Professional Issues in Nursing Essay

As a nurse, I make judgement that would affect patient’s health every day, I am aware that I have a great duty to ensure my patient’s safety to maintain the public trust (Chitty & Black, 2011). After learning this module, it helped me acquire adequate knowledge to better manage legal and ethical issues at work. For the sake of providing a high quality of care to my patients, I must be knowledgeable in both (Croke, 2003). Nowadays, the public is aware of legal issues and organized information is available through the internet. As a result, medical litigation claims have been rapidly increasing. Most claims against nurses are due to medical negligence (Tay, 2001). I am liable for my own practice, and if I fail to act as a reasonable prudent person in certain conditions, I may be liable for medical negligence (Chitty & Black, 2011). Research shows several errors leading to nursing negligence. For instance, a nurse fails to follow standards of care, fails to use equipment in a responsible manner, fails to communicate, fails to document, fails to assess and monitor and fails to act as a patient’s advocate (Croke, 2003). In 1998, Hurwitz states in order to prove medical negligence, the patient plaintiff must prove: The defendant nurse owned the plaintiff a duty of care and breached in this duty of care by failing to provide the required reasonable standard of care. Thus this breach of duty of care caused the plaintiff damage. I would like to discuss a case encounter in my practice for example to reflect my knowledge. A 55 year old patient admitted for chest pain and on telemetry monitoring. This patient requested for shower, a nurse removed his telemetry and was ask to assist the patient during shower, but the patient insisted to shower on his own. Then the nurse left the patient alone without instructing him to call for help if he felt any discomfort. After a while, the nurse went back to check, patient was found collapsed on the toilet floor. The issue that came across my mind is â€Å"If I am that nurse, am I negligent?† Learning point 1: Duty of care A patient went to the hospital and hospital is agreeable for patient’s treatment, there will be a contract between the hospital and patient. The hospital has the duty to provide quality treatment to the patient. Nurse as the employee, if he acts badly, it can be reasonably foreseen that the  patient may be injured. Therefore the nurse owes a duty of care in treating the patient (Staunton & Whyburn, 1996). In this scenario, I have a bond with my patient; therefore I owe a duty to provide reasonable and competent care to my patient (Hurwitz, 1998). Learning point 2: Standard of care The nursing standard of care is what the reasonably prudent nurse did in the same circumstances (Staunton & Whyburn, 1996). In Singapore, we have the standard of care and code of ethics for nurses and midwifes as our guideline for practice, it is our responsibility to follow the standard ( Singapore nursing board, 2011). In this case, the patient’s determination to shower without assistance, is his autonomy (Tay, 2001). According to value statement of code of ethics, I respected the patient’s individual needs and privacy, and also respected and promoted patient’s autonomy by allowing patient to do so (Singapore Nursing Board, 2011). In this case, there is a conflict between respecting patient’s autonomy and providing care in a responsible and accountable manner. I need to make a choice between two alternatives. There is no absolutely right or wrong decision (Keilman & Dontje, 2002). The decision made by me is to respect the patient’s autonomy, but this may violate the principle of non-maleficence as this decision of allowing patient to shower alone may delay the time to find out patient has collapsed, then it unintentionally caused harm, so I failed to provide in a responsible and accountable care (Chitty & Black, 2011). If I choose to provide care in a responsible and accountable manner, I should have insisted to accompany patient, but by doing so I may violate patient’s autonomy. According to standard of care of nurses and midwives, I should communicate with client effectively and provide appropriate information to the patient (Singapore nursing board, 2011). I should inform patient that he is on high risk of developing heart attack and shall be monitored closely. Failure to communicate effectively leads a breach of duty. Learning point 3: Avoid medical negligence To avoid medical negligence, I think the most important is to prevent the breach of duty of care. According to Bolam test, I will not breach the duty of care if I followed the standard of care (Hurwitz, 1998). In order to meet the standard of care, I need to be a knowledgeable and a safe practitioner,  be technically competent, and keep up-to-date with current practice (Chitty & Black, 2011). We must be familiarized with the standard in nursing practice. When we use them to guide our daily practice, we are acting in the best interest of the patient (Singapore Nursing Board, 2011). When you do decision making, ask yourself, â€Å"have you followed the standard of care?† Nowadays, â€Å"the nurses are also being encouraged to act as advocates for their patients, to safeguard standards of care and to speak out where those standards may be at risk.† (McHale & Tingle, 2001, p36). I think, our role as an advocate needs to improve, as nurses do not have the courage to interr ogate the doctor’s order. Clinical improvement If this scenario happens again, what do you think will help the patient? I feel there are some good strategies to adhere: Set hospital policy and educate the staff to provide comprehensive information (Chitty & Black, 2011), for example, they must understand that for clients on telemetry monitoring, patient should not be left alone. The patient must be warned that he is at risk of heart attack. To persuade patient for his desired action, and for his own safety, he should allow assistance. If patient is stubborn and insists to shower without supervision, delegate a staff to standby at the shower door, the hospital need to ensure adequate staff patient ratio (Chitty & Black, 2011). References Chitty, K. K., & Black, B. P. (2011). Professional nursing: concepts & challenges (6th ed.). Maryland Heights, Mo.: Saunders/Elsevier. Croke, E. M., (2003). Nurses, Negligence, and Malpractice. American Journal of Nursing, 103(9). 54-63. Retrieved from http://www.nursingcenter.com/lnc/journalarticle?article_id=423284 Hurwitz, B. (1998). Clinical guidelines and the law: negligence, discretion, and judgement. UK: Radcliffe Medical Press. McHale, J. V., & Tingle, J. (2001). Law and nursing (2nd ed.). Oxford: Butterworth/Heinemann. Singapore Nursing Board. (2011). Codes of Ethics & Professional Conduct. Retrieved from http://www.healthprofessionals.gov.sg/content/dam/hprof/snb/docs/publications/Code%20of%20Ethics%20and%20Professional%20Conduct%20%2815%20Mar%201999%29.pdf

Anthropology essay

Energy captured, production, population, and exchange are all evident in various cultures and societies throughout time. Because these factors affect all humans and societies equally, they must all equally be accounted for within that particular culture/society methods of sustainability. The first example I will use to Illustrate this point will be Britain's empire during the 16th-18th centuries. Britain at the time had Its scope of influence include over 15th of the world's entire population. This expansive effort to colonize or commercialism by sea led to Britain's global dominance during the era.By establishing colonies and trade routes throughout the world, Brutal was able to use human labor In various colonies to grow cash crops and food to serve Britain's empire (economy). This was especially Important considering Britain's geography and land made for a poor agrarian society. Using wind and human labor, the British were able to build ships and a powerful navy to traverse the 7 oceans for profit, production, and exchange. My second example will be the pilgrims and settlers of the 13 original colonies before the American Revolution.The original pilgrims and settlers of the 13 original colonies ere largely unsuccessful in their attempts to establish colonies in North America. It took a few tries before the colonies became fully established and functioning; illness, starvation, and a lack of sustainable resources lead to death for many in these starter colonies. Because these initial immigrants lacked the resources or knowledge to cultivate the land effectively, they experienced hardships until they learned how to collaborate with others.Luckily for them, the pilgrims and settlers began bartering and learning to hunt and cultivate crops with the French and Native-American peoples of North America at the time. While we are all aware that the Native Americans and settlers did not always get along due to conflicts over land and power, they did however, stand to learn and gain from each other's technology for the self- preservation of their own societies/cultures when they were not at odds with one another.My third and last example will be the Egyptians that built the Ancient Egyptian empire/the Pyramids thousands of years before Christ. Geographically speaking, Egypt was poised to be one of the ancient world's superpowers due to Its location next to the Nile River. Without the Nile, Egypt simply could not have come to existence due to its arid desert climate. Production, population, and Egyptian society flourished because sustainability was possible due to the Nile River allowing agriculture, trade, and expansion to exist.The Importance of the Nile River to Ancient Egypt culture and way of life was evident In their polytheistic religion – they prayed/ made tributes to their gods whom they believed controlled the Sun, the Nile, etc. Anthropology essay By annoyances culture/society methods of sustainability. The first example I will u se to illustrate had its scope of influence include over 15th of the world's entire population. This Britain was able to use human labor in various colonies to grow cash crops and food to serve Britain's empire (economy).This was especially important considering Britain's geography and land made for a poor agrarian society. Using wind and human labor, the British were able to build ships and a powerful Ana to traverse the Egypt was poised to be one of the ancient world's superpowers due to its location agriculture, trade, and expansion to exist. The importance of the Nile River to Ancient Egypt culture and way of life was evident in their polytheistic religion – they prayed/

The Effect of Outsourcing on Public Sector Organizations

The Effect of Outsourcing on Public Sector Organizations JOHN H HANNAH III UNIVERSITY OF PHOENIX The Effect of Outsourcing on Public Sector Organizations This paper will examine the particular issues associated with the impact of outsourcing on public sector organization’s performance and employee commitment. As the move to outsourcing is part of a wider phenonom for flexibility in the organizational, structure, development and change paradigms of public sector organizations.This paper begins by examining the problems associated with an outsourcing strategy in public sector organization. Many counties within the US, have chosen to outsource the investment and operation of non-competitive public services, such as water and waste management, public transports, mail services, information and communication technology services, facilities management and road infrastructures. Outsourcing today has become an essential revenue and growth strategy for almost every existing corporation. It creates flexibility in the company, ensuring the maximum utilization of available resources within the company. It also offers corporations cost advantages and help free up their management resources. Orange county government-anywhere USA, requested the services of a Home Land Security Specialist to assist in the collaborative, assessment, development and strategic enhancement of it municipality’s Information Technology (IT) and Critical Facilities’ (CF) upgrades and security.Upon the completion of plan, expectations and deliverables, a series of introductions with Directors, Managers and Supervisors, it was apparent the federal dollars associated with the project was indeed the motive for the invitation. In my initial general assessment and development of a strategy, the organization handbook was the first critical reading which uncovered a mission statement, values, ethical guidelines and the organizational cultural premise. â€Å"The Mayor’s outline the v ision, values and mission as simple – to serve. You have an important job to do as we work to meet the needs of our citizens.We ensure that roads are built and maintained; we protect environmental resources; we respond to crisis and emergency situations; we staff facilities that care for people; and we ensure that the quality of life of our citizens is protected our challenge is to build on the strengths of our diverse community so that everyone can enjoy the very best Orange County has to offer. We are committed to maintaining an organization where citizens are engaged in civic affairs, take ownership in their government and have input in the decision making process†.The following core values serve as our foundation: 1. FAIRNESS, 2. WORK ETHIC 3. INTEGRITY AND CHARACTER 4. EXCELLENCE AND INNOVATION: 5. PROFESSIONALISM AND ACCOUNTABILITY (Orange County Government, 2012) . The role of the Security Specialist in this public sector organization is to examine the particular issues associated with the impact of outsourcing on public sector organization’s performance and employee commitment and develop a strategy to move this organization toward outsourcing initially in the areas of IT and CF.Provide an assessment and evaluation of the organizational readiness for change in the area of outsourcing. This paper begins by examining the problems associated with an outsourcing strategy in public sector organization in the form of an assessment. As public sector moves to outsourcing as part of a wider strategy to increase flexibility in the organizational, structure, development and change paradigms of public sector organization. Outsourcing helps organizations to be focused.Since the most valuable resource within management is time, once a process is successfully outsourced, the management gets more and effective time to explore new revenue streams, time to accelerate other projects and time to focus on customers. Traditionally executives spend 80 per cent of their time managing details, and only 20 percent on planning and customer relations, in other words, a successful outsourcing process can help reverse this ratio.Outsourcing can also help companies to have access to new technologies that might not be used in their company. This is mainly because the outsourcers use the latest state-of-the art technologies to serve their private sector clients. And this might also increase the change paradigm shift and rapid migration of these companies to new technology. Outsourcing also helps multi functional areas and department of a public sector providing the benefit of 24-hour operational cycles and providing necessary services to their customer.The ever- growing pressure for increased productivity and profitability of city, county and state governments thus, the pressures to reduce costs and improve productivity are the main factors that influenced the beginning of offshore outsourcing. For example, the main advantages to move producti on to private contracting of products and services to reduce in-house human resources management cost. Hence, today outsourcing has become an attractive and powerful strategy for companies to reduce cost and improve performance.These models provide theoretical guidelines upon which valid and reliable organizational assessments should be based. All of these models provide value to management and human resource organizational leaders performing organizational assessments based on a internal aspects or a system theory evaluation approach (Erwin & Garman, 2010). The McKinsey 7S Framework model is used as a tool to assess and monitor changes in the internal situation of an organization closed system assessment. The model is based on the theory that, for an organization to perform well, these seven elements need to be aligned and mutually reinforcing.So, the model can be used to help identify what needs to be realigned to improve performance, or to maintain alignment (and performance) dur ing other types of change. The basic premise of the model is that there are seven internal aspects of an organization that need to be aligned if it is to be successful evaluation and assessment tool. The Seven Interdependent Elements of the 7s model are Hard elements (strategy, structure and systems) and the Soft Elements (shared values, skills, style and staff) (Waterman, Peters, & Phillips, 1980)Burke & Litwin Model (The Casual Model of Organizational Performance & Change) – The Burke & Litwin Model, suggests linkages that hypothesize how performance is affected by internal and external factors. It provides a framework to assess organizational and environmental dimensions that are keys to successful change and it demonstrates how these dimensions should be linked causally to achieve a change in performance. According to Burke-Litwin’s model, an organization may conduct a change intervention in stages as they relate to a specific focus in two stages â€Å"First order and Second order† changes.If an OD intervention is directed toward structure, systems, and management practice result, it can be considered a first order change, if interventions are directed toward mission, strategy, leadership, and organizational culture then result in second order change (Burke & Litwin, 1992). The Marvin Weisbord-Six-Box Model (Weisbord’s Model) is designed to assess the functioning of organizations based mainly on the techniques and assumptions of the field of organizational development. The model represents a particular way of looking at organizational structure and design.It gives attention to issues such as planning, incentives and rewards, the role of support functions such as personnel, internal competitions among organizational units, standards for remuneration, partnerships, hierarchies and the delegation of authority, organizational control, accountability and performance assessment. The model also follows the basic ‘systems' approac h to organizational functioning including the well-known inputs and ‘outputs' categories. The six-box model is comprised of the following components (boxes): (1). Purposes, (2). Structure, (3) relationships; (4). Rewards, (5). Leadership, (6).Coordinating technologies. The only disadvantage to this model is it s design to only address internal environments (Weisbord, 1978). An open system organizational development theory and (Burke & Litwin) model will be utilized to conduct a diagnosis analysis planned change assessment to the organization. These changes are usually designed to address an organization problem or to help an organization prepare for future. It is the one method of quickly bringing change, which focus on human and social aspects of the organization as a way to improve organization’s ability to adapt and solve problems.The best theory is developed from practice; the best practice should be grounded in theory (Seeger, 2006; Brown, 2011). The Burke & Litwin Model hypothesizes’ how performance is affected by internal and external factors. Public sector management occurs within a complex, dynamic system involving stakeholders, coupled with informational and resource material flows and behaviour that is characterized by interactions related to internal and external environments. According to Burke-Litwin’s model, an organization may conduct a change intervention in stages as they relate to a specific focus in two stages â€Å"First order and Second order† changes.If an OD intervention is directed toward structure, systems, and management practice result, it can be considered a first order change, if interventions are directed toward mission, strategy, leadership, and organizational culture then result in second order change (Burke & Litwin, 1992). The theory of Organizational readiness for change is considered a multi-level, multi-faceted construct. From and organization-level construct, readiness for change refers t o organizational members' shared resolve to implement a change (change commitment) and shared belief in their collective capability to do so (change efficacy).Organizational readiness for change varies as a function of how much organizational member’s value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior (Weiner, 2009). References Bateman, T. S. , & Snell, S. A. (2007). Management: Leading & collaboratiing in a competitive world (7th ed. . New York, NY: McGraw Hill – Irwin. Boland, T. , & Fowler, A. (2000). A systems perspective of performance management in public sector management. The International Journal of Public Sector organizations, 13(5), 417-446. doi:10. 110 8/09513550010350832 Brown, D. R. (2011). An experiential approach to organization development (8th ed. ). Boston, MA: Prentice Hall. Burke, W. W. , & Litwin, G. H. (1992). Causal model of organization performance and change’. Journal Management, 18(3), 523-545. doi:10. 1177/014920639201800306 Erwin, D. G. , & Garman, A. N. (2010).Resistance to organizational change: Linking research and practice,. Leadership & Organization Development Journal, 31(1), 39-56. doi:10. 1108/01437731011010371 Harrison, M. I. , & Shirom, A. (1999). Organizational diagnosis and assessment: Bridging theory and practice. Thousand Oaks, CA: Sage. Kotter, J. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 59-67. Retrieved from http://89. 248. 0. 102/upload/Topplederprogrammet/Kotter. pdf Lewin, K. (1951). Field Theory in Social Science. London, England: Harper Row. Orange County Government. 2012, April). Employee Handbook. Fl. Retrieved from http://www. ocfl. net/Portal s/0/resourcelibrary/employment-employehandbook. pdf Waterman, R. , Peters, T. J. , & Phillips, J. R. (1980). Structure is not organization. Mckinsey Quarterly, 2-20. Retrieved from http://www. tompeters. com/docs/Structure_Is_Not_Organization. pdf Weisbord, M. (1978). Organizational Diagnosis: A Workbook of Theory and Practice. Addison-wesley. Wiener, B. J. (2009). A theory of organizational readiness for change. Implementation Science, 4, 67. doi:10. 1186/1748-5908-4-67

Sift cupcake and dessert bar Essay Example | Topics and Well Written Essays - 2250 words

Sift cupcake and dessert bar - Essay Example Since its inception, a few members of staff have been on board and they include Corey Fanfa who joined the Sift team after quitting her career. She spent most of her childhood with Andrea, the baking business was not new to her either, and she quite enjoyed it. Sift has been enlisted on several Food networks including the cupcake wars where Andrea and Corey entered. This gave Sift the much edge that they needed and helped improve the skills of the business and learn what they needed to do to make the better cup cakes. For Sift, the business is just not a business but a passion for them as they are engaged in an activity that they love and are a passionate about. Sift has a wide market being in a college town and ensuring that the customer is satisfied with the product has seen the business grow in leaps and bounds to where it is today. Evaluation and Strategy Andrea, Her Husband, Jeff and Corey are the managers of the business and the key decision makers and they feel that is about t ime that the business expanded and became the premier cupcake business of choice in the Bay area of San Francisco. Cupcakes are an extremely popular product in the United States base on the fact that they are cheap and also very sweet and yummy. They are also easily accessible and when well made, they give the client a satisfying feel. The product was made popular by the movie Sex and the City and has since then grown to the extent of having a food channel Cup Cake Wars, which Sift occasionally, display their product offerings. The main problem facing the goal that Sift wants to achieve is their line of Credit. They needed to hire more staff that will help the business to rapidly expand and become the premier cup cake shop. The current line of credit that they have in the bank cannot be used as it will hamper the efforts that they have of seeking the small business loans which they badly need to ensure that they become the premier cupcake shop in san Francisco. To be able to achieve these goals, Sift needs to clearly map its goals and objectives as well as know what it wants to achieve as of now. What is important to them as of now is to acquire the capital through the loan and hence expand to become the premier cup cake shop. However, their efforts can be hampered by the lack of expertise as the three of them cannot quite manage to handle the bigger business and they will require more skills and competencies to be able to meander through it. The business has several factors working for them against those working against them. Firstly, there is a huge demand for cupcakes in the market. This means that in spite of the harsh times, there will always be demand for the cakes. The cost is relatively cheap which means the consumers can afford the product. The size of the cupcakes is small and hence not a big indulgence especially with everyone being weary of their health. The product is viewed as a snack for getting the much needed sugar fix as people watch what the y are eating. The other success factor for the business is a market niche, which is already established. The business has a huge customer base in women who are high-income earners and are sure of what product they are looking for and what product they want. There is also a presence of a huge market online for the business. Sift has been able to grow to a large business since its

Strategy Paper Essay Example | Topics and Well Written Essays - 2000 words

Strategy Paper - Essay Example To analyze this phenomenon, WJ Wood had this to say i.e. "The Americans did not simply outlast the British in the Revolutionary War, but, won their independence by employing superior strategies, tactics and leadership".2 Wood was however, only half-correct because Britain, with its status as the world's prime conqueror and as a veteran of many major wars, was no stranger and in fact replete with superior strategies and wily tactics and was blessed with the best military leaders. Therefore, there must be other factors that went into the equation to produce Britain's shameful defeat. First consideration was the fact that Britain was waging a war in a land, more than 3,000 miles away and we can only conjecture that there would be problems of logistics and communication PM Lord North, Secretary of State George Germain) "never provided the timely guidance and the commanders in the field never furnished accurate enough predictions of what to expect and differed so much among themselves as to the proper course to pursue".3 A more formidable problem was the difficulty of sending transports of ammunitions, military equipment and troops just in time to stem the tide of a particular battle in Britain's favor. It also had to battle inclement weather and fierce winds. Second consideration, was the fact that Britain had to design a multi-pronged strategy to answer simultaneous threats that may divide the kingdom. The American rebellion was only one front. The possible invasion by France and Spain was another. The need to cohesively cement its hold on Canada, West Indies, Gibraltar and India was yet another. It was clear that these "limited the options available to the British"4 and not to mention divide the British forces. In sharp contrast, the colonists were waging a war in their own backyard. Thus, they enjoyed the advantage of a familiar terrain and a cooperative citizenry, called the militia, which is generally hostile to the British. The strategies and tactics may not be at par with British standards but they were well coordinated, controlled and centralized by the Continental Congress based in Philadelphia and later in Annapolis, Md. To finance the war, the Congress employed diplomatic and psychological strategy on France and Spain with successful results. The rest of the money was obtained through deft arm twisting of the populace i.e. loans; forced loans with certificates of indebtedness; levies; issuance of continental currency. In that age when cellphones, internet, two-way radios haven't seen the light of day, the colonists had the Committee of Safety, composed of mounted messengers of which Paul Revere was the most

Week One Discussion Questions (Mgt-437) Project Management Essay

Week One Discussion Questions (Mgt-437) Project Management - Essay Example A project’s focus looks at the strategic tilt of the business as the project gives the indication whether or not the success will be achieved for the different business entities and how the same will shape up the future realms of the business in the long run. 2. What is a project life cycle? How do project life cycles differ among organizations? To what degree does the structure of the project life cycle used by the organization affect the project manager’s job? Explain your answer. A project life cycle is a series of steps that are taken in order to reach the end goal within a project itself. It is important that a project life cycle is apparently drawn in order to assist the project team members in understanding the work domains. Project life cycles differ amongst organizations because they depend upon the nature of the project work, their deadline requirements that need to be taken care of and the stakeholders who will be directly or indirectly affected by the project in essence. The project manager’s job is seriously affected by the project life cycle because it makes him wait for certain activities to end before he could align the other project deliverables. The need for understanding the time glitches and work requirements is essential for a project manager in order to deliver value. A project stakeholder is a person who is directly or indirectly affected by the project’s results. Some examples of project stakeholders include the people who have invested heavily within the project’s domains as well as those who remain within the background but are linked with the project on a very constant basis. The stakeholders of a project are also comprised of the people who will be affected by the outcome of a project in the long run. When stakeholders are not identified and addressed early on in the project, the projects get affected by such incidents in a very

BAE Automated Systems Research Paper Example | Topics and Well Written Essays - 2000 words - 1

BAE Automated Systems - Research Paper Example In this scenario, if any of the aspects is compromised or limited, the remaining parts of the project will also be affected. This paper presented an analysis of the Denver Airport project which involved the implementation of the Baggage Handling System. This project was initiated to automate the Airport baggage handling. However, all the way through project lifecycle this project suffered a wide variety of issues and problems. This research is aimed at analyzing those issues and aspects. The basic purpose of this paper is to outline some of the major issues and aspects that influenced the successful completion of this project. In this scenario, this research covers basic problems (management failure/problems) and their causes and fixation policy regarding Denver Airport project of Baggage Handling System. In addition, this paper will attempt to explore some of the fundamental aspects of effective project handling and management. The thought of initiating and effectively managing projects is long-term an objective of any project. This paper presents a detailed analysis of Airport Baggage Handling System project. All the way through the lifecycle of this project, it suffered a number of problems which happened because of ineffective management and planning of such new technology-based projects. In fact, the project of Denver International Airport’s Baggage Handling System is believed to be one of the biggest examples of less effective project management that led this project to failure and losses. Without a doubt, it was a new technology-based project which demanded more high-tech technology implementation and management. In this scenario, there was a greater need for the new technology-based support with more accurate and high-level bagging processing capabilities. Hence, in such a huge and critical project there was a dire need for high-level planning and management of issues and other aspects.

Instructional Methods Research Paper Example | Topics and Well Written Essays - 2500 words

Instructional Methods - Research Paper Example Direct and indirect methods are two categories in which the learning methods can be divided. However, these instrumental learning methods are so complicated that they cannot be classified into merely two categories. Every instrumental teaching method used by the teachers has some pros and cons attached to it. The teaching method that the teacher uses in a particular class of students depends on the level and age of the students. Therefore the first step in teaching is to select the correct and accurate teaching method for the students belonging specific class. There is no such ideal method of teaching which can be implied to all teaching level and to all students belonging to different development level; it is the task of the student to select a teaching method which suits the situation. There are factors that the teacher must keep in mind before the selection of any specific instrumental teaching method, these are; material, physical setting, time, space, level of development of stu dents and many more (Kizlik). Approaches to Learning Teacher centered approach This approach is usually based on the fact that the role of the teacher is to provide instruction to the students that may foster learning, in order to achieve a specific goal. The teacher defines the objective of the course to the students and then explains the information to the students. ... Some effective teaching methods have been discussed below. Direct Teaching This teaching method is one of the widely accepted learning methods. This learning method focuses on very specific learning target. The students are given reasons regarding the importance of content which is being taught to them. The students gain can be easily measured by the help of this method. The content of this teaching method must be organized in advance and the teacher must have all the relevant knowledge about the student pre-requisite of the lesson. It is considered one of the effective teaching methods as it is based upon the learning of basic and specific skills. One of the disadvantages of this teaching method is that it stifles the creativity present in a teacher. This teaching method cannot proceed without the well organized preparation of the learning content. The teachers must possess good communication skills if they want to carry on with this teaching method. The steps involved in this metho d must be followed in the prescribed order. This method is usually effective in lower order thinking and it immensely depends on the skills and knowledge of the teacher. Cooperative learning This teaching method fosters mutual responsibility in the students. The teaching method related to this teaching style is supported by different research techniques. This method teaches the students to be more compassionate towards their work, to be patient and less critical. The instructor decides prior to the lecture that what knowledge and skills must be learned by the students. It requires sometimes making the student learn that how they may work in groups, for the specific task assigned to them. There are certain disadvantages related to this teaching style. Some students do

Life mistake Essay Example | Topics and Well Written Essays - 500 words

Life mistake - Essay Example Over time, my naivety led me to yield to such pressure and I began indulging in unacceptable social behaviour. This paper will describe this significant life mistake that I made years back. I remember clearly that turning 12 was an exciting event. When I was ten years old, my mother had told me about the challenges teenager faced during adolescence. She had tried to guide me and prepare me for the most significant transition from childhood to adolescence. Despite her efforts to prepare me, adolescence came sooner than I thought and brought about multiple changes in my life. Many of my friends had the conviction that, the adolescent stage presented an opportunity for them to explore different things that adults did (Pickhardt, 2011). Since I was confused and faced an identity crisis as I grew older in the teenage years, I faced a constant temptation to please my friends. Therefore, I tried out all the things they suggested. Initially, I did not see any harm in joining my friends in their ventures as the activities they indulged in were exciting. However, with time, my friends began to adopt habits that were considered socially wrong. For example, they encouraged me to try out smoking when I was only fourteen (p. 23). Personally, I was against smoking because I knew its numerous side effects, but, the pressure from my friends to prove myself an adult using the puff was overwhelming, so I eventually gave in. Smoking was not the worst thing that I did as a result of yielding to peer pressure. I became overly rebellious and would often sneak out at night to go to clubs and theatres. This continued for sometimes despite the warnings from my parents and teachers who had noticed that I had changed. Although they tried to counsel me, I was unwilling to accept counsel at that time. However, on one fateful night, when my friends and I were out clubbing, the security officers realized that we were

School Reformation Policies Essay Example | Topics and Well Written Essays - 1500 words

School Reformation Policies - Essay Example First of all, I would suggest smaller classes with more and highly qualified teachers for disabled students and those with special needs and backgrounds. In addition to reducing the number of students per teacher, more care and time must be afforded to these groups. This would help even the achievement gap that has not been emphasized on at all, in NCLB. For example, both blacks and whites are seen to be equally improving and so the gaps are still left unchecked. This must not be the case, and extra attention must be paid to correct this gap. Special students like the blind for instance, during examinations, must have provisions to have questions read out to them.Secondly, I would urge for measurement of improvement and academic progress per student as opposed to the collective assessment under NCLB. It is possible for schools to retain high ratings even at high achievement gaps since NCLB only measures average school performance. Achieving 100% same-state standards by 2014 as is env isioned in the Act is unrealistic, to say the least as many variables are often involved especially in disability cases. This is a simple illusion.Carris’ Ghosts of No Child Left Behind (2011) further states that the NCLB Act requires only a bare minimum of standards to be met without specific attention to any further improvement beyond the set minimum. It simply groups everyone together as one and discourages any personal talent and improvement in the long run, as all students are simply to be above average. Gifted students are awfully maligned and their enhancement disregarded hence. In some states like Michigan, state funding for gifted and talented programs was cut by up to 90% in the year after the Act became law. I am also of strong opinion that cutting funds for ‘failing’ schools only serves to hinder even more, any chances they have to regroup and improve performance potential. On the contrary, it is my belief that such schools

Odyssey by Homer Essay Example | Topics and Well Written Essays - 1000 words

Odyssey by Homer - Essay Example It is therefore the epic is regarded as one of the most alluring and splendid works the world has ever produced. The poet has elaborated that maintenance of dignity and valor was the most imperative phenomenon for Greeks, on which they could not make any compromise altogether. Similarly, the politeness and modesty during speech and actions was also highly significant object for the society, and use of eloquent, apposite and sophisticated words during social interaction was regarded as the sign of being cultured and modest. Moreover, the people of the city were also munificent and generous, and always treated the guests with open arms and happy heart. Consequently, dignity, politeness and hospitality served as the most dominant features of the ancient Greek civilization of Homeric era. The verses depict the valor, pride, ego, prestige and strength of the major characters including the protagonist King Odysseus of Ithaca and his son Telemachus. Similarly, the loyalty, fidelity and dedi cation of Penelope, and the love and affection of the Ithacan subjects for their King Odysseus are also the distinguishing aspects of the ancient Greek life. The play reveals the very fact that the honor, prestige and dignity were regarded as the most prominent aspects of social life among the ancient Greek people, and they did not make any compromise on these issues altogether. ... The issue of pride and shame also appears at the eve of the challenge made by Euryalus, the handsome and strong Phaeacian youth, to Odysseus after the latter’s attending the Phaeacian assembly. Euryalus asks Odysseus to participate in the athletic contest along with the other Athenian youth. (Book 8: lines 178-182) However, Odysseus refused to comply with the same. Consequently, Euryalus passes insulting comments on him by declaring him as a sailor trading back and forth  in a ship with many oars, as well as a captain in charge of merchant sailors (Book 8, lines 200-202) In response to these awkward words, Odysseus made a thought-provoking speech in which he laments over his present state of affairs that is not suitable for the participating in athletics. However, he throws discus so powerfully that no one can do the same. Consequently, Athena encourages him to participate in other competitions too, which he does and wins the same. Hence, he obtains the opportunity of provin g his worth in discus throwing and wrestling. Thus, cunning speeches made by the protagonist character made situation uncomfortable, and the King announces the end of the games for the day. Odysseus is determined to fight against rival generals, sea monsters, court intriguers and hypocrites in order to display his bravery on the one hand, and to sustain the status of a dignified ruler on the other. It is therefore he sets out to fight war against the Trojan army just for the sake of enjoying the status of the most gallant and respectable person of the city. At the beginning of the Trojan War, he appears to be the father of an infant of one month only, departing from him

Industrial Relations & Collective Bargaining Essay Example for Free

Industrial Relations Collective Bargaining Essay Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. . Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. v4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors infl uencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. . Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective

Characteristics Of Fractals And Fractal Dimensions Engineering Essay

Characteristics Of Fractals And Fractal Dimensions Engineering Essay According to Benoit B. Mandelbrot, fractal is considered that object or structure that consists of fragments with variable orientation and size but of similar appearance. This feature gives the fractal some special geometric properties the length and the relationship between surface area and volume. These special properties do need other s different mathematical tools to explain the common characteristics. In the human body there are structures with fractal geometry, such as vascular system, the bronchial ramifications, the neural network, the arrangement of the glands, etc. The importance of this fractal geometry in the body is to optimize the role of systems because in a small space with the largest area. Since there are structures with fractal geometry we deduce that should be possible phenomena with fractal characteristics to power these phenomena have constantly repeating patterns at different timescales. These phenomena can be characterized with the use of mathematical tools of fractal geometry. Niels Fabian Helge von Koch said, Fractal theory can be considered a valid and useful tool for studying dynamic phenomena in the human body or in nature and allows an approach more in keeping with the complexity and nonlinearity existing in these processes. The fractal dimension is a mathematical index that we calculate and that allows us to quantify the characteristics of fractal objects or phenomena. This index can be calculated in several ways. One of these ways of calculating fractal dimension is the Hurst exponent. The concept of dimension that we use is usually the classical Euclidean, is that one dimension is a line, form a flat two-dimensional and three-dimensional object form a volume. However, an irregular line tends to form a surface and a surface bends when it becomes a volume, as we can, starting a one-dimensional object, passing the same object in three dimensions. Many natural structures have these characteristics so that, geometrically, these structures may have a non integer dimension between 2 and 3. Thus the fractal dimension is an index that allows us to quantify the geometric properties of objects with fractal geometry. The phenomena with fractal behavior can be represented by line graphs, and these graphics can measure their fractal dimension and thus to quantify the complexity of chaotic dynamics. Regarding the relationship between fractals and chaos, we could truly say that fractals are the graphic representation of chaos. Delving a bit on the subject and based on the ideas of Carlos Sabino we could say that the relationship between chaos and fractals is that fractals are geometric figures with a certain pattern that is repeated endlessly as a multiple scales and if the close look reveals that this pattern is found in the components, and parts of its components, and component parts of its components, and so on to infinity. This we can see if we can observe the fractal at different scales smaller and smaller. Fractals of which is said not to have full dimension represent graphically that chaotic equations can be solved. Fractals show us that points of a given mathematical space collapsed the chaotic solutions of our equation. The most curious part of this is that both the equations and fractals can be constructed with elements that we have all seen in our past academia, but the results obtained can become an incredibly high complexity. This can be considered a way of life Fractal Characteristics In broad terms we can define a fractal as a geometric figure with a very complex and detailed structure at all scales. Already in the nineteenth century many figures were designed with these characteristics but were not considered beyond simple mathematical curiosities and rarities. However, in the seventies of last century, their study is closely linked to development studies on chaos. As noted above, the fractals are basically the graphical representation of chaos, but also have a number of characteristics that then we will try to enumerate. First, we must consider that they are still fractal geometric figures, but do not meet its definition and it is impossible through traditional concepts and methods in place since Euclid. However, the above statement is very far from becoming rare or anomalous figures, as a glance around us can perceive the lack of Euclidean forms ideal, a feeling which will increase greatly if we find in nature. In fact, we will be surprised a lot when we stumble across, for example, with a spherical stone. Consequently, while always trying to apply to reality, Euclidean shapes (circles, squares, cubes ) are limited to the field of our mind and the pure mathematical abstraction. On the contrary, as we shall see, fractals are widespread. Like when we speak of chaos, one of the most significant properties of fractals and which is particularly striking is the fact that originates from some initial conditions or very basic rules that will lead to extremely complex shapes, seemingly diabolical. A clear example is the Cantor set, because it originates simply part of a line segment, we divide it into three parts and remove the core and so on. Another key feature of the concept of fractal self-similarity is This idea in a broader sense and philosophy has attracted since the beginning of mans humanity. Jonathan Swift partly reflected in his book  Gullivers Travels  when he conceived the idea of the existence of tiny men, the  midgets, and giants, all with similar morphology but a quite different scale. Of course, this is very attractive and even romantic, but rejects the science for a long time. However, the advances of this century that unveiled some resemblance of an atom with electrons orbiting around the nucleus and the solar system with the Sun and its planets rehabilitated to some extent the concept. In the particular case of fractals, is viewed as a fractal object every time we change the scale, shows a clear resemblance to the previous image. Therefore, we can define the self-similarity as symmetry within a scale, in other words fractals are recurrent. This is evident in figures like the Koch curve, in which each extension results in an exact copy of the picture above. But to illustrate in a general way, we can see the coastline of Europe. In principle, we may consider Europe as a peninsula of Asia Moreover, within Europe there are large peninsulas and the Balkans and if we reduce the scale, we found other small and the Peloponnese peninsula and we can continue to differentiate between incoming and outgoing calls between the grains sand from the beach. However, this self-similarity should not be confused with an absolute identity between scales, for example, following the previous example, is not that smaller peninsulas have a way exactly like the majors. Rather, what this idea implies the existence of an infinite complexity of fractal figures since, given its recurrence, we will be extending its image over and over again to infinity without the appearance of a completely defined. In fact, these extensions will be revealing an increasingly complex network and seemingly inexplicable. For example, we take a seemingly smooth surface but if we extend it, the microscope will show hillocks and valleys that will be more abrupt increases as we use more. But this discovery leads us to a more difficult question, what is the size of a fractal? This same question was asked in his article Mandelbrot  How long is the coast of Britain?  In which he proposes the concept of fractal dimension. According to Euclids geometry, we move in a three-dimensional as to place a point on the plane we need three coordinates (height, width and depth). Similarly, a plane has two dimensions, the straight one and point zero. However, if we take, for example, the Koch curve is assumed to belong to a one-dimensional world, we will see as their length varies depending on the  ruler  that we use and, therefore, it is impossible to calculate exactly. Clearly, neither is it a plane because as its name suggests is a curve as it is within the plane. Consequently, it is considered that its size must be halfway between one and two. This approach may seem a simple mathematical juggling, since this unit the size of the unit of measure and, ultimately, of the relativity of the reference point of the observer escapes hands. However, it is very useful because, as shown in the following pages can be calculated and, therefore, serves to balance characteristics of fractal objects and their degree of ruggedness, discontinuity or irregularity. This also means that it is considered that this degree of irregularity is constant at different scales, which has been shown many times appearing incredibly regular and irregular patterns of behavior in the complete disorder. CALCULATION OF FRACTAL DIMENSIONS As I mentioned above, we defined the concept of fractal dimension as one that does not fit, traditionally considered since the time of Euclid: size 0, item; dimension 1, the line, and so on. But this concept is not only theoretical but can be calculated as we will show below. Anyway, we should not forget that we start with a subjective idea, as it is to ascertain and quantify the fractal occupies the space where you are. If we take a figure whose fractal dimension is between one and two as, for example, the coastline, the result of its length will depend on the length of the ruler we use, for example the unit of measurement. Therefore, if we get this unit to be infinitely small we can measure with great accuracy.Now, based on this simple idea, it will be easier to understand the following mathematical development: Denote a complete metric space and (X, d), where is a nonempty compact subset of X. whereas take B (x,) as areas  closed  to radio and with center at a point xX. We define an integer, N (A,) that is the least necessary number of areas  closed  to radio we need to cover all A.. This would be: N (A,) = The smallest positive integer so that AÃÅ' ÈMn=1 B(xn, e) For a set of distinct points (xn, 1, 2, 3, , M). To know that this number exists, surround all the points x A with an area  open  to radio > 0 to cover A with joint  open.  Since A is compact, this cover has a finite sub cover, which is an integer, which call M . If  we close  these areas, we get a cover M of closed mats. We call C the set of covers of A with a maximum of M areas  closed  to radio. Therefore, C contains at least one item. Now, lets f:C à   {1, 2, 3,,M } as f (c) which is equal to the number of areas on deck c C. Then, {f(c): cÃŽC} is a finite set of positive integers. Consequently, this set will contain a smaller number, N (A,). Intuitive idea behind fractal dimension, based on the assumption that A has a fractal dimension D if N(A, e)  » Ce -D where C is a positive constant. Interpret » so that f ( ) and g () are real functions of real positive variable. Then, f(e)  » g(e) Means that . Solving for D we get: Given that time tends to zero, we get the term also tends to zero we arrive at the following definition: Be AÃŽH(X), and (X, d) is a metric space. For each e>0 let N (A, e) And lower number of area  closed  to radio?> 0 needed to cover A. If: Exists, then D is the fractal dimension of A. Also denoted as D = D (A) and reads A has fractal dimension D Examples: We can recreate this set a very simple way: we take a line and divide it into three equal segments, eliminating the middle and replaced by two segments of a length equal to one third of the original line thus obtaining four segments, this is continued to infinity. K E N 0 1 1 1 1 / 3 4 2 1 / 9 16 K K = number of interactions required E = size measuring instrument N = Number of times used E Its size is calculated using the following formula: And which leads to: Thus see that the dimension of the Koch curve has a dimension that is between the 1st and the 2nd and is 1.2618. The main and most known representative of fractals is the Mandelbrot set. For many experts it is by far the most complex object of all sciences. It is amazing to observe its infinite complexity, which is certainly beyond description. And this complexity is multiplied at every scale clusters appear endless, peninsulas, islands really are not, spirals, etc. No matter how scaling up or how many times you give to the zoom button, the display will appear more and more figures infinitely complicated. Of course it looks like a diabolical invention capable of driving the sanest. The Mandelbrot set is a series of complex numbers that satisfy a certain mathematical property. Each issue is composed of a real and an imaginary part represented by i, which is equal to the square root of -1, as follows: 2 + 3i. So take a number and either C squared. We add the number obtained C and back to be squared and continue over and over again with the same process: z z2 + C. Applications of Fractals Although they may seem simple figures created to entertain mathematicians, there are many applications of fractals, both theoretically and practically. Given the broad scope of its application field, then we will limit to list the most striking and, so to speak, which are more spectacular. Since then, its application in the field of abstract science has been really great. One of its most immediate applications is the study of solutions of systems of equations over the second degree. In fact, early in the study of fractals, John Hubbard, American mathematician, in a plane represent the way the Newton method for solving equations, leads from different starting points for each of the solutions. Previously it was thought that each solution will have a basin of attraction that would divide the map in several places and points of which lead to the solution. However, by computer scanning and assigning a color to each watershed, Hubbard found that the boundaries of these regions of the plane were not well defined in any way. Within these limits was a color points into other points of color and as the grid of numbers was more complex was going to expand revealing the border. In fact, could be considered as there was no such border. Although there are many applications in areas as diverse as physics and seismology, since then the area where more applications have been found in image processing. In fact, rather than inputs, should speak of a revolution. Michael Barnsley was the pioneer in the treatment of images from its so-called fractal transformation. This is the opposite process to the formation of a fractal, for example instead of creating a figure from certain rules; we search for rules that form a specific figure. Currently, fractals are used to compress digital images so that they occupy less space and can be transmitted at higher speed and lower cost; in addition, they are very useful when creating spectacular special effects blockbusters, because it is relatively easy to create all types of landscapes and funds through fractals. So simple that with a small computer program that occupies a small space, you can create a beautiful tree from a simple scheme. Similarly, the fractal revolution affects the world of music, as it is very widespread use of fractal procedures for the composition, especially techno music or rhythmic foundation for any other type of music. Furthermore, the concept of fractal dimension and have had great impact in the field of biology. On the other hand, one can see great examples of fractal structures in the human body as the network of veins and arteries. From a large blood vessel and the aorta come out smaller vessels until the appearance of very fine hair so as to cover as much space as possible to carry nutrients to cells. Furthermore, it is believed to guess a certain similarity between the generation of fractals and the genetic code, since in both cases from very limited information apparently complex structures arise.

College Campus Diversity and Student Development

College Campus Diversity and Student Development We should all be having a conversation about diversity. The subject has been important to me since I was a child, perhaps due to personal experience or simply because I find diversity fascinating and beneficial to our growth in this global society. College campus diversity and its effect on students social development is what I want to research for the purpose of this course. When asked to present an implicit theory related to the Higher Education field, cultural diversity was the first thing that came to mind. The United States is a racially and ethnically diverse country; most countries have international students on their campuses, however the vast majority of students are of the same ethnicity. Due to the diversity of the United States, student bodies across the countrys colleges and universities are made up of students from different racial and ethnic backgrounds, which is why I started thinking how diverse campuses might have a positive effect on the students social development . Initially, the implicit theory I developed was Does a culturally diverse college campus help students become more well-rounded individuals? opinions will vary, that is the purpose of doing research, to understand what information is available on the topic and draw our conclusions; However, before the Naked Presentation we were not allowed to perform any type of research. Not researching the topic beforehand allowed my thinking to flow freely. I came into class with all the reasons why I think a culturally diverse college campus enhances students development. In my opinion, diverse college campuses increase self-awareness and expand our capacity for viewing issues in a different way. For most students, college is the first time they are living without their family and interacting with all kinds of people, which is essential for the understanding of my theory. Engaging in campus activities where diversity is promoted is opening doors to the world, the real world. While I do show my hand with this topic, there are many people who may differ from my idea of personal growth being enhanced by diversity, and this is something I want to explore as well. Does campus diversity prepare students for future career success? My initial question brought up more questions, this was one of them. As I mentioned before, we live in a global society, which means we have to interact with people from different backgrounds, not only in events that promote cultural diversity, but in our day to day lives. Todays workforce is rapidly growing more culturally diverse as more minorities and international students obtain their college degrees. College students graduate and enter the workforce with little to no experience, understanding how to interact with other adults, from any social or cultural background is a skill they want to develop while in college. Gaining the capacity of viewing issues from different perspectives, not just your own, will go a long way not only in their personal lives but also in their professional careers. These were the main ideas I had when I chose this topic and developed my theory. Once in class, I began to notice how my colleagues approached each others questions from different angles. The question I ended up with, once everyone shared their input, was Does a diverse college campus influence students development? and I am comfortable working with this question for my project. What do we view as development? And what aspect of development am I going to explore to further develop my theory? These were questions I asked myself when I sat down and expanded my implicit theory. I also considered whether the campus location made a difference in the students development, the effects of attending a campus located in a city might have, over attending college in a rural area. By going to college in a city, students are more prone to interact with people of all backgrounds; bigger cities, such as New York or San Francisco, tend to be more culturally diverse. Whereas, Students who attend college in a rural setting may not have as much, if any exposure to people of different backgrounds due to the makeup of the population. My theory is still a work in progress as I type this, every time I think of the topic, I come up with more questions and ideas relevant to the theory. However, my main focus will remain the same, campus diversity and its influence on students social development. My implicit theory will be evaluated from different perspectives because when we talk about diversity the subject should be studied from many angles, its the essence of diversity after all. Once I read the scholarly articles and papers written about the topic, I know I will have more information to think about my theory more critically, this will subsequently show me different sides of the spectrum.

Symbolism in the Play Everyman Essay -- Papers

Symbolism in the Play Everyman The play Everyman dates back to medieval times and has affected many people throughout the centuries. Many life lessons are looked at throughout the play through symbolism, which helps the reader understand life’s lessons easier. Everyman, an allegory, had symbolism scattered throughout the entire story, which helped to better show lessons learned through life. In Everyman, symbolism is present in many characters, including Good-Deeds, Confession, and Death. In the play Everyman, Good-Deeds is symbolic through his character name, costume, and actions. Good-Deeds shows symbolism through his many charitable acts. Good-Deeds wishes to go along with Everyman on his journey before death, but he has been too weak. With being to weak Good-Deeds’ sister, Knowledge, decides to go along. This shows symbolism through his charitable acts. Good-Deeds’ costume symbolizes happiness by far and peace and perhaps was the color yellow. Good-Deeds’ actions during the play are also symbolic. Good-Deeds helps Ev... Symbolism in the Play Everyman Essay -- Papers Symbolism in the Play Everyman The play Everyman dates back to medieval times and has affected many people throughout the centuries. Many life lessons are looked at throughout the play through symbolism, which helps the reader understand life’s lessons easier. Everyman, an allegory, had symbolism scattered throughout the entire story, which helped to better show lessons learned through life. In Everyman, symbolism is present in many characters, including Good-Deeds, Confession, and Death. In the play Everyman, Good-Deeds is symbolic through his character name, costume, and actions. Good-Deeds shows symbolism through his many charitable acts. Good-Deeds wishes to go along with Everyman on his journey before death, but he has been too weak. With being to weak Good-Deeds’ sister, Knowledge, decides to go along. This shows symbolism through his charitable acts. Good-Deeds’ costume symbolizes happiness by far and peace and perhaps was the color yellow. Good-Deeds’ actions during the play are also symbolic. Good-Deeds helps Ev...