed Services are into the HRO and ITO industry, the job and skills required by employee are compared to the companys organisation business objectives. For examples, in the HRO division, executive with knowledge/skills of preparing payroll for other part of Asia region are welcomed, it is found to be difficult to get talent with knowledge of other Asia countries payroll skills. Therefore, ABC Managed Services manages the differences with an addition of allowance if one knows and has Asia country pay rolling skills. The allowance can be in the range of RM300 to RM500 depending on experience and skills obtained. Since it is a niche market obtaining talent of such skills, the organisation also invest into additional training to be competitive within the standard and market. The organisation also encourages its team members to have multitasking skills and encourages harmonious working environment. The ABC Managed Services current pay structure is based on Pay- for performance. Pay for performance includes the management of both salary increments and bonuses, based on individual, group or company performance or a combination of these. External Competitiveness The ABC Managed Services has high risk losing its employee to its competitors. Based on the recent salary outlook survey conducted by Kelly Services recruitment agency for year 2010/2011, it is found that ABC Managed services is underpaying its employee 2% less compared to the market. Although ABC Managed Services is underpaying its members based salary, but it was providing good benefits such as traveling allowance, gym membership, and meal allowance. It also provides good annual leave structure for its employee which we cant find their competitors providing the same. Since the organisation is paying its employee based on performance, there are opportunities for its employees to perform better and get a higher pay. Employee Contributions In ABC Managed Services it emphasis pay for performance and it can be individual or team performances. At times, the organisation receives one time project which requires members to work in a team, so in this scenario, the management fix a onetime bonus payout for team achievement and paid to individual based on their contribution to the success of the project and if it is a team effort, the team will be paid double upon completion of the said project. This encourages the team members to work as a team since if it is a team effort the bonus will be higher if compared to an individual payout. If the customers give good feedback, the team will be given a holiday package as a treat. Management The decision of pay and incentives of ABC Managed Services is decided by Global Head of Human Resource who is based in India. She usually makes use of the information of labor market in local countries and base on the countrys economic status before establishing the compensation level for its employee. The text book mentioned that how open and transparent should the pay decisions be to all employees? In this case, employee here in Malaysia isnt aware how the pay is decided, or how the pay for performance is based on. All they know is that, their pay increases on yearly basis if their performance falls into exceed expectation category of their individual performance appraisal and what their immediate bosses has recommended on their performance. To answer the question, if the organisation is using Best Fit or Best Practice, I would say the organisation uses best fit which matches for the organisation to stay competitive in Malaysia and retain its employee so the scope for local judgment is built in, allowing for some adjustment by local management to local business needs, thus resulting in compensation system that are aligned to both corporate and local performance targets. ii) How does your company compare the compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management) with the TWO (2) selected benchmark companies of your choice? I am using 2 other organisation which is in the same industry with ABC Managed Services which focuses on HR outsourcing business here in Malaysia. The only differences between ABC Managed Services and the other 2 organisation (ZX Services and MY Agency are both locally owned and not foreign owned like ABC Managed Services and been in the industry for more than 2 decades. All of this 3 organisation have a pay strategy to support their business strategy. ABC Managed Services ZX Services MY Agency Objectives To increase performance by reducing costs Creating new process, enhancing quality and productivity Increasing speed to market service Recognizing employee and team effort and treat everyone fairly Hard work towards meeting difficult goals and achieving objectives Innovation in a highly technical environment Team work motivated Perseverance against tough competition High ethical standards in a constantly changing world Support business mission and goals Internal Alignment Support Multitasking skills Performance based Encourage team culture Ensure compensation is internally equitable through annual pay analysis Ensure cost is justified allowing company to meet financial goals link pay to performance through the performance appraisal system ensure compensation is externally competitive through annual salary review; while salary increases are not guaranteed, we will review salaries annually Externally Competitive Market competition in base and benefits Leader in benefits Compares favorably with higher-performance competitors Their leaders are committed to review their programs, policies and practices on a regular, and as-needed, basis to maintain in the competitive position Career band system is based upon the 50th percentile of the competitive market in each country relative to the outsourcing industry Career bands and pay zones are broad, allowing company to reward high performing employees without undue pressure to promote people outside of their interests, Employee Contributions Bonuses and commission paid based on organisations success and on individual performance Annual salary increments rate is for respective countries based on market survey Annual increment based on individual performance Bonus based on the overall performance of the company Annual increment based on individual and team performance Management Annual Salary Increment controlled by top management of the organisation. Technology support Open communication Ensure compensation is internally equitable through annual pay analysis Ensure employees understand how they are compensated and the value of their total compensation packages Salary matters controlled by local company Salary matters controlled by local company Open and transparent Company ABC Managed seems to have aligned compensation strategy compared with the other 2 organisation. Their strategy is fitting into the organisations mission and also staying competitive within the industry. They have happy employees working for them and who have loyalty to serve the organisation. The organisation that fosters a friendly and family culture helps the organisation to meet its objective and goal to be a leader in the Outsourcing industry. Since ABC Managed Services is a new organisation compared with the other 2 organisation, there are always rooms for growth in the industry if they stay competitive. iii) What business strategy does it seem to fit (i.e., cost cutter, customer centered, innovator, or something else)? Why? In my opinion, I dont think there is one business strategy which seems to fit for any organisation. Most organisations will likely have the mixture or combination of cost cutter, customer centered or innovator as their strategy. In ABC Managed Services, their business strategy are based on being innovative, customer oriented since its in the services industry and always looking towards cost cutting measures and increase productivity. With these business strategies, it becomes the main drive for them to achieve their vision to become a leader in the HRO/ITO industry worldwide and remain excellent in customer satisfaction. Compensation decisions should be fully integrated into the organizations business and operations strategy, through company own compensation philosophy. QUESTION 2 You own a non-union company with 100 non-exempt employees. All of these employees pack books into boxes for shipment to customers throughout the Southeast Asia and Europe. Because of the wide differences in performance, you have decided to try performance appraisal that has never been done before. Until now, you have given every worker the same size increase. Now you want to measure performance and reward the best performers with bigger increases. Based on this: Propose and develop performance appraisal format that you think would be most appropriate. ( Enclosed) Why do you choose this format? Justify your answer. The reason why I choose the following format is because the performance appraisal form should be simple and easy to understand by employee and the supervisors. This method used to describe a performance rating that focused on specific behaviors or sets as indicators of effective or ineffective performance. This method is very useful and exact. This will also allow supervisor just focus on the questions based on competencies which had been stated on the form and provide rating according to employees performance. The appraisal form will also wont take much time for the employee to prepare and we used simple English as mode of communication. Performance appraisal encourages employee to discuss their performance with their supervisor and strengthen their working relationships. By doing a performance appraisal, it allows healthy competition among employees to be more productive and motivate since increment henceforth will be based on employees performance. Initial training will be provided to supervisor on how to use the performance appraisal and this will also allow us to inform all employees what is our organisations objective and what is expected from them to ensure the organisations goal are met. Having a performance appraisal will also help supervisor to ensure career path for all employees. The annual performance appraisal review becomes one of the most effective methods of insuring an efficient and effective operation. Question 2(i) Performance Appraisal Form Non Exempt employee Name of Appraisee: Appraisal Period: Department: Job Title: Name of Appraiser: Appraisal Date: Instructions Review the current position description with employee and discuss how the tasks relate to the performance standards. Use the following rating scale for each performance standard. High and low ratings must be supported by specific examples of critical incidents occurring during the appraisal period. Rating Scales Rating ( Scales of 1 5 ) Definition 5. Outstanding Exceptional performance in all areas of responsibility. Planned objectives were achieved well above the established standards and accomplishments were made in unexpected areas 4. Exceeds Expectations Performance consistently exceeds expectations of the position. Reserve this rating for a highly-motivated employee who demonstrates superior quality work and maintains a high level of effectiveness with little or no supervision. Document specific critical incidents of behavior that illustrate this rating on the back of the performance management form. 3. Meets Expectations Performance consistently meets expectations of the position. Use this rating for a fully-trained employee who performs all expectations of the position. 2. Needs Improvement Needs on-the-job or outside training to gain new skills and/or knowledge. Use this rating for an employee who is newly hired, recently promoted or has assumed new responsibilities. 1. Does Not Meet Minimum Standards Performance does not meet expectations of the position. Corrective action has been identified and discussed with the employee. Reserve this rating for an employee who has not benefited from development and training, and continues to have difficulty with job responsibilities. Document specific critical incidents of behavior that illustrate this rating on the back of the performance management form. Standards are divided into three categories: basic performance standards, optional performance standards and supervisors performance standards. Basic standards are designed to be used for all jobs. Supervisors can use optional standards in addition to the basic standards. They may also write standards that are specific to the job on additional paper and attach them to the form. The supervisors performance standards are for jobs with clearly defined supervisory responsibilities and are used in addition to the basic and optional standards for all supervisory jobs. The appraisal period is identified at the top of the form. To determine ratings, only use critical incidents that took place during this appraisal period. The section for goal setting is provided to promote discussion during the appraisal interview. Supervisors can identify goals for the next appraisal period, indicate training needs, or specify corrective action when appropriate. Once an employee and supervisor have set goals on a previous performance management form, supervisors will request the employee to conduct a self-assessment of progress towards these goals prior to the next performance appraisal interview. When an employee receives a 5 (Outstanding) rating, identify the critical incidents that support the rating. This rating cannot be used unless critical incidents are identified. When an employee receives a 2 (Need Improvement) or 1 ( Does not meet Minimum standard) rating, define corrective action required, identify an appropriate time frame for desired results, and discuss any appropriate training needs. If verbal or written counseling has occurred on the same topic during the appraisal period, indicate dates of the counseling and identify any evidence of progress. Have the employee sign the form when the appraisal interview is completed. The signature indicates all the information on the form has been discussed with the supervisor. Make copies of the completed form and give one copy to the employee, keep one copy for department files, and forward original to human resources. Complete the basic standards in Section I and select any optional standards from Section 2 that are appropriate for the job. Use ratings 5 Outstanding, 4 Exceeds expectations, 3 Meets expectations, 2 Needs performance development, or 1 Does not meet minimum standard. If you use 5, 2 or 1, you must document with specific examples of critical incidents to support the ratings on the back page. Section One: Basic Performance Standards Competency Description Ratings Job Knowledge Possesses knowledge of basic functions of the job. Does not require supervisor to explain routine tasks. Quality Completes tasks accurately, neatly and thoroughly. Checks work; limited rework required. Productivity Uses time effectively to complete work within prescribed deadlines with limited supervision. Safety Applies safe work habits for safety of self and coworkers. Uses tools and protective equipment carefully and correctly. Follows department safety rules. Service Responds to people in a helpful, polite, cooperative and friendly way. Judgment Analyzes situation before making decisions. Obtains feedback from appropriate individuals before making decisions. Follows policies and procedures. Maintains confidentiality. Relationships Works effectively with others to accomplish tasks. Shares information, accepts and incorporates suggestions from others. Keeps supervisor informed. Section Two: Optional Performance Standards Select any optional standards that are job related. You can also write standards that are specific to a job on a separate piece of paper. Competency Description Ratings Initiative Recognizes need for intervention and independently takes effective action. Attendance Arrives on time, schedules time off in advance. Sick leave accumulates regularly. Creativity Generates and applies creative ideas that improve operating procedures. Makes suggestions to simplify and improve procedures or tasks. Versatility Accepts changes in job or work area. Remains flexible and tries new approaches. Oral Communication Expresses thoughts clearly to others. Listens to questions and comments of others. Written Communication Expresses information clearly and concisely in writing. Job Enhancement Identifies job-related goals and ways to achieve them. Acquires new skills, increases education level when appropriate for job. Professional Appearance Dresses neatly and appropriately. Portrays image appropriate for job Rating Summary Count the total number of ratings in each category. 5 Outstanding 4 Exceeds Expectations 3 Meets Expectations 2 Needs performance development 1- Does Not Meet Minimum Standard Goals Use this area to set goals and identify training needs. Goals Training Needs High/Low Ratings Identify specific critical incidents of behavior that support rating 6, 2 or 1 ratings. Standard ( High/Low) Date Details of Critical Incident Supervisors Signature: Unit Heads signature: For HRD Use: Employees Comments: ________________________________________________________________________________________________________________________________________________________________________________________________ Signing this form means your supervisor has discussed all the information on the form with you. You do not have to agree with the appraisal summary when you sign the form. You may choose to make comments. Use additional paper if necessary. Employees Signature Date ii) Do you anticipate any complaints, or other comments, from employees after you have implemented your new system? Build argument to support your answer. Yes, I do anticipate complaints after implementation since most of the employees didnt experience appraisal process for a long time in this organisation. Since its something new to them and they need to understand that the appraisal tool will help them to grow and be motivated. They shouldnt see the performance appraisal tool is used to judge their capability and a tool which make them loose their income. I foreseen several resistance from employees especially those fear of getting poor rating. To avoid such scenario, I will ensure the employees understand the purpose as well the process of appraisal. Every employee should be aware of the standard and what exactly is expected from them. The employees may fear that there also may be rater error which likely to occur, to avoid such incident the supervisor should exercise objectivity and fairness in evaluating and rating the performance of their employees. Training will be provided to supervisor and advising them on how to ensure accurate evaluation. Common errors like positive leniency, where supervisor gives all employee high scores or negative leniency, where supervisor gives all employee low scores. This will create unhappiness among employee especially for those who are really making good contribution and being productive. In reality, many supervisors conduct performance appraisal poorly. The appraisal procedure is to have 2 way communications between employee and supervisor to find out how to improve the current performance standard and move to the next level, but this seldom

I’M a Unique Individual

Ronald Mouton Dr. Steven Dolgin ENG 101-111326 28 January 2013 â€Å"I’m a unique individual† I believe I’m unique because I was a Marine and Marines make up . 06% of the population in the United States of America. Being in the Marines changed me and the way I think, I went from undisciplined to disciplined, cowardly to courageous. I learned how to lead people, train people, and inspired people. I know what it’s like to go to war, and to not have a break from work for 8 months straight.I know what it’s like to work 16-20 hour days in 110 degrees in the summer and 0 degrees days in the winter. I’ve had 2,000 pounds of vehicle armor (belly pan) fall on my finger and didn’t break one. The time I spent in Afghanistan was an experience that is hard to explain. It was good, bad, fun, miserable, thrilling, and boring. Life in Afghanistan was work every day of the week, long hours with no incentives to work hard, but you worked hard anyways.Th e only time we didn’t work hard was when the sand storms hit because you could not see an arms length in front of you. It’s impossible to breath in the storm. The sand is everywhere and gets all over you. The weather depending on the time of year could be hot as hell or cold as a Michigan winter day. I grew up in an environment that was bad, but not as bad as it could have been. My father was abusive and a drunk and still is a drunk. I saw in him everything I never wanted to be and I set out to do that by finishing school and joining the military.I wanted the intangibles the Marines offered me and they gave to me, but it was not easy and it’s not for the weak willed. I fought through the despair that happens in boot camp. I never quit even after I broke my thumb on the first day of the tree day crucible event which I had to complete in order to become a Marine. I see myself as a warrior I have the training of a warrior but I dislike confrontation and shy away fr om it. I’ll do what I have to do in order defuse the situation, if my words don’t work my fist will.I also see myself as an intellectual. I enjoy using my mind to solve problems. I believe common sense is the most important intangible you can have; I’ve met book smart people that couldn’t think critically or independently. I do believe you can be unique and have many standard traits, for instance like you are born in standardized hospitals, you go to standardized schools, eat standardized food, and watch standardized TV. Even with all the standardized things around us today, we can still take our individual experiences and become unique.

Lost Sales Forecast

TERM- PAPER Lost Sales Forecast Table of Contents Introduction3 Carlson Department Store Sales data for September 1992 through August 19964 Countywide Department Stores Sales data for September 1992 through August 19965 Choosing the appropriate forecasting method6 Trend and Seasonal Components in Forecasting7 An estimate of lost sales for the Carlson Department Store10 Conclusion10 Introduction The Carlson Department Store suffered heavy damage when a hurricane struck on August 31, 1996. The store was closed for four months (September 1996 through December 1996) causing our sales drop to $0.The task of this report is to analyze sales in our department store in past 48 months and develop estimates of the lost sales at the Carlson Department Store for the months of September through December 1996. The Carlson Department Store is involved in a dispute with insurance company concerning the amount of lost sales during the time the store was closed. Two key issues must be resolved: 1) The amount of sales Carlson would have made if the hurricane had not struck, and 2) Whether Carlson is entitled to any compensation for excess sales from increased business activity after the storm.More than $8 billion in federal disaster relief and insurance money came into the county, resulting in increased sales at department stores and numerous other businesses. Carlson Department Store Sales data for September 1992 through August 1996 Certain conditions should be met by any good forecast. A good forecast should usually be based on adequate knowledge of the relevant past. With our company – The Carlson Department Store – we have the sales data for the 48 months preceding the storm available. This amount of historical data fulfills the requirement for the volume of relevant data.Table  1 shows the sales data for the Carlson Department Store for the months of September 1992 through August 1996. Table 1: Sales for Carlson Department Store [mil. $] |Month |1992 |1993 |19 94 |1995 |1996 | |February | |1. 80 |1. 89 |1. 99 |2. 28 | |March | |2. 03 |2. 02 |2. 42 |2. 69 | |April | |1. 99 |2. 23 |2. 45 |2. 48 | |May | |2. 32 |2. 39 |2. 57 |2. 3 | |June | |2. 20 |2. 14 |2. 42 |2. 37 | |July | |2. 13 |2. 27 |2. 40 |2. 31 | |August | |2. 43 |2. 21 |2. 50 |2. 23 | |September |1. 71 |1. 90 |1. 89 |2. 09 | | |October |1. 90 |2. 13 |2. 29 |2. 54 | | |November |2. 74 |2. 56 |2. 83 |2. 97 | | |December |4. 20 |4. 16 |4. 04 |4. 5 | | Series of numbers is often difficult to interpret. Graphing the observations can be very helpful since the shape of a complicated series is more easily discerned from a picture. The data for Carlson Department Store, as can be seen in Graph 1, indicate some seasonal fluctuations. It can be seen that the sales in last quarter are higher than in the first 3 quarters of a year, with the highest volume of sales in December. [pic] Countywide Department Stores Sales data for September 1992 through August 1996 The data for all department stor es in the county are summarized in Table 2.Table 2: Department Store Sales for the county [mil. $] |Month |1992 |1993 |1994 |1995 |1996 | |February | |48. 0 |48. 6 |45. 6 |51. 6 | |March | |60. 0 |59. 4 |57. 6 |57. 6 | |April | |57. 6 |58. 2 |53. 4 |58. 2 | |May | |61. 8 |60. 6 |56. 4 |60. 0 | |June | |58. 2 |55. 2 |52. 8 |57. 0 | |July | |56. 4 |51. |54. 0 |57. 6 | |August | |63. 0 |58. 8 |60. 6 |61. 8 | |September |55. 8 |57. 6 |49. 8 |47. 4 |69. 0 | |October |56. 4 |53. 4 |54. 6 |54. 6 |75. 0 | |November |71. 4 |71. 4 |65. 4 |67. 8 |85. 2 | |December |117. 6 |114. 0 |102. 0 |100. 2 |121. 8 | Sales of all department stores in the county, as can be seen from Graph 2, show similar seasonal fluctuations as sales of Carlson Department Store. pic] From the above graph one can also observe that in past 3 years (years 1993-1995) the volume of sales in the month of September went down, and slowly went up again in October and November and usually reached its peak in December. The unusual b ehavior in September 1996 pulls our attention. For the first time in 4 years history we observe that the sales volume in September compared to August sales went up by 11. 7 % whereas in September 1993 they were down by 8. 6%, in September 1994 down by 15. 3%, and in September 1995 actually down by 21. 8%.The question is why such a change occurred? And the answer is that more than $8 billion in federal disaster relief and insurance money came into the county, which resulted in these increased sales at department stores. Choosing the appropriate forecasting method There are many different forecasting methods. One of the challenges we had to face was to choose the right technique. Smoothing methods are appropriate for a stable time series. When a time series consist of random fluctuations around a long-term trend line, a linear equation may be used to estimate the trend.When seasonal effects are present, seasonal indexes can be computed and used to deseasonalize the data and to develop forecasts. When both seasonal and long-term trend effects are present, which is also the case of Carlson Department Store as well as the case of all department stores in the county, a trend line is fitted to the deseasonalized data; the seasonal indexes are then used to adjust the trend projections. Trend and Seasonal Components in Forecasting The procedure of forecasting the sales for months September through December 1996 (had there been no hurricane) for The Carlson Department Store is summarized in Table 3.Table 3: Procedure of forecasting sales for Sep. -Dec. 1996 |   |   |Sales |12-month |Centered |Seasonal |Deseasonalized | | | | |Moving |Moving |Irregular |Sales | | | | |Average |Average |Value | | |1992 |Sept. |1. 71 |- |- |- |2. 09 | |   |Oct. |1. 90 |- |- |- |1. 95 | |   |Nov. |2. 74 |- |- |- |2. 35 | |   |Dec. |4. 20 |- |- |- |2. 41 | |1993 |Jan. 1. 45 |- |- |- |1. 46 | |   |Feb. |1. 80 |- |- |- |2. 13 | |   |Mar. |2. 03 |- |- |- |2. 09 | |   |Apr. |1. 9 9 |- |- |- |2. 05 | |   |May |2. 32 |- |- |- |2. 24 | |   |June |2. 20 |- |- |- |2. 37 | |   |July |2. 13 |- |- |- |2. 28 | |   |Aug. |2. 43 |- |- |- |2. 2 | |   |Sept. |1. 90 |2. 24 |- |- |2. 32 | |   |Oct. |2. 13 |2. 26 |2. 25 |0. 95 |2. 18 | |   |Nov. |2. 56 |2. 28 |2. 27 |1. 13 |2. 19 | |   |Dec. |4. 16 |2. 26 |2. 27 |1. 83 |2. 38 | |1994 |Jan. |2. 31 |2. 26 |2. 26 |1. 02 |2. 32 | |   |Feb. |1. 89 |2. 33 |2. 29 |0. 82 |2. 23 | |   |Mar. |2. 02 |2. 34 |2. 33 |0. 87 |2. 08 | |   |Apr. |2. 23 |2. 34 |2. 34 |0. 5 |2. 30 | |   |May |2. 39 |2. 36 |2. 35 |1. 02 |2. 31 | |   |June |2. 14 |2. 36 |2. 36 |0. 91 |2. 30 | |   |July |2. 27 |2. 36 |2. 36 |0. 96 |2. 43 | |   |Aug. |2. 21 |2. 37 |2. 36 |0. 94 |2. 38 | |   |Sept. |1. 89 |2. 35 |2. 36 |0. 80 |2. 31 | |   |Oct. |2. 29 |2. 35 |2. 35 |0. 97 |2. 34 | |   |Nov. |2. 83 |2. 36 |2. 36 |1. 20 |2. 42 | |   |Dec. 4. 04 |2. 39 |2. 37 |1. 70 |2. 31 | |1995 |Jan. |2. 31 |2. 38 |2. 38 |0. 97 |2. 32 | |   | Feb. |1. 99 |2. 38 |2. 38 |0. 84 |2. 35 | |   |Mar. |2. 42 |2. 38 |2. 38 |1. 02 |2. 49 | |   |Apr. |2. 45 |2. 42 |2. 40 |1. 02 |2. 52 | |   |May |2. 57 |2. 44 |2. 43 |1. 06 |2. 48 | |   |June |2. 42 |2. 45 |2. 44 |0. 99 |2. 60 | |   |July |2. 40 |2. 47 |2. 46 |0. 7 |2. 57 | |   |Aug. |2. 50 |2. 49 |2. 48 |1. 01 |2. 70 | |   |Sept. |2. 09 |2. 51 |2. 50 |0. 84 |2. 55 | |   |Oct. |2. 54 |2. 53 |2. 52 |1. 01 |2. 60 | |   |Nov. |2. 97 |2. 55 |2. 54 |1. 17 |2. 54 | |   |Dec. |4. 35 |2. 56 |2. 55 |1. 70 |2. 49 | |1996 |Jan. |2. 56 |2. 58 |2. 57 |1. 00 |2. 57 | |   |Feb. |2. 28 |2. 61 |2. 59 |0. 88 |2. 69 | |   |Mar. |2. 9 |2. 63 |2. 62 |1. 03 |2. 77 | |   |Apr. |2. 48 |2. 65 |2. 64 |0. 94 |2. 55 | |   |May |2. 73 |2. 65 |2. 65 |1. 03 |2. 64 | |   |June |2. 37 |2. 67 |2. 66 |0. 89 |2. 55 | |   |July |2. 31 |2. 66 |2. 67 |0. 87 |2. 47 | |   |Aug. |2. 23 |2. 66 |2. 66 |0. 84 |2. 40 | |   |Total |   |   |   |   |113. 72 | Columns 1 and 2 represent al l the years and months.Column 3 shows the monthly sales data of Carlson Department Store. The first step of the deseasonalizing process is to calculate the moving averages. We had to decide how many observations to use in the moving average. One selection method is to calculate the mean error and the mean squared error of the differences between the actual data and the forecast. The series with the smallest squared error would be preferred. The Management Scientist results for the Carlson Department Store show that the 12-month moving average gives the smallest squared error. The 12-month moving average values are shown in the Column 4.If the number of data points in a moving average calculation is an even number, we need to center the moving average values to correspond to a particular time period, as we did in the calculations in Column 5. By dividing each time series observation by the corresponding centered moving average value, we could identify the seasonal-irregular effect in the time series. Column 6 summarizes the resulting seasonal-irregular values for the entire time series. By dividing each time series observation by the corresponding seasonal index, we remove the effect of season from the time series.Deseasonalized sales data are shown in Column 7 and a graph of the data (graph 3) is on the next page. The first step of the decomposition procedure has now been completed. The new series has eliminated the seasonality. The next step is to calculate the trend. The observation of the deseasonalized sales data of Carlson Department Store appears to indicate that a straight line would be most appropriate form of equation that would describe the trend. Graph 3: Deseasonalized sales data of Carlson Department Store [pic] Applying regression analysis we have arrived to this the linear trend equation: Tt = 2. 875 + 0. 0118t. The slope of 0. 0118 in the trend equation indicates that over past 4 years the Carlson Department Store has experienced an average gro wth in sales of about $0. 0118 per year. If we assume that the past 4-year trend in sales is a good indicator for the future, we can use the equation above to project the trend component of the time series. Substituting t = 49, 50, 51, and 52 into the equation we yield the deseasonalized sales of Carlson DS for September through December 1996. For September 1996 we get $2. 67 mil, for October 1996 $2. 68, November 1996 $2. 9 and for December 1996 $2. 70. In order to apply the seasonal effects we multiply these projected deseasonalized sales by the relevant seasonal indexes calculated in Table 4. Table 4: Seasonal Indexes |Month |Seasonal-Irregular Component Values |Seasonal | | | |Index | |Jan. |- |0. 63 |0. 64 |0. 65 |0. 69 |0. 65 | |Feb. |- |0. 78 |0. 80 |0. 81 |0. 87 |0. 82 | |March |- |1. 12 |1. 11 |1. 4 |1. 06 |1. 11 | |April |- |1. 00 |1. 01 |0. 99 |1. 02 |1. 01 | |May |- |1. 04 |1. 03 |1. 03 |1. 03 |1. 03 | |June |- |0. 99 |0. 97 |0. 97 |0. 98 |0. 98 | |July |- |0. 96 |0. 92 |0. 98 |0. 98 |0. 96 | |Aug. |- |1. 07 |1. 09 |1. 10 |1. 02 |1. 07 | |Sep. |- |0. 98 |0. 93 |0. 88 |1. 05 |0. 96 | |Oct. |- |0. 90 |0. 8 |0. 99 |1. 03 |0. 98 | |Nov. |1. 00 |1. 02 |1. 00 |1. 04 |1. 00 |1. 01 | |Dec. |1. 47 |1. 45 |1. 41 |1. 37 |- |1. 43 | An estimate of lost sales for the Carlson Department Store By multiplying the projected deseasonalized sales by the relevant seasonal indexes calculated in Table 4 we will arrive to the levels of sales for months September 1996 through December 1996 had there been no hurricane: September 1996 $2. 19 mil. October 1996$2. 62 mil November 1996 $3. 14 mil December 1996$4. 1 mil The above-described procedure for forecasting sales for Carlson Department Store can be applied to countywide department stores too. It would give following results: The estimated countywide department store sales had there been no hurricane (and no disaster relief money) for September 1996 is $46. 65 mil, for October 1996 $51. 22, for November 1996 $64. 4, and for December 1996 $99. 3. Comparing these figures to the actual sales of the countywide department stores one can see that the actual sales are over-valuated. I attribute this to the $8 billion of disaster relief money.Had the county department stores not received the disaster relief money they would probably continue their downward trend described by function Y = 63. 64 – 0. 13t. The slope of –0. 13 in the trend equation indicates that over past 4 years countywide department stores have experienced an average decline in sales of about $0. 13 per year. Conclusion The task of this report was to resolve two key issues. 1. Estimate the amount of sales Carlson would have made if the hurricane had not struck. We have come to a conclusion that the sales for September 1996 had there been no hurricane would be $2. 9 mil, in October 1996 it would be $2. 62 mil, in November 1996 it would be $3. 14 mil and in December 1996 it would be $4. 71 mil. 2. Find out whether Carlson is e ntitled to any compensation for excess sales from increased business activity after the storm. More than $8 billion in federal disaster relief and insurance money came into the county, resulting in increased sales at department stores and numerous other businesses. Based on our estimates we strongly believe that the countywide department stores would made much lower sales haven’t they received the relief money.Therefore we believe that our department store is entitled to compensation for excess sales from increased business activity after the hurricane and we will inquire the insurance company to cover our lost sales for months September through December 1996 in the amount of $12. 66 mil. †¢ Reference: †¢ Keat, P. G. , Young, K. Y. : Managerial Economics. Economic tools for today’s decision makers. 3rd edition. †¢ Anderson, D. R. , Sweeney, D. J. , Williams, T. A. : Quantitative Methods for Business. 8th edition. †¢ Barr, Richard. Southern Methodist University. â€Å"The Appeal of Network Models†. 1997. 5 Feb 1997.

Free Online Public Schools for Tennessee Students

Free Online Public Schools for Tennessee Students Tennessee offers resident students the opportunity to take online public school courses for free; indeed they can get their entire education via the internet. Below is a list of no-cost virtual schools currently serving elementary and high school students in Tennessee. To qualify for the list, schools must meet the following qualifications: classes must be available completely online, they must offer services to Tennessee residents, and they must be funded by the government. Tennessee Virtual Academy The Tennessee Virtual Academy is for students who are in kindergarten through eighth grade. The tuition-free school offers courses in six core subjects and is specifically geared toward students with minds that might wander when traditional classes are too slow as well as minds that get lost in the shuffle, (and) minds that need a little more time, according to the academys website. Additionally, the school notes that its program features: State-certified teachers, who are available online and by phoneIndividualized curriculum, which covers both the core subject areas and electivesOnline planning and assessment tools, resources, and hands-on materials ranging from textbooks to microscopes, from rocks and dirt to illustrated classic children’s stories.A supportive school community, which organizes fun and informative monthly activities where parents, students, and staff share their successes, difficulties, and helpful hints K12 K12, which as the name implies is for kindergarten through 12-grade students, is in many ways like a brick-and-mortar school, in that it: Does not charge tuitionUses state-certified or -licensed teachersFollows Tennessee state education requirements for standards and assessmentsResults in a high school diploma upon completion But, K12 notes that it differs from traditional brick-and-mortar classrooms in that: Students receive individualized education and personalized one-to-one support.Classes do not take place in a building but rather at home, on the road, or wherever an internet connection can be found.Parents and students communicate with their teacher via online classrooms, email, and phone, (but also sometimes in person). K12 is a full-time program that follows the traditional school-year calendar. You can expect that your child will spend 5 to 6 hours per day on coursework and homework, the virtual program says on its website. But students are not always in front of a computer- they also work on offline activities, worksheets, and projects as part of the school day. Tennessee Online Public School (TOPS) Founded in 2012, Tennessee Online Public School is part of the Bristol, Tennessee City Schools system and is a statewide public virtual school serving Tennessee students in grades nine to 12. TOPS notes that it is accredited by AdvancED and uses Google Apps for Education to provide students with cloud-based services and email as well as Canvas, an open-access learning website that offers courses in a variety of areas. Families do not pay tuition for a student to attend an online public school, TOPS notes, but adds: Common household items and office supplies like printer ink and paper are not provided. Other Options The Tennessee Department of Education promotes online schooling and notes that parents can enroll their children in online virtual schools that are not based in Tennessee. However, parents need to ensure that the school has a legitimate accreditation status and provide evidence to the local school district that their child is enrolled in an accredited online school. The school must be accredited by one of the following regional accrediting agencies: AdvancEDSACS CASI – Southern Association of Colleges and Schools Council on Accreditation and School ImprovementNCA CASI – North Central Association Commission on Accreditation and School Improvement.NWAC – Northwest Accreditation CommissionMiddle States Association of Colleges and Schools (MSA)MSCES – Middle States Commission on Elementary SchoolsMSCSS – Middle States Commission on Secondary SchoolsNew England Association of Schools and Colleges (NEASC)Western Association of Schools and Colleges (WASC)National Association of Independent Schools (NAIS) and affiliates (e.g., SAIS)National Council of Private School Accreditation (NCPSA) Note that many online schools do charge hefty fees, but there are just as many virtual schools that are free to public school students. If you find a virtual out-of-state school that sparks your interest, be sure to check for potential costs by typing tuition and fees in the school websites search bar. Then, fire up your PC or Mac and start learning online- for free.

Free Essays on Love Untold

December is one of my favorite months. It’s the time of year when I get to be really close with my family. My wife, daughter, and I head to my mother’s house for Christmas Eve. As we enter the house and greet my mother, Kelly begins pulling on my pant leg, â€Å"Daddy I want something to play with.† I walk Kelly over to my mother’s work desk. I pull out a drawer filled with all sorts of goodies for her to sift through while I unpack the car. As I walked back in the door I could tell that Kelly was not at all impressed with her grandmother’s junk drawer. I can vividly remember spending hours sifting through the rubble and finding worn elastic bands, screws of all shapes and sizes, dented golf balls, and delicate tools used for watch repair. There were new discoveries to be made each visit. I would sit on my mother's kitchen floor, with the drawer between my legs, and examine every piece like it was a long lost treasure. I was an archeologist of discarded useless junk. I would often sort my work into separate piles; one for outdoor and indoor use, then geometric shapes and colors. It never bored me or failed to fill a rainy Sunday afternoon. Kelly quietly pushed the mess from left to right and in small circles, her hand barely touching the tangled heap of metal and plastic. Her red hair was tightly drawn into a bun, leaving her face and its expression exposed. She couldn't hide her lack of interest. She would look up at me on occasion and smile weakly, as I nodded and grinned my approval and encouragement. After a few tortuous minutes, I finally asked her, " Did you find anything you liked or wanted to keep, Sweetie?" "Just this, Daddy, what is it?" Her tiny hand opened slowly. In it lay one of my brother's World War II medals. I remember Mom calling it "one of Jeremy’s souvenirs from overseas." I was shocked and furious that my mother would discard it in the junk drawer. I ran my fingers around its rusted edges a... Free Essays on Love Untold Free Essays on Love Untold December is one of my favorite months. It’s the time of year when I get to be really close with my family. My wife, daughter, and I head to my mother’s house for Christmas Eve. As we enter the house and greet my mother, Kelly begins pulling on my pant leg, â€Å"Daddy I want something to play with.† I walk Kelly over to my mother’s work desk. I pull out a drawer filled with all sorts of goodies for her to sift through while I unpack the car. As I walked back in the door I could tell that Kelly was not at all impressed with her grandmother’s junk drawer. I can vividly remember spending hours sifting through the rubble and finding worn elastic bands, screws of all shapes and sizes, dented golf balls, and delicate tools used for watch repair. There were new discoveries to be made each visit. I would sit on my mother's kitchen floor, with the drawer between my legs, and examine every piece like it was a long lost treasure. I was an archeologist of discarded useless junk. I would often sort my work into separate piles; one for outdoor and indoor use, then geometric shapes and colors. It never bored me or failed to fill a rainy Sunday afternoon. Kelly quietly pushed the mess from left to right and in small circles, her hand barely touching the tangled heap of metal and plastic. Her red hair was tightly drawn into a bun, leaving her face and its expression exposed. She couldn't hide her lack of interest. She would look up at me on occasion and smile weakly, as I nodded and grinned my approval and encouragement. After a few tortuous minutes, I finally asked her, " Did you find anything you liked or wanted to keep, Sweetie?" "Just this, Daddy, what is it?" Her tiny hand opened slowly. In it lay one of my brother's World War II medals. I remember Mom calling it "one of Jeremy’s souvenirs from overseas." I was shocked and furious that my mother would discard it in the junk drawer. I ran my fingers around its rusted edges a...

Economics Essay Example | Topics and Well Written Essays - 1000 words - 20

Economics - Essay Example In this context, it is proposed to study the case of Aer Lingus, the national carrier of Ireland, whose existing promotional mix shall be analyzed thereby helping provide a foundation to devise an improved marketing and communication plan that can be used to enhance the brand awareness thereby increasing the number of customers in the long run. Travelling to Ireland has never been cheaper. Be it travelling from North America across the transatlantic route or from any destination in Europe, the price disparity between destinations in Ireland and neighboring England is bewildering and more often than not the so called ‘budget’ airlines that promote a no frills offer have often left customer paying more than what they would have spent on a regular flight. Besides, all this is without the regular refreshments on offer. The most prominent form of advertising strategy currently followed by Aer Lingus relies extensively on the Internet wherein the primary emphasis is on flights to and from Ireland. The company has grown from a small carrier to Ireland’s principal carrier by thriving on the idea of the ‘no-frills airline’ concept, a business model that has been adopted by several European airlines such as Ryan air and Easyjet. Additionally, Aer Lingus offers inter - continental flights to and from the United States in addition to the newly opened route to Dubai in the United Arab Emirates. Most of Aer Lingus’ branding is based on web based advertising wherein it has adopted a bidirectional approach. For customer hailing from within Ireland, the company has used the local print and mass media through newspapers and television in order to keep the brand name afresh among the people. Secondly, in order to generate business from overseas customer flying into Ireland, the airline has established partnerships with several airline booking websites such as www.momondo.com,

Law and Legal Obligations Case Study Example | Topics and Well Written Essays - 2000 words

Law and Legal Obligations - Case Study Example The endorsing of the food by the celebrities, prominent personalities in visual media, The audio advertisements that tell about the taste and goodness of the junk food, The baseless topics that are publicised by the advertisements which do not have experimental proof, The instigating the children to eat junk food either by audio, visual, print media Can be considered as advertising the junk food under the criminalising of the sale of junk food to children and the ban of junk food vending machines in the schools and hostels Junk Food: The food that lacks nutrients and has more calories, The food that lack fibre and develops acidity The foods that have sugar content more than the prescribed level The foods that have less protein, fibre and that was replaced by starch and fats, The foods that have more fats than carbohydrates, The foods that have fat, carbohydrate, protein and fibre in disproportionate composition. (proportion is defined in the next section) The foods, which are not prescribed for good health of children. (health is defined in the next section) Vending Machines: The machine that supplies junk food without knowing to whom it is supplying. The machine which delivers junk food by taking the input of prescribed coins in to it. The machine which delivers junk food by taking the input of prescribed currency in to it. The vending machines which contain all the above three features and are installed in schools, hostels and the places where children buy the junk food directly without the consent of the adults. Section II In this section 'disproportion composition of the fats, carbohydrates, proteins, fibre, health of the children were defined. Disproportionate composition: the composition of fats, carbohydrates, proteins, fibre in a food substance was... In this paper a law about banning the junk food for children will be drafted and various terms will be defined. The definitions will be given according to the spirit of the law and the explanations for offences and defences will be incorporated. The sale of junk food to children will be considered as a crime. The sale of the same food for the adults is not in the purview of this act. For this purpose the sale of junk food, where children will buy directly from the vendors will be banned and prominently the sale of junk food in schools and hostels was prohibited. This will be considered crime against the children and the society if it was observed to be done and the individuals or the organisations who are responsible for those acts will be prosecuted according to the clauses and provisions in the act. Disproportionate composition: the composition of fats, carbohydrates, proteins, fibre in a food substance was considered as disproportionate if they do not match with the composition of the food substances prescribed by Health department for the sake of health of children. The health of children can be defined according to the weight of them proportionate to their height, the extra fat they accumulate under their skin, the hip waist ratio of them, the good sight regarding their eyes, the accumul