Case Study of Stratified Custom Manufacturing

Converting Wavelength to Frequency of Light

Converting Wavelength to Frequency of Light This example problem demonstrates how to find the frequency of light from the wavelength. Wavelength is the distance or length between the peaks, troughs, or other fixed points on a wave. Frequency is the rate at which successive peaks, valleys, or points pass per second. Wavelength to Frequency Problem The Aurora Borealis is a night display in the Northern latitudes caused by ionizing radiation interacting with the Earths magnetic field and the upper atmosphere. The distinctive green color is caused by the interaction of the radiation with oxygen and has a wavelength of 5577 Ã…. What is the frequency of this light? Solution The speed of light, c, is equal to the product of the wavelength, ÃŽ », and the frequency, ÃŽ ½.ThereforeÃŽ ½ c/ÃŽ »ÃŽ ½ 3 x 108 m/sec/(5577 Ã… x 10-10 m/1 Ã…)ÃŽ ½ 3 x 108 m/sec/(5.577 x 10-7ÃŽ ½ 5.38 x 1014 Hz Answer: The frequency of the 5577 Ã… light is ÃŽ ½ 5.38 x 1014 Hz.

Making Management Decsions Essay Example | Topics and Well Written Essays - 500 words

Making Management Decsions - Essay Example The company performance is similar to that of the other companies, but also affected by the environmental influences (Eberhard,  Reiner &  Herbert, 2005). The company has managed to acquire products that are marketable but needs financial assistance to foster a successful launching of the products. The efforts have been made in order to facilitate the acquisition of the required funds through the approach of the venture capital company. The company has been incurring the cost of construction that amounts to  £2 million in order to finance the construction of a pilot plant. If scrap value of the company is  £200,000, this is the amount that would be valued if the company were to decide the discontinuing of the pursuit of production of the products. This is a plan of investing an additional  £8 million in order to facilitate the continuation of the operation of the company. The factory is anticipated to be in function for a period of ten years with a production capacity of 150,000 liters of products every month. The company has decided to sell the product produce at a price of  £2 per liter for the detergent. This price of the product is based on the market research that is conducted in the industry (Olson, 2009). (b) A brief discussion of factors likely to influence the demand for an ‘environmentally-friendly’ product of this kind. Gather evidence from the experience of other similar companies (eg Ecocover etc). This should be no longer than 300 words. The rise in demand of the environmentally friendly products is attributed to the increase in the increased focus on the environmental issues. Various efforts that are focused on sustaining the environment have been implemented. The strategies have created the incentive of terms like offsetting and others like the carbon footprint. Numerous organizations are focusing on the efforts aimed at focusing on the adaption of the marketing strategies for the

How the Models Relate to Economic Growth Essay Example | Topics and Well Written Essays - 1500 words

How the Models Relate to Economic Growth - Essay Example This study outlines that numerous growth models have been developed by scientists to explain economic growth; Basic Economic Growth Model This model explains that output is a function of two variables, capital stock and labor, in which capital stock includes the infrastructure such as roads, bridges, land etc and labor is the population that are willing and able to work. The formulae that explains this function is Y=F (K, L) where Y stands for output being a function of K and L, capital stock and labor respectively.  Ã‚  The two variables increase resulting in increase in the output Y. This increase can be brought about by investments and population growth. The supply of labor is actually dependent on the demographics of a country. The model given below explains the same relation i.e. when capital and labor increase so does the output giving it a directly proportional relationship.            According to the paper Easic Economic Growth Model    Harrod-Domar Growth Model This was developed in the 1940s by two economists Roy Harrod and Evsey Domar. This model is based on a function by the name of constant returns to scale, which basically means that the two variables capital and labor are used in a constant ratio to each other.  Ã‚  Output is derived in this model by the combination of the capital and the labor, where their graphs meet, called as the isoquants. This model has the assumption that capital and labor are always used in a fixed proportion to each other. The equation for this model is Y=K/v where v represents the capital output ration that can be found by dividing capital with the output or the investment Y.  Ã‚  In the graph below we see that capital and labor are being used in the same proportion giving us an intersection point and when a line is drawn through  those points  to get an isoquant.    As the discussion declares rather than having fixed factors of production, capital and labor could be substituted providing flexibil ity, having a curved isoquant and not the L shaped one that was present before. So this means that output can be increased in three ways, by firstly increasing capital and labor in equal proportion, to increase capital or to increase labor. In this model a change in technology would also lead to increase in the output.                   From this study it is clear that Solow (Neoclassical) Growth Model Solow also developed a procedure by the name of ‘sources of growth analysis’ which explains how much of the economic growth can be attributed to capital, increase in the labor force or their efficiency. The formulae that can be applied is Y=F(K, L, A) where K and L are capital and labor respectively whereas A is a variable that can be anything beside the two variable that can influence growth, for example technology, skill level, health, education etc. So A can be anything that can be an ignored factor helping the economic progress. However to identify these n umerous

Mildred Pierce Assignment Essay Example | Topics and Well Written Essays - 750 words

Mildred Pierce Assignment - Essay Example The first purpose, which relates to placing a woman at the center of the story universe, best describes the messages in Mildred Pierce movie. Indeed, this purpose is very dominant in the film as the film revolves around the life of a long-suffering mother and her ungrateful daughter. In fact, the film focuses on domestic life in the context of women, motherhood, and the female opinion. In fact, Mildred Pierce is a homemaker who sacrifices everything and tries all income generating projects to support her ungrateful daughter (Mildred Pierce 1945). The movie even presents female rivalries between the younger woman and the older woman. We can also see Mildred getting married to a newly unemployed Pierce who later leaves her with no income (Mildred Pierce 1945). Moreover, we can see Mildred surrounded by weak men and supportive women that confirms the purpose of placing a woman at the center of the story universe. In fact, the questioning of Mildred by police after they discover the body of her second husband, Monte Berago forms the basis of the film (Mildred Pierce 1945). These aspects confirm the purpose of placing a woman at the center of the story universe in the Mildred Pierce film.... Such an association depicts bad motherhood. On the other hand, Mildred could only become a waitress, a fact which she hides from her daughter Veda (Mildred Pierce 1945). Such lies do not represent good motherhood and consequently we can identify with Veda’s infuriation on learning the truth about her mother’s job. Additionally, Mildred acts unethically by entering into a loveless marriage with Monte Beragon for purposes of improving her social class to please her daughter (Mildred Pierce 1945). Ultimately, we can see Mildred supporting Beragon who is a playboy that consequently led to her financial dismal performance. As a good mother, Mildred would have focused on providing for her children but not seeking to improve her social class. Ideally, we only see Mildred focusing on providing for Veda to the neglect of the 10-year-old Kay (Mildred Pierce 1945). Response 3 Kathryn D’Alessandro describes how many of the visual images (cinematography, lighting) in Mildred Pierce are reminiscent of film noir. Mildred Pierce is a film noir that represents the sacrifices of a mother to provide for her ungrateful daughter. Indeed, the film has a cinematography that enhances darkness in the plot and theme. In fact, the film has inky blackness and images with long and sharp shadows (Mildred Pierce 1945). The long and sharp shadows show that the filming took place indoors or in places with low-key lighting. All these aspects explain how the visual images in Mildred Pierce are reminiscent of film noir. Response 4 Sybil DelGaudio defines the racial stereotype of the "Mammy" role in the "Mammy in Hollywood" article (DelGaudio, 2005). The character of Thelma McQueen who was Mildred’s

Synopsis Of Tesco As A Company Business Essay

Synopsis Of Tesco As A Company Business Essay Tesco is the largest UK based supermarket and the worlds third largest grocery retailer with stores across Europe, USA and Asia. Tesco has a well-established and long-term strategy for growth. Tesco has net profits of around  £3 billion before tax. The objectives of the strategy are: Tesco was founded in 1919 by Jack Cohen selling groceries in the markets of Londons East End. Tesco brand first appeared in 1924 when Cohen bought stocks of tea from T.E. Stockwell. They combined their names to form TESCO. In 1929, the first Tesco store opened in North London. Since then Tesco has expanded rapidly by opening more new stores and retail services, while adapting to consumers needs. In 1961, Tesco Leicester entered the Guinness Book of Records as the largest store in Europe. In 1968 Tesco opened its first superstore in Crawley, West Sussex. By the 1970s Tesco diversified into other products and opened its first petrol stations in 1974. In 1992, Tesco launched its slogan every little helps, followed by the Tesco Value range in 1993 and the Tesco Club card in 1995, helping Tesco to overtake Sainsburys as the UKs largest food retailer. Tesco.com was launched in 2000, followed by Tesco broadband in 2004 and Tesco Direct in 2006. Tescos Personal Finance Acquisition was completed in 2008. Tesco has now over 2,200 stores with 280,000 employees in the UK. From 1994 to 2007 Tesco expanded overseas by opening stores in Hungary, Poland, the Czech Republic, Slovakia, Rep. of Ireland, Thailand, South Korea, Taiwan, Malaysia, Turkey, Japan, China and US under the name Fresh Easy. Last year Tesco announced plans to establish cash and carry business in India. TASK 2: Literature Review Differences between human resource management and personnel management Human resource management (HRM) is defined as a strategic and coherent approach to the management of an organisations most valued assets the people working there who individually and collectively contribute to the achievement of its objectives. (M Armstrong) Personnel management (PM) is concerned with obtaining, organising and motivating the human resources required by the enterprise. (M Armstrong) The concept of HRM places greater emphasis on: Integration with the business strategies rather than focusing on delivering basic services such as recruitment and training Adopting a management and business-oriented philosophy Using unitary approach rather than pluralist approach Treating people as assets (human capital) rather than costs Personnel management is workforce-centred, directed mainly at an organisations employees covering issues such as: Finding and training them, Arranging for them to be paid Satisfying employees work-related needs, Dealing with their problems and Seeking to change management action that could produce an unwelcome employee response. HRM is resource-centred, directed mainly at management needs for human resources (not necessarily employees) to be provided and deployed. Demand rather than supply is the focus of the activity. There is greater emphasis on planning, monitoring and control rather than mediation between employee and employer. Role of human resource (HR) practitioner The main roles of HR practitioners are: The strategic role To formulate and implement forward-looking HR strategies that are aligned to business objectives and integrated with one another. To contribute to the development of business strategies. To work alongside their line management colleagues to provide on an everyday basis continuous support to the implementation of the strategy of the organisation. The business partner role As business partners, HR specialists share responsibility with their line management colleagues for the success of the enterprise and get involved with them in implementing business strategy and running the business. The change agent role HR specialists act as change agents, facilitating change by providing advice and support on its introduction and management. The internal consultant role As internal consultants, HR practitioners work alongside their clients in analysing problems, diagnosing issues and proposing solutions. The service provider role As service provider, HR practitioners provide services to internal customers. The guardian of values role HR practitioners may act as the guardians of the organisations values and ethical standards concerning people. They point out when behaviour conflicts with those values or where proposed actions will be incompatible with them. Role and responsibilities of line managers in HR practices HR can initiate new policies and practices but the line managers have the main responsibility for implementing them. Line managers can achieve better ownership if: The practices benefit them. They are involved in the development and the testing of the practices. The practices are not too complicated, bureaucratic or time-consuming. Their responsibilities are defined and communicated clearly. They are provided with the guidance, support and training required to implement the practices. Human resource planning The need for HR planning HR planning determines the HR required by the organisation to achieve its strategic goals. HR planning at Tesco aims to ensure that the organisation has the right number of people with the right skills needed to meet forecast requirements. It also ensures that people with the right type of attitudes and motivation are available, who are committed to the organisation and engaged in their work, and behave accordingly. The process of HR planning Scenario planning: Making broad assessments of future developments in the organisations external environment and in the organisation itself and their likely impact on people requirements. Demand forecasts: Estimating the organisations future needs for people by reference to corporate and functional plans and forecasts of future activity levels. Supply forecasts: Estimating the supply of people to the organisation by reference to analyses of current resources and future availability, after allowing for wastage. Action plans: Deciding on what action to take to deal with shortages or surpluses of people. Recruitment process in two organisations Recruitment is the process of finding and engaging the people the organisation needs. Recruitment planning A recruitment plan covers: Number and types of employees required to cater for expansion or new developments and make up for any deficits. Sources of candidates. Plans for tapping alternative sources. How the recruitment programme will be conducted. Recruitment process at Tesco plc: At Tesco, HRM is regarded as an important activity, covering everything from recruitment to management development. The company aims to increase the number of training schemes and further develop its recruitment programmes so to provide the customer the benefits of a well recruited, well trained staff. For the Graduate Schemes, Tesco has planned to recruit 200 successful University leavers for 2010/11 intake. Applications are opened from September 2009, including Tesco Telecoms and Environmental Engineering. For the A-Level Schemes, 18 years school leavers have to follow a 12 months course in management that involves a store familiarisation programme of 3 weeks and a leadership and technical training. The Scheme, for those with 180 UCAS points offers candidates a 6 months management programme. Recruitment process at McDonalds: McDonalds is a franchise business. It is the largest food service company in the world with more than 30,000 restaurants serving more than 47 million people each day in 121 countries. Recruiting and selecting and appointing all new staff are under the operations department in McDonalds Training at McDonalds: The franchise system provides training for the franchisees, managers and their employees, usually done both at the franchisors home office and the franchisees place of business. This training prepares them in all facets of the business, including: purchasing and inventory maintenance, handling customer complaints, dealing with employee matters, etc. The level and length of training will vary from system to system. Interview as a selection technique The aims of an interview The purpose of an interview is to obtain the information required to decide on the extent to which candidates fit a person specification for the job. An interview can be described as a conversation with a purpose. It is a conversation because candidates should be induced to talk freely with their interviewers about themselves, their experience and their careers. Such a meeting enables judgements to be made by the interviewer on whether the candidate will fit the organization. Although these judgements are entirely subjective and are often biased or prejudiced, they will be made. But the conversation has to be planned, directed and controlled to achieve the main purpose of the interview, which is to make an accurate assessment of the candidates suitability for a job. Procedures involved in an interview: Interviewing arrangements: The candidate should be informed about the location and time for the interview and the next step after the interview. Preparing for the interview: Study the person specification and the candidates application form and/or CV, and identify those features of the applicant that do not fully match the specification so that these can be probed more deeply during the interview. Planning an interview: Consists of: welcome remarks; getting information on the candidate to assess against the person specification; provide candidates information about the organisation and the job; provide candidates information about the organisation and the job; answering questions from the candidate; and closing the interview with an indication of the next step. Types of interviews: Decide on which types of interview to be used. Timing the interview: For routine jobs, 20 to 30 minutes maybe enough while for demanding job one hour my be necessary. Interviewing techniques: Starting and finishing; asking questions. Selection interviewing skills: Establishing rapport; listening; maintaining continuity; keeping control; note taking. Coming to a conclusion: Candidates should be assessed against their knowledge; skills; competencies education; qualifications; training; experience; and overall suitability. Alternative selection methods: Selection tests: They provide more valid and reliable evidence of levels of intelligence, abilities, aptitudes, personality and attainments than can be obtained from an interview. It is best to combine them in a selection procedure with structured interviews. Assessment centres: They provide good opportunities for candidates to decide on the extent to which candidates fit a person specification for the job. The focus is centred on behaviour; group exercises and one-to-one role-play are used to predict behaviour on the job; several candidates are assessed together to allow interaction; several assessors and observers are used to increased the objectivity of the job. Work samples: Candidates are asked to take on mini-jobs in a selection situation where they can be assessed, for examples by a typing test for keyboard skills; role-playing; group decisions; presentations; or reports. Selection practices and procedures in two organisations compared to best practice Selection at Tesco involves choosing the most suitable people for a vacancy, while keeping the laws and regulations of employment. Tesco uses screening as part of the selection process to ensure that those selected candidates for interview match the job requirements. Tesco selectors start screening by first looking carefully at each applicants curriculum vitae. Tesco uses several stages in the process of selecting candidates: After passing the screening a candidate attends an assessment centre. The managers run the assessment centres in stores. Applicants should go through either team-working activities or problem solving exercises. An interview then is carried out for those candidates approved by assessment centres. Line managers responsible for the job offer have to participate in the interview to ensure that the candidate fits the job requirements. Selection at McDonalds: Selection is quite different from Tesco in the way that there are no screening and assessment centres. Here the manager only conducts an interview to identify an applicants potential to be a successful McDonalds employee. McDonalds prepares an interview guide to help the company forecast the applicants past behaviour and its influence on his future performance. The questions look for actual events or situations based on behavioural evidence in the applicants life history that fits with the specification for the job. Candidates are rated on their responses and those who earn the highest ratings are selected for the job. Process of job evaluation and the main factors determining pay Job evaluation is important in the reward management as it deals with equal pay for work of equal value. Approaches to job evaluation Job evaluation can be analytical or non-analytical. Analytical job evaluation schemes: Process of making decisions about the job value, which are based on a process of breaking down the whole jobs into a number of defined factors such as responsibility, decisions and the knowledge and skill required. It is systematic and judgemental. Non-analytical job evaluation schemes: Enables the whole jobs to be compared to place them in a grade or a rank order they are not analysed by reference to their factors. Choice of approach: Analytical job evaluation is the most common approach to job evaluation. The two main types of analytical job evaluation schemes are the point-factor schemes and analytical matching. Point-factor job evaluation scheme: Jobs are broken down into factors. Each factor is divided into a hierarchy of levels. Evaluators consult job description. A maximum point score is allocated to each factor. The total score for a factor is divided between the levels to produce the numerical factor scale. The complete scheme consists of the factor and level definitions and the scoring system. This comprises the factor plan. Points are allocated to jobs under each factor. The separate factor scores are then added together to give a total score, which indicates the relative value of each job and can be used to place the jobs in rank order. Market pricing Jobs can be also valued by their market rates market pricing. Market pricing is the process of obtaining information on market rates to inform decisions on pay structures and individual rates of pay. It is called extreme market pricing when market rates are the only means to decide on internal rates of pay and relativities, then conventional job evaluation is not used. Reward systems A reward system consists of policies, processes, practices and procedures that combine to ensure that reward management is carried out effectively for the benefit of the organisation and its employees. Examples of reward systems are: Total reward Total reward includes a combination of rewards, namely financial rewards such as basic pay, contingent pay, employee benefits; and non-financial rewards, which arise from the work itself. These rewards are linked together and treated as whole. Basic pay: Is the amount of money that constitutes the rate for the job. It varies according to the grade of the job or the level of skill required. Contingent pay Performance related pay: Additional financial rewards related to performance, competence, contribution, skill or experience that may be added to basic pay. Employee benefits: They include pensions, sick pay, insurance cover, company cars and annual holiday pay. Non-financial rewards: They do not involve any direct payment. They arise from the work itself, e.g. achievement, autonomy, recognition, and scope to develop skills. Tesco employs over 285,000 employees. They offer package of pay and benefits childcare vouchers and two share schemes: Save as You Earn and Buy as You Earn. Their Shares in Success scheme rewards employees who work hard with free Tesco shares and their award-winning offers pension scheme, which consists of 160,000 employees building a pension based on their earnings and service. Link between motivational theory and reward The process of motivation Motivation can be described as goal-directed behaviour. Types of motivation: Intrinsic motivation: The self-generated factors that influence peoples behaviour which may arise from the work itself. Extrinsic motivation: This occurs when something needs to be done to motivate people. Some people are self-motivated. However, most people need to be motivated to a lesser or greater extent. Organisations should provide high levels of motivation that can be achieved by using a range of rewards system in an attempt to satisfy employees needs so that they are motivated to work. Organisational approaches to monitoring performance The aim of performance management is: Empowering, motivating and rewarding employees to do their best. Armstrong World Industry It includes: Reward and recognition: Creating structures that maximise recruitment, retention and motivation; obtaining the best performance from the people available. Performance improvement throughout the organisation, for individual, team and organisational effectiveness Managing behaviour ensuring that individuals are encouraged to behave in a way that allows and fosters better working relationships. Organisations should continuously monitor their employees performance so that they make their best contribution. The approaches should centre on understanding the purpose of an organisation and its structure. They play emphasis on the planning of work, technical requirements, principles of management and behaviour. Attention is given to the division of work, duties, responsibilities, maintaining specialisation and co-ordination, hierarchy of management and formal organisational relationships. Tesco effectively controls the performance of their employees so that they can lead the UKs retailer. Tesco has a range of processes and techniques within their stores to monitor the performances of their employees. Tescos managers monitor their employers and the organisation through: Planning and setting goals and objectives; establishing standards of performance; correcting mistakes and taking prompt action. Exit procedures used by two organisations compared to best practice Exit procedures at Tesco and McDonalds On or before the employees last day request a letter of resignation. This letter provides documentation of the employees intention to resign, allowing the department to post and refill the position more efficiently. It should contain the last day of active work, the last day on payroll, and the reason for leaving. Prepare a notice of termination terminating the employee, obtain authorising signatures. Advise employee to: As soon as possible on or after employees last day, as appropriate -Cancel telephone and IT system accesses. -Cancel departmental computer passwords and computer accounts. -Cancel employees bank details. Selection criteria for redundancy The selection criteria used by the employer must be clearly defined so that they can be applied reasonably to each candidate. Selection criteria for redundancy includes: Duration of service and experience How long was the employee absent from work (last in, first out). Measure of skills and knowledge Qualifications, aptitude and performance, Attendance and disciplinary records. Conclusion The aim of human resource management is to ensure that the organisation is able to achieve success through people. My findings reveal that the introduction of strategic HR policies at Tesco has broadens the scope of the business by expansion of new markets in UK and abroad. Tescos HR strategy is based on long term perspective that addresses about how the best return can be obtained from the human resources available now and in the future. Tesco aims to get the right number of the right sorts of people in the right place at the right time and ethically getting rid of them when they are not needed. Tesco creates an environment in which employees and others associates get the necessary knowledge, skills and attitudes. Tesco manages the hard (structure, systems) and soft (culture, values) features of the organisation. Tesco creates structures that maximise recruitment, retention and motivation; obtaining the best performance from the people. Reference Module Tutor Lecture notes and emails: Sabir H Jafri., Managing Human Resources (Unit 1) H1, HND in Business. London: Guildhall College Websites: .http://www.lonympics.co.uk/new/Tesco.htm http://www.thetimes100.co.uk/downloads/tesco/tesco_14_full.pdf http://www.tescoplc.com/plc/about_us/strategy/. http://www.tescoplc.com/plc/about_us/strategy/non_food/ http://www.telegraph.co.uk/finance/markets/2788089/A-history-of-Tesco-The-rise-of-Britains-biggest-supermarket.html http://www.tescoplc.com/plc/media/pr/pr2009/2009-09-17/ http://www.hrmguide.co.uk/hrm/chap8/ch8-links6.htm http://www.redundancyhelp.co.uk/LegFair.htm http://www.uwex.edu/secretary/policies/section10/S10-Exit.pdf http://www.thetimes100.co.uk/downloads/tesco/tesco_13_full.pdf http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+%28McDonalds%29HYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukcd=5HYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukhl=enHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McD onalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukct=clnkHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukgl=uk http://hr.concordia.ca/eed/pdf/exit_procedure.pdf

Maria Mitchell :: essays research papers

MARIA MITCHELL The person that I chose for the Womens History Month report is Maria Mitchell, who was a self- taught astronomer. She discovered Comet Mitchell and made amazing achievements throughout her life. Maria Mitchell was born on August 1, 1818 on the Massachusetts island of Nantucket to William and Lydia Mitchell. When Maria Mitchell was growing up in the Quaker community, few girls were allowed to study astronomy and higher mathematics. Even though the Mitchell's weren't rich Maria's father, a devoted amateur( most astronomers of that time were amateurs) astronomer, introduced her to mathematics and the night sky. He also encouraged her toward teaching and passed on a sense of God as in the natural world. By the time Maria was sixteen, she was a teacher of mathematics at Cyrus Pierce's school for young ladies where she used to be a student. Following that she opened a grammar school of her own. And only a year after that, at the age of eighteen she was offered a job as a librar ian at Nantucket's Atheneum during the day when it opened to the public in the fall of 1836. At the Atheneum she taught herself astronomy by reading books on mathematics and science. At night she regularly studied the sky through her father's telesscope. For her college education even Harvard couldn't have given her a better education than she received at home and at that time astronomy in America was very behind as of today. She kept studying at the Atheneum, discussed astronomy with scientists who visited Nantucket (including William C. Bond), and kept studying the sky through her father's lent telescope. In the mid-nineteenth century, new developments in astronomy were expanding the field at an fast and exciting rate. The Mitchells were aware that the King of Denmark awarded a gold metal to anyone who discovered a "telescopic" comet. No one in America had won that award yet. On the night of October 1, 1847 Maria Mitchell discovered a comet just above the North Star. But by the time her letter of discovery reached William Bond (director of the Harvard Observatory) Father de Vico at the Vatican Observatory in Rome had already announced his discovery of the same comet on October 3. Professor Bond began a campaign to get Maria her rightful award. On October 6, 1848, a year and five days later the King of Denmark decided to award the prize to Maria.

Romeo and juliet:love

Romeo and Juliet written by William Shakespeare is one of the most famous love stories. Most people think it is Just about romantic love, but indeed it has many different forms of love that exists which is portrayed throughout the Shakespearian novel. The novel uses the main theme of love to push the story along and keep it going. Presented are variations of love including forbidden love, unrequited Love and blind love. This essay aims to analyse these three types of love chosen. Romeo and Juliet is a brilliant play about a young boy and girl, whom fall deeply in love with each other.Romeo is from the house of Montague, while Juliet is from the house of Capulet. Both families have been feuding with each other for a long time; however, despite the families feuding, Romeo and Juliet marry each other in secrecy. This is an example of forbidden love. In Romeo and Juliet the two main characters rush into love and it didn't end up the way they planned it to. They see each other's seen beau ty and think they will live happily together, but things change throughout the tory that take a turn for the worst.Romeo gets banished from Verona making their love for each other hard making them sneak around to manage it. Juliet pretends to kill herself so Romeo would come back but Romeo goes back thinking Juliet actually killed herself, so he decides he must kill himself. Juliet wakes up and sees her love dead and decides if she cannot live with Romeo she will not live at all, and kills herself also. The first time Romeo sees Juliet he says, â€Å"Did my heart love till? / Forswear it sight!For I ne'er saw true beauty till this night† (1. 5). Romeo without hesitating decides that he is in love with Juliet now even though he has not spoken to her at all. Which brings us into unrequited love and the ‘one sided' love between Romeo and Rosaline. You are never positive if someone really loves you or not. All you know is that you truly love them. That is what makes unrequi ted love difficult for people. In Romeo and Juliet, unrequited love is present whether it was apparent or implied, we don't know.When we are introduced to the character Romeo, he is infatuated by Rosaline which he thought was love at first sight, but she happens to not be in love with him and plans to become a nun. Romeo is in love with Rosaline while Paris falls in love with Juliet which are the most obvious examples in Romeo and Juliet. Romeo's apparent â€Å"love† for Juliet is no different than his love for Rosaline because Romeo is in love with the idea of being in love. Although, I do believe there is an unrequited love between Juliet and her parents.In Romeo and Juliet, love and hate are Just two emotions on the same side. Both emotions are intense emotions that as Benvolio says, get the â€Å"mad blood stirring† (3. 1. 4). When the hatred is going on between the Montagues and Capulets, it finally pushes Romeo and Juliet to their tragic deaths but which their pa rents thought they were doing right for their children. But if they're Just two emotions on the same side, then can this kind of passionate love even exist without hate? romeo and juliet:love By victoriacoates

A Promising 2015 for Job Seekers

A Promising 2015 for Job Seekers Casey Fleischmann, an Account Executive at Links Humans, has some good news for those of us stuck in the frustrating, daunting stage of professional life known as job hunting. First off, 2015 has seen the rate of job creation rise to its highest levels since prior to the 2007 recession and its resulting waves of lay-offs. Employers and job-seekers alike are using LinkedIn, Facebook, and Twitter to find each other; 1 in 3 hiring managers say the content they find when they research a candidate online contributes to their hiring decisions. Creativity (within appropriate parameters) is appreciated now more than ever–use your resume to tell the stories that make you a compelling future employee.Key factors in preparing for a job–beyond the basics like networking and following-up appropriately–include making sure you’ve acquired and maintained vital technical skills for your field. Career experts like Barbara Safani advise job-hunters to use sites like Salary.c om and Glassdoor.com to assess their market value, rather than relying on what they’ve made in the past.So, the takeaway for career changers and employment seekers is that there are more ways for you to reach out than ever before. And while you’re waiting in that interminable space between sending out a dynamite resume and cover letter and actually getting a call back, there’s plenty for you to do in establishing your interest and availability online. Chin up, and get yourself out there!

Substance Abuse Prevention Essays - Substance Abuse, Human Behavior

Substance Abuse Prevention Essays - Substance Abuse, Human Behavior Substance Abuse Prevention Substance Abuse Prevention Community Assessment The community that we have chosen to assess is Springfield, Missouri. Springfield is located in Green County in Southwest. According to the USDC, Bureau of the Census in 1999 the population estimate for the Springfield Metropolitan area was 308,332. The annual population growth rate is 1.8% for Springfield. This is compared to 0.6% for the state of Missouri and 1.2% for the United States. Population density of Springfield is 2,068 people per square mile. Comparatively speaking this density is located between the densities of Kansas City (1,397 people per square mile) and St. Louis (6,406 people per square mile). The average family size of Springfield is 2.96 and the approximate percentage of persons in a family is 77.6%. The age-sex pyramid for Springfield MSA has peaks around 15-24 and 35-44 for both males and females. Overall the chart shows that Springfield has a slow to medium growth pattern. The population of Springfield is predominantly Caucasian while Asians, African-Americans and Hispanics represent a very small percentage of the population. Of the total workforce of 171,577 in Springfield only 3,305 people are unemployed which is 1.9% of the total workforce. Since 1990, as a general trend, unemployment rate has dropped from about 5.6% to the current level. According to the Missouri Division of Workforce Development in August 2000 the total breakdown of persons employed by sector is as follows: Number Employed Percentage of workforce Government 19,600 11.4% Services 49,500 28.9% Finance 8,700 5.1% Retail 33,700 19.6% Wholesale 11,100 6.5% Transportation & Utilities 12,800 7.5% Mining & Construction 8,600 5.0% Manufacturing 23,500 13.7% Other 4,077 2.4% According to the Missouri State Census Data Center, the median household income in 1995-1996 was $31,499 and the BEA Per Capita Income was $25,059. There are several major employers in the Springfield MSA. These include Bass Pro Shops, The Battlefield Mall, Tracker Boats, Prime Trucking, Cox North Hospital, Cox South Hospital, Saint Johns Hospital, John Q Hammons Enterprises, as well as several government state and county offices. The Springfield school systems are also a major employer of the city. The school system is one of the strongest in Missouri. The largest high school, Kickapoo, has received Gold Star and Blue Ribbon national recognition for outstanding secondary schools. The three major problems areas in Springfield are alcohol abuse including dunk driving and use by minors, tobacco use, and use of marijuana primarily among adolescents. These three major problems are influenced by many different risk factors. 1. Factors contributing to alcohol abuse: The two main problem areas that have been noted within alcohol abuse are drunk driving, and minors consuming alcoholic beverages. It seems that many people who drink and drive do so as a direct act of defiance for the law. Other possible risk factor for drinking and driving include peer pressure, and lack of overall law enforcement which leads to feelings of security. Minors consuming alcohol is a totally different situation. This use generally stems from lack of parental influence, depression, resistance to authority, lack of law enforcement, and easy access to alcohol. 2. Factors contributing to tobacco use: There are several risk factors that lead to the use of tobacco products. Generally people begin using as a result of peer pressure, observation of role models smoking, lack of parental supervision, high tolerance for deviance, and exposure to advertising. 3. Factors contributing to the use of marijuana: A few of these factors are rebelliousness, nonconformity to family values, resistance to authority, relatively easy access, and an overall lack of anti-drug enforcement. With these three main problems now established, it is important to see the way that various individuals or groups of individuals throughout the community can help to prevent these problems: 1. Individual: The individual is responsible for making productive decisions that will help to get his or her life back on the right path away from any type of abuse or addiction. Also, the individual must be responsible enough to recognize that there is a problem and ask for help if necessary. 2. Peer Group: It is essential that the peer group provide a supportive network for the individual to overcome his or her problems. It is also the responsibility of the peer group to seek help for the individual when necessary. 3. Parental: The parents play a key role

Ventilator Acquired Pneumonia Research Paper Example | Topics and Well Written Essays - 1000 words

Ventilator Acquired Pneumonia - Research Paper Example Ventilator is a machine assembled mechanically to transmit breathable air in and out of lungs. The ventilator provides a mechanism of air exchange for patients with breathing difficulties or unable to breath. Ventilator-associated pneumonia is a type of pneumonia that occurs after forty-eight hours when patients have received mechanical ventilation and intubated. Pneumonia is ranked second in most common nosocomial disease in the critically ill patients. More than 86% of nosocomial pneumonias are related to mechanical ventilation hence termed as ventilator-associated pneumonia (VAP). The infection has major causes believed to be Acinetobacter spp, Pseudomonas aeruginosa and Stenotrophomonas maltophilia (Datta, 2013). According to the study, that was done from April 1, 2006 to January 31, 2008 at Radius Special Hospital in USA; it showed that for every twenty-three cases of VAP infection, 19 casualties were associated with 157 LTACH. The above translates to an infection rate of 14.6%, which corresponded to 1.67 cases in 1000 ventilator days. Microbial data proves that 91% of the patients who reported to the hospital had VAP infection. Patients with critically conditions which are intubated for more than 24 hours are at 6-21 times risk to develop VAP in USA. Mortality and morbidity associated with the VAP development are high, with the rates of mortality, which ranges from 20-41% (Datta, 2013). VAP increases critical care, ventilator days and hospital length of stay. There are two ways of managing VAP. One is based on semiquantitative or nonquantitative cultures and clinical criteria. The other utilizes quantitative measures of the respiratory specimens. The principal organisms responsible for the VAP infection are Pseudomonas aeruginosa, Staphylococcus aureus and Enterobacteriaceae. Etiologic agents are differing according to the patient’s population in an intensive care unit, prior antimicrobial

Platos Republic Essay Example | Topics and Well Written Essays - 1000 words

Platos Republic - Essay Example It is a political work not in the conventional sense, but in the sense as Socrates makes it understandable. However, the huge educational truth, which is clearly represented in the Republic - is a strong correlation of the image of man and space where the person is placed. It is not only an artistic principle, but it is also a moral law. The main thesis is that a perfect man can be formed only in a perfect state, and vice versa: the creation of the perfect state is the problem of a man forming. This is the reason for the interdependence of the inner structure of the man and the state, the interdependence of human types and types of state. Thus, exactly this perspective allows understanding why Plato attached great importance to the influence of the social atmosphere on the formation of any person. At the beginning of this paper, it is necessary to mention that Plato is interested in various notions and he tries to demonstrate the own views on political and public life through Socrates’ understanding of reality. Into the acknowledgement of these words it is possible to use the following quotation: â€Å"It is obvious from the Republic that Plato shares Socrates preoccupation with ethics and with definitions, but it also seems obvious that he soon abandons or significantly modifies Socrates’ method of inquiry, as well as some of his specific doctrines† (Plato X). It gives a good explanation to the fact that Plato chose his favourite way of writing: he wrote the treatise the Republic in the form of a dialogue of his teacher Socrates with other Greeks. The above-mentioned way of writing allowed Plato to achieve two aims: firstly, it has made the treatise more interesting, giving it a tinge of artistry; and secondly, it has introduced a number of characters at once, allowing the possibility to express not one opinion, but many of them. The dialogue is made in the form of a dispute, the agony, which reveals the truth. Plato leads the discussion on whether the equity power is the ability to the same extent as the ability to medicine or navigation at the beginning of the Republic.