Abortion - Pro-Choice Views Essays - Abortion, RTT, Fertility

Abortion - Pro-Choice Views Introduction From 1973 to 1987, over 22 million abortions have been performed. Pro-lifers would call that a terrible waste of human life. True, 22 million lives were taken, but I believe that we are better off without those. Please let me explain in the following report. What is abortion? Webster's dictionary defines abortion as "the expulsion of a nonviable fetus." Abortion might possibly be the most controversial topic right now. I'm sure by now that you've heard of all the different types of abortion. Almost all abortions performed in the US are surgical abortions, where the fetus is removed by suction or other means. (Medication offers another option, to be discussed later in this report.) During a suction abortion, the fetus is dismembered and disposed of by a small tube. This process takes but about 10 minutes, and the mother experiences very little or no physical discomfort. Pro-lifers immediately say that emotional trauma and guilt haunts every woman after she has an abortion. However, during my research, I found numerous women who led (and continue to lead) prominent and scot-free lives after their abortions. I think that the mental state of the mother depends very much on her personal feelings toward abortion, and the actual experience the had before and during the abortion. Pro-life propaganda In my study of pro-lifers, I have found that most of the time, they employ the use of a few strategies for making their views known. One tactic pro-lifers use to convince people of their views is to play on fear and emotions. Their graphic descriptions and gruesome pictures are a crude attempt to "scare" people out of abortion, while their pious talk and sobbing try to make us feel sorry for them and the unborn. Another popular strategy of pro-lifers is to protest things like "Life begins at conception! The fetus is human!" Science has proven these facts, and pro-choicers are by no means trying to deny them. However, pro-choicers feel that the rights of the parents (namely the mother) override the rights of the unborn child. Neither of these tactics work on pro-choicers like myself. True, pro-lifers are entitled to voicing their opinion (just as I am), but I feel that some of their methods (as illustrated in the next section) are very unorthodox. Pro-life?! Some pro-lifers don't seem to be for "the preservation of human life." The tables on page 7 clearly illustrate how often pro-lifers contradict their "pro-life" ideals by resorting to violent and disruptive acts to try to force their views on people. New legislature controls irate pro-lifers A new bill was introduced in April 1994. The Freedom of Access to Clinic Entrances Act (aka FACE or FACEA) protects women seeking abortion, and the facilities performing them. Specifically, FACE protects reproductive health service staff and patients from violent threats, assault, vandalism, and blockades. FACE was signed by President Clinton on May 26, 1994, but angry pro-lifers still violate this law. The consequences for a first-time offender cannot exceed one year in prison and/or a $100,000 fine. Repeat offenders face a maximum 3 year prison sentence and/or a $250,000 fine. If any injury is incurred, the sentence jumps to 10 years. If death results from the offense, the maximum sentence is life imprisonment. I think it is about time for FACEA. Pro-lifers have gone far enough with their "demonstrations" in front of clinics nationwide. Many news clips have shown pro-lifers throwing things at women as they walk into a clinic. In one extreme case, an off-duty police officer (acting as a bodyguard) and the husband of a woman seeking an abortion were shot at by pro-lifers. The police officer died?the husband was severely wounded. Even though FACEA will not put a stop to the violence toward abortionists and clients, I think it will definately decrease it. RU486 and "M&Ms" Different medications are offering a safe and private alternative to clinic abortions. RU486 is an abortion inducing pill that allows women to have non-invasive, safer and easier abortions in the privacy of their own homes. This option also eliminates any contact with livid pro-lifers and their antagonistic methods. RU486 also offers great medical promise in the research and possible cures/treatments of breast cancer, endometriosis, prostrate and brain cancer. Right now, pro-lifers are preventing RU486

Making Salt essays

Making Salt essays The purpose of the lab was to determine how many grams of sodium chloride (salt) are produced when sodium carbonate is reacted with hydrochloric acid. This lab introduced many new tools to us. A lot of them we never used before and we had to be taught to use them in the proper manner. The tools used in this lab are: Ø Sodium Carbonate (about  ½ teaspoon) Ø Water, Paper Towels, Paper and pencil to record results There were 3 new items introduced during the process of this lab: Theoretical Yield is a calculated value for the amount of the substance that should be made after the reaction. We calculate this by using a conversation with mole ratios and molecular mass. Actual Yield is the amount of substance that is made after a reaction. You measure this amount after the entire reaction/experiment is complete. Percent Yield is the actual yield divided by the theoretical yield. Then, as in finding any percent, it is multiplied by 100. [(AY TY) * 100]. This is to determine how accurately the lab was performed. Begin by attaching the Bunsen burner to the gas outlet. Turn the gas on by twisting the lever until it is parallel with the outlet. Light the burner by flicking the Bunsen burner lighter right above the burner, repeat flicking until the flame is lit. With the piece on the bottom of the burner, you can turn it to adjust the flame. Adjust the flame to the correct height, which is just touching the bottom of the burners beaker holder on the top. Now take the evaporating dish and wash it with soap and water in the sink. Dry it off with some paper towels. Place the wire gauze screen on the top of the lit Bunsen burner. Place the washed evaporating dish on the top of the wire ga ...

Its the Aggregate Demand, Stupid by Bruce Bartlett Assignment - 1

Its the Aggregate Demand, Stupid by Bruce Bartlett - Assignment Example Moreover, the author articulated that the aggregate demand is the major element with respect to the current economic condition that can create jobs and stimulate economic growth of the US. Throughout the article, Bartlett has critically explored the issue concerning the economic growth and downfall of the current labour market of the US. According to the article, it has been perceived that the lack of focus on aggregate demand along with insufficient investment and immaterialized consumption expenditure have to lead to a major downfall of the economy. The current economic policies of the nation are determined to be insufficient to address the needs of creating jobs and stimulating economic growth. However, the only effective measure to attain this goal is perceived to be related to increasing aggregate demand. According to the theoretical context, it is often attributed that the lower growth in the annual consumer spending substantially creates major vulnerabilities in the inflation rates that causes major debacles in the economic growth (Bartlett, â€Å"It’s the Aggregate Demand, Stupid†). In relation to the current policy measures of the Federal Government, the article reveals that Administration is centrally focused on maintaining average growth rather to substantially increase the level of annual consumer spending in the US. However, the mechanism is quite difficult due to the emerging level of unemployment within the states. Therefore, the existing administration is significantly inviting major risk for the nation due to its policy directed towards increasing savings while reducing the consumptions of goods and services by household, business and government. Although the policy of reducing aggregate demand promotes increasing household savings and maximizing the wealth, in long run, the process inadvertently calls for a major financial debacle in the nation.  

Intelligence Research Methods Essay Example | Topics and Well Written Essays - 250 words - 1

Intelligence Research Methods - Essay Example The most in-depth paper that I had to write was a research paper on the class international relations of in the middle-east for the topic; Islam and politics. Although the terminology might not be the same, I am sure with my analytical skills; I can do great and well detailed papers as these are invaluable skill sets. Though the technology has pretty much reduced the need for analytics as there are now softwares that analyze data, these cannot be done away with as they are the ones checking the validity and fundamental worth of data. Although both scholarly and intelligent research methods might seek to determine whether data is reliable and authoritative, the scholarly researchers have not embraced the notion of going out and searching for data sources as the intelligence community does with security in mind. This is very true as in the world of a scholar; there are much analysis and data validation techniques that are applied as the skills are there but not geared towards solving security puzzles. There needs to be integration of the scholarly and intelligence community research methods and processes to shape up great data analysts. Catholic University of America, School of Library and Information Science â€Å"Library Science and Intelligence Analysis: Converging Educational Paths†. You Tube. Flash Video File. https://www.youtube.com/watch?v=wSbfUZ2bg_Y (Accessed April 9, 2014)

Office Equipment Market Dissertation Example | Topics and Well Written Essays - 21000 words

Office Equipment Market - Dissertation Example The research examines the state of the office equipment market for determination of whether or not it can withstand new entrants. Focusing on three technologies and types of equipment, copiers, printers and facsimile machines, the findings indicate that this is an innovation driven and innovation-based market. The implication here is that the first-mover advantage principle holds, wherein new entrants are not likely to succeed. Indeed, the technologies and resources available to the first movers and early entrants render this a closed market in the sense that it is unlikely to absorb new entrants. An application of the resource-based view of the firm confirms this hypothesis. The dissertation, however, finds that while the opportunities for new entrants in the referenced market are limited, they do exist. Quite simply stated, should the first-movers cease their continued drive towards innovation, thus, leaving a gap in the market, new firms can enter. They, however, can only do so if they have timed their innovations to coincide with the mentioned gap. As the study concludes, the opportunities for new entrants are far and few between and, indeed, their chances for success are minimal at best, considering resource variances between them and the early entrants. The fact remains, however, that such opportunities exist with the key being innovation and product timing. Chapter 1 - Introduction and Overview 1.1 Introduction To those from without the industry, the office equipment market appears to be a highly lucrative one. Indeed, as several market researchers have remarked, the profits which the printer, copier and facsimile machines' market appears to promise seems to beckon new market players to enter this particular industrial and market sector... To those from without the industry, the office equipment market appears to be a highly lucrative one. Indeed, as several market researchers have remarked, the profits which the printer, copier and facsimile machines’ market appears to promise seems to beckon new market players to enter this particular industrial and market sector (Herbig & Kramer, 1994; Elliot, 2005; Ruffo, Tuck and Hague, 2007). Irrespective of appearances, however, and not withstanding the size of the market, there is no room for new players as this is a first-mover market in which the odds are stacked against new entrants. As noted by several market analysts and marketing scholars, innovation is the key to survival within this market and, due to that, the market status of its key players (Xerox, IBM, Ricoh, Canon, Kyocera-Mita and HP) is virtually untouchable (Clarke, 2000). Proceeding for the above-stated, it is apparent that professional and academic opinion tends towards the contention that the office equipment market is not open to new players; that there is no room for new players within this market. This is not, as some may assume, because the key players have a tight, quasi-monopolistic grip over the market. Instead, and as noted in the above, this is because this is a market of innovation and, hence, by definition, favours early movers. In order to clarify this further, it is necessary to explore the nature of innovation. Innovation, it is argued, is more than invention. Put differently, inventions do not necessarily result in innovation.

Recruitment And Selection Processes

Recruitment And Selection Processes In todays world, recruitment and selection policy plays an important role in the workplace around the globe where it is the key success factors in any business. Recruitment is the process of seeking and attracting a pool of qualified applicants from which candidates for job vacancies can be selected. However, selection is the process that choosing from a group of applicants the best qualified candidates. (Stone 2005, pp.187) Both the recruitment and selection are different management functions, but they can lead the employers to identify the right person for the right job. Thus, it also can help in increase effectiveness of organization. The relationship between employers and employees can seek a big different if compared to past decades. Existing of industrial relations and labor laws has created a protectionism and healthy environment for both parties in the workplace. However, there are still some issues existing in the society nowadays, especially unfair discrimination issue occur in some industries. In fact, those unlawful, unfair treatments or discrimination to the employees may increase the costs and turnover rate in the organization and thus lower the workforces morale. Without recruitment and selection policy, organization may simply hire workers to fit the vacancy spaces even candidates are lack of knowledge, ability, experience, or skill. Besides, numbers of foreign labors is increased from year to year whereby help company to save costs by employed labors in low salary. But, this caused unemployment rate increased and thus uncertainty is possible at the same time by increased in such activities like crime, strike, fighting, and so on. With no expertise workers, there is no doubt that organization will carry out low performance and unsatisfied services or products to the users. The inefficiency and ineffectiveness of the organization might affect its overall performance and reputation indirectly. In order to change the situation and increase the profit, organization may need to make some improvement like give the employees some jobs training and this will increase the costs indirectly. Therefore, it is needed for every organization to ensure that the jobs are suited to offer to workers with abilities by applying recruitment and selection policy to avoid unnecessary expenses. This research study can help everyone to understand the important of recruitment and selection policy toward the organizations in all industries. The information might able to achieve future goals by clearly define the influential of the policy within the organization. Besides that, organizations can also find this information as for their human resource management improvement. Furthermore, the general objective of doing this research study is to identify the recruitment and selection policy can help good relations by ensuring that workers are engaged for jobs suited to their abilities and workers can get satisfaction in their jobs. Secondly, this research study can lead to understand how the policy help organization performs in more effective ways in order to make a right choice. Employer need to choose the most suitable employee to help increase performance of organization. Thirdly, it is important to understand how policy creates a healthy workplace by providing fair treatment to everyone for gaining win-win situation in both employers and employees. That mean organization performance can get improvement and employees can get fully satisfaction in their jobs. Lastly, it is needed to study whether the recruitment and selection policy can make changes in human lifestyle such as better or worse, high educated, skillful, knowledgeable, and so on. 2.0 Literature Review Recruitment and selection are the two important processes under Human Resource department in an organization. Good recruitment and selection policies will ensure a good industrial relation between employees and employers in an organization and also ensured workers are engaged for jobs suited to their abilities. A study made by Hsu Y.R, et al., 2000, found that it is important to have Human Resource managers on the board participating in the development of corporate strategy and that it is important to integrate Human Resource Management policy fully with corporate strategy. However, there are issues pertaining to recruitment and selection policies in industrial relation between employers and employees. In Anastasi, 1988, p-144; Bible, 1990, Cascio, 1987, p. 132; Hutfcut, 1990; Seymour, 1988; Thornton, in press) studies as cited in Smither J.W., et al (n.d) studies, it says that applicant perceived selection procedures as lacking in validity, or otherwise regarded as offensive or intrusive, are more likely to be viewed as unfair, unethical, or immoral issues resulting in more complaints and court challenges. By perceiving unlawful and unfair treatments by employers, workers motivation level to perform well will be lowered down and in turn will increase the costs and turnover rate in the organization. Besides that, Smither J.W. et al, (n.d), also mention that those workers who does not like an organizations policies, practices, or style is likely to go job shopping somewhere else. Changes in workforce demographics may also increase the difficulty to attract and recruit enough qualified workers. The types of benefits can be influence by the demographic factors as well. For example, medical coverage, life insurance, and retirement benefits will be more likely for older workforce. On the other hand, workers under 30 tend to be more interested in flexibility, technology, and training. Therefore, the policies provide for employees should not a one size fits all approach; organizations can provide employees options for customizing a benefits package to match their individual needs (John C.R., 2009).The research made by Hsu Y.R., et al., (2000) on recruitment and selection policies in Taiwan found that the internal recruitment method are commonly used by the responding firm in Taiwan and may not only motivate workers to perform better and increase their commitment towards the organization, but may also improve their job security through upward or lateral career oppor tunities. In Sparrow, P. et al., (1994) study (as cited in Hsu Y.R., et al., (2000) mentioned that by using internal personnel sources effectively, it may also allow management to observe and assess the abilities of employees accurately given the accrued knowledge gathered over the employment relationship. This may avoid management from recruiting and selecting workers that are lack of knowledge, ability and experience to fit into the vacancy spaces besides helping the management to maintain good industrial relations with workers. There is still having some organization discrimination about the union. In the organizational for Economic Co-operation and Development there is declining in union density (Visser,2006; Peetz, 1998). Some of the companies have specific selection criteria to make sure they get staff that are culturally fit with what the companies culture and wish to avoid employees that have strongly unionized, preferring those from non-union (Rae Cooper, et al.,2009). This show that, in the early stage which is selection, organization already tend to choose those not union and those who are unions no chance to get the job. In addition, some companies recruitment policy have stated that they not to employ union members. At the recruitment meeting, human resource consultants and customer service managers have come out a question that whether the workers worked at company that was heavily unionized company can make a good team fit (Rae Cooper, et al., 2009). Joining the non-union organization, workers a re not protected under union and it will relate to more issues like unsatisfied on their working condition, payment, bonus, and others. Furthermore, this will lead to the unfair/unhappiness or workers. So, it cant maintain a good industrial relation between management and workers. There are suggestion that the varied and multilayered de-unionization tactics were not mutually exclusive, as the soft and informal human resources policies only hidden away the more clear and proper plan by employers to break collective representation at the workplace level ( Rae Cooper, et al., 2009). Multinational enterprise (MNE) has facing the problem that in different countries the Human resource procedures are different. Multinational enterprise facing difficulty to transmit their employee relations practices between contrary units operating in different countries. MNEs are important agents in transmitting industrial relations and other employment relations practices across national and cultural borders argued by Sparrow et al, 1994. The improvement in working conditions introduced by the collective agreement since 1989, lower the labor turnover. Organization should not be underestimated the importance of recruiting suitable individuals into an organization (Tony Royle, 1999). Recruit suitable employees into an organization can help increase the performance of organizations and lower down the turnover in the organizations. However, an organization is able to take benefit of employees who share common traits, kicking out those who may question managerial right, have notions of worker solidarity and an interest in trade union representation (Royle, 1998). 3.0 Content analysis Recruitment and selections policy plays vital important role in ensuring that the organization recruiting the qualified workers for job which are commensurate with their abilities. Recruitment and selection is usually central workforce development issues and challenges for the growing and smaller organization nowadays. The employers or human resources should always define the qualifications and experience that needed for the vacant job clearly by ensuring that the applicants skills or abilities that employed are fit with the job. There are always two primary issues that should be concerned by the recruiter or employer which are discrimination that due to the use of informal methods of recruitment and possibility that selection process being skewed by the initial recruitment phrase. Sometimes, discrimination is happen indirectly and unconsciously throughout the procedure. When discrimination occurs, the employer may miss the opportunity of getting the appropriate applicants that suite d with the job. Thus, fair and equity recruitment and selection procedures need to be emphasized to ensure that all applicants have equal employment opportunity so that the company can employ the most suitable applicants for the job that match with their ability. In additional, there are three steps should be taken by the organization which are develop an up to date job description, develop effective recruitment strategy that concern the recruitment sources and recruiter and evaluate the recruitment strategy. Recruitment process and methods also need to check regularly and evaluate now and then. In order to ensure that the candidate engage to the job that suited with their abilities, the employer may explain term and conditions of employment to applicant before they are engaged for the job. By explaining the employment condition to the applicants, they will know more about the job scope and determine whether they are engage for the right job. At the same time, it helps to decrease the tendency of industry relation problems occur at anytime. Besides, selection techniques also plays crucial role in getting right person for the job. The employers must always make sure that the selection is based on suitability for the job and ensure that the recruitment processes are carried out by the competent recruiters that are experience and knowledgeable in human resources field. Once the applicants are proceeding to selection phrase, the individual or panel interview, test, role play activity or reference check will be carried out. Job knowledge test helps to measure the understanding of applicants regard to the job (Compton, 1996). The organizations are encouraged to follow competencies model in recruiting and selecting the applicants as it seeks to identify abilities needed to perform job well rather than focusing on applicant personal characteristics. Moreover, the employers of organization are most likely applying internal recruitment method which is filling the vacancy by transfer or promotions before recruit from outside. These can be supported by the example of recruitment and selection in Australia. In Australia, recruitment from within method is commonly practice by the organization (Nankervis et al., 2002).Filling the job vacancy through transfer or promotions will helps the organization to save up some additional recruiting, selecting and training cost as current employee knows the organization well. Advertising and recruitment agencies are also widely used by organization in Australian as these recruitment methods help to reach large audience of applicants (Gill, 2000). Furthermore, existences of rec ruitment agencies help the organization to match the applicants abilities with the job vacancy. During the selection phrase, the organization in Australia will emphasize on interview, tests and reference check. Interview is important step in selection (Compton, 1996) and common selection tools for many companies ( Huffcult Arthur, 1994). In China, recruitment methods such as advertisement, job fairs, and corporate co-ordination are being practice by organization while for the selection techniques, Interview, tests and behavioral events are exercised by the organization. For example, increasing use of interactive role play during selection phrase helps to ensure that the applicants are engaged for the job that matched with their abilities. Selection phrase is important as it is process of choosing from group of applicants that individual best suited for particular position (Mondy Noe, 1993). Thus, the effectiveness of recruitment will definitely has impact on the efficiency of selection process. Jakob Bjurgert and Johan Karlsson from University of Gothenburg conducted a case study to get insight of hotel industry in Gothenburg, and examine whether internal recruitment could be a key success factor and if it solely could motivate employees. They investigate whether internal recruitment strategy sufficiency to be an incentive compensation system, and find out any difference of view on incentive system in the hotel industry, between the employees and the managements. They found that there are two different types of employees existing, where the first category employees were young and eager climbing the carrier ladder. For them, internal recruitment solely works as an incentive compensation plus motivation to stay in the company. Regarding to the second group, they were those mainly care about a stabile income and job security. Those employees simply less concern about promotion, but would rather appreciate a higher salary. Results from their evaluation also shown discrepancy between the managements and the employees view of the incentive system. An incentive compensation system existed in hotel did not works as motivational factors which from employees viewpoint, it was rather as a guideline to behave well service-minded manner. Merchant and Van d.S. (2007) described an incentive compensation system in terms of monetary and non-monetary rewards. Non-monetary rewards often consist of promotion, personal independence, rising in rank or position, autonomy, and recognition. Incentive compensation system aims to tie rewards to performance valuations. The system informs and reminds workers about what results are important, and motivates them to achieve these results. Incentive compensation systems are important for a firm in order to drive employees put more effort into their job. It is also personnel-related in terms of attracting the right person for the working place. Internal recruitment is one of the most popular incentive systems and become an old tradition in the hotel industry, as one of the non-monetary rewards. It is important for hotel industry in the service sector to have served minded employees. The industry is strongly dependent on their staff because they who are the frontline serve the customers and were important marketing tools. Motivation is needed as a force to push up performance. Through incentive compensation systems the hotel managers can design individual programs to motivate, retain and help attracting employees. (Karthik N.,Li M.,Zhaob X.,2006). However, increase the rewards can be devastating because the employees will then concerning more about the bonuses than to serve best quality to the customer.(Bjurgert J. Karlsson J.,2010) The work in a hotel is characterized by low status or low salaries, having intensive tasks and few chances to get promoted. Thus, motivation is one important tool to affect the behavior of the employees. To achieve motivated employees in the hotel industry, factors such as good salary a safe workplace, possibilities to get promoted and a good working atmosphere need to be fulfilled.(Simon T.Enz C.,1995). Zeithaml, V.A and Bitner, M.J. (2003) stated that before company recruiting a new employee, it is vital to analyze to see whether the potential employee is motivated to work in a service minded way. The hotel industry has a high labor turnover, due to long business hour, and minimum wages offered. New recruitments and learning processes cost time plus money, and company also loose competence and productivity. Nevertheless high turnover help s companies to lower down cost by offering employee the minimum salary when they first enter the company. Thus it is interesting to examine whether it is possible to stimulate and motivate employees solely through internal recruitment. Employees have to be motivated for the right thing, which is connected to the companys goals and visions. Increase workers salary and increase their responsibility and recognition when worker being internally recruited. The management needs to know how to motivate their employees with rewards. It is also important that the employees know how they are judged and how they should effort to reach these rewards. HRdictionary.com defined internal recruitment as the process of filling vacancies by recruiting staff from inside the company . According to Dessler G. (2010), the advantage of internal recruitment is getting more commitment from current to the company. Morale may also rise if employees see promotions as rewards for loyalty and competence. Moreover, inside candidates require less orientation and training than outsiders. At Gothenburg, internal recruitment in the hotel industry is frequently practiced by large hotel chains, where the supply of workers is large, and most positions are standardized.(Bjurgert J. Karlsson J.,2010). Most of the job advertisements go through via internal and external portal, where both internal and external applicants have a chance to getting the job. Even though they also advertise externally, most positions are filled with internal candidates. This could be explained by the size of the company, and high supply of candidates. 4.0 Conclusion In this study we can conclude that a good recruitment and selection policies will ensure a good industrial relation between employees and employers in an organization and can also help to identify that job can suit with the skills and abilities of employee. A good recruitment and selection process can give employer and employee achieve win-win situation. Recruitment and selection processes are main factor can help organization get successful in their business. In order placing a right people in right job is very important. This is because when worker enjoy satisfaction with their job, while can improve performance of worker. Thus, it also will help to improve overall performance of organization. In the recruitment and selection process, employer needs to pay more attention and aware on the skills, abilities, knowledge, and experience of candidates. Employer should be aware those requirement of candidates, so that can fully apply in the organization and integrate in the organization culture. Besides, those skills can effectively help in improve performance and profitability of organization. In additional, employee can also get fully satisfaction in their job because their skills can fully apply in job. In my opinion in the view point of employer, before start recruitment and selection process, employer must have clear idea about what kind of employee they want to seek and what kind of experience a potential employee to have had. It can help employer to raise success rate in the selection process by decreasing number of visibly under qualified or overqualified job applicants. Thus, employer also need to make sure what organization can offer will fix what job applicants desire such as salary, work hours, working conditions, working environment and so on. It can help in reduce the probability employee which recruited and will leave in the short period. Employer can provide recruitment agency or recruitment consultant to carry out company recruitment and selection process. Employer just needs to simple describe out what kind of employee they desire to get. After that, recruitment agency will help employer to make interview with all job applicants and then help them to find out the most suitable person. Next, in the view point of employee, before interview candidates should be ready to provide feedback of any kind of questions and prepare to answer different kind of questions during that interview. Before the interview, candidates need very clearly know about what kind of job they interested in. Furthermore, candidates can try to identify what kind of question may ask by employer and they need to how answer question to show their skills and abilities to get the job.

What to the Slave Is The Fourth Of July? Essay -- Fredereick Douglasss

Frederick Douglass's "Fourth of July" Speech is the most famous speech delivered by the abolitionist and civil rights advocate Frederick Douglass. It attracted a crowd of between five hundred and six hundred. Douglass’s speech to the slaves on the Fourth of July served to show the slaves that there is nothing for them to celebrate. They were not free and the independence that the rest of the country celebrated did not apply to them. In his speech he tries to make white people consider the behavior of black people. Specially their feelings towards a national occasion such as Independence Day. At the time of Douglass’s speech America were actually two different nations, white and black. Two separated nations one had great benefits after the independence and another still fight for basic human rights. What does the independence means for people who still suffer after it? This question is the most important. In the Declaration of Independence. He is implying that these rights are not being extended to African Americans. When this country was created it was meant to be a plac...

Mark strand

So the poet I decided to do this on is Mark Strand. He was born in Canada in 1934 and grew up in different places in the United States. He studied at several universities including Antioch Ohio college, Yale, also the University of Florence on a Fulbright fellowship where he studied 19th century Italian poetry. When he was a child, he actually wasn't considered bright. He was a painter while studying at Yale, and a lot of people say that he creates a â€Å"painterly' image in his poetry because of the way he closely examines things.I found it really interesting that in an interview he said that he wasn't good with language as a child, and so the idea that he would one day become a poet would come as a huge shock for his family growing up. Strand felt deeply connected with the painter Edward Hopper. He wrote a book about his works, explaining the paintings in very expressive details. Strand definitely has a way of showing his passion for both art and poetry and combining the two.Hopp er was considered a very misunderstood, realist painter and Strand said that he eally connected with his â€Å"strangeness† and feels influenced by it. Strand's poetry has a very simple language to it. It sometimes borders on something beyond reality, in the way that he perceives the world. He wrote a lot of poems about dreams and disassociation from the world. He's written 14 books of poetry. He also writes a lot of life and death. Death, being what he considers the main point in lyrical poetry. What I really connect with Is the rhythm of this poem first of all.I actually enjoyed a ot of other poems by Strand but after we looked at Fishing on the susehanna river by Billy Collins, this intrigued me because it reminded me of that similar rhythm. I enjoy the repetition that things will always end but then continue to go on and return again. Theres this sadness in the earlier stanzas about how things Just stay the same, leave and come back again. The hopelessness of a mundane wo rld. In the end theres kind of a positive hopefulness where the people at the party don't think the night will end. They don't let it though the music stops. mark strand By Idramaqueenl

Raised Into Racing Professor Ramos Blog

Raised Into Racing James Butte 9/10/18 English 010 3:00 Raised Into Racing I learned to ride a motorcycle when I was 3 years old. I grew up looking up to my older friends that were really good at it and I wanted to be good at it and fast just like they were. My dad taught me everything he could teach me and I kept practicing everything I knew. I would ride with my friends and watch what they did, and how they did it, eventually I was getting faster and faster. At age 7 I entered my first Motocross race. Once I started racing I started to get trained by professionals, and personal trainers. A couple years ago I found a trainer that really helped me more than any other. My trainer really helped me in my turns. This is one of the best places to gain positions, time and speed. â€Å"Look through the turn. Don’t look directly in front of where you’re going, look at where you want to go, at the end of the corner.† This completely changed how I viewed racing and changed my riding style. I got really fast, comfortable, and competitive to other racers where I got my name out there and started getting sponsors, and winning races. One of my biggest accomplishments was racing in the Angel Stadium for the Monster Energy Supercross Amateur Day, Qualifying to race at Loretta lynns in Tennessee, and racing at the Mammoth Motocross. Photo by Daniel on Pexels.com

The Invention of the Atomic Bomb

The Invention of the Atomic Bomb During World War II, American physicists and engineers began a race against Nazi Germany to develop the first  atomic bomb. Their secret endeavor, which lasted from 1942 to 1945, was known as the Manhattan Project. The project led to the invention of nuclear weapons, including two that were dropped on the Japanese cities of Hiroshima and Nagasaki, killing or injuring over 200,000 people. These attacks forced Japan to surrender and brought an end to World War II, but they also marked a crucial turning point in the early Atomic Age, raising enduring questions about the implications of nuclear warfare. What Was the Manhattan Project? The Manhattan Project was named for Columbia University in Manhattan, New York, one of the initial sites of atomic study in the United States.  While the research took place at several secret sites across the U.S., much of it, including the first atomic tests, took place near Los Alamos, New Mexico. During the project, the U.S. military teamed up with the best minds of the scientific community. Military operations were headed by Brigadier General Leslie R. Groves, and  J. Robert Oppenheimer  acted as the scientific director, overseeing the project from concept to reality. In total, the Manhattan Project cost the U.S. over two billion dollars over just four years. A Race Against the Germans In 1938, German scientists discovered fission, which occurs when the nucleus of an atom breaks into two equal parts. This reaction releases neutrons that break up more atoms, causing a chain reaction. Since significant energy is released in only millionths of a second, it was thought that fission could cause an explosive chain reaction of considerable force inside a uranium bomb. Due to the war, a number of scientists emigrated from Europe and brought with them news of this discovery. In 1939, Leo Szilard and other American and recently emigrated scientists tried to warn the U.S. government about this new danger- but were not able to get a response. Szilard contacted and met with  Albert Einstein, one of the best-known scientists of the day. Einstein was a devoted pacifist and was at first reluctant to contact the government. He knew that he would be asking them to work toward creating a weapon that could potentially kill millions of people. However, Einstein was eventually swayed by concerns that Nazi Germany would develop the weapon first. The Advisory Committee on Uranium On August 2, 1939, Einstein wrote a now-famous letter to  President Franklin D. Roosevelt. It outlined both the potential uses of an atomic bomb and ways to help support American scientists in their research. In response, President Roosevelt created the Advisory Committee on Uranium in October 1939. Based on the recommendations of the committee, the U.S. government outlaid $6,000 to buy graphite and uranium oxide for research. Scientists believed that graphite might be able to slow down a chain reaction, thus keeping the bombs energy somewhat in check. Despite immediate action being taken, progress was slow until one fateful event brought the reality of war to American shores. The Development of the Bomb On December 7, 1941, the  Japanese military bombed Pearl Harbor, Hawaii, the headquarters of the United States Pacific Fleet. In response, the U.S. declared war on Japan the next day and officially entered WWII. With the country at war and the realization that the United States was now three years behind Nazi Germany, President Roosevelt was ready to seriously support U.S. efforts to create an atomic bomb. Costly experiments began at the University of Chicago, U.C. Berkeley, and Columbia University in New York. Reactors were built in Hanford, Washington, and Oak Ridge, Tennessee. Oak Ridge, known as The Secret City, was also the site of a massive uranium enrichment laboratory and plant. Researchers worked simultaneously at all of the sites. Harold Urey and his Columbia University colleagues built an extraction system based on gaseous diffusion. At the University of California in Berkley, the inventor of the Cyclotron, Ernest Lawrence, used his knowledge and skills to devise a process for magnetically separating the  uranium-235 (U-235) and plutonium-239 (Pu-239) isotopes. Research kicked into high gear in 1942. On December 2, at the University of Chicago,  Enrico Fermi  created the very first successful chain reaction, in which atoms were split in a controlled environment. This accomplishment gave renewed vigor to the hopes that an atomic bomb was possible. The Manhattan Project had another priority that soon became clear. It was becoming too dangerous and difficult to develop nuclear weapons at these scattered universities and towns. Scientists needed an isolated laboratory away from the populace. In 1942, Oppenheimer suggested the remote area of Los Alamos, New Mexico. General Groves approved the site and construction began at the end of that year. Oppenheimer became the director of the Los Alamos Laboratory, which would be known as â€Å"Project Y. Scientists continued to work diligently, but it took until 1945 to produce the first nuclear bomb. The Trinity Test When President Roosevelt died on April 12, 1945, Vice President  Harry S. Truman  became the 33rd President of the United States. Until then, Truman had not been told of the Manhattan Project, but he was quickly briefed on the secrets of the atomic bomb development. That summer, a test bomb codenamed The Gadget was taken to the New Mexico desert, to a location known as Jornada del Muerto, Spanish for Journey of the Dead Man. The test was given the codename â€Å"Trinity,† a name chosen by Oppenheimer in reference to a poem by John Donne. Having never tested anything of this magnitude before, everyone was anxious. While some scientists feared a dud, others feared the end of the world. No one knew what to expect. At 5:30 a.m. on July 16, 1945, scientists, army personnel, and technicians donned special goggles to watch the beginning of the Atomic Age. The bomb was dropped. There was a forceful flash, a wave of heat, a stupendous shock wave, and a mushroom cloud that extended 40,000 feet into the atmosphere. The tower from which the bomb was dropped was completely disintegrated and thousands of yards of surrounding desert sand was turned into a radioactive glass of a brilliant jade green color. The bomb was a success. Reactions to the First Atomic Test The bright light from the Trinity test would stand out in the minds of everyone who was within even hundreds of miles of the site that morning. Residents in neighborhoods far away would say the sun rose twice that day. A blind girl 120 miles from the site said she saw the flash as well. The men who created the bomb were astonished, too. Physicist Isidor Rabi expressed worry that mankind had become a threat and upset the equilibrium of nature. The test brought to Oppenheimers mind a line from the Bhagavad Gita: Now I am become death, the destroyer of worlds. Test director Ken Bainbridge told Oppenheimer, Now were all sons of bitches. The unease among many of the witnesses that day led some to sign petitions. They argued that this terrible thing they had created could not be let loose in the world. Their protests were ignored. The Atomic Bombs That Ended WWII Germany surrendered on May 8, 1945, two months before the successful Trinity test. However, Japan refused to surrender, despite threats from President Truman that terror would fall from the sky. The war had lasted six years and involved most of the globe. It had resulted in the deaths of 61 million people and the displacement of countless others. The last thing the U.S. wanted was a ground war with Japan- so the decision was made to drop an atomic bomb. On August 6, 1945, a uranium bomb named â€Å"Little Boy† (named for its relatively small size) was  dropped on Hiroshima, Japan  by the Enola Gay. Robert Lewis, co-pilot of the B-29 bomber, wrote in his journal moments later, My God, what have we done? traumlichtfabrik / Getty Images The target of Little Boy was the Aioi Bridge, which spanned the Ota River. At 8:15 that morning the bomb was dropped, and by 8:16 over 66,000 people near ground zero were already dead. Some 69,000 more were injured, most burned or suffering from radiation sickness, from which many would later die. This single atomic bomb produced absolute devastation. It left a total vaporization zone of one-half mile in diameter. The total destruction area extended to one mile, while the impact of a severe blast was felt for two miles. Anything that was flammable within two and a half miles was burned, and blazing infernos were seen up to three miles away. On August 9, 1945, after Japan had still refused to surrender, a second bomb was dropped. It was a plutonium bomb named â€Å"Fat Man† after its round shape. The bombs target was the city of Nagasaki, Japan. Over 39,000 people were killed and 25,000 injured. Japan surrendered on August 14, 1945, bringing an end to World War II. Aftermath The deadly impact of the atomic bomb was immediate, but the effects would last for decades. The fallout caused radioactive particles to rain on the injured Japanese people who had survived the blast, and more lives were lost to the effects of radiation poisoning. Survivors of these bombs would also pass radiation on to their descendants. The most prominent example is an alarmingly high rate of leukemia cases among their children. The bombings at Hiroshima and Nagasaki revealed the true destructive power of these weapons. Though countries throughout the world have continued to develop nuclear weapons, there have also been movements to promote nuclear disarmament, and anti-nuclear treaties have been signed by major world powers.

Training- Developing People Essay Example | Topics and Well Written Essays - 500 words

Training- Developing People - Essay Example Being realistic, corporate attitudes and expectations about what 'training' is and does cannot be changed overnight, and most organisations still see 'training' as being limited to work skills, classrooms and powerpoint presentations. However, if you start imagining and thinking and and talking about concepts and expressions such as: There are many different training and development methods. On-the-job training, informal training, classroom training, internal training courses, external training courses, on-the-job coaching, life-coaching, mentoring, training assignments and tasks, skills training, product training, technical training, behavioural development training, role-playing and role-play games and exercises, attitudinal training and development, accredited training and learning, distance learning - all part of the training menu, available to use and apply according to individual training needs and organisational training needs. Development isn't restricted to training - it's anything that helps a person to grow, in ability, skills, confidence, tolerance, commitment, initiative, inter-personal skills, understanding, self-control, motivation and more.

Principles of leadership Essay Example | Topics and Well Written Essays - 1250 words

Principles of leadership - Essay Example Some is derived from brute force, some from moral leadership. The truth is that leadership values of the past can easily be transferred to the present and to the future. Furthermore, leadership principles in one field—for example, politics or the military—can be transferred to another field such as business. A useful book on this subject is called Power Ambition Glory by Steve Forbes and John Prevas. In it they discuss many ideas about leadership and its role throughout history. They talk about how it has changed and how it has remained the same. In this book the authors describe the tactics and travails of a number of people such as Alexander the Great, Julius Caesar and Xenophon. These mens lives have lessons for us today but also in a way parallel the lives of some of the most significant business leaders of the 20th and 21st centuries. Business leaders and generals and political leaders all lead high stress lives. Many people depend on them for everything and their decisions have enormous impact. It is therefore very useful to understand what works and what doesnt. The main thing is that leadership values have not changed much over the years and can generally be applied to almost any adventurous scenario. An adventure by nature is an endeavour that involves risk and the potential fo r great loss. In such situations you need a leader by your side to help take care of business. That is the same if you are crossing the Alps to attack Italy or if you are negotiation a big business deal which merge two very large multi-national companies. One of the best things about this book is how it covers so much ground so quickly. It provides an excellent overview of a number of historical periods and places. This part was a very exciting read. I knew little about Xenophon for example and his style of leadership. That was a model which is not often written about. This general style is very important: so many