Biography of Carol Watson Essay Example

Biography of Carol Watson Essay Example Biography of Carol Watson Essay Biography of Carol Watson Essay Carols earliest memories were of living in prefab houses in Gilmerton, 1956. She was around four years old at this time, and she recalls how every night she would sit and wait for her father my grandfather coming home from work on his pedal bike at tea time. If it was a Friday, she would get her pocket money. She would get thru pence and her brother Billy would get sixpence as he was four years older. Her cousin Annie lived next door and they played together a lot and were always exchanging clothes. She and Annie were always getting into scraps. Perhaps the one that sticks out in her mind is when her mother told them not to play with the Arthur children as one of them had head lice, they asked to play and Carol said: no, my mum wont let me because you have nits in your hair. Of course they went and told their mum what Carol had said to them, and the next thing she knew her mum and Mrs. Arthur were yelling at each other over rows of washing lines in the back gardens. Later in the ye ar on a summer morning they moved into a flat. It was 10 storeys high and they moved into the 6th floor. She remembers that it had a balcony, and whenever she was hungry she yelled up to her mum who would wrap up a sandwich and throw it off the balcony for her to catch. Also if she wanted to go inside she would shout up for her mum to send the lift down. The flat had two bedrooms and under floor heating. Her brother Billy and she shared a bunk bed, she said it was a novelty at first but Billy always moved around on the top bunk and kept her awake so we took turns instead. She started school at a place called Pennywell, and soon made friends with a girl called Isobel, and Billy with Isobels brother, Graham. They lived on the 9th floor of the same set of flats. Her teacher was a woman called Miss Clarkson. She was very strict and every day she made the children place their snacks in her desk for them to re collect at the bell. One afternoon Miss Clarkson asked Carol if any were hers, she knew they werent, however they looked too good and she gave into the temptation and took the chews! Th e boy who they belonged too was upset and Carol was smacked for being dishonest. She didnt think she deserved it at the time and spent most of the day crying which displeased Miss Clarkson. A couple of years passed and they had settled into their new life though her brother Bill got into fights with Graham from upstairs, though Billy never hit him back. she said. She told her dad who then told Bill to hit him back to stop the bullying. One day Billy did hit Graham back and bloodied his nose; next thing she recalled there was a knock on the door and there was Graham with his dad, who was shouting and saying: look what Billy has done to my son Carols dad shouted on Billy and asked if this was true, and he replied yes. Her dad gave Billy a shilling and said: well done for standing up for yourself. She recalls how Grahams dad was not a happy man. Carols dad explained what Graham had been doing to Billy and said maybe hed think twice about doing it again, and then slammed the door. Billy never got any more bother from Graham after that. Carol recalls how the school she was at was an old school; they had big old desks that sat 4 people at a desk. Carol remembers how if one of them wanted something from their desk all four of had to take their arms off the desk to open the big lids. A new school was built when Carol was about eight years old. She lived in a good community and had good friends, and she really enjoyed her childhood. A few years later (1964) she moved into Craig Royston High School, and experienced being a teenager in the 60s A few of my favourite bands were The Beatles and Led Zeppelin. Its where she met her life long friend Gina Graham. By this time her brother Billy was at another High School Ainslie Park. They moved into a 5 bedroom house as she now had two younger sisters, Denise my mother and Frances. The summers now seemed longer and hotter than when she was younger. She met her first boyfriend at High School, his name was John and they were together for almost two years. She dropped out of Hig h School at 14 years old as did her boyfriend John. They broke up because he wanted to travel the world and she didnt want to leave home. She was devastated for months until she met another man called David. They started seeing each other and their relationship progressed quickly: At 16 I was pregnant she declared. Her father was old fashioned and insisted that they married although neither wanted to be. David became possessive over her and hit her if he suspected her of being with another man. He became involved in drugs and drink after her first child Mark was born and was always off his face when he got in at night, he would throw things at her and beat her until she passed out not matter how much she screamed and pleaded The more I screamed the more he hit me, I learnt very quickly to shut up. I used to wish someone would hear me and rescue me but no one ever came Carol couldnt get out of this marriage and her family had no idea what was going on. She remembers that I wasnt able to eat because I was sick with fear, I didnt know what would happen to me or Mark if I did- her weight dropped to 5 and a half stone. One day her younger sister Denise went to visit her and David. My mum said she looked completely emaciated. She was covered in bruises and tried to turn her face away. Denise was horrified and asked what was happening and Carol burst into tears and told her everything. About a week later Carol told David she was going with her sister to the station and that shed b e back shortly. In reality she was planning to run away with her son and start a new life. Unfortunately when they were going to get on the train Mark started screaming and did not want to leave, he ran off the train and they both had to go back to David. Denise cried the whole bus journey home and didnt know what to do. Denise told Billy, what had happened, and Billy went round and beat David up, he told him: if you ever touch my little sister again Ill be back round. That night when Carol got home David gave her the beating of her life, and she couldnt walk for days. Billy was worried and told his father, who then helped Carol get out of her marriage and she took full custody of her child Mark. A new life: Carol got a new house in England, far away from David, and a new job working for the Orange phone company. She regained a healthy weight and her brother Billy also moved down to England with his new wife Ina. They live in the same street now. One afternoon when she was working at Orange, a window cleaner was outside. She recognized him immediately. It was John, her first boyfriend from High School. He also recognized her and lots of hugs and tears were shared. Later on in the year they married and had a child together, he was named Keith. Revisiting the past: One evening when Carol was in Sainsburys she saw Davids sister. She came over and said hello. Carol was shocked as she had tried to forget that period of her life and she started to panic and thought that David might be there. However, Davids sister told Carol he died three years previously from a heroin overdose in a flat on his own. She felt guilty but also relieved. For once she could be completely at ease and has never been happier. She has her own family with John, a good job and family nearby.

How to Become a Cyber-Investigator

How to Become a Cyber-Investigator Cybercrime is one of the fastest-growing crimes in the country, and the need for computer forensics is growing right along with it. Knowledgeable computer professionals who are interested in becoming cybercrime investigators and earning a computer forensics certification have several certification and training problems from which to choose. Some are available only to law enforcement officers, while some are suitable for computer professionals new to the cybercrime field. Computer Forensics Certification Programs FBI Cyber Investigator Certification: The FBI offers a CICP certification to law enforcement first responders. Designed to reduce errors by strengthening the investigative skills specific to cybercrime, this course  increases first responders technical knowledge. The 6 hour course is available online to all federal, state and local first responders.McAfee Institute Certified Cyber Intelligence Professional: The McAfee Institutes CCIP 50-hour online and self-study class covers how to identify persons of interest, conduct timely cyber investigations and prosecute cybercriminals. Classes cover cyber investigations, mobile and digital forensics, e-commerce fraud, hacking, intelligence gathering, and legal fundamentals. This certification was developed in conjunction with the Dept. of Homeland Securitys National Cyber-Security Workforce Framework. Prerequisites: Education requirements and experience in investigations, IT, fraud, law enforcement, forensics, and other topics are listed at the website. EnCE  Certified Examiner Program: The EnCase Certified Examiner Program offers certifications for cybersecurity professionals who want to advance in their specialized fields and who have mastered Guidance Softwares computer forensics software. The certification is recognized by law enforcement agencies and corporate professionals. Prerequisites: 64 hours of authorized computer forensic training (online or classroom) or 12 months work in computer forensics.GIAC Certified Forensics Analyst: The GCFA certification deals directly with incident  scenarios, computer security and forensic investigations of networks. This is useful not only for law enforcement but for corporate incident response teams as well. There are no prerequisites for the certification, but the candidate should have a strong working knowledge of the topic before taking the 3-hour proctored exam. Topics covered in the exam are listed on the website.Q/FE Qualified Forensics Expert: Not so much a traditional certifica tion as a Cyber Security Certificate of Mastery, this Qualified Forensics Expert training from Virginia-based Security University delivers an in-depth training class with an exam and certificate at the end. The materials included prepare participants to find the cause of attack, compile evidence and handle corporate repercussions. Prerequisite: Knowledge of TCPIP protocols. IACIS  CFCE: If you are an active law enforcement officer, the International Associate of Computer Investigative Specialists offers Certified Forensic Computer Examiner. Candidates must be familiar with the IACIS core competencies required for the course, which are listed on the website. The course is intense and takes place in two phases- the peer review phase and the certification phase- over a period of weeks or months.ISFCE  Certified Computer Examiner: Youll get a full dose of the technical side of data recovery and handling, but this certification stresses the importance of following sound evidence handling and storage procedures and following sound examination procedures. Self-study materials are available on the International Society of Forensic Computer Examiners website. The CCE is earned exclusively through online courses.

Assumptions based on the influences of friends, family, and community Essay

Assumptions based on the influences of friends, family, and community - Essay Example In the tiny village of Lansquenet (in â€Å"Chocolat†) the villagers are appalled that Vianne has opened a chocolate shop and has disregard for the social expectations that Lent imposes. Rather than simply ignoring the chocolate shop and Vianne and Anouk and carrying on with their own beliefs, the town is outraged and ostracizes Vianne for not going along with their tradition of suffering and deprivation. The chocolate store is disturbing to them because they want to have fun too but don’t want to admit it. Their first reaction is to ostracize them and point to them as being bad. This makes them feel better about staying stuck. However it forces the villagers to question why they are suffering, what would actually happen if they broke tradition, where did these rules come from (not from inside) and what is life for but to enjoy, why carry the burden of the past. It takes a few stronger villagers to stand against tradition, after which the whole village feels safe to als o follow its desires. In Sula, society both dislikes and needs Bottom as a community. It needs a place to look down on, it needs people to point to and say they are bad, in order to make them feel good. They needed Sula in order to unite together over something. They could all unite in their values and point at her together to say she was bad. When she leaves, they lack a cause to unify them and it is because deep inside the people of the community are not truly fulfilled by the trappings of their own structure and tradition. However when Sula comes back they find their common mission again. The community’s stability and rigidity keep everyone stuck. In â€Å"Bet Me†, Min is very much influenced by her family upbringing. She is trapped, feeling as though she is only mediocre and that good-looking flashy people are selfish and would never give her the time of day except in passing and would soon get bored and unceremoniously abandon her. The story demonstrates how this is self-fulfilling too, in the recount of her first relationship which ends badly. Not surprisingly, when Min meets Cal, especially under the circumstances, she makes assumptions right from the beginning, and actually sets herself up for the same thing to happen again – she does not treat him right because she already believes he won’t treat her right. Had Cal not been tied into a bet, he would have not even persevered and would not have found out who Min really was. Min also would not have wasted her time on Cal but for her own need for a date to her sister’s wedding. These unusual circumstances where they were tied to each other by their own selfish needs, kept them together long enough to realize their perceptions of each other had been wrong and had been borne out of the in-bred perceptions offered by others. They start to like each other. Min learns to see beyond Cal’s good looks and finds a truly caring person. In â€Å"Sula†, the families of Nel and Sula are contrasted. Nel’s stable, rigid family of tradition and structure dictate to her what is right and wrong, and compel her to live the life of the straight and narrow. Sula has a very unconventional life with her mother and grandmother and several boarders, she is free from any conventions of society. Nel grows up in a trapped box of limits and Sula is

PRODUCT ASSESSMENT Term Paper Example | Topics and Well Written Essays - 1500 words

PRODUCT ASSESSMENT - Term Paper Example Why, though, is dial-up Internet service in the decline stage along the product life cycle? According to the U.S. Census conducted in 2010, metropolitan areas experienced much faster growth than rural regions, by a rate of 4.9 percent (census.gov, 2011). This means that consumers are seeking opportunities to migrate to metropolitan or suburban areas at a much faster pace than those looking for rural living opportunities. It is in the urban regions of the United States where major, contemporary Internet providers have developed the appropriate technologies and support tools to sustain broadband Internet access as well as service providers along service networks that provide multitudes of options, today, for abandoning dial-up services. In essence, these migrating shifts away from rural locations gave consumers much more opportunities to explore faster and more efficient non-dial-up Internet service providers. Rationale for Explaining Dial-Up Decline According to Michael Porter (2011), a respected business theorist, threats to sustaining a product and ensuring longevity, thus avoiding decline, include threats of substitutes on the market. During the late 1990s and early 2000s, it was commonplace while Internet services were in the introductory and growth stages to maintain dial-up services due to limited providers and appropriate network developments across the country designed to support faster Internet services. Political de-regulation of Internet services, along with both private and public corporation investment into developing new Internet technologies, provided a foundation for the emergence of many service providers (such as Verizon and Comcast) to put substitutes into the market. With growth in competition, the economic-related benefits to consumers requiring Internet services began to witness various price competitions occurring, thereby providing more value to consumers to abandon dial-up Internet service providers. Up until just the last five years, it was common for dial-up Internet to range between $15 and $25 monthly. It was only upon development of appropriate Internet networks and mobile Internet technologies that dial-up service providers were forced to dramatically lower dial-up services in order to maintain competitiveness against major Internet providers now emerging all across the country. Shifts in social lifestyle also changed the dynamics that no longer made dial-up services viable to sustain busy lifestyle and professionalism. With the ability to now access the Internet using mobile devices (i.e. smartphones), consumers could access the Internet out of their bricks-and-mortar businesses and homes, making dial-up service both impractical and not nearly as reliable. Buyers, due to concentrated and saturated competitive markets, now maintained considerable buying power as switching costs from moving from one provider to another competitor were no longer high as they were in the day of growth of dial-up services. Change s in social lifestyle, as aforementioned, added a new type of pricing transparency for the many broadband and mobile Internet providers now on the market, giving consumers an advantage in choice and purchase selection opportunities. Recommendations for Potential Action The first recommendation would be for dial-up service providers to reposition dial-up services to maintain unique innovations not found with other broadband or mobile providers currently offering

Effective Training †Expectancy Theory Essay Example for Free

Effective Training – Expectancy Theory Essay Expectancy theory maintains that people will make an effort to achieve a standard of performance if they perceive that it will be rewarded by a desirable outcome (Wilson, 1999), giving more effort will result in better performance, these probable organizational rewards are valued by the employee, and better job performance will result to organizational rewards which includes an increase in benefits or salary. Desirable outcome is essentially a product of individual circumstances and perceptions and is therefore a subject to change. According to Wilson, at one time, lifelong employment and security of tenure at an equitable level of remuneration may have been the driving force for many employees. Those who have suffered the effect s of downsizing and redundancy are now likely to view the world in different manner, where jobs offering short term and reasonably remunerated employment prospects are more attractive than no job at all, and similarly, those in employment and those seeking employment are likely to have a positive view of work offering the prospect of development of differentiated and transferrable skills, as an investment in their future employability (Wilson, 1999). If one of the managers will say that he doesn’t have time for this theory stuff and he wants real-world training that will help him in his job, I will tell him first that, outsourcing, downsizing, delayering, and casualisation of jobs are all fashionable but these trends affect employees’ explicit or implicit relationships with their employer, and similarly, reduced career oppurtunities, shorter tenure, the need for transferrable skills to assist employability, and increased used of fixed term contracts weaken the traditional ties of loyalty to their company’s destiny psychologically as well as formally (Wilson, 1999). I will tell him that he should do anything which will encourage his employees to trust their organization or company because it is important to earn employees’ trust and loyalty to the company to achieve better productivity.

How pH Affects the Break Down of Starch by the Enzyme Amylase Essay

How pH Affects the Break Down of Starch by the Enzyme Amylase Hypothesis: The optimum pH for the reaction of starch with amylase is pH 7. PH values lower or higher than this value will result in a slower rate of reaction. Amylase works in the range pH 3 to pH 11. Biological Knowledge ==================== PH changes affect the structure of an enzyme molecule and therefore affect its ability to bind with its substrate molecules. Changes in pH affect the ionic bonds and hydrogen bonds that hold the enzyme together, which naturally affects the rate of reaction of the enzyme with the substrate. On top if this, the hydrogen ions neutralise the negative charges of the R groups in the active site so that the substrate and the active site do not attract and therefore do not react. The optimum pH for most enzymes is pH7. In the body, amylase works mainly in the small intestines, where the acidity from the stomach has been neutralised by the hydrogencarbonate ions in the pancreatic juices secreted by the pancreas. Therefore, it follows that if amylase were adapted well to the surroundings which it is found most commonly at, it would work best in neutral conditions, which is pH 7. To allow for fluctuations in pH, amylase would need to work from around pH 3 to pH 11. Apparatus Apparatus Reason/Reference to pilot study Colorimeter Values can be obtained measuring the breakdown of starch, instead of just the colour when the iodine solution is added. If not much starch is broken down, iodine will colour it blue/black so a low % Transmission will be obtained. If a large volume of starch broken down, iodi... ...ially used 3 cm ³ of distilled water with 3 drops of iodine. It then occurred to me that this was inaccurate, as amylase solution is cloudy. Therefore, I blanked it with 2 cm ³ water, 1 cm ³ amylase and 3 drops of iodine. I decided to experiment with pHs within the range pH 2 to pH7, as I discovered that pH 4 is the optimum pH, instead of my predicted pH7. Risk Assessment  · Wear goggles to protect eyes from iodine solution  · If spilt on clothes or skin, wash with water to prevent harm to the body  · Keep iodine bottle away from edge of table to prevent injury from broken glassware Ethical Implications The amylase solution is taken from an animal. The owner of the animal must permit this act. The animal's body must be paid respect when the enzymes are removed so must therefore be treated carefully.

Greek Mask

The origin of masked theater dates back to Ancient Greece, between 550 BC and 220 BC. Initially masks were part of an annual festival dedicated to honoring Dionysus, the Greek god of wine and fertility. The festival, named City Dionysia, was held in Athens and the most significant rituals involved masked performances. Inspired by City Dionysia, the Greek acting fraternity soon decided to incorporate the use of masks into theater. Thespis, a Greek actor and writer was the first recorded actor to wear a mask in a play.It is from him that we have derived the word, â€Å"Thespian†, a synonym for actor. Greek masks were made from light weight, organic materials such as stiffened linen, leather, wood or cork. The masks had exaggerated, distorted facial features which allowed the audience to clearly see what character was being portrayed, whether it was a male, a female, a priest or a peasant. The wideness of the mouths also served as megaphone to amplify the actors’ voices in a massive theater. The costumes and props used in Greek theatre differed according to the play and character being presented.A peasant would wear shoes with a thin sole and a simple toga while a wealthy merchant would wear elevated platform shoes with colorful, embellished robe. If an actor had to play a female, then he would wear a mask with long hair and a chest device called a prosterniad to give the illusion of breasts. Since Greek plays were only performed by a maximum of three men and a chorus of fifteen, they needed versatility to be able to switch seamlessly from act-to-act and character-to-character. Actors needed to be able perform in front of a large audience and have good memorization skills, effective body positioning and spacial awareness.A loud, clear voice and singing capabilities was also important. The job of the chorus was to narrate and reflect on the action of the play as well as being extras if needed. Two of the most influential types of plays invented by the Greeks were tragedies and comedies. Tragedies were serious plays based on mythology and most often depicted the downfall of a hero or heroine. Tragic masks had mournful or pained expressions. The actors wore boots that elevated them above the actors to show status since the plays often involved depicting social hierarchy. Religious themes were more focused in tragedies while omedies were lighter in message and involved jokes, parodies and slapstick humor. Comedic masks had hugely distorted smiling or leering faces to convey mischievousness and hilarity. Today the tragedy and comedy masks are renowned symbols of dramatic arts. Unfortunately, any physical evidence of a Greek mask has not survived and the only source of evidence is from artworks and written accounts. There were several reasons why masks were incorporated in Greek drama. Masks allowed actors to easily play more than one character, especially since Greek drama had very few actors (no more than three men, excluding the c horus) in a play.The masks also allowed actors to portray animals and deities, and even female characters, since women were forbidden to act. Additionally, because the division between the stage and the audience of the theater was so vast, the exaggeration and noise amplification function of the masks allowed even the least-educated audience members to easily identify and hear the characters. The performance space itself was a large, open-air structure constructed on a specially chosen slope of a hill. The Greeks always performed in circular outdoor theaters to successfully project the voice of the actors to the immense number of spectators.Greek theatre is still considered to have one of the best stage acoustics, even compared to today’s theaters. Theaters, such as the Theatre of Dionysus, were built to entertain an audience of up to twenty thousand. They consisted of three principal elements: the skene, the orchestra and the theatron. The skene was a large rectangular build ing that served as an ancient equivalent of a backstage area. It was a place for the actors to change their costumes and masks and perform the killing scenes since it was considered to be inappropriate to depict a murder in front of an audience.The skene was also decorated to serve as a backdrop for the play, resulting in the English word â€Å"scenery. † Typically, there were at least two doors to allow the actors to exit and enter the skene and onto the orchestra. The orchestra was a flat semi-circular area where the performance or religious rites tool place. This was the stage where the actors performed on and were on average 25 meters wide in diameter. Some orchestras had an alter specially built for sacrifices dedicated to Dionysus. The theatron were the rows of tiered stones where the spectators sat.It was curved around the orchestra to allow the audience members to see and hear the play, even if they were at the very top. As Greek architecture continued to improve, the theaters became more elaborate and introduced the parodoi, paraskenion, proskenion, hyposkenion and the episkenion to the skene. Today, all that is left of the original skene of many Greek theaters is an arch surrounding the proskenion, which inspired the proscenium arch. Although Greek theater is quite different to what we have done in drama, we can certainly relate the practice of Greek mask theater to what we have learned throughout our mask unit.Like the Greeks, we had to learn to exaggerate our movement (through body language, articulation, clocking and tension states) to ensure the audience understood our storyline. We also incorporated the use of costumes and status like the Greeks to make our plays easier to understand. Because the mask concealed facial expressions, everything depended on the body yet we had to learn how to prevent from â€Å"talking with our hands†. Very much like the Greek actors who unaccustomed to the mask, suffered disorientation and restriction when masked, learning to perform fluidly with the mask was one of the biggest challenges we faced.We definitely learned that mask work was not easy. It required skill, patience and practice to create a short play that would capture our audience’s attention. In conclusion, Greek theater has certainly made a substantial impact on modern theater and drama. It is to the Greeks that we owe not only the first great plays of tragedy and comedy, but paved the pathway of mask theater, its acceptance in performing arts and of dramatic construction and theory. Thanks to the Greeks, today we know mask work is a dramatic art form that has centuries of history and should be respected and preserved.

Fitzgerald and Gatsby Essay

Francis Scott key Fitzgerald was a popular american storyteller. Born September 24th, 1896 and died in December 21st, 1940, Fitzgerald lived the prime of his life in the â€Å"Roaring-Twenties†. The values and morals were declining in favor of materialistic and careless attitudes following the world war. Social prestige no longer came to how hardworking and knowledgeable you were but how much property and goods you had. People began to think that instead of earning a place in society you could purchase it. This corrupted the characters in the novel â€Å"The Great Gatsby† and twisted the American dream. In the novel by Fitzgerald â€Å"The Great Gatsby† he connects many of the characters to real people that he has delt with in his life. Fitzgerald’s character Gatsby is a mirror of himself. In many ways Fitzgerald betters himself through Gatsby and his characteristics but still follows a close backbone to Fitzgerald himself and events in his life. James Gats was born into a poor, disadvantaged farm family and came from nothing. Fitzgerald was born into a deprived family and had to create himself on his own. Neither came from â€Å"old money† or was born into the elite class but rather had to work for all of their money. Fitzgerald loved to party and drink but with that came many things he did wrong when he was drunk. Gatsby threw many parties but never drank so he wouldn’t miss a beat. It says how Gatsby learned from Dan Cody, that when he was drunk women took advantage of him and he made ignorant mistakes. Fitzgerald was taken advantage by his wife and spent money very foolishly when he was drunk. Gatsby was created without Fitzgerald’s alcoholism. Fitzgerald was also enrolled in the army and became a military officer but never went to war. Gatsby returned home as a war hero with medals of honor. Gatsby never had money problems it seemed as he never really worked but the money just kept coming in. Fitzgerald was always fighting to keep making money and worked for hours on end to make ends meet so he could support his lavish, careless, and drunken lifestyle. Fitzgerald was a major party addict. He loved the fast life. He was an excessive partier but his home life suffered and was extremely unhappy. Gatsby Through many big parties almost every weekend but he was lacking the only thing money couldn’t buy him, love. Both Fitzgerald and Gatsby fell in ove at a young age with a woman out of their league. Fitzgerald with Ginevra and Gatsby with Daisy. Both Daisy and Ginevra came from a background of â€Å"old money. † They lived luxurious lifestyles. These women were beautiful,rich and characterized everything these men believed were perfect. They were blinded by materialistic things rather than inner beauty. At the time these men were still unsuccessful and couldn’t support these high maintenance women. Their love lives are very similar. Both Daisy and Ginevra did love them but could not marry them because â€Å"Rich girls do not marry poor boys†. The women moved on but the men still loved them and were even more determined to become successful and win their lovers back. In the end both men were successful and earned a lot of money to move into the â€Å"elite class†. They so called conquered the â€Å"American Dream† But they were still unhappy. They didn’t have the loving family unit or white picket fence house instead they had excessive amours of money, designer clothing, expensive cars, big unfriendly mansions and a cold separated family. But both Daisy and Ginevra got married already to rich men who could support their lifestyles. They were both unhappy with their marriage. Fitzgerald meets up with Ginevra again and has a second and last chance to impress her and win over her love now that he was successful. They meet at a bar and he drinks and is out of control. He is rude and is not the way Ginevra remember the Fitzgerald she fell in love with and loses his chance. Gatsby gets a second chance with Daisy too. When he firsts meets her she seems different to him, Older and less bubbly but he still loves her. But he goes out to lunch with her and her husband and takes things too far trying to win her back and loses his final chance. Through time things have changed about each character but in their minds they were static. They were both imagining different visuals and personalities from their youths. Everyone in life gets older and matures. It did not work out in the end for both men. The American dream was twisted and all of the riches they earned were wasted because money cannot buy true love. It just was not ment to be. Even though money is up there with oxygen it isn’t everything. These men where searching for love and happiness and money was not going to buy it. The novel parallels to Fitzgerald’s life immensely. Its captures and llustrates many of the issues Fitzgerald suffered. He had constant implications with women in his life therefore he portrays them as shallow, ignorant, and disloyal in the novel. Fitzgerald used many of his emotions to influence his novel and that is why it mirrors his life so closely, as well as many of the other pieces of writing he has created. He is a gifted writer and lived a rollacoster lifestyle up until he died of a heart attack. If only he realized sooner how to prioritize his life he could lived much happier. It is unfortunate what he had to go through. But there is no reward for living life as a drunken partier.

Job Evaluation Approaches

Job Evaluation Approaches Free Online Research Papers Introduction The paper will argue that job evaluation systems are an attempt to objectify employment positions within an organization through the measurement of size. ‘The word ‘size’ is used to indicate the relative significance or importance of a job in an organization’ (Armstrong Murlis 1996:95). This paper discusses formal and informal job evaluation systems as determinants of the relative job value and the compensable factors. The primary reason for conducting job evaluation is to increase equity in employee remuneration in comparison to other employees across similar and variant contexts. Definitional Terms Job evaluation is defined by Kramar, McGraw and Schuler (1997:420) as, ‘a formal and systematic process for objectively comparing the relative size and worth of jobs within an organization.’ It has also been described as, ‘an administrative procedure used to measure job worth’ (De Cieri and Kramar 2003:597). It is also important to recognize that size is not an absolute term, one which can be easily quantified and objectified. Armstrong and Murlis argue that ‘ultimately, there is no single unit of measurement which will tell us precisely how much a job is worth’ (Armstrong and Murlis 1996:98). Size can relate to the resources being controlled, for example finances, people, plant and equipment. It can also be related to outputs, such as sales, project completion or units processed. Size can also correspond to contribution made through the job to the achievement of organizational objectives. The concept of size will be further explored when examin ing the various analytical methods utilized in conducting a job evaluation. It is also important to recognize that the evaluative tool of size is set in a much broader theoretical discussion of pay equity and business competitiveness – encapsulating direct labour costs, staffing and operational productivity, staff recruitment and retention. The purpose of job evaluation recognizes the need for a rational means of identifying relative internal values in jobs within and outside an organization. Determining pay structures solely through market comparisons, will not result in a sufficiently reliable basis for an equitable pay structure, due to the volatility of the market (Armstrong and Murlis 1996:98). Two main types of job evaluation There are to main job evaluation methods Non Analytical, which utilises subjective ranking and paired comparison and Analytical, which focuses on a process of factoring. Armstrong and Murlis, define the non analytical methods (as) ‘whole jobs (being) examined and compared, without being analyzed into their constituent parts or elements. While analytical methods (is where) jobs are analyzed by reference to one of more criteria, factors or elements’ (1996:99) Non Analytical Methodologies Job Ranking, Paired Comparisons and Job Classifications are described in the literature as non analytical job evaluation methodologies. Job Ranking Kramar, McGraw Schuler argue that ‘job ranking is the most convenient and effective job evaluation method where there are a limited number of jobs to evaluate and the job analysts are familiar with the jobs in question’ (1997:423). Job ranking seeks to compare whole jobs and does not try to assess separately different aspects of the job. This method seeks to rank jobs in a hierarchal manner according to the perception of their relative size. It is Armstrong and Murlis’ (1996:100) opinion, that ‘job ranking is the easiest and quickest form of job evaluations.’ This approach is sometimes used for benchmarking more sophisticated analytical methods, to ensure they are appropriately ranking jobs. Several disadvantages of this approach have been highlighted by Armstrong Murlis (1996:101) including: There is no clear rational which objectifies the rank order. Without a clear rational equity issues may surface. Judgements can become multi-dimensional when a number of jobs have to be ranked. Inconsistencies between assessors can arise when selective aspects of a job are weighted differently. Ranking does not provide sufficient quantification of the differences between jobs, which tends to make grading an arbitrary process. Whilst ranking can assist in recognizing extremes in rank order, it may make it difficult to discriminate between middling jobs. Stone (1995:307) points out that ‘while ranking might measure relative worth, job ranking does not measure the magnitude of difference between jobs.’ Paired Comparison Paired comparison is a method used to refine the job ranking process. ‘The underlying principle of paired comparisons is that direct comparison between two items is likely to be more sensitive and discerning than attempting to compare a number of items to one another’ (Armstrong Murlis 1996:101). Each job is compared to another job and if the size or importance is greater a score of two is assigned. If it is thought to be the same size a score of one is given and of less size a zero is scored. The scores for each job are then tallied and jobs are ranked on the basis of the score. Appendix 1 shows an example of a paired comparison chart. While this process provides a more accurate ranking by confining comparisons to pairs of jobs, it stills lacks a rationale for justifying ranking orders. Job Classification Job classification is similar to ranking. Whole jobs are compared to a predetermined scale, in this case a grade definition. Kramar, McGraw Schuler contend that ‘a particular advantage of this method is that it can be applied to a large number and variety of jobs (1997:423) However, ‘a major disadvantage of the job classification method is the reliance on a whole-job comparison against a limited number, or overall summary of factors.’ The other key limitation is that the method cannot deal effectively with complex jobs. Analytical Methodolgies The primary analytical method of job evaluation is based upon a point factor ranking. Jobs are broken down into factors or key elements, and each factor is seen as contributing to job size in a different proportion. Numerical scales are devised and points are allocated to each factor of a job, depending upon the degree it is present. These separate scores for each job are then tallied to provide a total score for job size. Armstrong Murlis (1996:103) point out that the key features of the points factor method are: the factor plan; the factor rating scales; factor weighting. A factor plan may have anywhere between three to twelve factors and are broadly grouped around inputs (knowledge and skills), processes (mental effort, problem solving, complexity, originality, creativity, initiative, judgement, team work and dealing with people) and outputs (impact on end results). Having a multiplicity of factors does not necessarily mean a more effective job evaluation assessment. Armstrong and Murlis (1996:103) state ‘that this is an illusion. They argue that, the more factors there are, the greater the likelihood of overlap and duplication. They conclude that, it is seldom necessary to have more than six factors.’ Factor rating scales are based on the definition of levels present in each factor. Points are awarded for each level. An example of a factor rating scale can be seen in Appendix 2. The point progression for each level can either be arithmetical (e.g. 20, 40, 60, 80, 100) or geometric, which is used for example in the Hay Chart-Profile method. Kramar, McGraw Schuler (1996:424), describe ‘the ‘Hay System’ as probably the best know point factor method in Australia and that it is used extensively for evaluating administrative, professional, supervisory, managerial and executive positions.’ A critical decision in the point factor model is whether the individual factors are factor weighted, whereby one factor is assigned a higher value than another. The various points factoring schemes offer several significant advantages over a job ranking approach, including: By job evaluators having to refer to at least three and often six or more factors, the likelihood of overly simplified judgements are dramatically lessened. There is greater transparency and employees often perceive the process as fairer. Evaluators are able refer to several external measurements making it easier to determine relative size. The scoring of scales is easily adaptable to running in a computerized environment. While there is considerable value added through the using of a point factor analysis there are some disadvantages, including: Point factoring can be costly, time consuming and complex to administer. Armstrong and Murlis argue that ‘they give a somewhat spurious impression of scientific accuracy †¦ Averaging a group of subjective judgements made by a job evaluation panel does not increase their objectivity.’ An assumption that it is possible to reduce a complex job to a series of factors and that skills can be added to together within the framework of several scales of values. That adopted factor weighting can be applied to all jobs. The rating system can be very bureaucratic and rigid and create an unwanted organizational hierarchy. The conventional application of a point-factoring ignores that the workforce is in essence far more flexible and project base and contract drive. Other Factor Methodologies It an attempt to address the limitations with the Point Factor model several other analytical methodologies have been developed Graduate Factor Comparison, Factor Comparison and Single Factor, which can be based on skill, competency, decision bands or time span of discretion. Graduated Factor comparison compares job factors against a scale of factors which are graduated by descriptive levels. There is no numerical score assigned and the factors are not weighted. An example of a descriptive level would be low, medium and high. Armstrong and Murlis argue that ‘this analytical method is particularly useful in sorting out job relatives especially in equal value cases’ (1996:106). Factor comparison compares jobs with jobs against a number of factors instead of using a scale. It was developed in the US to overcome choice and weighting of factors associated with a points factor scheme. It has been pointed out by the Armstrong and Murlis although it has many advantages, in particular because it does not use an abstract scale and it is complex to develop and administer (1996:107). Although the method has had an important influence on the Hay Guide Chart Profile method. Single factor methods of job evaluation are based on one key factor for measurement of relative job size. According to Armstrong and Murlis ‘the assumption is made that the process demands made on job holder to deliver the expected outputs can be measures by the level of inputs required’ (1996:108). The shortcoming of the skill based approach is that inputs are rewarded with possibly inadequate attention on the delivered results. Competency based evaluation measures the size of the jobs in accordance with the necessary competency level required for a successful performance. Like the inadequate attention to results found in skill based approach the same could be said of the competency based approach. Application to Human Resource Management As has been argued through this paper that there are clearly deficiencies in both non-analytical and analytical job evaluation systems and these have been outlined. But nevertheless there is still a Human Resource Management need to determine fair and equitable pay structures, which adequately accounts for the growing, flexible, workplace patterns and the rapidly changing and complex job factors. Clearly, the job ranking and classification approaches are effective in smaller organizations where there is clear delineation between roles in the workplace. Armstrong and Murlis conclude ‘formal job evaluations do indeed work well in a stable, hierarchical organizations. But it has to be recognized that job evaluation methodologies which emphasise place in hierarchy, numbers of people supervised or resources directly controlled, without taking into account technical expertise or complex decision making have little to contribute’ (1996:110). As well organizations and the Human Resource Management team need to carefully consider which job evaluation approach to select before embarking on the evaluative process. Firstly, the organization needs to carefully consider if they are going to implement an existing commercial package, such as Hay Guide Chart Profile system – measures know-how, problem solving and accountability with each factor being scored on a two dimensional matrix Cullen Egan Dell system – measures cognition, education and decision making. Like the Hay system each of these factors is broken down into a further eight sub factors. Wyatt System – there are two systems FACTORCOMPâ„ ¢ and MULTICOMPâ„ ¢. Weighted Job Questionnaire (WJQ) – this measures five factors (skill and knowledge, contacts, working conditions, problem solving and scope of responsibility) through a multiple choice job analysis questionnaire. Or design their own system in accordance with one of the non-analytical or analytical methodologies. Building a job evaluation system from the ground up can increase the probability of measuring the nominated factors, but it can be expensive and time consuming. While a commercial system is proven and has a large sample size to draw on for analysis. In determining how to progress in job evaluation schemes Strong (1995:312) maps out a clear set of questions. These serve as a helpful starting place for a human resource management team and should be considered before undertaking any extensive job evaluation project ‘What are the organisation’s objectives in introducing a job evaluation scheme? Will the expected benefits outweigh the time and costs involved? What is the size of the organization? As a general rule the smaller the organization the easier it will be to implement a simple ranking system. Are the personnel and expertise available to develop an internal plan? How much can the organization afford to spend on introducing and maintaining a plan? What do similar organizations in the same industry do? Is the selected job evaluation plan in harmony with the organization’s culture?’ Appendix 3 details a useful chart for facilitating how to choose the most appropriate job evaluation method. Finally, Strong states, ‘no matter how good a job evaluation system is, it will fail if not understood and accepted by employees as being fair and equitable’(1995:312). Conclusion This paper has analysed the various strengths and weaknesses of job evaluation methodologies, whether they be non-analytical or analytical. It has been argued that job evaluation methods need to be viewed as guides for assisting organizations move toward greater pay equity and role clarity. It is important that they are not viewed as final and definitive in themselves but as helpful tools which support the overall job evaluation process in the workplace. Bibliography Armstrong, M, Murlis, H. (1996) Reward Management: A Handbook of Remuneration on Strategy Practice, Kogan Page Ltd, London. Clark, R. (1996) Human Resources Management: Framework and Practice, McGraw-Hill, Sydney. De Cieri, H. Kramar, R. (2003) Human Resource Management in Australia: Strategy, People, Performance, McGraw-Hill, Sydney. Ferris, G Buckley, M (1996) Human Resources Management: Perspectives, Context, Functions and Outcomes, Prentice-Hall, New Jersey. Kramar, R, McGraw, P. Schuler, R. (1997), Human Resource Management in Australia, Addison Wesley Longman Australia, Sydney. Mathis, R. Jackson, J. (1994) Human Resource Management, West Publishing Corporation, Michigan. Stone, R. (1991) Readings in Human Resource Management Volume 1, John Wiley and Sons, Brisbane. Stone, R. (1995) Human Resource Management, John Wiley Sons, Michigan Survey of Job Evaluation Practices, American Compensation Association, August 1989, 1-12. Appendix 1 Example of paired comparison Job A B C D E Total Score Rank Order A 0 2 0 2 4 2 B 2 2 2 2 8 1 C 0 0 2 0 2 5 D 2 0 0 1 3 3 E 0 0 2 1 3 3 Armstrong and Murlis (1996) Appendix 2 – Factor Rating example Factor 6 : contacts This factor considers the requirement in the job for contacts inside and outside the company. Contacts may involve giving and receiving information, influencing others, or negotiation. The nature and frequency of contacts should be considered, as well as their effect on the company. Level 1 : little or no consequences except with immediate colleagues and supervisors. (10 points) Level 2 : contacts are mainly internal and involve dealing with factual queries or exchange of information. (20 points) Level 3 : contacts may be internal or external and typically require tact or discretion to gain cooperation. (30 points) Level 4 : frequent internal/external contacts, of a sensitive nature requiring persuasive ability to resolve non-routine issues. (40 points) Level 5 : frequent internal/external contacts at senior level or on highly sensitive issues, requiring advanced negotiation/persuasive skills. (50 points) Level 6: constant involvement with internal/external contacts at the highest level or involving negotiation/persuasion on difficult and critical issues. (60 points) Armstrong and Murlis (1996) Appendix 3 Choice of Evaluation Method Scheme Characteristics Advantages Disadvantages Ranking Whole job comparisons made to place them in order of importance Easy to apply and understand No defined standards of judgement: differences between jobs are not measured Paired Comparisons Panel members individually compare each job in turn with all the others being evaluated. Points are awarded according to whether the jobs is more, less or equally demanding than each of the jobs with which it id being compared. These points are added to determine the rank order, usually with the help of a computer. The scores are analysed and discussed in order to achieve consensus among the members of the panel. Ranking is likely to be more valid on the principle that it is always easy to compare a job with one other job rather than with the whole range of disparate jobs As with ranking, the system neither explains why one job is more important than another nor assesses difference between them Job Classification Job grades are defined and jobs are slotted into the grades by comparing the whole job description with the grade definition Simple to operate and standards of judgement are provided in the shape of the grade definitions Difficult to fit complex jobs into a grade without using elaborate grade definitions Points factor rating and factor comparison Separate factors are scored to produce an overall points score for the job The analytical process of considering separately defined factors reduces subjectivity and helps assess differences in job size. Consistency in judgement is helped by having defined factor levels. In accord with equal value law Complex to install and maintain. Objectivity is more apparent that real: subjective judgement is still required to rate jobs against different factors and level definitions Armstrong and Murlis (1996) Research Papers on Job Evaluation ApproachesIncorporating Risk and Uncertainty Factor in CapitalResearch Process Part OneThe Relationship Between Delinquency and Drug UseThree Concepts of PsychodynamicBionic Assembly System: A New Concept of SelfThe Project Managment Office SystemStandardized TestingInfluences of Socio-Economic Status of Married MalesMarketing of Lifeboy Soap A Unilever ProductOpen Architechture a white paper

How to Make Complaints for ESL Students

How to Make Complaints for ESL Students Politeness is universally appreciated, even when making complaints, no matter what language a person speaks, but in learning English as a Second Language (ESL), some students may struggle with formulas and functions of certain English phrases meant to politely start a conversation involving a complaint. There are a number of formulas used when complaining in English, but its important to remember that a direct complaint or criticism in English can sound rude or aggressive. For most  English speakers, its preferred that others express their dissatisfaction indirectly, and introduce the complaint with an amicable introductory clause such as Im sorry to have to say this but... or excuse me if Im out of line, but... It is important to note, however, that these phrases dont directly translate into Spanish so understanding the basic function of words like sorry go a long way to introducing ESL students to the polite way to go about making complaints in English. How to Start Complaints Amicably In Spanish, one might start a complaint with the phrase lo siento, or Im sorry in English. Similarly, English speakers typically start their complaints with an apology or indirect reference to propriety. This is largely because politeness is a major element of English rhetoric.   Some phrases that English speakers may use to start complaints politely: Im sorry to have to say this but...Im sorry to bother you, but...Maybe you forgot to...I think you might have forgotten to...Excuse me if Im out of line, but...There may have been a misunderstanding about...Dont get me wrong, but I think we should... In each of these phrases, the speaker begins the complaint with an admission of error on the speakers part, relieving some of the assumed tension between speaker and audience by letting the listener know that no one involved is blameless. Whether it be because of  contrasting ideas  or just because a speaker wants to say no nicely, these introductory phrases can be helpful to maintain respectful rhetoric in conversation. Forming a Polite Complaint After ESL students understand the concept of introductory phrases to complaints, the next important element of conversation is keeping the complaint itself polite. Although being  imprecise or vague  does have its benefits when complaining, clarity and good intentions go a lot further in maintaining the cordiality of conversation. Its also important not to come across as attacking while making a complaint, so the complaint itself should start with phrases like I think or I feel to indicate that the speaker isnt accusing the listener of something as much as he or she is starting a conversation about the disagreement. Take, for instance, an employee who is upset at another for not following the company policy while working at a restaurant together, that person might tell the other Excuse me if Im out of line, but I feel like you may have forgotten that closing waiters need to refill the salt shakers before leaving. By introducing the complaint with an apology, the speaker allows the listener to not feel threatened and opens up a conversation about company policy instead of scolding or demanding that person do their job better. Redirecting focus and calling for a solution at the end of a complaint is another good way to address the issue. For instance, one might say Dont get me wrong, but I think it might be better if we focus on this task before doing the one youre working on to a coworker who is not working on the right part of a project.

Remote Sensing and Image Processing Essay Example | Topics and Well Written Essays - 2000 words

Remote Sensing and Image Processing - Essay Example Moreover, these events also include images and pictures that are captured via satellites that are powered with remote sensing technology. The advantage of remote sensing is that it can detect objects in real time along with providing coverage of an expanded area within a short period of time. However, remote sensing can be divided in to two types i.e. active remote sensing and passive remote sensing. The active remote sensing provides opportunity to be utilized at any time throughout the day and regardless of any season. Moreover, active remote sensing also facilitates the inspection of wavelengths that are not effectively illustrated by the Sun. In addition, it also takes charge of the illumination on the targeted object. On the other hand, passive remote sensing requires the Sun, in order to brighten the objective or the target. Moreover, this type of remote sensing uses reflected waves to measure the distance. As (Smith 2010) states that remote sensing based on active methodology needs a significant amount of energy source for illuminating the target. The data for the process of task that was associated with the vegetation estimation exposure was gathered from the National Oceanic and Atmospheric Administration's (NOAA) Advanced Very High Resolution Radiometer (AVHRR). In order to achieve a detection of vegetation, band rationing of the value of Infra-Red (700-1300nm) by Visible Light (400-700nm) is utilized. By using these values and methods, the albedo effects will be eliminated along with issues related to shadows that emerge from the images that are processed. Moreover, this method will also facilitate high quality visibility for vegetation in images. Moreover, a task that is related to classification of information classes, Churn Farm image is the best option. Likewise, data available in this image is gathered by an airplane in the year 1984 from the NERC ATM scanner. Likewise, the image includes four bands and sketches the sites that are associated wit h agricultural land use. Moreover, integer represents the cover type for specific land cover type, in this way; probable training sites can be marked for each type of land cover. Task 1 - Vegetation Index Methodology This task utilized a methodology including calculation of Ratio Vegetation Index (RVI) and Normalized Difference Vegetation Index (NDVI). The NDVI will be used for the image of Lake Nakuru Thermatic Mapper (TM). Likewise, for data associated with TM, two bands are utilized i.e. band 3 and band 4. Band 3 calculates the red light and band four calculates the red infra light. Outside the scope of the town named as Nakuru, a small salt ware lake named as ‘lake Nakuru’ is located. Likewise, the lake is famed for the spectacle, as approximately one million flamingos comes to it for feeding themselves with green algae located in the warm water areas of the lake. Moreover, pelicans often come here to feed themselves with cormorants that are also available deep in t he lake (Smith 2010). Steps Implemented Steps are demonstrated in points below: Considering as a Raster Layer, open the image file named as nakuru.img. In the available options, select the option to view the image with channel 4 that will be associated with green gun and red gun. However, channel 2 will demonstrate blue gun. From the main menu options tab, select the option