Modern audience Essay

‘The Taming of the Shrew’ involves a rich businessman, Baptista, who has two daughters. He forbids anyone to court his beautiful daughter, Bianca, until he finds someone to marry his other daughter, Katherina, who is labelled a shrew. The man marries Katherina is Petruchio; who treats her cruelly until she obeys and agrees with him.  At the time the play was written, the role of women in life was different. Today, we learn that men and women should be seen as equals. In act 5 scene 2 of the play, this is not seen. In Padua, women were seen as possessions of men among with other things such as the man’s house or horse. It was a woman’s duty to obey her husband and because Kate did not, she is seen by the male characters as unnatural which is evidence of evil. With a modern audience, this role of women will cause some people, especially the women, to feel insulted or uncomfortable. In the play, if Kate is dressed in old-fashioned clothes then her speeches will be taken seriously, but if Kate is dressed in modern designer clothes with sunglasses and maybe a mobile telephone, then the audience will assume she is being sarcastic in her speech. A lot of what the audience thinks will also depend upon the other characters’ reactions to what Kate says. They could be shocked and surprised at what she says or they could see it as a big joke. I will describe how I would direct part of act 5 scene 2 to a modern audience. This is where most of the main characters are together and Petruchio shows all the other men that he has tamed Kate. All the men have had a bet on whose wife is most obedient.  The men will be playing cards and the women will be talking in a nearby room. The servants, Biondello and Gremio will also be playing cards with the men because they are good friends of their masters. The men will be dressed in casual suits with loosened ties to create the effect of the upper class relaxing. Kate will be wearing a long, flowing dress to show that she is like an ordinary upper class lady rather than the more radical clothes she would have worn before she was tamed. Bianca and the widow would also be wearing the same style of dress.  I want the audience to think that although Kate has been disciplined and obeys Petruchio, she is still her own person. All the other men will think she is her old self and will never be to be like her sister, Bianca. After being called for by her husband, Petruchio, Kate will enter the mens’ room, dragging Bianca by the hair. This will show the audience that even though Kate has changed to be more like her sister was, she still doesn’t get on well with Bianca. Bianca is seen gradually becoming like how Kate used to be. The two are almost swapping personalities. Lucentio is very disappointed with his wife, Bianca and she would react to him by saying this line slightly crying:  Ã¢â‚¬Å"The more fool you for laying on my duty†Ã‚  the audience would be quite astonished by this reply because she is usually very quiet and obedient. This would be a significant part to show how Bianca is also changing. I will now go through the play line by line and describe how I would direct it.  Ã¢â‚¬Å"Katherine, I charge thee, tell these headstrong women/What duty they do owe their lords and husbands.†Ã‚  Petruchio wants Kate to tell the people how a lady should act towards her husband or lord. The crowd will now think that although Kate has changed, she will not do it. But she does with pride. Kate starts her speech by insulting the widow and saying that she should respect her master. â€Å"Fie, fie, unknit that threatening unkind brow†¦Thy governor.†Ã‚  I would get the actress to say this in a sarcastic but malicious way because although she respects Petruchio, she has her own free will and also wants to intimidate the widow. As she says this, I would get her to walk up o the widow and the widow would cower away into a corner. This will show the audience that Kate is still domineering.  Ã¢â‚¬Å"Thy husband is thy lord†¦sea and land.† Whilst Kate is saying this part, she will go up to Petruchio and kneel in front of him to show the audience how much respect she has for her husband.  Ã¢â‚¬Å"Too little payment for so great a debt†¦owes the prince.†Ã‚  She is saying that women have a good life and hardly have to repay their husbands for all the things he does for her. As she says this she will scan across the room, glaring at the other wives as if to say that they don’t repay their husbands enough and should be thankful he hasn’t left them.

Statistics and Psychology

There are numerous applications of statistical reasoning and research methods in the field of psychology. From simple aspects of reading and interpreting psychology articles, to completing personal research, statistics is a necessary concept to understand. The scientific method is essential to research, and many of the concepts cross the lines into statistics. It is also imperative for us to compare and contrast the characteristics of primary and secondary data. Ultimately, the focus of these topics centers on the application of statistical reasoning in psychology.Statistics in Psychology One might ask themselves how mathematical concepts could possibly apply to psychology. The answer is simpler than many imagine, all one has to do is focus on the interpretation. Reading psychology research articles is a common occurrence for anyone in the field. Without the ability to understand the jargon, tables, graphs, and other aspects at the heart of statistics, one is unable to truly process the findings of research (Aron, Aron, & Coups, 2009). Research is an iatrical part to nearly every field of psychology, but especially those who seek to answer questions and gain insight to problems.Most fields of psychology –including counseling and clinical focuses- require answers to questions (Aron, Aron, & Coups, 2009). Answering questions requires some form of research, which uses statistics on some level. To answer many of these questions, research is done with some application of the scientific method. Research and the Scientific Method When searching for the answer to a problem, most go about it in an orderly way. The research done in the scientific method is simple application of systematic and logical steps to problem solving (Cowens, 2006).Using the five-step process allows researchers to examine any inquiry. The Five-Step Approach The first step is to determine a problem to solve, or make an observation (Cowens, 2006). This can be a simple question or a more comp lex desire to understand how or why something works. For instance, a psychologist seeks to understand why certain object triggers rage in a patient. Step two is to determine a hypothesis (Cowens, 2006). A hypothesis is usually a speculation or idea about how or why something happens. This step seeks to predict the outcome or reasoning of the problem.The psychologist may form the hypothesis that the object triggers rage because the patient associates the object with past trauma. Now it is time to test the hypothesis. Experimentation and research enters the picture for this step (Cowens, 2006). To test the hypothesis, the psychologist may use sessions or questions as research. They may also try other objects, or use hypnosis to recall the trauma. Recording the observations is an essential step in the scientific method (Cowens, 2006). All observations are important, and frequency tables, graphs, and charts explore the statistical application of the scientific method.In addition to thes e, psychologists may use notes to explore the reasoning. The final step is drawing a conclusion (Cowens, 2006). The purpose of this step is the interpretation of the findings. The results may either support the hypothesis, or raise new questions to explore. The psychologist may find no past trauma, and determine that all purple objects trigger both rage and fear. They then will seek a new hypothesis to begin a new search for answers. Primary and Secondary Data In any aspect of research, it is imperative to consider the validity of results.Primary data is described as data observed or collected directly from first-hand experience (Triola, 2010). Secondary data is published data, or data collected by others (Triola, 2010). Primary data is preferred in research because the knowledge is obtained first-hand, where secondary relies on the observations of others. For instance, more accurate results in a weight study will come from the direct weighing of the patients than asking them their weight. Statistics in Research Psychologists use univariate principles when they measure only one variable and multivariate procedure when using variables to ascertain relationships (Chow, 2002).Psychologists often use statistics to identify areas of research interest. In testing a hypothesis, many researchers need to turn questions into testable numerical data. One of the most common statistics applications is the testing of the null hypothesis. The null hypothesis involves the original claim –like 50 out of 100 patients see success in regression techniques to overcome phobias- and turning it into a mathematical claim (Â µ = 50). The alternative hypothesis represents the difference of a claim, or the probability that it is untrue because the test statistic is outside the given range (Â µ ? 50).These claims are tested, and if it is found that less than 50 patients saw success with regression techniques, then researchers are able to use statistical reasoning to disprove the statement. Overall, statistical reasoning is extremely important in the interpretation of research results obtained through the scientific method. Personal Application The concepts discussed throughout this paper have focused on many answers this author hopes to find in her professional life, and has pursued in her personal life. The author cited the example of rage and fear caused by purple, because her nine-year-old sister suffers problems with this concept.After many trials, tests, and visits to therapy, we were able to determine that she associated the color with Barney the dinosaur, and she cross-associated Barney with a fear of dinosaurs coming back to life in an old movie. Although a simple study, it had great impact on this author’s life, and her future pursuit of psychology. Conclusion Statistical reasoning in psychology may seem like a contradiction to many. However, any pursuit of answers requires research –which employs the scientific method and statistics. We have determined primary data to be more beneficial and reliable than secondary data.We have also applied the concept of hypotheses to statistics and basic research. In conclusion, even simple understanding in psychology is often related to statistical reasoning. ?References Aron, A. , Aron, E. N. , & Coups, E. J. (2009). Statistics for psychology (5th ed. ). Upper Saddle River, NJ: Pearson/Prentice Hall Chow, S. L. (2002). Statistics and its role in psychological research. Methods in Psychological Research. Retrieved October 3, 2010 from ProQuest database. Cowens, J. (2006, August/September). The scientific method. Teaching PreK-8. (37)1. 42. Triola, M. F. (2010). Elementary Statistics. (11th Ed. ). Boston, MA: Pearson.

Henry Tam Case

We have to evaluate the performance of a distinctly diverse team aiming to create a business plan for MGI’s â€Å"Music Puzzle† Game to enter the HBS contest. The team comprised of MGI founders, Sasha, Igor and Roman, two HBS students Henry and Dana and subject matter experts Alex and Dav. In addition, we have to recommend actions for Henry Tam, which would foster better team dynamics to accomplish the task at hand. The team, after much deliberation and little success, has just 3 weeks before entering the case at the HBS Business Plan competition. In the team there is, Sasha, a former HBS MBA student with experience in drastically different industries; Igor and Roman, exceptionally gifted Russian musicians; Henry & Dana who are finance professionals in the second year of their HBS MBA; Alex, who is a specialist in computer music applications from Berkley; and Dave, a software developer from MIT. Root Cause Analysis The major strengths of the team were a presence of diverse talents, close affinity between the founders, great product, shared passion and complementary skills. However, there is much conflict and failure to deliver results, due to a variety of factors. These factors include a lack of cohesion as a team, an ambiguity of roles definitions, a lack of clear leadership, and a weak working culture. The team has a common goal to develop the business plan, but the focus is different, with the HBS students focused on the contest deadlines, and the MGI founders striving to create a viable business. The team is unable to come to a consensus on which market to penetrate. Additionally, the team is functioning more as a group; as they are unstructured, have an unevenly distributed workload (Katzenbach & Smith, 2005). There is no collective work product, and there is an individual approach to problem solving, as opposed to shared resolutions. Within the group, there are also factions or subgroups. Adding to the frustration was that they were in a small confined workspace on the HBS campus. And finally, the team was completely lacking in interrelationship trust. Drawing from Tuckman's stages of group development: Forming, Storming, Norming, Performing, and Adjourning (â€Å"Tuckman’s Stages, n. . ), developed in 1965, we can assess the team building processes. The forming stage was spread over three meetings as all the members were not introduced at the very beginning. During the storming stage, team members’ expectations were not aligned. Dana and Henry perceived the role to be more strategic, as opposed to Sasha’s perception of th em as interns focused on writing the business plan only. The modus operandi suggested by Sasha to contact HBS alumni added to the chaos. Plus the introduction of Dav forced Henry and Dana to speculate on Sasha’s motives. In the norming stage we do not see any cohesion but constant disagreements, all primarily due to not defining the norms at the onset. Issues in the norming stage lead to unclear orientation in the performing stage, not adhering to the timelines. Benchmarking the meetings against Belbin’s Team Roles (Belbin, 2010), we see how the seven team members fluctuate between different roles during the three meetings. In the first meeting, Igor, Sasha, Henry and Dana met with different perceptions and reservations and a complete lack of clear strategy. At this point it is very unclear as to who is in each role: Plant, Resource investigator, Coordinator, Shaper, Monitor Evaluator, Team worker, Implementer, Completer Finisher, or Specialist. Roman and Alex join the second meeting, and amidst a lot of brainstorming and ‘creative’ discussion we can see the team members conforming to Belbin’s Team roles. There is a notable understanding between Henry and Dana to try and handle Sasha’s aggression and confrontational style. The third meeting witnesses the entry of Dan the specialist, which adds fuel to the fire and worsens the stance between Sasha and Dana. We can now see that the team members conform slightly more to the Belbin’s model. The team lacked a compelling direction and clear leadership as well (Coutu & Hackman, 2009). Leadership was shared based on who felt like taking on the role at the time. Without formal leadership, there was a breakdown in communication and an absence of the setting of deadlines or the implementation of an overall plan or vision. In fact, an overall direction did not exist, as the MGI founders had different motivating factors than the students, and different perspectives regarding the abilities and roles of each other. Tasks were not broken down into specific subtasks, or assigned to individual team members. Also, without leadership, there is no establishment or communication of the norms and values of the team, and no role modeling or coaching. The culture of team is weak, as there are no established norms and values or ground rules. As such, there was a discrepancy in the development of the team during the norming stage, as discussed previously. The team also engaged in a cultural clash in terms of industry areas, country/ethnic differences, and subcultures. The MGI founders related to a creative and artistic industry, while the students were business focused. The cultural differences manifested themselves in terms of language and expectations. And finally, within the subgroups were individual subcultures, which lead to a difference in values, roles, purposes, and goals especially when disagreements between these subcultures occurred (Hofstede, 1998). Multicultural teams can be more difficult to manage, and can lead to conflicts in communication styles, decision-making approaches, and attitudes towards hierarchy (Brett, Behfar & Kristin, 2006). As the overall working culture is weak, these clashes can be tumultuous as there is not guiding set of norms and values to reference. Alternatives Henry could try the mediation path first, by mitigating difference between Sasha and Dana using preventive strategies to manage conflict. This strategy will involve everyone to provide input and address issues jointly. The feasibility, however, is in question due to lack of time, the uncertainty of the effectiveness of the mediator and identification of common ground. Secondly, Henry could identify a leader from within the team. It could be Alex, as his background in business and music is a good match. Similarly, Henry could step up as he has a neutral stance and no open conflicts with any member of the team. A clear advantage is that there would be no time wasted in learning about the team members, the task at hand and the issues. Henry might be a better option as leader though based on his Myers-Briggs Type Indicator. Putting ourselves in the shoes of Henry Tam, and taking the test, we concluded that he has a type of ISTJ (â€Å"MBTI Questionnaire†, n. ), which indicates that he has a clear moral code, operates at high efficiency, is dependable, and able to enforce standards. However, as both Alex and Henry have a history with the team, they might not be able to clearly assert their leadership capability in the short timespan available. As such, a third party leader could be found and appointed to address issues and provide expertise, based on knowledge of the market. This would introduce a neutral person and satisfy the desire of some team members who seek external intervention. The flip side is that there would not be enough time to bring someone on board, there may not be availability in the budget to accommodate the associated costs, and the fit of the new entrant to the team might not be fluid. A third option could be to drop out of the contest, but continue working on the business plan. This will ease the pressure of the deadline and help to alleviate some of the stress and tension. Henry and Dana should continue on the project as they are intrinsically motivated and deeply involved in the project. This clearly gives a breathing space and might promote common focus. The downside is that the motivation levels might drop along with the reputation and the team will miss out on the chance to get the business plan evaluated by some of the best experts in the field. Recommendation The most viable solution for the team is for Henry to fulfill the role of formal leader, as he is intrinsically motivated and heavily involved in the project. He, of all the team members, has engaged in the least conflict, is overall neutral, and thus is in the best position to assert influence and guidelines upon the team. Henry could provide some role definition, according to Belbin’s model, for specific members of the team and help team members in aiding in the cultural differences by adapting to them and working around them (Brett, Behfar & Kristin, 2006). This is a better option than obtaining a third-party leader, as the resource costs, time and budget specifically, would be lower. Additionally, in order to build credibility as a leader, Henry should investigate the costs of obtaining a consultant with specialized knowledge of the market. This will serve to satisfy team members who are requesting outside perspective and additional insight.

Marketing Strategy of Pepsi and Coca Cola Essay

Marketing Strategy of Pepsi and Coca Cola - Essay Example For the product itself, flavours are very alike to Coca-Colas. Pepsi have also broadened their product line to include other flavours and brands for example, Mountain Dew and also many different sizes, just as their competitor, to gain a greater segment of the market. In this paper we will study the marketing strategy, strengths, weaknesses, opportunities, threats and the future outlook of both the companies and their product. In order to have a full insight into the theme of the marketing strategies we will analyze the two well known brands separately The "Coca-Cola" trademark was registered for the first time in 1893, although it was seven years earlier that pharmacist Dr John Styth created a fragrant caramel-coloured syrup that went on sale as a soda fountain drink in Atlanta, Georgia. Large-scale bottling began in 1894, after the rights to bottle and sell Coca-Cola across most of the US were sold for just US$1. In 1923, Fanta became the first soft drink other than Coca-Cola to be marketed by the company, and in the same year The Coca-Cola Company extended into fruit juices and concentrates with the acquisition of the Minute Maid Corporation, which added frozen citrus concentrates and other drinks, along with the brands Minute Maid and Hi-C to its growing portfolio. Further reclassifications took place over the 2001-2002 period. ... While North America and Latin America remained largely unchanged during this restructuring, with Puerto Rico moving from the latter to the former, the Middle East division was added to Europe and Eurasia, which then changed its name to Europe, Eurasia & Middle East. Simultaneously, Africa and Middle East, less the reclassified Middle East division, reverted to Africa. Furthermore, during the first quarter of 2001, Asia Pacific was renamed Asia, and during the first quarter of 2002, Egypt was reclassified from Europe, Eurasia and Middle East to Africa. The Coca-Cola Company also signed a number of bottling agreements in 2001. In the Philippines, the company acquired Australian-based bottler Coca-Cola Amatil Ltd's 35% interest in Coca-Cola Bottlers Philippines Inc. Later in the year, in a joint venture with San Miguel, The Coca-Cola Company acquired the Filipino soft drinks maker Cosmos Bottling Corp. However, the competition in the US bottled water market intensified in the following years and the joint venture failed to live up to expectations in terms of sales. In April 2005 The Coca-Cola Company acquired Danone's stake in CCDA, taking over full control of its US water joint venture. In another venture outside cola-based carbonates in 2002, The Coca-Cola Company announced an agreement with Diageo and Pernod Ricard to acquire the Seagram's Mixers business, located primarily in the US and Mexico. In addition, The Coca-Cola Company also agreed to a long-term global licensing deal with the French company that adds Seagram's well-known brand of mixers, including Ginger Ale, Tonic, Club Soda and Seltzer, to The Coca-Cola Company's growing portfolio of non-alcoholic beverages. The early years of the new millennium have also witnessed

Criminalology Essay Example | Topics and Well Written Essays - 500 words

Criminalology - Essay Example Institutional violence is a chaotic incidence that results in physical or mental injuries. In this case, the violence culminates into suffering, loss and body harm. There are five main types of institutional violence. Intrapersonal violence occurs when a person decides to harm himself /herself. In this case, the occurrence is referred to as suicide or self mutilation. People commit suicide through poisoning, hanging or drowning among other forms of suicide. Interpersonal violence takes place between two persons. In this case, a person causes body harm to another one in cases such as rape, sexual assault and psychological attach among others. Gang violence is usually perpetrated by a group of organized criminals or a gang. In this case, the gang organizes attack on a person or a group of persons. The gang is usually formally organized or loosely attached to each other to commit a crime. Organized attack is perpetrated by a group of well organized attackers to the prison staff. Lastly, institutional violence is the attack done by the prison staff to the offender. In this case, the prisoners are sexually, emotionally and sexually attacked by the prison wardens. The rehabilitation program must have clear and concise objectives. In this case, objectives to be achieved must be clearly stipulated and communicated to both the facilitator and the prisoners. At the beginning of the rehabilitation classes, the facilitator should take sufficient time to explain to the prisoners the specific steps that they need to have achieved by the end of a specified period. In this case, the goals need to be reasonably figural to help the learner realize how much they have achieved and how much is yet to be done. In addition, these goals require to be based on clear theories or concepts. As such, the goals must be drawn for extensive research conducted by reputable

Research Skills and Principles Assignment Example | Topics and Well Written Essays - 1250 words

Research Skills and Principles - Assignment Example modelled to solve the shortcomings associated with Traditional IP-based networks, ATM networks and Frame Relay in the management of enormously large networks like scalability flexibility, security, and cost?. Such a question is sufficient and in line with the aim of the study. It is effective to help the researchers study the impacts of the interior gateway routing protocols in the MPLS VPN. The approach employed in the study is sufficient and closely linked to the study question and objectives. Such an approach helped the researchers to investigate and validate their new proposed design. The authors proposed a new design that merged both features of layer three such as intelligence and scalability with those of layer two such as simplicity and efficiency culminating into MPLS/BGPVPNS design. The authors first conducted a thorough literature review on the related topic. This was of great benefit as it provided the bedrock for the study. The review of the literature helped the authors to get valuable insights into the current problem the system has and thus need for alternative. The reviewed literature in the MPLS, VPN, and MPLS VPN technology presented the best opportunity for gathering the information for a satisfactory fathoming of linked concepts to the current study. Subsequently, the authors did awesome work by indulging into an in-depth deliberation on various routine concepts. Such a discussion availed the avenue critically to investigate the effects of interior gateways routing protocol. Moreover, the authors should be lauded because they gave specifications of the twin routing protocol for the present study. The two simulation approach employed were appropriate and in line with the study questions and objectives. The simulation help to probe the two design separately to make a rational decision. This was necessary to gauge the merits and demerits of each design which would later inform the investigators of the most appealing design to implement. The use

Research Proposal. We Can Do It Poster Essay Example | Topics and Well Written Essays - 750 words

Research Proposal. We Can Do It Poster - Essay Example Howard Miller in 1942, who worked under the supervision of Westinghouse Company’s War Production Committee. Initially, its aim was to recruit women only for Midwest Westinghouse factory for two weeks, later on with the passage of time feminist campaigns used it for the sake of their identity. Aspire behind the creation of these posters, was to inspire women to take part in jobs considered for men. For example jobs at mills and weapon industries, civilian services and even in military. Due to the shortage of labor, women were encouraged to enlist themselves in workforce. (2) Lately the famous â€Å"We can do it poster!† is referred to as â€Å"Rosie the Riveter†. The woman in the poster was an inspirational model for women in the time of war. Her confident and definite gaze; showed the responsible citizen doing the right act at the right time, in the times of catastrophe. Her pose negates the feminine modesty and portrays more of a courageous and daring side. The show of bicep, explains the power and capability woman owns. Muscular arm also displayed the kind of rigorous effort female gender can put in, negating their own image as sleek and slender creatures. Her uniform portrayed the aim and responsibility of an individual, who realized the importance of duty call in a trying time and hence the strength of a nation rely on both men and women. Her uniform also showed the association of woman with a competitive job other than domestic jobs. Her logo on collar and bandana depicts the readiness and willingness of feminine approach to work in complex circumstances for stabilizing the nation. The neatly pulled back hair and definite lines on her face, showed the dedication and determination, a woman can put in rather than her presumed image. The most interesting fact about the World War II was its idea of war, was more dependent upon the productivity rather than the military action itself. The motivational and awakening poster for women showed th at, their male family members need them to provide with arms and weapons. Therefore, industries need workforce which was easily replaced by women. The change in the duty bond mother, wife and sister was amazing. They not only took better responsibility but proved to be more intellectual and capable up till now. Their participation in industrial development increased afterwards. Almost 18 million American women worked during the World War II thus, the government recognized the need of day care centers and nurseries for their children at close proximity to work place. Therefore several day care centers and nurseries were provided by the employers to facilitate the female labor. However, after the war was over in 1944, only 16% of women were left in the weapon industries. (4) The idea of becoming substitute needs more attention and research. Many of the female industrial labor faced harassment after the war from male employees. They faced forced termination and ceased job vacancies aft er the war. However, the change during the time of war occurred and awakened the need of â€Å"recognition† in women never slept again. The efforts and participation put in by American women in the time of war could not be easily neglected once the war was over. The feeling of being able to earn living and learn the trade of life liberated women to fight against the forced termination from jobs. A public survey in 1947, showed the unacceptable behavior of men towards working women and the reminder of

HOW DOES SOCIAL WORK INTERVENTION ON YOUNG PEOPLE, IN LONDON IS Essay

HOW DOES SOCIAL WORK INTERVENTION ON YOUNG PEOPLE, IN LONDON IS ANALYSED FROM A POSITIVIST PERSPECTIVE - Essay Example On the other hand, social work intervention can be broadly described as the process whereby a social worker provides interventions to individuals, families and groups of people among others with the aim of helping them to be able to bounce back from the numerous problems affecting their lives (Parris 2012, 57). From these interventions, the social workers are able to get a good assessment of what is affecting their clients and thus are able to provide perfect help. The aim of this research proposal is to be able to analyze social work intervention in young adults. Through the set objectives of this research, they will try to establish the functions of social workers in London, the various features incorporated in doing this work, the type of intervention chosen for various people and lastly, the effects accompanied with this analysis. In addition to this, the information that will be generated from the outcome of this research will be used for a number of purposes. The key purpose will be to create awareness to the public on the various issues affecting them and their families and how social work intervention can help them overcome all these challenges affecting them including drug and substance abuse, alcoholism and unemployment among others. From the results, viable and feasible recommendations will be formulated and this will be of significant effect to the society. The research proposal will be carried out in a number of ways that will be most suitable for the selected age group that is between 16 and 25 years old. The methodology to be used in carrying out this research will include the use of both primary and secondary sources of data collection. The primary sources to be exploited include carrying out observations, administering questionnaires and face to face interviews (Kothari 2005, 154). All these will be used since they will be able to provide first hand information

Mental health needs assessment for the adult population of Wandsworth Coursework

Mental health needs assessment for the adult population of Wandsworth - Coursework Example The area of Wandsworth is located in south-west London. The town is located on The River Thames on the south bank. The river Wandle flows into the Thames and this is where Wandsworth received its name. It is also the principle settlement in The "London Borough of Wandsworth" (Medics on the Move). It borders the Bouroughs of Lambeth to the east, Merton and the Royal Borough of Kingston Upon the Thames and others. It is surrounded by very wealthy Boroughs. The 2001 Census gave the population of Wandsworth as 260,000 with 78% of the population as White, 9.6% Afro-Caribbean and 6.9% as being South Asian. The list of 354 Districts of England showed that Wandsworth is ranked the largest by area and 24th by population. In population density it ranked 10th and by ethnic diversity it ranted 29th. Today, the projects for Wandsworth show that by the year 2018, there is projected to be 300,000 people in Wandsworth with slightly more women than men. The area is mostly comprised of younger people (47%) between the ages of 20 and 39 with the rest of the population being older (Greater London Authority). NHS Wandsworth shows that in 2009, 290,000 people were living in the Borough. The largest age group is between 20 and 44 while other ages make up the rest of the population. The population is intended to rise in the next five years. Currently, the White race is 78% of the population with "non-whites" making up 22% of the population (includes Black, Asian and those who consider themselves as "other"). The Bourough has a large deprivation within and between the various wards. Wandsworth is ranked 23/30 for deprivation within London PCT and 91/152 for London within PCT's naturally (NHS Wandsworth 6). 1.1 Deprivations The Wandsworth Community Empowerment Fund Project states that the unemployment rate in Wandsworth is currently 8.0%. The following chart shows the income deprivation as of 2007: Although many areas in the Borough show prosperity, household income by ward is a differe nt story. The wealthiest Bourough is Northcote with a mean income of ?51,859 and Roehampton at substantially lower at ?31,141 ("Sustainable Community Strategy"). In terms of crime, Wandsworth has been a relatively safe place to live in 2006/07 but it has changed since then. Currently, the types of crime in this area include violence against the person, theft from motor vehicles, residential burglary and street crime ("Sustainable Community Strategy"). In 2007, there were 1,771 residential burglaries between April and December of that year. Burglary decreased within the last three years. There were 1,442 offenses for street crimes for the same period of time but street crime has also decreased. There were 3,954 offenses for crimes against the person during the same period which is approximately 14.1 offences per 1,000 residents ("Sustainable Community Strategy"). Education is another area for deprivation. There are approximately 51,889 young people and children living in the Borough between the ages of 0 and 19 which is 18% of the population. The 2007 census stated that the majority of children living in the Borough are ethnic minorities and primarily black children, which make up 17.9% of the population. In terms of support from the government, 1,628 children and young people were accessing help and 133 children and young people were registered on the Child Protection Register. The Borough also has 74 out of 174 "local super output areas (SOAs)" that are considered the worst 25% of all SOAs nationally which was only 64 in 2004. There are now 24 SOAs listed in the best 25% nationally for deprivation compared to 20 in 2004 ("Sustainable Community Strategy"). Healthcare in the Borough has some challenges because of the population. Because the majority of the Borough is aged 20 to 44, the younger people do not use

The Sacred Pipe Essay Example | Topics and Well Written Essays - 2250 words

The Sacred Pipe - Essay Example The sentimental value of some possessions may range from something as simple as a letter, a pen or even jewelry which is a family heirloom. These things may seem ordinary and mundane to others but it is what it represents that makes all the difference. The same consideration, at a different level of intensity, makes for the meaning that the sacred pipe holds. Another aspect of a sacred pipe is how it serves as a communication device that communes man not only to his nature but also to his ancestors. This is not an entirely alien concept as there are other religions that believe in the influence of people who have already passed as guardians present in daily life. The pipe is a means to communicate with ancestors who can be a source of hope for these people. Anyone who has lost a loved one knows how it feels to want to be able to talk to them again and maybe to ask them for guidance during the most trying times. Winter represents a difficult time and it symbolizes hardships and despair. The knowledge that a sacred pipe could connect two worlds is nothing short of faith. The mother should sacrifice everything for her children and must develop in herself and in her children a great love for Wakan-Tanka, for in time these children will become holy people and leaders of the nation and will have the power to make others wakan. At first we keep only the souls of a few of our great leaders, but later we kept the souls of almost all good people (Brown 11) This quote affirms that the Native Americans place the responsibility to mothers to be able to rear her children properly and to sacrifice her own desires and needs for their benefit. Regardless of this passage, I believe that a mother’s love is absolute and that even without any order or reminder remains the same notwithstanding what culture one belongs to. The same mother’s love is seen and manifests in a loving home in a way that a person’s success and virtue is most likely to be attributed to one’s mother and the patience with which he was brought up to. It is by this same n otion that I suppose that my own character was shaped. My mother served as a role model and the primary person who has molded me from birth. Mothers would want nothing more than for their children to grow up to be good people. The respect you show to your parents is a good indication of a person’s upbringing. The same amount of respect is invaluable in the traits that make for a great leader. The concept of wakan provides for the perpetuation of memories of people who have imparted an indelible memory to the community. They are better than historical figures such as presidents for they remain in spirit with the people. They are not the only subject of stories and anecdotes studied for memory but they are infinite beings that transcend time and lifetimes. This commune with a concept as intangible as the soul substantiates why being a holy wakan is something to achieve for. â€Å"The leader of the rite then says: ‘This is the fire that will help the generations to come i f they use it in a sacred manner".

Principles of Total Quality Management (TQM) Essay

Principles of Total Quality Management (TQM) - Essay Example Before going into the discussion regarding three major principles of total quality management, let us get a better understanding of what total quality management actually is. Total quality management is an approach towards improving the performance and quality of products and services so that they meet the expectations of the consumers. Quality is of integral importance for a company to achieve success in a competitive market. A company can achieve success only if it integrates all aspects of quality in its business activities and processes. The focus of the total quality management is the customers and products of a company. Total quality management requires continuous improvement in all departments of a company related to manufacturing of the products, such as, quality design and development, quality control, and quality assurance. There are a number of key principles related to total quality management. Three of those principles include customer focus, continuous improvement, and employee involvement. Let us discuss all of these in some detail. Customer Focus Customer focus is one of the primary principles of TQM. A company needs to focus the needs and demands of the customers while developing the products. Customers are the main drivers that ensure success of a company. Without customers, no company can achieve success or gain market domination in any market. Customers always opt for such companies, which provide them with excellent quality and reliability in all products and services.... If a company neglects the integration of quality aspects in a single phase of a product development process, it affects the overall quality of the product resulting in development of a compromising quality product. Therefore, a company needs to work towards continuous improvement in manufacturing and quality procedures in order to bring a high quality product in the market. Employee Involvement This principle of TQM requires continuous involvement and motivation of the top management of a company. Top management needs to motivate the employees towards ensuring quality in all aspects of their job responsibilities. â€Å"Employees should be encouraged to be pro-active in identifying and addressing quality related problems† (Murray). TQM is not just related to the integration of quality in the products and services of a company, rather it also includes all business functions and activities. The involvement of employees is of integral importance in ensuring the implementation of t otal quality management system in a company. Therefore, companies need to encourage their employees to bring improvement in their job related activities in order to ensure success of the company. Performance Measurement Performance measurement means to evaluate performance of the employees and the business processes in order to bring improvement in the organizational effectiveness and productivity. The basic aim of performance measurement is not just to evaluate the employees’ performance; rather it also focuses on increasing the organizational productivity by improving performance of the employees. Performance measurement or evaluation makes the managers of a company know where the company actually stands and what they need to do in

Tunnel of Love Essay Example for Free

Tunnel of Love Essay Earth has many hidden, unique and beautiful places. Ukraine boasts one of the most romantic places in the world: Tunnel of Love. Located near the town Klevan, â€Å"The Tunnel of Love† became an unique attraction in the world. It was formed on the train tracks, through union branches of trees, turning into a tunnel of green vegetation. There is however one problem with this â€Å"tunnel†. As it passes a train track and should be on your toes if you want to visit him. The Tunnel which covers railway conducted over a length of about three kilometers. This is the way of a train carrying for a wood factory in the region three times a day. They say that couples who go through the tunnel and make a wish have their wish fulfilled. Klevan is an urban-type settlement in the Rivne Raion of Rivne Oblast in western Ukraine. Its population is 7,470 as of the 2001 Ukrainian Census. Klevan is accessed via the T1B17 and H22 roads, and is located 28. 3 km northwest of Rivne and 50. 4 kilometres southeast of Lutsk along the H22. Klevan lies on the Stubla River. There’s a real place in the Ukraine that looks like this. This beautiful train tunnel filled with greenery is located in Kleven, Ukraine. Locals call it the â€Å"Tunnel of Love† and it’s beautiful even when it’s not all green. We love seeing natural architecture here at Inhabitat, and the leafy green Kleven train tunnel is a beautiful example of what happens when nature is allowed to grow freely around manmade infrastructure. The tunnel was made over many years as the passing train molded the trees’ lines. The train turned a luscious piece of woodland into a unique passageway as it traveled back and forth 3 times a day over several years. In addition to serving as a train route, the tunnel is used by lovers to make a wish – it is said that if they are sincere in their love, their wishes will come true. If you are out and about Ukraine, don’t miss this fantastic green passageway – whether you are with a loved one, or on your own. This gorgeous long, leafy tunnel looks like a green dream or a scene from a film but it can actually be found deep in the forests of Ukraine. Located near the town of Kleven, this luscious green tunnel provides passage for a private train that provides wood to a local factory. Measuring 1. 8 miles long, the unusual rail route in Eastern Europe is also a popular spot for lovers promises. The train turned a luscious piece of woodland into a unique passageway as it traveled back and forth 3 times a day over several years. The tunnel was made over many years as the passing train molded the trees lines. In addition to serving as a train route, the tunnel is used by lovers to make a wish it is said that if they are sincere in their love, their wishes will come true. If you are out and about Ukraine, dont miss this fantastic green passageway. Its worth seeing whether you are with a loved one, or on your own.

Importance of Play in Children Development

Importance of Play in Children Development Play is special. Not only is it fun, but it is very important to childrens development. Play is one of the most important means by which children learn. Through natural activity they create roles that imitate adult behavior. Children think, create, imagine, communicate, make choices, solve problems, take risks, build physical skills and take on a variety of roles as they interact socially. Play is essentially motivating and offers children the freedom to explore an activity tolerant by adult parameters of measured outcomes, testing and accountability. Play supports learning, promotes language and social development and enhances creativity in children and adults. Children who learn healthy play skills feel capable, have successes, make friends and learn non-violent ways to interact with others. Children learn more efficiently and effectively through play than one can imagine. The beauty of this learning and growing time is that the motivation for a young child to do it is already ther e-its enjoyable. The Development of Play The surreptitious to helping young children succeed, is to keep the spirit of creativity and of playful learning alive and active. Childrens learning is a mixture of their own deep inner force to grow and learn attached with their imitation of the adults in their environment. An important milestone in play, the capacity for make-believe play also known as fantasy play occurs at around two and a half or three years of age. Before that, children are more oriented to the real world: their own bodies, simple household objects like pots, pans, and wooden spoons, and simple toys like dolls, trucks, and balls. Toddlers imitate what they see around them; common play themes include cooking, caring for baby, driving cars or trucks, and other everyday events. These themes continue and develop after age three, but now children are less dependent on real objects and create what they need from anything that is at hand. Their ability to enter into make-believe allows them to transform a simple object into a play prop. The three-year-old becomes so engaged in make-believe play that objects seem to be in a regular state of transformation. No play episode is ever finished; it is always in the process of becoming something else. The playful three-year-old often leaves a trail of objects as her play evolves from one theme to the next. In contrast, four-year-olds are generally more stationary and thematic in their play. They like to have a house to play in, which might also be a ship or a shop, and many enter the pack-rat stage where they fill their houses with objects so that it seems they cannot freely move around. This does not bother them at all, however. Like three-year olds, they are inspired in the moment by the objects before them. They are quite spontaneous in their ideas for play. The fantasy play of the five-year old is characterized by the ability to have an idea and then play it out rather than being encouraged in the moment by the object at hand as is the case with three and four year olds. Often, five-year olds will say what they want to play as they enter the kindergarten. There is one more important aspect to the development of make-believe plays that usually does not occur until children are six years old. At this age they will often play out a situation without the use of props. They may build a house but leave it unfurnished, then sit inside it and talk through their play, for now they are able to see the images clearly in their minds eyes. This stage can be described as imaginative play, for the children now have the capacity to form a well expressed inner image. In all of these stages of dramatic play children may play alone or with others. However, the way children engage in social play with others changes over the years. The one year old tends to play alone, while social play of two year-olds is generally called parallel play for young children play side by side without fully interacting with each other. The children enjoy playing with each other, but generally they are not deeply invested in each other. They enjoy playing together when they are in nursery school, but tend to forget about each other when they are apart. The social play of five and six year olds is different. The doors to deeper social relationships are opening for them. They form friendships and talk about their friends at home. They think about their friends when they are apart. They may want to call them on the phone or visit in their homes. Rationale for Play Informal play settings allow children to practice language skills involving vocabulary, syntax and grammar. English language learners particularly benefit from language interactions during play. These language skills later assist with reading, writing and math development. All the processes involved in plays such as repeating actions, making connections, extending skills, combining materials and taking risks provide the essential electrical impulses to help make connections and interconnections between neural networks, thus extending childrens capabilities as learners, thinkers and communicators. Physical: Play is an integral part of the growth of a healthy child. lt fosters opportunities to develop large and small motor skills as well as coordination, balance and muscle tone. Active Movement provides an outlet for children to release energy and challenges their developing physical bodies. The ancient Greeks recognised the value of play in the developmental and growth period of childhood. Experts in todays world of education also believe that play is essential. Social: Educators know children learn best in situations that are non-threatening, flexible and fun. Self-selected play joins children of like interests in situations where they can engage in self-directed conversations. Creating opportunities for play can lower stress and help prevent violence by offering safe and acceptable situations for interaction. In the early childhood classroom most students engage in age-appropriate conversation with their peers. Shared interests encourage them to pay attention to others, ask questions, offer help, make suggestions and provide feedback. Intellectual: Children benefit greatly when they are occupied in interactive play and are free to share their k knowledge with other children. Curriculum is more effective when presented with materials that are open-ended can be easily manipulated. Through spontaneous and creative play with a minimum of teacher intervention children are free to grow and manifest their understanding of concepts. Emotional During play children are able to control situations that are not theirs in the real world. By exploring possibilities in play situations, children display confidence and competence as they plan and make decisions. Play provides a place where children can act out feelings about difficult emotional events they may face. Vygotsky believed that children involved in imaginative play will renounce what they want, and willingly subordinate themselves to rules in order to gain the pleasure of the play. He argues that in play they exercise their greatest self-control. ln a Vygotskian model, if we accept the distinction between play as such and play in schools we can see that in order for play to be valued it needs to be located securely within the curriculum structure and organizational framework. Clarifying the role of adults in this process is, therefore, essential. Stages of Play Play is spontaneous, observables, solitary or parallel, associative, symbolic and cooperative. Positive unrestricted play can be a joyous activity that reaps many rewards. Children generally play by building on their previous experiences. They may engage in any of the different types of play at any time. When children are in a healthy environment, they progress through each stage at their own level of development. . Unoccupied Play. Children learn by observing others without interaction. . Onlookers. Children focus intently on watching others play. They may engage in conversation but do not otherwise participate. . Solitary or independent play. Children play by themselves with no interest in what others are doing even if they are physically close. . Parallel play. Children play alongside others with similar objects such as blocks; however, they do not play with each other but side by side separately. . Associative play. Children engage in the same play activity without an organised goal. They may share blocks or tools but do not build the same structure. . Cooperative Play. Children are organised, have a specific goal and have a sense of belonging to a group. It is the beginning of teamwork and doing projects where they work or play together Conclusion As play disappears from the background of childhood, we need to recognise that its downfall will have a lasting impact. Decades of persuasive research have shown that without play, childrens physical, social, emotional, and intellectual development is compromised. They will develop without much imagination and creativity. Their capacity for communication will be reduced and their affinity towards aggressiveness and violence will increase. In short, human nature as we have known it will be deeply changed, increasing many of the problems that are already afflicting children and society. If we do not invest in play, we will find ourselves investing much more in prisons and hospitals, as the incidence of physical, and mental illness, as well as aggressive and violent behavior increases.

The Different Between Favouritism Cronyism And Nepotism Philosophy Essay

The Different Between Favouritism Cronyism And Nepotism Philosophy Essay The effect of nepotism has been opinion based rather than facts and incidents therefore views on the subject vary from situation to situation. Nepotism at work refers to favouring relatives in employment or economic terms as opposed to them being judged on ability and/or merit in a specific organisation. This could include  a position over somebody else who may be more suitable for the position, whereby you would be paying a relative more money than somebody doing the same job or granting them special favours. However, nepotism can be viewed in terms of people giving somebody a boost up to allow them to get into an organisation but will be treated in the same manner as everybody else. Although nepotism is in the sense of the word, refers to relatives, it can also mean to allow friends to be incorporated into an organisation or to be granted simply favour in general. Smaller, family owned businesses are the organisations this more common occurs and that is perfectly understandable. In a small business in particular, limited options exist for career advancement. When employees see that the owners daughter or son has been promoted to a managerial post, the idea of favouritism and special treatment is impossible to overcome especially if the new manager shows signs of been less qualified than the other applicants that applied. The existence of a nepotism policy ensures that all employees are treated equally and that the owner of the organisation cannot influence the hiring, promotion or discipline of a close relative. The policy allows for reduction of favouritism by enquiring all employees to disclose relevant conflicts, such as a close personal or business relationship with all current employees, and more importantly it restrict the employees involvement with employment decisions relating to their relative. Family owned businesses have always had a tradition of the reins being passed down from generation to generation and their succession totally relies a lot on the emotional ties which bonds a family together. That being said, if the company also employs staff outside of the family as well, its important for the companies well-being to maintain a strict working relationship where the family member(s) is treated no more than equal to all of the rest of the staff who may hold a similar position to them in order that the workplace remains peaceful and there are no accusations of special treatment. In most cases, you will often find that family members have to work ten times harder than the average outsiders to prove themselves worthy of holding specific positions and to avoid such assumptions from arising. 1.2.1. The different between favouritism, cronyism, and nepotism? As favouritism is the broadest of these three terms, well start with its definition. Favouritism is just what it sounds like; its favouring a person not because he/she is doing the best job but rather because of some kind of personal relationship either with the manager or the owner of the company that you would be employed in. Favouritism is currently represented in three different ways hiring, honouring, or awarding contracts. The most common cases are giving public service jobs to those who may have helped you during an election for a person in power. Favouritism has always been a major problem in government services over the years. In 2010, a survey was done and it was found that only 46% of government workers thought that promotions received in their department were based on merit. They believed that it is who you are connected to or rather who u know and more importantly the partnerships you made while been in the government departments, and other factors played a major role. The second term is cronyism which is a more specific form of favouritism that refers partial towards friends and partial towards associates. As the old saying goes, Its not what you know but who you know, or, rather Its not what you dont know; its who your college roommate knows. Cronyism occurs within a network of insiders who provide favours to one another due to association. The last phrase is nepotism which is an even narrower form of favouritism. It originated from the Italian word which means nephew, it covers favouritism to members of the family. Both nepotism and cronyism often occur at offices where political parties recruit candidates for public officials. 1.2.2. The Most Common Reasons for Nepotism in the Workplace According to the service industries in government departments are subjected to nepotism at various work levels. The economic and political structures are given as the common reasons for such favouritism in such departments. What happens in bigger firms and organizations? Employees are affected by nepotism in one way or another in bigger organizations as well. This cronyism allows both short term and long term negativities amongst employees and in turn impact the organizational growth as well as the performance levels of that specific organisation. Let us take a closer look about how nepotism spoils employee morale and workplace culture. Here are examples of different case studies and decisions International Case Studies Nepotism Case Study #1:   FACTS: An employee was hired in May 2010 to work as an assistant sales manager for a waste management company that also supplied portable toilets and provided septic tank services. The employees job required him to develop and implement businesses amongst existing and new clients.   He could earn a bonus based on his sales input on a monthly basis. In February 2012, the employee became romantically involved with senior office manager.   They moved in together a month later.   Although their relationship was commonly known in the office, at no time did the employer advice either parties that their employment might be in jeopardy as a result of their relationship. In October, the first employee was fired due to his common-law relationship with the senior office manager. The employer concluded that because office manager was one of two financial control officers as well and was privy to confidential financial information, that placed her in a conflict of interest with the employee as one of her duties was to input data regarding all sales which were linked to employee bonuses. The employer was of the view that the common law relationship between the employee and the manager was not an acceptable business practice and created an unacceptable business and financial risk to the organisation. The employee immediately filed a complaint of discrimination on the basis of marital status. The Board of Inquiry resolved that there was definitely a  case of discrimination that was made out because: Although living in a common-law relationship for only a short period of time, the employees in question were living together and this was regarded as the marital status in the Human Rights Act; The employee was treated differently than other employees and terminated as a result of his relationship with the office manager and, as a result, was discriminated against on the basis of marital status To determine if this form of discrimination was justified, the Board of Inquiry determined that the employer was unable to meet the standard requirements because: The employers standard policy requirements stated that the office manager could not enter into a living relationship with an employee due to the confidential nature of her position.   This standard did not necessary connect to the performance of the employees jobs; There was no bad faith on the part of the employer in implementing its standard; The standard was not reasonable and could accomplish the work-related purpose because the employer overlooked relatively simple checks and balances that could have been put in place to protect the business.   For example, the employers General Manager could have been asked to review the input of data relating to bonuses that the employee might have been entitled to. The Board ordered the employer to compensate the employee an subsequently amount in general damages, also to write the employee a letter of apology and to participate in a well needed training course with the Human Rights Commission on the duty to accommodate. The employer appealed the decision to the Court as soon as the verdict was concluded. OUTCOME: The Court also found that the Board ruled correctly that the employee and office manager were living in a common-law relationship and protected from discrimination on the basis of marital status; The Court disagreed with the Boards analysis of the first step, ruling that the workplace standard at issues was to limit access to confidential information and to avoid creating a situation where the office manager could possibly be placed in a position of conflict between the interests of their employer and the interests of the employee, who they were in a relationship with.   The purpose of the policy was mainly to identify it as being unacceptable business and financial risks.   The policy was found to be rationally connected to the performance of the office managers job as their work involved inputting information that formed part of the basis on which the employees bonus was calculated; The Court agreed with the Boards overall conclusion that the employer could have accommodated the marital relationship here without incurring undue hardship.   As the General Manager already reviewed the office managers work, he could simply have reviewed any data that would have affected the employees bonuses. The Court upheld the damages award and the requirement of an apology letter but found that ordering the so needed training course was inappropriate. WHAT TO relevant FROM THEse CASES: The creation of an anti-nepotism policy should be considered by employers before they are implemented and given their application will always give rise to  cases of discrimination. The fact that two employees are related on any level will not be enough to justify an application of an anti-nepotism policy.   The family member or marital relationship in question must be relevant to the ability of one of the related individuals to perform his or her job duties. Anti-nepotism policies should be designed to limit the impact on the affected family member.   A policy that only takes into consideration the employers interests will not stand up to scrutiny. Employers must be prepared to show that when they applied the policy, they gave considered the circumstances of the affected employee and they accommodated the employee to the point of undue hardship.   Rigid application of an anti-nepotism policy will cause an otherwise justified policy to fail. Ive been in this situation to many times to mention and in prior cases as well, which didnt turn out well.   And more recently, I dont know what the outcome is just yet. Case Study #2   Very early in my career, a friend of mine was looking to get into the same industry I was currently employed in.   I had been employed for a couple years and due to a lot of hard work and some downright luck, I had become what I would consider a master mind and gained a better job title after some time. I was confined to sharing all my details of the company and had not yet got many contacts in other areas except for the one I was employed in. A friend asked if I could forward their curriculum vitae to the organisation which I was employed in to see if they could get their foot in the door. I knew the friend pretty well and thought theyd make a good addition to the organisation and figured what did I have to lose? Inside my head, it was another story, there were also some other thoughts going on in the background that I should have paid attention to. On the positive side, I had thoughts like he is a great person, he would be cool to work with, Id love to see him working here, and he would do it for me in a heartbeat? On the negative side, I was thinking, am I making the biggest mistake hiring him? Since I had no contacts in the area that I was employed in, I had to approach an old college contact that I hadnt kept in touch with and ask who the decision-makers of my firm were, I then made contact with a hiring manager, introduce myself and basically sold my friend curriculum vitae and line up an interview. I highlighted all positive interactions Id had achieved and some demonstrated leadership examples and past work experience that I was familiar with that seemed valid at the time. I dont know if my call had anything to do with it, but I understood that my friend got a call back for an interview later in that week. Well, a few weeks later, I asked how the interview went when we saw my friend and I was horrified to hear that my friend missed the interview. They claimed something happened with their calendar or cell phone or something and completely missed the interview. I felt like I had totally wasted the one opportunity I probably had at helping someone out with that group and now I looked like a fool for recommending someone so unprofessional. Straight after this event, my friend got an offer from another company. So, I started to wonder if this was really an honest mistake or they just blew off my company once they got other job proposals, but either way, it left me regretting my decision to help them out in the first place. I had spent considerable time, effort, and professional capital in trying to make something happen and it was all in vein. Case Study #3   A year or two later, I was approached by another friends relative who was looking to get into my field actually. They had obtained an engineering degree and wanted to get into a higher paying industry and seemed intelligent, mature and very responsible. I didnt know them very well, but because they were a relative of a good friend of mine and they genuinely seemed like a good candidate, I figured I would at least pass their curriculum vitae on. We had hung out a few times and I knew them at least well enough to pass on the curriculum vitae to the right people. This time though, due to the fact that I was burnt before, I decided to just pass on the curriculum vitae to the right person, but made no further attempts to ensure the person an interview. I researched a bit into their interests, ability to relocate, etc. and then put the curriculum vitae into the hands of some of the hiring managers. I was actually a part of the hiring process at the time, but didnt think it would be ethnical to hire that individual myself, nor did they seem like a perfect fit for my particular area that the position was available for. Strictly on merit the person made it into the next stage and without my knowledge attached my name as a reference.   When questioned I was honest and explained we didnt have any personal relationship. I had just replied that I met them a couple times and they seemed qualified, but given professionalism and personal history with them, I couldnt really make an endorsement one way or other. Well, when the friends relative called one day to check in, they pretty much alluded to the fact that the only reason they wanted to get in was so my company would pay for their further education, which is somewhat common in my field, but was not offered in their current role. They were basically looking for me to facilitate for them to take advantage of my company. Again, while I had played a very minor role in just passing an curriculum vitae along, I felt responsible for another bad situation involving nepotism or whatever you want to call it. I didnt play a major role and was curious how it panned out. Through whatever means during the interview process, I assume one of the interviewers picked up on the agenda and they opted to not extend an offer to this specific person. If they had extended an offer, what would I have been required to do, ignore the situation?   Or intervene?   I continued to question myself how and why I also got involved in these situations and was relieved when it ironed itself out through no fault of mine. After these two specific cases, Id pretty much had it with the hook me up thing. While hearing similar story from other friends of mine, I can only imagine that the outcome is always a negative one. For the one case that works out well, where 5 years later, someone looks back and says, Hey, that college buddy of mine is doing a great job and loves it here after I helped him land an interview, there are probably many more cases where someone got burned. Situation   This brings me to the most current situation. We have an acquaintance that was recently laid off and just now started looking for work again. The other day, they approached me and asked if Id forward their curriculum vitae around and speak with the hiring managers visible on the external job board. On one hand, again, with someone with a young child out of work, nice person, responsible, etcà ¢Ã¢â€š ¬Ã‚ ¦how you can just say, No, Im not helping? I barely know them on a personal level and had been burned so many times before. So, Ive agreed to pass along the curriculum vitae to someone I actually do know in the particular field whom I asked to review and forward along if they felt appropriate and I also checked around on another upcoming job posting that will go external and I passed that along as well. But I decided not to contact any hiring managers, as I dont know them, and I barely know the person as well. If things pan out their way, great it will be by natural means through the established system, and if not, I was at least honest in my reply that I had passed it along to some individuals I did know who may be looking for someone with similar qualifications which I did. But due to my past experiences and my conflicted feelings over the ethical aspect, Im not going the extra mile in trying to give them a significant advantage over other candidates coming in with no such advantages. Here are some positive outcomes of nepotism   I think there are some clear pros and cons to having current employees recommending or hiring people they know for jobs. On the positive side, you already know the person on a personal level and that could be an advantage. You would like to think this person wont make you look bad and would appreciate the opportunity that you have been awarded them. Perhaps oneday, they will help you out in a similar situation?   Lets think about the networker themselves isnt a go-getter a sign of someone with initiative someone whos going to sell your product, advance your agenda, and more importantly get results?   Well, maybe, but thats the going viewpoint. Here are some negative outcomes of nepotism   Is it right?   Is it ethical?   If you have two candidates one is rather outgoing, has tons of friends and family and has all the people voting for them for a special role; do they deserve a boost up on this next guy? Candidate 2 is rather quiet and doesnt really go out of his way to play the popularity card along people. They just work hard and get their hands dirty and maintain by doing the right thing, they will be granted the right career opportunities which their solely deserve. All other things being equal, in the real world, the truth is Candidate 1 is more likely going to get the job. But is that right? Some organisations actually have policies against nepotism and there are nepotism law cases, but the reality that it is quite pervasive in society today, almost expected. Perhaps you have your job because of nepotism.   Perhaps you were passed over for a job because you didnt know the right people.  Ã‚  Perhaps you dont even know it. Disclosure:  I landed my first job in industry by chance I was qualified and made a good impression and didnt know a single person that worked at my company. I found flyer advertising for an organisation in one of my campus halls senior year and checked it out and it eventually led to a job. In hindsight, that was sheer luck that I happened to come across that specific flier which I needed a job the most. If I hadnt landed a job post-graduation, would I have required someone I knew to hook me up?   I dont know, probably.   Wouldnt you? Case Study #4 -Some years ago I was working with a pleasant, remarkable, young man who had just joined the newspaper from a local rag. He was inexperienced and finding it hard to adjust to the relentless deadlines, but we were happy to help out and answer his questions all day. Three months later, we were informed that he had been made our boss. It didnt make any sense at the time. He was still not able to handle the everyday pressure and was the least on the desk, but he had the job. I found out later that he was related to the editor, which goes a long way to explaining his effortless rise to the top. This was a simple lesson in life. It had nothing to do with my performance or merit and everything to do with the fact that they were related; I simply could not compete on such a level. Ten years later, he has made it and prospered, and had definitely proven his worth. The media industry is common known for such nepotism. Most times parents try to secure internships and even teen columns for their student offspring, while husband and wives seek the best joint ventures they can find. The same incidents can be seen in different circles, organisations, and political lives. On the other hand, I have been coaxing a board of members that is divided over the appointment of a new director who worked with the CEO before his appointment. Even though he is clearly the most talented and experienced member of the board, no one believes he got his job on merit. So is nepotism a good or a bad thing? I take a serious view, believing that we are hard-wired to look after our family and friends. He believes that nepotism has produced both positive and negative results in everything from ancient Chinese clans to Renaissance papal lineages and American families like the Gores, Kennedys, and Bushes. Practised badly, nepotism is embarrassing to everyone, including the individual, but done well it can benefit society as a whole. In business, no one seems sure how to talk about nepotism or discuss it openly as it is a very sensitive subject. But what do you do if you find yourself managing the bosss son? Do you treat them in the same way as everyone else and risk alienating them or annoying your boss? Or do you handle them with kid gloves just in case? Nepotism conflicts fundamentally with basic American values and merit that some companies have instituted formal anti-nepotism policies. But even in organisations that claim not to tolerate nepotism, there are often clear, if not many examples of nepotism. Take Paul Wolfowitz, whose attempts to secure a pay and promotional deal for his partner, Shaha Reza, meant he lost his job at the World Bank. Its interesting to see the cultural bias at work here, too. Nepotism is considered a good thing in Asian and African companies, which are more likely based on family network. In the companies in certain Cities they have traditionally recruited from families within Britains social elite. On a recent BBC radio programme on nepotism, Dr Gillian Evans of Manchester University explained that social and family networks provide a critical safety net for upper middle classes and children who might have failed their exams or fluffed their first job. A well-placed contact could smooth over their failure, find them a job, and restore them to their rightful place in society. This can be very frustrating for those of us who dont have the luxury of a security net, who have to struggle through with grit and hard work. But is there anything we can do besides becoming consumed with envy? Is there anything we could learn for this? I suppose the most positive thing is to start developing a personal network that would work for you. There are three main things to remember. First and more importantly, network yourself to those in power all the time tell them who you are and what you can do so that if the big job comes up, your name will be on their lips all the time. Secondly, build a strong connection with all the influential contacts that you acquired, making sure they like you and care for you on a personal level. Finally, make sure that, if you get the job, you have the skills to make a success of it. You will have far less margin for error than the bosss son. How do you feel about nepotism at work? Have you experienced it in a positive or negative way? Or are you experiencing difficulty because you were the one who got a job through someone you knew? Nepotism and the affects it has on Employee Morale? Why do people prefer having their relatives or friends at their workplace? What do they want to achieve, apart from allowing their relatives or friends to work with them? According to an HR consulting firm, employing relatives or friends saves costs on recruiting and training. It is also believed to help reduce employee turnover since the relatives are highly committed to organization growing. However, most of the time, having a relative in the organization spoils the  morale of employees. What are all the reasons? Read on. When you give a relative a important position or promotion, u naturally bypass an employee with strong merits, and this spoils employee morale as a whole. Employees feel used and overlooked merely because they not specifically related to you and therefore they start looking for other opportunities to join another organisation sooner than they intended to. Employees affected by favouritism see no career opportunities in the organization and in turn lose interest in the companys growth. The level of been committed is lowed and the loyalty and more importantly the sense of ownership are lower since the employees doesnt feel like they are achieving any personal growth. The employees who supervisors the relatives of the employer find it difficult to handle them and take corrective action if necessary. This greatly affects team morale which can lead to a high level of employee attrition. How would you feel if your spouse faced you during an important official meeting? Well, organizations have different opinions on a husband and wife working together. In order to avoid conflicts or workplace stress, some organizations have created policies against both spouses working together for them. A few companies, namely the IT organizations that work with an onshore-offshore model, prefer having both the husband and wife working for them. This allows the organisation send them together to onsite projects. It helps the employers to retain their services on long-term onsite project. Nepotism can cause ill feelings on inequality that employees may react to in one way or another. The first problem you could face is to undermine the favoured workers capabilities and attempt to sabotage her projects. These efforts could result in getting her fired, however, it could result in costly mistakes and loss of time which can then potentially impact customers relations in organisations. The second reaction is an attitude of defeat. If employees assume that promotions and perks will always go to friends of the boss, they will likely less incline to do their best work to show their potential. Resentment and indifferences can lead to the reduction of productivity as well as employee turnover if workers decide that nothing will ever get better. Nepotism Effects On The Organizational Culture? Some employers feel that the level of loyalty, morale, trust and commitment of friends or relatives they hire is higher compared to others in the workplace. Control:  Unfortunately, not all family members and relatives come with the right merit to be employed for a particular position or a role. When the manager is not allowed to control an employee just because she is a relative of an employer, imagine what will happen to the companys discipline. Nepotism allows rules to be broken and can lead to a hectic situation for business owners. Ethics:  When relatives are involved, the companys ethics can get spoiled and even go into ruins. Let us take an example of one of the India-based IT giant. Despite the raise by the board members, its founder went ahead and acquired infrastructure companies owned by his sons. This led the company to lose its share by more than half and the investors to experience a greater loss. Not only was the workplace culture affected, but employee morale was also highly affected. The attrition recorded was very high. Allowing nepotism at any level creates excess damage to the organizations culture. Nepotism at the higher management or leadership level will greatly spoil the company image and growth.   When you start losing the trust of your employees.  The biggest problem which you as an employer will be facing with hiring people from your family is the possibility of your employees losing trust in you. Nepotism becomes a major problem when your employees feel that the relative who was employed isnt qualified for the job, or that someone better was rejected due to the fact that they were not related to the owner of the organisation. If it comes to this than it will be very hard for you to try and earn back the trust of your employees. And if you are unable to get your employees to trust you than for me the only solution is to start over again because without trust any business is doomed. The problem with hiring unfit people for the job.  The second most specific problem with nepotism in the workplace is that you may end up with people that dont have any qualification to suit the job specifications. Dont let your feelings get in the way when it comes to business transactions. Dont hire someone just because you believe he or she is a part of your family. Any business is just about simple math. You need to make sure that the people you hire bring value to your team and they produce a good quality product which you can make a profit of. So feelings have nothing to do with it. If the person you hired is not bringing extra value fire him or her without any regrets. How to lower employee morale.  Nepotism in the workplace will hurt you in the first few weeks no matter how qualified the person you hired is. It is inevitable for employee morale to drop when you hire someone from your family. The employee will immediately make the connection that you are preparing the person you hired for the job you currently ho

Iagos Manipulative Nature in Shakespeares Othello Essay examples --

Iago's Manipulative Nature in Othello    Iago's manipulative nature has a profound effect on the decisions made by other characters in Shakespeare's ‘Othello’. Through his relations with those around him Shakespear characterizes him as a man full of malice, vengeance and dishonesty that is wholly inspired by jealousy. Furthermore it would appear that Iago has an exceptional ability to scheme, a talent which he uses to snake his way into the lives of others and exploit them through their weaknesses. Whether he does this for profit or for pleasure is a separate issue. Throughout the course of the play, Iago crosses the path of each major character we encounter. Though his effect varies according to characters, he is a presence in the life of each. Rodrigo, Othello and Desdemona who each allow Iago to demonstrate his capacity for manipulation. Using Rodrigo as a tool, Iago discovers that Othello’s passion for Desdemona to also be his weakness and eventual downfall. Latching on to this notion Iago’s uses it to his advantage. Rodrigo is a mere pawn in Iago's master plan with him being used as a back up, almost like an unknowing sidekick, winning him over by providing him with false confidence regarding Desdemona. "She must change for youth. Whe... ...: Penguin, 1991. Campbell, Lily B. Shakespeare’s Tragic Heroes. New York: Barnes and Noble, Inc., 1970. Kermode, Frank. â€Å"Othello, the Moor of Venice.† The Riverside Shakespeare. Ed. G. Blakemore Evans. Boston, MA: Houghton Mifflin Co., 1974. Mack, Maynard. Everybody’s Shakespeare: Reflections Chiefly on the Tragedies. Lincoln, NB: University of Nebraska Press, 1993. Shakespeare, William. Othello. Ed. Alfred Harbab. Middlesex, England: Penguin, 1970. Shakespeare, William. Othello. In The Electric Shakespeare. Princeton University. 1996. http://www.eiu.edu/~multilit/studyabroad/othello/othello_all.html No line nos.

Technology in Teaching and Learning Essay -- Education Technology

Educational technologies are being utilized in every way shape and form, from inline gaming to numeracy, literacy and painting by numbers. From learning to leisure we have embraced the internet, in online chat rooms we communicate, interact and move into future learning through educational programmes and technology that lets us learn virtually. Instruction and directions are sent across cyberspace which change perceptions and give us an insight into different cultures far away across the other side of the world .The enigma that is cyberspace has the capacity to change our way of thinking, learning and teaching, and it is this teaching aspect that most interests me. As classroom based beings, teachers and the technological movement ebb slowly toward each other as interactive learners push educational boundaries into virtual reality. This assignment will attempt to show the importance of internet connections for interactive learners. As communication is the main aim of any interface, society in the main has accepted these progressive technologies and as our willingness to integrate this mechanically driven entity into our lives draws education into our very living rooms, for some though the challenge of engagement continues, especially for those with learning difference. Developing learning for students with difference has always confronted society with a dilemma; nevertheless the technological age of interactive education has increased access to learning for all those who are willing to take up the challenge. Traditional teaching methods have taken a backwards step and the cyber spaced virtual reality of online has in my view, rightfully taken its place at the classroom. In the Community Engagement Department where I teach a... ... of Inquiry into Higher Education, (NCIHE) (1997) Dearing, R. Higher Education in the Learning Society. Report of the National Committee of Inquiry into Higher Education. London: NCIHE Publications (HMSO). Ehrich, R, W., Reaux, R, A., (1998) PCs for families: a study of early intervention using networked computing in education, Journal of Educational Computing Research, 19(4), p.383-410. Stefani, L., Nicol, D., (1997) From teacher to facilitator of collaborative enquiry, in: Armstrong, S., Thompson, G., and Brown, S., (Eds) Facing up to Radical Changes in Universities and Colleges London: Kogan. Tapscott, D. (1998). Growing up digital: The rise of the net generation. New York: McGraw-Hill.(p.16) York, M. (2003) Formative assessment in Higher Education: moves towards theory and the enhancement of pedagogic practice, Higher Education, 45(4), pp.477-501.

Why Algebra? :: essays research papers

Why Do We Teach Algebra? Until recent history, mathematics had not been taught to the general population. Only those who were rich, powerful, and/or politically connected were given the opportunity to study math beyond basic counting operations. Many of my junior high students are excited about the prospects of returning to this situation. I have the opportunity to teach remedial math and math study skills courses for a local university. Many of the college students with whom I am involved are going back to school after many years in the work force. Most of them experience a high degree of math anxiety because they have forgotten much of the algebra they learned in school. They've forgotten it because they don't use algebra in their daily lives. In fact, many college students are quite successful in their various programs of study and yet struggle to pass their general algebra requirements. And almost everyone breaks into a cold sweat at the mere mention of the words "story problems". Given th e high anxiety level associated with the subject and the fact that so much of what we learn in algebra is not used by the general population, why is it so important that we teach it? Be honest! When was the last time you needed to factor a polynomial or to find the asymptotes in a rational expression. Unless you must use these ideas in your work, your answer is probably "huh?" Don't get me wrong, I think there are compelling reasons to teach algebra to the general population. The first reason, of course, is utility. We use much of the algebra we've learned every day. For example, the ordering properties of our real number system are the basis for almost all of our comparisons--deciding which cereal is cheaper, alphabetizing lists, etc, etc, etc. Negative numbers are useful in balancing our checkbooks--bummer! Of course, we add, subtract, multiply, and divide practically every day. I could go on and on. Most of the problem solving we do has a mathematical basis. Even "he loves me, he loves me not" is a simple mathematical progression--i.e.1, -1, 1, -1,... Another reason we should learn algebra is to enhance our pattern recognition skills. Pattern recognition is an important problem solving skill. If I can make a problem match a similar previously solved pattern, then the current problem is solved. This is a powerful tool. So powerful, in fact, that a mathematician’s work is more involved with determining whether a solution exists than actually finding the solution.

Birmingham Jail Speech

Ladies and Gentlemen of the jury, we are gathered here today to talk about the case of Martin Luther King Jr vs. Birmingham Jail. On the year of 1963 Martin Luther King Jr was protesting with many others outside the streets of Birmingham, Alabama. These men and women were protesting against the treatment of blacks in this specific city. Then police officers came and arrested several people including King. They were not arrested for the sake of it, but because a court in the city ordered that King could not be able to hold protest in Birmingham. Martin Luther King was sent to jail for 8 days and while inside of the Jail he wrote the famous â€Å"Letter from a Birmingham Jail† on pieces of toilet paper and on the sides of newspapers. Throughout this speech you will hear about how Martin Luther King used children for his protests and wanted his people to be arrested so they could get social media attention. During all of Martin Luther King’s marches, boycotts, and protests he has broken what it is today called the Segregation Law. Once King was at Birmingham his main intent was to provoke mass arrest so that they could create a big crisis and open the city to a negotiation. King protested around the city affecting the social security community of the people that lived in Birmingham. To get social media attention towards the police, King used several young children to help out in the protest. It is unfair and unjust to use small children in front of the adult protestants, putting them in jeopardy of their safety of these poor innocent children. He also encouraged kids from elementary school, high school, and college to not go to school so they could take part in the demonstrations, that day when they didn't go to school was named D day and later called the Childrens Crusade. King is responsible for this wrong and unforgiving decision for the only intention to get the attention from the media. All the protest that he initiated were with the purpose of everyone to be arrested to raise the jail expenses and to provoke a city crisis, and we need to realize that it this not the right way to do it. King’s way to solve their problems was in his words a peaceful way, but provoking a crisis is not what we should think is a peaceful way to deal with the problem. In the other hand there is a right way to ask for rights for the black community. Imagine that anyone who wants something could go out on the streets and protest like this. The right way is to put everything they want on paper and send it to be read from the right authorities.

United Kingdom and British Professionals

Developed sylvan with a world that can cave in to bargain for this gook 5. High Population, it is untroubled for the soap strain because they can celestial orbit a larger portion of the population 6.Both the upper social strata Brazilian politicians, credit line elite, middle working class, or glower manual workers, they go reveal to work, fun or leisure clock, is skirt to go lead a shower, clo matter up. 7. It is Brazils autochthonal welcome etiquette. When the guests arrived, the proprietor must be the offshoot-year thing to do is to request guests burglary bath. The longer guests shower, it agent the more consider master.Sometimes, the owner give accompany guests a bath. Both sides while winning a bath conversation seemed e real wizard intimacy. Although similarities be sn ar to exist between cultures, the headmaster engage of China and the UK do alike differ. For physical exercise, in China, one often costs the some separate with a nod or polis hed bow. much(prenominal)(prenominal) behaviour is non commsolely pitch when interacting with British professed(prenominal)s. Instead, British passe-partouts unremarkably greet each(prenominal) other with a star sign hand shake and pith tangency behaviours that ar often verbalize down in China.In a occupancy environment, Chinese professionals usually wrap up each other precisely by their family institute and their professional title, such as film director subgenus Chen or Chairman Wu. Because formality is a sign of respect, using souls given name is usually avoided and Chinese professionals tend to clarify how to address their counterparts very early in the clash. Like China, British professionals as well introduce themselves with the same direct of formality, and they usually wait to use the source name calling until the counterpart has used yours or asked to call them by their first name.Where the 2 countries differ is that British duty etiquette is largely more informal and first names be often used accountability away. With that said, in correspondence, you should bring formally when addressing your corresponding and only switch to an informal elbow room when your printer does so. When addressing a female professional, if you be uncertain about their marital status, it is lift out to address her as Ms. married women as well use this title at times. essential to come back that there is no exculpation for not using a while project and make sure it is plume to British English (this is not usually the default on in Microsoft Office packages so ware a check). When in a professional see, the value of punctuality is of as much importance in the UK as it is in China. You should always arrive for a meet on time or pentad minutes ahead of schedule. However, if you look yourself delayed, do telephone and provide an estimated time of arrival. In China, it is often assumed that the first person that enters the r oom is the head of the separate or the person of most elderberry bush position.By comparison, this isnt always the case in the UK and you lead need to look for clues, for example they are shown to their chair. Like China, the objectives of a meeting should be indicated ahead of time in the UK, and the participants of a meeting bequeath birth that if a meeting is scheduled for one hour, it willing last one hour. The deuce countries in like manner commonly like to begin the meeting with small talk, although British meetings will thus swiftly move to the topics at hand. In both China and the UK, crease enterprise card game are exchanged between the parties meeting.However, where the devil countries differ is that while in China, the business cards are exchanged at the beginning of the meeting in the UK they are exchanged at the end. Not everyone has business cards or carries them, so if somebody fails to produce one, dont receive it personally. Remember, when you reserve a bewilder to bet an event, should you find you cannot dish up, you should inform the organizer. Not only is this polite for the organizer, but it also may mean that soulfulness else could take your office that otherwise may not micturate been able to attend if there are limited places availableUnited region and British ProfessionalsDeveloped country with a population that can afford to buy this soap 5. High Population, it is good for the soap business because they can reach a larger portion of the population 6Both the upper social strata Brazilian politicians, business elite, middle working class, or lower manual workers, they go out to work, entertainment or leisure time, is bound to go take a shower, dress upIt is Brazils indigenous welcome etiquette. When the guests arrived, the owner must be the first thing to do is to invite guests burglary bath. The longer guests shower, it means the more respected master. Sometimes, the owner will accompany guests a bath.Both sides w hile taking a bath conversation seemed everyone intimacy. Although similarities are bound to exist between cultures, the professional conduct of China and the UK do also differ. For example, in China, one often greets the other with a nod or slight bow. Such behaviour is not usually found when interacting with British professionals. Instead, British professionals usually greet each other with a firm hand shake and eye contact behaviours that are often toned down in China.In a business environment, Chinese professionals usually address each other only by their family name and their professional title, such as Director Chen or Chairman Wu. Because formality is a sign of respect, using someones given name is usually avoided and Chinese professionals tend to clarify how to address their counterparts very early in the meeting.Like China, British professionals also introduce themselves with the same direct of formality, and they usually wait to use the first names until the counterpart has used yours or asked to call them by their first name. Where the twain countries differ is that British business etiquette is for the most part more informal and first names are often used office away.With that said, in correspondence, you should begin formally when addressing your correspondent and only switch to an informal port when your correspondent does so. When addressing a female professional, if you are uncertain about their marital status, it is trump to address her as Ms. married women also use this title at times. Important to remember that there is no excuse for not using a spell check and make sure it is set to British English (this is not usually the default in Microsoft Office packages so concur a check).When in a professional meeting, the value of punctuality is of as much importance in the UK as it is in China. You should always arrive for a meeting on time or five minutes ahead of schedule. However, if you find yourself delayed, do telephone and provide an estimated time of arrival. In China, it is often assumed that the first person that enters the room is the head of the group or the person of most senior position.By comparison, this isnt always the case in the UK and you will need to look for clues, for example they are shown to their chair. Like China, the objectives of a meeting should be indicated ahead of time in the UK, and the participants of a meeting will expect that if a meeting is scheduled for one hour, it will last one hour. The devil countries also commonly like to begin the meeting with small talk, although British meetings will then swiftly move to the topics at hand.In both China and the UK, business cards are exchanged between the parties meeting. However, where the two countries differ is that while in China, the business cards are exchanged at the beginning of the meeting in the UK they are exchanged at the end. Not everyone has business cards or carries them, so if someone fails to produce one, dont take it personally. Remember, when you reserve a place to attend an event, should you find you cannot attend, you should inform the organizer. Not only is this polite for the organizer,but it also may mean that someone else could take your place that otherwise may not have been able to attend if there are limited places available