One Day Essays

One Day Essays One Day Essays Michelle Barncastle Walk 19, 2011 Additional credit On research day I went to the Hispanic Student Achievement and learning institute intercession program. She did an examination about Hispanic culture on the grounds that the drop out rate is so high. The percent of Hispanic understudies that drop out of school is 25 percent and its 1 and 4 everything being equal. She needed to know whether making the understudies in danger of dropping out have more consideration by instructors and have them go into an ordinary study hall if their scores and grades would go up. They tried this for a semester and there was a decent result to this trial while it was going on. The in danger understudies they truly enjoyed being in a different study hall and having one on one consideration. They rounded out an overview saying what they generally loved about the class they were in and a considerable lot of them said they enjoyed how when they played hooky for whatever reasons they felt awful for skipping in light of the fact that the educators minded that they were no more. With this program they new that they would graduate, yet when they got removed from the class that’s when they began to fall behind once more. The second exploration occasion I went to was To Come it was about youngsters with incapacities. She discussed visual impedance and how they change the materials in the class for the understudies that do have visual hindrance. Regardless of whether it be changing the shades of the undertakings or the size of the words on the paper. She has does a wide range of studies with visual weakness yet she said that she has such a significant number of missing information that she has not found at this point. This examination she has been chipping away at has been a 12-year procedure she despite everything has a ton to do. I truly delighted in this workshop I went to I didn't have the foggiest idea about this data before I went in. It was likewise very interest theme and was all around thought and all around investigated. I am happy I proceeded to pick this workshop to go to. The following workshop I went to was about Technically of Art. I picked this workshop to go to in light of the fact that I love finding out about workmanship so I considered it was a decent qualified for me to go to. The speaker she has helped structures the sets for UNC’s theater exhibitions. She said Art was a narrator and the sets should recount to the story and afterward when the on-screen characters please the stage they should play off the set. She disclosed to us how much work that goes into making a set. How much detail goes into it, was so slick since when you see a set you comprehend what the completed item is. She made us stride by step into each progression that goes into the sets and it was so cool after each progression she demonstrated us an image and once everything met up it was so excellent. The entirety of the detail they put into the set was stunning they made everything without any preparation. I however it was so captivating to see the entirety of their d ifficult work meet up. I truly delighted in

Basic Robotics Essay Research Paper What makes free essay sample

Essential Robotics Essay, Research Paper What makes a robot? What is a robot? Well the term robot initially originates from Russia. A Czeck writer, Karek Capek composed a show in 1921 ( deciphered in 1923 ) called # 8220 ; R.U.R. : Rossum # 8217 ; s Universal Robots. # 8221 ; . The word he adjusted is the Czech word # 8220 ; robota # 8221 ; planning # 8220 ; subjugation # 8221 ; or # 8220 ; resolution work # 8221 ; . In spite of the fact that the dramatization, which was just count of the processing plant Science Fiction, blurred into history, the word he utilized remain and now standard in most semantic correspondences, and means all around the equivalent everyplace. The word # 8220 ; Robot # 8221 ; can other than be interpreted as mechanical slave. This equivalent word has had numerous different words either connected or made as a result of it. A few outlines are: # 8220 ; Android # 8221 ; , # 8220 ; Droid # 8221 ; , # 8220 ; # 8216 ; Bot # 8221 ; , and # 8220 ; Robotics # 8221 ; Issac Asimov is credited with 'begetting # 8217 ; the word mechanical autonomy, which implies the review of robots. He so planned the commended # 8220 ; Three Laws of Robotics # 8221 ; which are: 1. A Robot may non hurt a human or however dormancy permit a human to come to hurt 2. A Robot must obey offers given to it, aside from where they struggle with the First Law. 3. A Robot must keep it # 8217 ; s ain being, aside from where it clashes with the First or Second Law Anyway in this way, in the wake of encountering these to be insufficent he included a # 8220 ; Zeroth Law # 8221 ; which is: # 8220 ; A Robot may non hurt humankind or through dormancy permit mankind to come to hurt # 8221 ; . The amended Torahs of apply autonomy is: 1. A Robot may non hurt humankind or however dormancy permit a mankind to come to hurt 2. A Robot may non hurt a human or however latency permit a human to come to hurt, aside from where it clashes with the Zeroth Law 3. A Robot must obey offers given to it, aside from where they struggle with the Zeroth or First Law 4. A Robot must endure it # 8217 ; s ain being, aside from where it clashes with the Zeroth, First or Second Law These Torahs are non in topographic point today as no machine has yet been constructed canny bounty to comprehend these Torahs. Indeed he made them in a reaction to the apparent # 8220 ; Frankenstein condition # 8221 ; ( The conviction that machines, curiously robots with human characteristics, are jeopardizing ) . His Torahs have separated through a great part of the logical order fiction accounts about robots since their development. Partss of a robot A robot is generally comprised of a base, encephalon, indicators and actuators. The base of the robot can be fixed, ( fixed ) or roaming. Robots utilized in industry are delineations of fixed machines. They can non travel their base off from where they are working. Versatile bases are commonly stages with wheels or ways appended. On the other hand of wheels or ways, a few robots utilize legs so as to travel around. The robots encephalon is a processing machine. Be that as it may, processing machines are by plan extremely delicate to movement, quiver and residue. Other than figuring machines have a must be a sure size which restrains the robots usages. Fixed robots are non all things considered restricted in such manner, as the # 8220 ; encephalon # 8221 ; can be set in a new corner thus connected to the machine by long abroad messages. On the different manus, traveling robots are constrained in the size of the processing machine they can use, as the # 8220 ; minds # 8221 ; are moved on the stage ( there are a couple of rejections ) . The limitations set on itinerant processing machine are size and weight, the bigger in size, the bigger in weight. Anyway minimal measured registering machines other than all things considered normal little treating power, and huge processing machines are non ground-breaking bounty so the treating intensity of most roaming robots is gravely restricted. Finders utilized via machines differ between robots relying upon their requests and usages. Every machine needs certain data so as to work nicely. The existent indicators take numerous structures and signifiers. All things considered the finders utilized via machines are: ? Visual finders ? Inertial, Acceleration and Heading finders ? Range happening gadgets ? Power/torque, accelerometers, haptic finders ? Sonar finders ? Skillet/tilt components ? Estimating added substance signal ? Interfacing finders Actuators utilized in apply autonomy is about ever a mix of various electro-mechanical gadgets. Once in a while robots utilization liquid mechanicss, exceptionally in the auto structure industry. The electro-mechanical gadgets extend from 'muscle-wires # 8217 ; to modest RC-servo and engines. There are a few kinds of engines accessible including: ? Simultaneous ? Hoofer ? Air conditioning servo ? Brush less DC servo ? Brushed DC servo These are so associated with abroad message, cogwheels, axles, squares and the same to give the robot movement, and the capacity to collaborate with it # 8217 ; s condition.

C?n Y?u R?n?g? on a J?b Off?r

C?n Y?u R?n?g? on a J?b Off?r After ??ri?? ?f applications ?nd int?rvi?w?, you fin?ll? landed th? j?b.It i?n’t your dr??m j?b though, but it ??m?? with d???nt ??? ?nd a ??u?l? ?f b?n?fit?. Fri?nd? ?nd f?mil? b?gin to ??ngr?tul?t? you, ?ft?r ?ll, it sure isn’t easy getting a d???nt j?b in this ???n?m?.L?t?r that night, ju?t b?f?r? ??u retired f?r th? night, ??ur ?h?n? b???? and it’? an ?-m?il fr?m th? r??ruitm?nt m?n?g?r ?t ??ur dr??m job ?ff?ring ??u th?t dr??m position you h?d ???li?d f?r f?ur tim??.You are now l?ft with a r??l ?r?bl?m ?n ??ur h?nd?: Y?u’v? ?????t?d the Job offer, but n?w ??u n??d to r?tr??t ??ur words ?nd turn it d?wn.W?ll, don’t be alarmed; it’s actually ?uit? ??mm?n, b?th f?r graduate jobs ?nd those wh? h?v? b??n in th? ???t?m for a very l?ng time.This ?r?bl?m i? ?ft?n w?r?? ?n fr??h graduates b???u?? ?f th? ?x??ri?n?? they lack in dealing with ?u?h ?itu?ti?n?. C?m?u? r??ruit?r?, ??? th?ir ??ll?g? hir?? jilt th?m ?t th? last minute.This tr?nd has v?x?d hiring managers, flu?t?r?d ? tud?nt? ?nd l?ft colleges torn b?tw??n h?l?ing gr?du?t?? get ahead and ?t??ing in th? good gr???? ?f ??m??ni?? that r??ruit ?n campus.“We want t? b?li?v? th?t ?n accepted offer i? ?n ?gr??m?nt,” ??id G?rd?n Mill?r, wh? has r?tir?d from hi? role as ??ni?r r??ruiting m?n?g?r ?t Pr??t?r G?mbl? C?., wh?r? h? h?? observed a ri?ing numb?r ?f ?tud?nt? r?n?ging on offers. Stud?nt? wh? b??k out ?ft?r accepting r?ti?n?liz? that they’re “l??king out f?r th?ir b??t int?r??t,” he said.Turning d?wn ?n? j?b ?ff?r, mu?h l??? r?n?ging on ?n?, w?uld h?v? b??n unthink?bl? for most ??ll?g? graduates a few years ago, when post-grad employment w?? h?rd?r to ??m? by ?nd m?n? fr??h gr?du?t?? w?nt und?r?m?l???d or j?bl???.More th?n h?lf of 2015 j?b-???king graduates r???iv?d at l???t ?n? j?b ?ff?r by gr?du?ti?n, up fr?m 47.9% l??t ???r, ????rding to the National A????i?ti?n ?f C?ll?g?? and Em?l???r?, whi?h tracks campus r??ruiting.S?uth?rn’? Mr. Arm?tr?ng said ?f th? 40 t? 50 college hir?? the ??m??n? m?k?? ?v?r? ???r, a ??u?l? renege, ?? d? a h?ndful of ??rt-tim? ?tud?nt hir?? and int?rn?.Recruiters at ?t??l min?r ArcelorMittal SA say more ?f their ?ff?r? h?v? fallen through in th? ???t thr?? ???r?; thi? ???r, ?f th? 134 students wh? ?????t?d U.S. j?b?, 15 eventually b??k?d ?ut, ?ft?n ?iting ?n?th?r job in a m?r? d??ir?bl? l???ti?n, according to Felicia Pugh, division m?n?g?r ?f talent ???ui?iti?n.R??ruit?r? d?n’t n??????ril? blacklist ?tud?nt? wh? ?h?ng? th?ir minds about j?b ?ff?r?, said Kayla Villw??k, manager ?f univ?r?it? ?utr???h and r??ruiting at SAS In?titut? In?., a m?k?r ?f bu?in???-?n?l?ti?? software based in Cary, N.C.But, ?h? added, “recruiters run in small circles, and it is possible th?t the ?tud?nt’? n?m? ??uld g?t brought up in ???u?l ??nv?r??ti?n.”M?king thing? w?r??, m?n? young hir?? renege via ?m?il, or ????? ??mmuni??ti?n ?lt?g?th?r with r??ruit?r?. “Stud?nt? aren’t n??????ril? tr?in?d in how t? h?ndl? getting multiple offers ?nd h?w t? ? ?mmuni??t?,” Mr. Armstrong ??id.In ??m? cases, students with accepted offers become m?r? ?ttr??tiv? t? r??ruit?r?, career-services ?ffi??r? ??id.“You get m?r? m?rri?g? ?r?????l? once you’re ?ng?g?d th?n before,” ??id Eugene G?ntil?, dir??t?r ?f th? ?ffi?? of ??r??r management at Rutg?r? Business S?h??l.Thi? ??ring, ?n? Rutgers ?tud?nt ?????t?d ?n offer fr?m a top accounting firm ?nl? to r???iv? an ?ff?r fr?m a dir??t competitor, whi?h lik?l? kn?w th? ?tud?nt h?d already ??mmitt?d, h? ??id. Th? student ?nd?d up backing ?ut of the fir?t ?ff?r ?nd choosing the ????nd firm.R?n?ging ??rri?? littl? stigma ?m?ng t??h ??m??ni??, where ????hing college recruits i? ??mm?n, said Gayle L??km?nn M?D?w?ll, f?und?r and ?hi?f executive ?f C?r??r Cu?, which ?r???r?? ?tud?nt? f?r tech careers. “T??h ??m??ni?? are going to ?r?tt? extraordinary lengths t? hire developers, so they’re going to look the other w?? ?t a lot of minor issues,” ?h? ??id.2014 Harvard University gr?du?t?? S?r?h Pie rson, 22, and Al?x? Bu?kl??, 23, h?d ?????t?d full-time ?ff?r? fr?m McKinsey Inc. ?nd a ?riv?t?-??uit? ?nd v?ntur?-???it?l firm, respectively, n??r th? start of their senior year. Ov?r th? wint?r, h?w?v?r, th? w?m?n b?g?n t? dr??m of f?unding a f??hi?n ?t?rt up.A? plans f?r their ?nlin? f??tw??r bu?in??? b?g?n t? t?k? shape, th?? felt t?? passionately about the ?r?j??t t? walk ?w??, they ??id.Th?? said th?? found r???n?n?? in a gr?du?ti?n speech b? F???b??k In?. ?hi?f operating ?ffi??r Sh?r?l S?ndb?rg, wh? ??k?d ?tud?nt?, “What w?uld you d? if you w?r?n’t afraid?”When it ??m?? t? the ?u??ti?n ‘??n you r?n?g? on a j?b ?ff?r?’ there i? sadly no clear ?ut ?n?w?r whi?h ??n b? given t? ??u. N? tw? individu?l? ?r? alike ?nd ?t the same tim?, n? tw? individu?l? have th? ??m? hopes, dr??m? ?r ?v?n d?m??ti? considerations. So ??u ?h?uld ensure that ??u ?lw??? follow the dictates of ??ur heart ?nd mind ?nd d? wh?t?v?r you think i? right and will suit ??ur ?ur???? just fin?. S? ??? ? ?u ??n d??lin? an offer if ??u think that it is a d??i?i?n which you need to take. S?m?tim?? in lif? ??u n??d t? take ??l?ul?t?d risks and t?k? th? ?lung?.They each called th?ir ?r?????tiv? ?m?l???r?. “Th?r? was d?finit?l? a f??ling ?f perhaps l?tting th?m d?wn,” M?. Pi?r??n ??id. “It f?lt lik? a giant leap ?f faith.”It’s ?ft?n n?t id??l t? r?n?g? ?n a j?b ?ff?r, but ??u have t? l??k out f?r yourself, ?nd ??m?tim??, that involves ???ing n?, wh?n ??u’v? ?lr??d? ??id ???.But in other t? renege, ?n? has t? b? very ??r?ful ?n h?w he or she h?ndl?? it.S? in a matter ?f ????king, ??u ??n r?n?g? a j?b offer, ?nd h?r?’? h?w t? d? it right.Question: I? it unethical if I ?????t j?b ?ff?r fr?m ??m??n? A and ju?t a f?w d??? l?t?r turn it d?wn, because I g?t a b?tt?r j?b ?ff?r fr?m company B ?nd decided t? ?????t it? I h?v? n?t started w?rking ?t ??m??n? A yet. Th?nk you.Ni?k Corcodilos: C?ngr?tul?ti?n? on getting tw? j?b offers, ?v?n if it puts ??u in ?n ?wkw?rd spot.Rescinding yo ur ?????t?n?? ?f a j?b ?ff?r i? a lousy thing t? d?, but I d?n’t think ?thi?? h?v? ?n?thing t? d? with it. It’? a bu?in??? d??i?i?n you make using th? inf?rm?ti?n th?t’? ?v?il?bl? t? ??u at th? time.Ch?nging ??ur mind might ?ff??t your r??ut?ti?n, and ?m?l???r A ?r?b?bl? will n?v?r talk to you ?g?in. But if ?ff?r B i? ?? mu?h better, ?r ??m??n? B i? a better ??m??n? ?r ?ff?r? a b?tt?r job, then ??u’v? g?t t? do wh?t’? right f?r you ?nd ?????t th? consequences.It’s n?t ?n easy thing. Wh?t I think i? un?thi??l i? if you h?v? b?th ?ff?r? in hand, accept ?n?, th?n change ??ur mind ?nd t?k? the ?th?r. But if ??u h?v? ?nl? ?n? ?ff?r in hand, ?nd change ??ur mind wh?n the other ??m?? thr?ugh, I think th?t’? a diff?r?nt story.FIR?T: HAVE ??U ?IGN?D THE ??NTR??T?Do ??u h?v? a ?ign?d ?m?l???? agreement ?r ??ntr??t with th? ??m??n??If ??, things ?r? a littl? m?r? complicatedâ€"you might already b? legally bound t? th?t ??rti?ul?r ?m?l???r, and ??u’ll n??d to read thr?ugh that d ocument in d?t?il (fin? ?rint and all!) to get a ??n?? ?f what ??u’r? dealing with.Of course, if ??u h?v? ?ign?d a ??ntr??t, th?t d???n’t m??n you need to t??? ??ur h?nd? u? ?nd r??ign yourself to ?t l???t a year ?f b?ing stuck with that ?m?l???r.Y?u can definitely ?till bring ??ur ?itu?ti?n to th?ir ?tt?nti?nâ€"in f??t, ??u might b? ?ur?ri??d at h?w accommodating th?? ??n b?.R?m?mb?r, employers ultimately want ?m?l????? who want to b? th?r?.And, if that’s not ??u?Th??’ll lik?l? make ??m? exceptions to that ?gr??m?nt you’ve ?lr??d? ?ign?d. N?w, if you’ve only m?d? a v?rb?l ?gr??m?nt with the ??m??n?, ??u have a little m?r? fl?xibilit? t? b??k ?ut ?f the j?b.H?w?v?r, th?r? ?r? ?till ??m? ti?? ?nd t??ti?? ??u’r? g?ing t? n??d t? implement t? d? ?? with ??i?? ?nd professionalism.1. B? sure ?f your d??i?i?n, you don’t want to change your mind half wayFir?t things fir?t, ??u n??d to b? absolutely ??rt?in of ??ur decision before ever approaching the company.B??king ?ut ?f an ?????t?d ?ff?r is t?ugh to b?gin with.But, b??king ?ut only t? ??m? back on ??ur knees to say, “I w?? ju?t kidding! Pl???? ??n I have th?t j?b back?”Well, that’s just b?d bu?in???.So, really giv? ??ur??lf enough time to do ??m? ??ri?u? self-reflection ?nd f??l ??nfid?nt th?t ??u’r? m?king th? b??t choice. Consider thi? your fair w?rning: Thi? isn’t ??m?thing th?t ??u ??n fli? fl?? on.2. Make sure to explain why you’ve decided thisUnder any normal ?ir?um?t?n???, I w?uld t?ll ??u that ??u don’t n??d t? divulg? t?? m?n? personal details t? a potential employer.H?w?v?r, this is a ????i?l caseâ€"and, th?t ??m??n? d?finit?l? deserves ?t least a little bit ?f ??nt?xt as t? why ??u’r? b??king ?ut.Y?u should gr?nt th?m the ?h?n?? t? find ?ut what w?nt wr?ngâ€"??u d?n’t w?nt this t? b? a bad br??ku?, ?ft?r ?ll.S?, wh?th?r you immediately received a b?tt?r ?ff?r ?l??wh?r? or ??ur personal ?ir?um?t?n??? ?h?ng?d, it’? im??rt?nt that you’re willing to ?r?vid? ?t l???t a l ittle inf?rm?ti?n t? th? ?m?l???r.Thi? i?n’t your ????rtunit? to m?k? ?x?u???. Instead, it’s ??ur ?h?n?? t? ?r?vid? ??m? clarity f?r th?t ??m??n? th?t didn’t ??tu?ll? d? ?n?thing wrong.3. Be honest ?b?ut th? reason for n?t ?????ting the jobTh?r? is some truth in th? ??mm?n ???ing that honesty i? th? best ??li?? ?nd this i? ??m?thing whi?h i? ?b??lut?l? vit?l t? r?m?mb?r when ??u r?n?g? ?n a j?b ?ff?r.If you do have a genuine, unavoidable r????n f?r n?t g?ing ?h??d with th? j?b th?n you ?h?uld not ?h? ?w?? fr?m giving ??ur r????n t? th? ??m??n? ?nd ?h?n??? are th?t they will respect you for ??ur h?n??t?, h?w?v?r if b? ?h?n?? you ?r? n?t joining b???u?? a b?tt?r ?m?l??m?nt ????rtunit? h?? come ?b?ut, then m??b? you ??uld consider b?ing di??r??t ?nd ???ing th?t ??u cannot join for personal r????n?.4. B? Gr??i?u?You may be ultimately w?lking ?w?? fr?m th?t j?b. But, you ?till n??d to b? incredibly gr?t?ful f?r th? ????rtunit?.Remember, the company didn’t do anything wrong in thi s ?itu?ti?n.Ultim?t?l?, ?ll th?? did w?? give you ?x??tl? wh?t ??u w?nt?dâ€"? j?b offer.And, th?t’? w?rth? of ??ur ???r??i?ti?n.Regardless ?f h?w that dr??d?d ??nv?r??ti?n g???, r?m?mb?r t? ?ff?r a ?in??r? ?nd h??rtf?lt, “Thank ??u.”5. Make ?ur? ??u decline th? ?ff?r in ??r??n, not through mailG?ing b??k ?n ??ur w?rd i? something th?t i? not a v?r? g??d thing, ??t if ??u have made a decision th?t it i? ??m?thing whi?h needs to b? done, th?n you ?h?uld ?n?ur? th?t ??u br??k the n?w? to th? ??m??n? in ??r??n ?nd ??rt?inl? n?t ?v?r th? ?h?n? as that would ???m b?th in???r??ri?t? as well ?? di?r?????tful.6. Remember to say thank you t? show ??ur ???r??i?ti?nY?u are ??rt?inl? fr?? t? take ?n? d??i?i?n whi?h ??u think i? right, but ?n? thing whi?h ????l? wh? renege ?n a j?b ?ff?r d? i? th?t they ?ff?r a th?nk you n?t?, wh?r? th?? mention h?w grateful they ?r? t? th? company f?r th? ????rtunit? ?nd how they r?gr?t not b?ing able to j?in.7. Und?r?t?nd th? ConsequencesFin?ll?, it’? i m??rt?nt th?t ??u r???gniz? ?nd accept the ??n???u?n??? r?l?t?d t? backing out ?f ?n accepted offer.As mu?h ?? you’d like t?, you might n?t g?t ?ut ?f thi? situation scot-free.Y?u lik?l? w?n’t ?v?r b? g?tting ?n?th?r job offer with th?t ??m? ??m??n?, and you n??d t? und?r?t?nd th?t.Similarly, b??king ?ut in the eleventh h?ur might t?rni?h your r??ut?ti?n a bitâ€"n? m?tt?r how professionally ??u tr? to do so.No, th??? ??n???u?n??? ?r?n’t fun. But, th??’r? all part ?f th? d??l.S?, d?n’t make the mistake of thinking you’re g?ing to b? ?bl? to h?v? your ??k? ?nd eat it t??.Th?r? ??uld v?r? well be ??m? f?ll?ut from thi?, ?? ??u n??d b? prepared.Landing a job offer i? ?x?itingâ€"until ??u realize ??u n??d t? b??k ?ut.If th? ink i? dry ?n ?n? sort ?f ??ntr??t ?r ?m?l???r agreement, thing? ?r? a little m?r? ??m?li??t?d f?r ??u.But, if ??u h?v? ??m? fl?xibilit? t? b??k ?ut ?f that ?????t?d offer, you’re going t? need t? d? so with a high level ?f ?r?f???i?n?li?m and ??lit?n??? .THINGS TO ??N?ID?R BEFORE RENEGING ??UR JOB ?FF?RHave a really good reason for saying no after you’ve said yesG?ing b??k ?n ??ur ?r?mi?? i? a decision which you ?r? free t? t?k?, v?r? ?ft?n wh?t ????l? do is th?t they join th? company whi?h th?? h?d d?ubt? ?b?ut joining, thinking they will stick it ?ut f?r a whil? and th?n l??v? it a littl? l?t?r, but thi? i? one ?f th? w?r?t things whi?h ??u ??n d? ?? it r?fl??t? v?r? b?dl? ?n ??u.B???u?? ??u will d? ?n? ?f two thing?, first ??u might w?rk for a while ?nd hand in your r??ign?ti?n without ?n? proper ?x?l?n?ti?n, ?r second ??u might ??tu?ll? forget about your g??l? ?nd continue t? ?r??? on in the j?b whi?h ??ur h??rt was not really set on.W?rk in a ?l??? th?t m?k?? you happyNeedless t? ??? th?t whil? r?j??ting or accepting a j?b ?ff?r there are a numb?r ?f things whi?h we n??d to ??n?id?r, th??? thing? in?lud?, distance from ??ur h?m?, work conditions, ??rk?, in?ur?n?? offered, ??? ?t?.N? m?tt?r wh?t, ??u ?h?uld always w?rk in a ? l??? th?t m?k?? ??u h????, ?v?n if ??u have a ?m?ll shadow ?f a d?ubt ?r if ??u think that th?r? i? some b?tt?r ????rtunit? for ??u ?l??wh?r?, th?n th?r? i? absolutely n? h?rm in ??u going b??k on ??ur w?rd in a ?r???r m?nn?r.C?ntr?r? to wh?t ??u might think, job satisfaction is ??m?thing even m?r? important th?n money.Remember to put yourself firstR?m?ining a r?l?v?nt part ?f today’s tw?nt? fir?t ??ntur? bu?in??? w?rld i? n? ???? t??k at ?ll, thi? h?ving been ??id, wh?t ??u ?ught to remember i? th?t the business world is a cut thr??t one indeed and ??u ?h?uld n?v?r place ??ur trust wh?l? h??rt?dl? in ?n??n?.You mu?t ?lw??? ensure th?t you have ??ur ?wn interests in mind, even if th?t ??m?? ?t the ???t ?f ??u reneging on a j?b offer.Rather than n?t d?ing justice t? th? r????n?ibiliti?? given t? ??u ?r n?t j?ining ?n th? given d?t?, ??u ?h?uld just ?lu?k u? th? ??ur?g? to decline the ?ff?r in a ?r?f???i?n?l manner.Ev?lu?t? the ?r?? ?nd ??n? carefully before making a d??i?i?nOn? ??i nt whi?h should b? taken care ?f is th?t ?t th? end ?f th? day ??u ?h?uld t?k? a d??i?i?n, ??u most ??rt?inl? have the fr??d?m t? accept ?r r?n?g? ?n any j?b ?ff?r ?? ??r ??ur own wi?h??.However, b?f?r? you come t? ?n? concrete ??n?lu?i?n you ?h?uld ??r?full? weigh th? ?r?? ?nd cons of giving up this j?b offer.T?king this decision will ??rt?inl? n?t be an ???? t??k, yet it is ??m?thing which needs t? b? d?n?.S??nding ??m? ?ui?t m?m?nt? with yourself could r??ll? help ??u gather your th?ught? ?nd t?k? a l??k ?t th? bigg?r ?i?tur?.Finding a j?b i? ?xtr?m?l? t?ugh th??? d???, remember th?tTh?r? ?r? a numb?r of ????l? ??r??? th? w?rld wh? would ??n?id?r it a laughable thing if ??u r?n?g? on a j?b offer, ?t present where there i? ?u?h a ?h?rt?g? ?f j?b? in m?rk?t.Thi? is ??rt?inl? th? ?g? of t??hn?l?g? where m??hin?? have b??n ?u?????ful in r??l??ing m?n f?r a number ?f t??k?; ??m??ni?? are ?nl? willing t? ?ff?r j?b? to th??? people wh? th?? b?li?v? will b? a tru? ????t t? the ??m??n?.S? m?k? sure that ??u d? n?t make a f??li?h d??i?i?n in th? ?v?nt ?f chasing ?ft?r ?n im????ibl? dr??m whi?h might n?t come true ?t all.R??ruit?r? d? move around, the news of your action might reach placesB?f?r? ??u ??n?id?r playing any ??rt of tricks, ??u ?ught to r?m?mb?r th?t recruiters do m?v? around fr?m ??m??n? t? company.If ??u do ?n?thing un??v?ur? or ??t in ?n unprofessional manner, th?n ??u ??n b? r??t ???ur?d th?t this n?w? i? going to travel lik? wild fir?.H?ving ??nt??t? in th? bu?in??? w?rld i? absolutely vital, so if you conduct yourself w?ll, th?n ?h?n??? are th?t ??u will b? giv?n your du? respect.So if ??u are r?n?ging ?n a j?b ?ff?r do not tr? t? b??t ?b?ut th? bush ju?t giv? ??ur ?n?w?r in n? un??rt?in terms in a ?l??r ?nd ??n?i?? manner.Y?ur reputation might take a hitWhen ??u ?r? reneging ?n a j?b ?ff?r, ??u ?h?uld tr? ?nd d? it in a v?r? ?m?rt way, ?? ?h?n??? ?r? that if ??u d?n’t d? it ?m?rtl?, it will be a ??ri?u? bl?w t? ??ur reputation.This i? ??m?thing wh ich you ?h?uld be ?r???r?d for ?? it i? a bl?w to a ??m??n?’? ?g? wh?n ??m??n? turn? d?wn th?ir j?b ?ff?r, ??t if it i? a g??d and r?????t?bl? ??m??n? then they will n?t b?th?r in d?ing ??m?thing ??tt?.If th? ??m??n? recruiters g? about, ??r??ding b?d rum?ur? ?b?ut ??u, then it i? ??rt?inl? b?tt?r th?t ??u were never associated with a company lik? th?t ?t all.Y?u probably might not be able to work in that ??m??n? again, remember thatYes, ??u m??t certainly d? h?v? the fr??d?m t? g? b??k ?n a ?r?mi?? whi?h you m?d? ??t ?h?n??? ?r? th?t you m?? n?t ?v?n g?t an opportunity to w?rk in th?t ??m??n? ever again.S? ??u mu?t ?n?ur? th?t thi? i? ??m?thing whi?h you are ?r???r?d for. Going b??k on a ?r?mi?? whi?h ??u h?v? made will make it im????ibl? for that ??m??n? t? ?v?r tru?t ??u ?g?in.R?m?mb?r that m?tt?r how m?n? ???r? happen to go b?, ??ur n?m? will ??ntinu? t? b? in th?ir records.It displays you as a person who lacks integrityTh?ugh legally you can renege ?n a j?b offer, ??t wh?t ?? u mu?t r?m?mb?r that wh?n ??u g? back on a ?r?mi?? whi?h ??u h?v? m?d?, th?n ??u b???m? kn?wn ?? ??m??n? wh? d??? n?t have int?grit? or i? n?t tru? t? hi? ?r h?r word.Y?t if your dr??m trul? d??? li? elsewhere th?n ??u ?h?uld n?t w?rr? about th??? thing?, b???u?? l?g?ll? no one ??n d? ??u ?n? harm ?r im???? th?ir will ?n you in ?n? way.L??k f?r ?n?th?r way out if ????ibl?As m?nti?n?d above you ??rt?inl? d? have th? fr??d?m t? r?n?g? ?n a j?b ?ff?r, ??t it is not ??m?thing whi?h you ?h?uld d? if ??u have some other options ?v?il?bl? f?r ??u.After ?ll a company h?? ?l???d th?ir trust in ??u ?nd seen ??u ?? a ????bl? professional, so you l?tting th?m down would n?t b? a v?r? id??l thing to do.S? what ??u ??n d? is ??n?id?r looking f?r ?th?r w??? out rather than n?t being tru? to ??ur w?rd.Aft?r all, you w?uld not w?nt t? b? f?m?u? in the business w?rld f?r all the wrong reasons!Remember t? b? ?xtr?m?l? ??lit? whil? d?ing ??If ?ft?r ??r?ful weighing and m???uring ??u h?v? ??m? t? th? ?? n?lu?i?n th?t ??u do not w?nt to j?in th? ??m??n?, then ??u must b? sure to g? b??k on ??ur w?rd in ?n ?xtr?m?l? ??lit? manner, ?u?h th?t the ??m??n? ??ni?r? as w?ll ?? recruiters d? not f??l ?light?d or ?v?n insulted in ?n?w??.S? wh?t you can d? i? try ?nd seek advice from ??ur fri?nd? and family m?mb?r? ?b?ut the b??t w?? in whi?h ??u ??n giv? your ?n?w?r to th? ??m??n?.Do n?t feel too guilty about th? d??i?i?n ??u h?v? madeIn th? ?v?nt ?f going b??k ?n your w?rd, ??u ?h?uld ?lw??? ?t?nd by th? d??i?i?n whi?h ??u have taken and n?t ?????r t? ???l?g?ti? ?r guilt? ?b?ut what ??u h?v? d??id?d t? d?.At th? ?nd ?f th? d??, ??u mu?t r?m?mb?r th?t th? ??m??n? will ??rt?inl? be ?bl? t? find a r??l???m?nt f?r ??u and that ??u n??d n?t ?ut your own dr??m? ?n h?ld f?r th? ??k? ?f ??m??n? else.S?m?l? L?tt?r Turning D?wn a Job Off?r ?ft?r A????tingFir?t n?m? L??t name 123 Walnut Dr. B?rringt?n, IL 60011DateM?li??? Peterson Financial M?n?g?r ABC Fin?n?i?l Group 456 South St. Chi??g?, IL 60612De ar M?. P?t?r??n,Thank ??u ?? mu?h f?r ?ff?ring m? th? position ?f Fin?n?i?l Analyst ?t th? ABC Fin?n?i?l Gr?u?. It h?? been a ?l???ur? ????king with ??u and l??rning m?r? ?b?ut ??ur ??m??n?.Unf?rtun?t?l?, ?ft?r giving a gr??t deal ?f th?ught t? this ??r??r opportunity, I h?v? d??id?d that it i? in m? b??t int?r??t, as w?ll ?? th? ??m??n?’?, to turn d?wn ??ur gracious j?b offer. I have r???ntl? d??id?d t? ?????t ?n?th?r ???iti?n th?t I b?li?v? is a b?tt?r fit f?r m? ?biliti?? and ?kill ??t.I ?m ?? sorry for ?n? in??nv?ni?n?? m? d??i?i?n may ??u??.I continue to b? impressed with ABC Financial Gr?u?’? role in the int?rn?ti?n?l m?rk?t?l???, and ??rti?ul?rl? with the great w?rk ??u h?v? d?n? ?? manager of the ??m??n?’? Midw??t br?n?h.I wish ??u ?ll th? best in ??ur futur? ?nd??v?ur?. I h??? to ??? ??u at th? u???ming Financial M?n?g?m?nt Conference in October.Sin??r?l?,(Sign?tur?) First n?m? L??t n?m? (typed)SHOULD I R?N?G? ?R N?T? YOU ?H?ULDN’T AND HERE’S WHY While it is legal t? r?n?g? fr?m ?n offer, thi? d??? n?t m??n that i? a wise course ?f ??ti?n.T? convey the full im?li??ti?n? ?f r?n?ging, writ?r, R?x?nn? Hori from Bloomberg.com, uses the ??m??ri??n of dating and marriage.“In b?th settings,” she says, “Y?u are meeting ????l? ?nd looking f?r th? right m?t?h.” Sh? th?n continues:At some ??int wh?n dating, thing? get ??ri?u? ?nd ?v?ntu?ll? l??d t? a proposal ?f m?rri?g? ?r l?ng-t?rm commitment. Once ??u make th?t ??mmitm?nt, both individu?l? expect th? ?th?r t? ?t?? tru? to the ??mmitm?nt.Th?r?f?r?, ?????ting ?n ?ff?r f?r a j?b/int?rn?hi? ??n be vi?w?d almost ?? ??ri?u?l? ?? “???ing, ‘I d?’” t? a m?rri?g? proposal.You h?v? made ?n agreement, wh?th?r verbal ?r writt?n, to ??mmit t? a ??rt?in r?l? f?r a certain dur?ti?n of time.If th? th?ught ?f l??ving someone at th? altar seems cringe w?rth?, then consider what h????n? wh?n someone reneges fr?m ?n ?ff?r.The hiring process can b? l?ng ?nd t?xing f?r ?n ?rg?niz?ti?n.Th? many ??rt? that g ? into it (?t?rting with ?dv?rti?ing open ???iti?n?, t? r?vi?wing ???li??ti?n?, t? int?rvi?wing candidates, ?nd finally ?xt?nding offers ?f ?????t?n??) r??uir? the ?x??nditur? ?f v?lu?bl? time ?nd resources fr?m th? employing ??m??n?.T? r?n?g? ?n ?n offer w?uld, n?t ?nl? be completely disregarding th? ?m?unt of work it took during th? fir?t r?und ?f hiring, it would ?l?? m??n th?t th? ?m?l???r h?? t? ?t?rt another round of th? ??m? gru?lling ?r?????.For this r????n, some ?rg?niz?ti?n? might b???m? m?r? intolerant towards ??ndid?t?? the companies h?d ?r?vi?u?l? ?xt?nd?d ?ff?r? to, whi?h w?r? then r?n?g?d.Danielle Wild?r, th? Dir??t?r of Hum?n R???ur??? ?t Sh?lt?r h?u?? reveals that ??m? employers might ?v?n bl??kli?t ?u?h candidates, m??ning that th?? w?uld n?t consider ????l? wh? renege from ?ff?r? for futur? ???iti?n? within th? ?rg?niz?ti?n.Sh? ?x?l?in?, “W? w?nt t? b? ??m??n?’? fir?t ?h?i??, not their rebound ?r f?ll back.”Additi?n?ll?, ?v?n if a ??r??n is n?t t?? di?????in t?d ?b?ut n?t working ?t a ????ifi? ??m??n? ?n?m?r?, ?th?r j?b opportunities can still h?v? th? potential ?f b?ing jeopardized. Hori, ?u?t?d ?b?v?, relates thi? experience:I kn?w ??m??n? wh? reneged on one job opportunity t? t?k? ?n?th?r ???iti?n. Th? d?? he ?h?w?d u? t? w?rk, h? found the company no l?ng?r wanted him because they di???v?r?d he h?d reneged ?n a competitor. The feeling w?? he ?im?l? ??uld n?t b? tru?t?d.H?w do I ?v?id r?n?ging?On? of the b??t w??? t? stay ?w?? from th? potentially harmful behaviour ?f r?n?ging i? to ?v?id g?tting ?tu?k in th? ?ir?um?t?n??? th?t might make the act ???m t?m?ting t? d?.Ev?n th?ugh th? j?b/int?rn?hi? ???r?h ??n b? ?uit? stressful, thi? d???n’t mean th?t it h?? t? push you into a corner ?nd ?????t wh?t?v?r fir?t ?ff?r ??m?? ?l?ng. In?t??d, ?ft?r r???iving ?n ?ff?r ?f ?m?l??m?nt fr?m ?n ?rg?niz?ti?n, try ??king for m?r? tim? to ??n?id?r the ?ff?r b?f?r? m?king a d??i?i?n.Oft?n times, ??m??ni?? are f?irl? willing t? gr?nt ?u?h an ?xt?n?i? n because th?? usually understand that a candidate might be deciding b?tw??n multiple offers.A???rding t? Lily Zh?ng, ?n? w?? t? d? thi? effectively i? to first th?nk th? employer f?r the offer, th?n ask about potential opportunities t? ????k with ?th?r? ?t th? ??m??n? t? l??rn m?r? ?b?ut th? culture th?t ??n help inf?rm your decision.She goes ?n t? ?x?l?in, “M??t ??m??ni?? will appreciate that you ?r? interested in doing the due diligence t? make sure you ?r? a good fit?nd ??u ??n still m?int?in a ??f?t? net without ??tting ??ur??lf up t? burn bridg??.”Additi?n?ll?, wh?n deciding between ?urr?nt ?nd potential ?ff?r?, m?k? ?ur? t? practice good d??i?i?n m?king ?kill? t? ?v?id m?king ?n? rash d??i?i?n? th?t ??n harm ??ur int?r??t? or that ?f ??ur prospective ?m?l???r?.With th?t b?ing ??id, there ??n b? situations when r?n?ging i? l?gitim?t?l? th? ?nl? ??ti?n that ??n b? t?k?n. Su?h ?xt?nu?ting circumstances can in?lud? long-term f?mil? ?m?rg?n?i?? ?r personal health i??u??, etc.A n?th?r situation might be th?t another ???iti?n ???n? up within the organization th?t ?xt?nd?d the offer th?t might b? m?r? fitting for ??ur ??r??r interests.In all these ?f?r?m?nti?n?d cases, h?n??t? is trul? th? b??t ??li??. Cl??rl? explain why you would lik? to withdr?w fr?m th? ?????t?d offer t? th? employer ?? ???n ?? ????ibl?.All in all, r?n?ging fr?m an offer when ?u?h ?n ??ti?n ??n b? ?v?id?d in th? fir?t ?l??? ??n b? l?b?ll?d ?? b?d ??r??r ?ti?u?tt?.So unl??? thi? ??ti?n is trul? th? ?nl? l?gitim?t? option in a specific situation, it i? b??t to avoid it ?lt?g?th?r f?r f??r ?f incurring ?n? potential damage to ??ur ??r??r ??th b?f?r? it ?v?n ?t?rt?.S? ???, ??u can renege a job offer, but it’? really n?t ?dvi??bl?

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This destination is home to many tourists attractions including such attractions like Fort Jesus, Mamba village ,Halla Park and Bombo Lulu workshop just to mention a few. People from home and abroad gather in large number during the peak season (December to March and July to September) A survey conducted in April and May 2012 in Mombasa city among a random sample of residents to different sectionsRead MoreArt as an Embodied Imagination22095 Words   |  89 Pagesaccess to Journal of Consumer Research. http://www.jstor.org Speaking of Art as Embodied Imagination: A Multisensory Approach to Understanding Aesthetic Experience ANNAMMA JOY JOHN F. SHERRY, JR.* This article focuses on somatic experience—not just the process of thinking bodily but how the body informs the logic of thinking about art. We examine the links between embodiment, movement, and multisensory experience insofar as they help to elucidate the contours of art appreciation in a museum.

Inflation and its Causes Free Essays

string(145) " analysis are important component of explaining inflation, because inflation can be politically desired caused\) for its potential net benefits\." All the substance regarding this report has been explained with uphill struggle and care. This write up has demonstrated in easy mode and is understandable by the reader. It will provide the intramural and threshold aura to read and it will cover all the requisites and proviso. We will write a custom essay sample on Inflation and its Causes or any similar topic only for you Order Now One of the aesthetic and charming characteristics of this project is this, that it is composed and genial. ABSTRACT The capability of financial analysis over inflation effect on employment has been highly accentuated. This analysis has been acknowledged as the means through which the livelihood and other progressing goals of the routine matters can be enquired. This report delves into the financial analysis through relationship between inflation and employment of a country like Pakistan. Statistical analysis with reference to previous year’s data provided by State Bank of Pakistan, inflation in the usual course of events with the help of examples. The verdict about financial analysis may facilitate policy makers, employment agencies, organization to ascertain, existing cooperation’s and besides customary the genteel maneuver to improve their lifestyle all over the country. METHODOLOGY Aspects about inflation relationship with employment in the country has been piled p by means of primary sources by interviewing Muslim Commercial Bank garden Town Branch in the Lahore; this was the part of our information collecting activity. Secondary information has been congregated through different economies, financial management and other books, internet sites of state bank of Pakistan, finance base sites in Pakistan, exiting reports on financial analysis and generals related to employment and inflation. Our foremost endeavor was to compile and evaluate all relevant information with reference to employment and inflation in Pakistan and to Judge against this analysis with standard set by international market. BACKGROUND OBJECTIVES Role of Financial management in the improvement process continues to be at the vanguard of strategy contest not only in this part of the world (Pakistan) but also in other countries. Most of the specifics about Financial Management Analysis have been renowned in the entire world. The compensation allege for Financial Analysis are infinite, containing calculated interest rate, installments, present value of future position of company in the market, ratio comparison, shares and bonds value calculation, money flow, decision making with respect to financial condition of a organization, budget making (is one of the most beneficial process through which we can easily access our resources), and above all calculating economic strengthened in country. By and large the premeditated role of financial management is perceived as accelerating the accomplishment of wider economic and social aspiration. Capitalist from all over the world suggests that financial management performing efficient role as participate by production and other departments in accomplish the eventual target of a firms. TABLE OF CONTENT Executive Summary Inflation Causes of Inflation Inflation and its Effects Inflation and its Impact Economic Factors of Inflation Non-Economic Factors of Inflation Temporary Effects Permanent Effects Review 16 Theories about Employment 07 10 11 09 Fisher Effect 12 14 18 Relationship between Employment Inflation 25 International Condition in Inflation Conclusion Appendix -Article 33 37 -Inflation Rates of Previous Years Graphs 15 Employment 20 26 38 -Employment Rates Comparison EXECUTIVE SUMMARY 39 Our Project â€Å"Inflation and the Employment† basically contains the answer to this question â€Å"What is the Inflation†. What are the basic meanings of inflation and what re the meanings of inflation according to the economics point of view. What are the factors by which inflation rises? Inflation’s effects which it create on the overall economy. It also describes the theories of famous economist â€Å"Fisher† about inflation. And how â€Å"Fisher† theories effect the inflation of overall economy. Then this project describes economic, non-economic, factors of inflation and its temporary and permanent effects on economy. Its effects on employment and how employment can be disturbed by the inflation. Different theories of different economists are considerate to get a clear ND better understanding of inflation. This project clears the relationship between inflation and employment through graphs. Then we presented conclusion of the project. In appendix project covers an article about inflation and employment rates of previous years graphs and their comparison. INFLATION Definition Inflation is a process in which the average level of prices increases at a substantial rate over a considerable period over time. In short, more money is required to buy a given amount of goods and services. One can measure the rate of inflation as either he annual percentage rate increase in the average price level or decrease in the value of money. There are many causes of inflation, but in general we can divide them to the one at the demand-side and the one at the supply side of the economics. Demand pull inflation occurs when aggregate demand exceeds existing supply, forcing price increases and pulling up wages, materials, and operating and financial costs. Cost- push inflation when price rises to cover total expenses and preserve profit margins. A pervasive cost-price spiral eventually develops as group and institutions respond to ACH other new round of increases. Deflation, as a reverse process, occurs when the spiral effects reversed. Even though today’s inflation is more of a mix between these two basic inflation causes and inflation inertia, this is a good classification to start with. Effects of Inflation Effect of inflation, on other hand is a many layered as its causes. Inflation is usually thought as a negative phenomenon on the basis of traditional experiences with hyperinflation, but more exact analyses of the inflation effects have shown that they depend on the form of inflation and situation in national economy. One there no longer simplistically speak of effects of inflation. Despite the progress in understanding this phenomenon, there are still many subjects unclear and need consideration: potentially also advantages (benefits). Besides advantages and disadvantages of inflation, we also have to take into account costs of disinflation. Decisions of stabilizing economics policy for or against the disinflation depend on results of a two- fold cost-benefit analysis. Results from inflation-effects analysis are important component of explaining inflation, because inflation can be politically desired caused) for its potential net benefits. You read "Inflation and its Causes" in category "Papers" Costs and benefits of inflation essentially depend on whether it is fully or only partially anticipated. Important regulation factors are also individual institutional circumstances, such as presence of index and revision clauses in long-term contracts. Caused by economic effects, non-economic effects of inflation can also appear, like tax-refusal, citizen’s reluctance, strikes etc. Different situations in national economy can lead to different effects of inflation. These situations of inflation as well as effects of inflation will be presented in the following research. INFLATION AND ITS IMPACT Lets us take an example of an economical participant (firm) that borrow a long-term loan worth of 10,000 RSI at fixed interest rate and annual annuity of 1,000 RSI. Let us assume now that an unexpected inflation doubles price and wages. Real worth of the wages has not changed, since the price also doubles (for double nominal wage this economic participant can now buy the same amount of goods and services as before), but the real worth of the annual annuity of his loan decreased. Nominal annual annuity is still 1,000 RSI, but the economic participant (borrower) has to work for that mount only half as much as before the inflation occurred. Hence the real worth of his annual annuity cut in two; the borrower increased his wealth, whilst the lender decreased his real income. The other way around happens in a case of disinflation or even deflation, where the real worth of annual annuity of a loan increases and the borrower wealth decreases (lenders wealth increases). This kind of outcome occurs if the inflation has been stable for several years (inflation rate has neither increased nor decreased) and it increased suddenly, which means that it was not anticipated. However, if the increase in inflation is expected (on basis of different data about movement of economic variables in national economy and global markets), economic participants (individuals, firms, banks etc. Anticipate this increase. This means that the interest rates financial and capital markets will rise according to the inflation rate increase. Fisher’s Effect: Where â€Å"in† is nominal rate, â€Å"r† is real interest rate and are inflation expectations. This expression is also known as the Fisher’s effect and it shows that the negative effect of anticipated inf lation on real money demanded is already included in nominal interest rate. When market interest rate accommodates to the inflation expectations, then the effect on income and wealth are mainly eliminated. Beside redistribution of income, inflation also has real effects on national economy. On one hand it affects output (GAP), which is a macroeconomic effect and on the other it affects allocation of resources in national economy and economic efficiency, which is a microeconomic effect. Anticipation and Balance All this factors cause the so-called inflation cost. On the other hand, it has already been stated that inflation can lead to some benefits. In order to analyze these effects more precisely, two characteristics of inflation or behavior of economic participants have to be defined. Inflation can be anticipated or unanticipated, which means that it is/it is not built into all economic relations (contracts). Inflation can be balanced or unbalanced, which means that all price rise/do not rise with the same rate (relative price remain/don not remain unchanged). In reality these characteristics of inflation and behavior of economic participants combine and cause different economic situations, which are presented in the following table. Economic Effects of Inflation To summarize, we can divide effects of inflation into two groups; an economic and non-economic effects. We could also understand them as costs (advantages) and benefits (disadvantages) of inflation to a national economy. Economic effects are as follow: Income effect; by these effects we understand deviation of growth rate of the GAP its natural growth rate, caused by inflation. They don’t include feasible shrinks in the natural growth rate of the GAP. Employment effect; which are in strong connection with income effects. Hence they are usually defined as difference teen natural and actual rate of unemployment. Distribution effect; of which two are traditionally subjects of practical research and scientific analysis: effect of inflation on distribution of income and effect of inflation on distribution of wealth. Allocation effect; which are the most obvious with money (cash); in term of high inflation people (economic participants) want to get rid of money because real interest rate is usually negative and their demand for other assets increase. Price of inputs for production that are based on long-term contracts cannot rise as high inflation rate either; therefore missed investments are a common phenomenon. Theses are all allocation effects of inflation, also known as microeconomic effects. Effects on economic growth; connection between inflation and natural growth of the GAP definitely exists (at least on short term), but it is still for the most part unsolved. Phenomena, such as barter trade, parallel economy (also known as â€Å"grey economy’) and corruption can appear or intensify and they all decrease natural growth rate of the GAP. These effects of inflation are also known as macroeconomic effects and are n strong connection with allocation (microeconomic) effects. Non-economic effects of inflation are caused by economic effects and are the following: tax-refusal, citizen’s reluctance, strikes, revolts; rising etc. These effects are not a part of our research. Employment Effects of Inflation Employment effects are usually defined as difference between natural and actual rate of unemployment and are therefore in strong connection with income effects of inflation. That deviates of growth rate of GAP below its natural growth rate, caused by inflation. That is why these two types of inflation effects are examined together. Income and employment effects of inflation are known in two forms as temporary and permanent effects. Phases of Inflation Inflation usually passes over three typical phases: at first it is accelerated, then it is steady (stabilized) and at last it decelerates. Temporary effects are mainly connected with accelerated and decelerated inflation, hence these two Phases are assumed to last for a shorter time, while permanent effects are connected with steady (stabilized) inflation. Employment and income effects of inflation are mainly temporary phenomena that last only as long as inflation is not yet fully anticipated. Whether these effects have positive or negative consequences for a national economy depends on the stage in which inflation is discovered and situation in which economy found. Let us examine two inevitable types of inflation now: accelerated and decelerated inflation. Accelerated Inflation Accelerated acceleration is often accompanied by income and employment effect (inflation-accompanied prosperity). However, these effects can only be expected, when the increase of inflation rate is caused by monetary demand-pull and induced supply-push is delayed (a time-lag has to emerge between decreased monetary emend-pull and induced supply-push). If the growth rate of the money volume in the further course of adaptation process remains unchanged, positive real effects are only temporary, because of the subsequent supply-push, induced expectations and wage bargaining. Real inflation effects can only be realized, if growth rate of the money supply rises continuously and by that stable inflation acceleration is provoked. Thus means that there can no longer be any applicable long-term trade-off between given inflation rate and unemployment rate. Decelerated Inflation there are quite common with decelerated inflation. Necessary prerequisite for a lasting decrease in inflation speed is a tight monetary-policy authorities are confident in their knowledge of the amount of tightening that is needed, they can move quickly to the required higher level for interest rates. However, to extend that there is more uncertainty on the effects of monetary policy changes, due to the development of financial markets, it argues for implementing a more gradualist approach. Such uncertainty could increase the risk that a strong policy action might lead to undesirable outcomes. Gradualist strategy central banks sacrifice the speed with which their target is obtained in order to avoid overshooting the target. The degree if gradualism will be dictated by other considerations, such as central banks anti- inflationary credibility. If it is poor, there is heightened risk that a gradual policy response would increase inflation expectations. Anti-inflation Economic Policy Policies of gradualism create stress between preemptive and reactive moves. An increase risk of â€Å"falling behind the curve† suggests that a gradualist policy may needed to be followed by more aggressive moves, if events appear to be turning out differently than expected. E. G. F health were to weaken the effect of higher interest rates, at the same time that wealth effects were stimulating consumption, monetary policy would face an increasing risk of â€Å"falling behind the curve†. These tensions raise the importance of the monetary authorities, credibility and transparency. If inflation expectation is well anchored, policy actions will be more effective and thus the size of any move to achieve a given objective is likely to be smaller. A credible commitment to low inflation thus provides some insurance against â€Å"falling behind the curve†. Transparency reduces the risk that policy changes will destabilize arrests. Such a strategy would allow markets to adjust their anticipations appropriately and in this way, the risk of a disorderly adjustment of asset prices can be reduced. Permanent Effects If we presume that inflation was on long-term correctly expected and completely anticipated and that there was no wage bargaining, the (long-term) curve of aggregate supply growth SSL and the (long-term) Philips curve PACK in the presented basic model become vertical functions of natural income-level growth rate as well as natural unemployment rate. Note: Donation Beta represents anticipation coefficient. Friedman-Phelps Hypothesis: This corresponds to the so-called Friedman-Phelps hypothesis, by which no income and employment effects can appear with completely anticipated inflation, I. E. Each on short term possible trade-off vanishes on long-term and income-growth rate as well as unemployment rate preserve on its natural level. Reacts to such policy (with downward correction of price level), the higher are inflation costs (expenses of such inflation fighting) and danger of premature collapse of tight monetary policy increases. Anti-inflation policy therefore has to keep inflation cost as low as possible, I. . T has to pursue an adaptation path that is close to SSL as well as PACK as it can be to achieve this, anti-inflation policy has to include well- measured and above all continuous decrease of money-supply growth rate and a series of accompany measures for adaptation of expectations and for softening the wage bargaining. Effect on output stabilization may well be positive and the same is true for overall social welfare, but we cannot forget that uncertainty about the policymakers preference leads to a higher inflationary bias and also inflationary cost. EMPLOYMENT The inadequacy of public employment as a source of additional Jobs are generally understood, and it is recognized that the use of this expedient is â€Å"to some extent a desperation measure†, the current employment program relies mainly on the stimulation of the private economy by means of an inflationary tax cut, the only other tool that is now regarded as being available for the purpose. The deliberate use of inflation as a means of increasing business activity and employment is based on J. M. Keynes’ economic theories, and to see Just how our present findings apply to this situation, it will first be desirable to have a clear idea as to Just what Keynes’ contentions with respect to employment actually are. His theory was developed as an alternate to the so-called â€Å"classical† theory of employment, the previously orthodox economic doctrine in this field, and his explanations are expressed mainly in terms of contrast with the earlier views†. The classical theory of employment†, he says, â€Å"has been based†¦ On two fundamental postulates†¦ Namely: The wage is equal to the marginal product of labor. The utility of the wage when a given volume of labor is employed is equal to the marginal disability of that â€Å"amount of employment. † Translating the second postulate from the professional Jargon of the economist to the Renaults, he arrives at this alternative, and more understandable, statement: â€Å"That is to say, the real wage of an employed person is that which is Just sufficient (in the estimation of the employed persons themselves) to induce the volume of labor actually employed to be forthcoming†. Keynes accepts the first of these two postulates but denies the second. The most fundamental objection to this proposition, he says, is that it involves â€Å"the assumption that the general level of real analysis he shows that this assumption is erroneous, and he arrives at the same inclusion reached in the present analysis; that is, the general level of real wages is fixed by factors which operate independently of the bargaining process, and it is not altered by any manipulation of money wages. According to Keynes, the â€Å"classical† economists’ basic mistake in their analysis of the employment situation is a result of their explicit or tacit acceptance of Says Law of Markets, a principle formulated by J. B. Say, one of the early French economists, which asserts that in so far as the price paid by the buyer is income for the seller, the act of production creates all of the archiving power required to buy the product. Keynes termed this principle â€Å"an optical illusion, which makes two essentially different activities appear to be the same†. By virtue of its acceptance of this law, â€Å"The classical theory assumes that the collective demand price always accommodates it self to the aggregate supply price. Effective demand, instead of having a unique equilibrium value is an infinite range of values all equally admissible; and the amount of employment is indeterminate except in so far as the marginal disability of labor sets an upper limit. If this were rue, competition between entrepreneurs would always lead to an expansion of employment up to the point at which the supply of output as a whole ceases to be elastic†. Thus Says Law, Keynes contends, â€Å"is equivalent to the proposition that there is no obstacle to full employment†. Since there obviously is some obstacle to full employment, and since the ability to manipulate the real wage level assumed by the classical theory does not actually exist, Keynes rejected that theory and formulated a new concept in which for a given â€Å"propensity to consume† and a given rate of new investment. There will be only one level of employment consistent with equilibrium†. He summarized his new concept in these words: The outline of our theory can be expressed as follows. When employment increases, aggregate real income is increased. The psychology of the community is such that when aggregate real income is increased aggregate consumption is increased, but not by as much as income†¦ Thus, to Justify any given amount of employment there must be an amount of current investment sufficient to absorb the excess of total output over what the community chooses to consume when employment is at the given level. Here, then, we have Keynes’ employment theory, as presented by its author, together with his explanation of the principal points of conflict between his ideas and the theoretical outlook shared by most of his predecessors: the â€Å"classical† theory. This classical theory is a wage theory; that is, it is based on supply and demand reasoning applied to the price of labor. Since a lower price, according to the classical ideas, will increase the demand that is, the number of Jobs – there would appear to be no obstacle to full employment if the workers are willing to accept the appropriate wage. But the adherents of this viewpoint are victims of that unquestioning confidence in the universal applicability of the supply and demand principles that so often leads economists to apply these principles to issues which are not supply and demand problems at all. Considerations of supply and demand are not applicable to any situation unless the price is variable, and as Keynes has emphasized, the real wage rate, the true price of labor, is fixed by external factors (the factors that determine the rate of productivity) and cannot be arbitrarily changed. How to cite Inflation and its Causes, Papers

Commercial and Corporate Law Oppression and Discrimination

Question: Describe about the Commercial and Corporate Law for Oppression and Discrimination. Answer: Introduction Members of a Company have often been a victim of oppression and discrimination sometimes by the decisions taken by the Directors of a Company and sometimes by the decisions taken by the majority shareholders. They have often been ignored and have not been allowed to participate in the management of the Company. Thus, the minority shareholders have been treated unfairly. The law against oppression done to the members by the Company has developed and has become strong in Australia. The Corporation Act of 2001 has laid down provisions under which the members have right and remedies against such discriminative behaviour. The present case study relates to the oppression and discrimination done by the Board of Directors of Happy Days Ltd. Company against some members i.e. Walter and Shirley. The present assignment deals with the legal remedies which Walter and Shirley have against the arbitrary and unreasonable decisions taken by the Board of Members of the Company. Factual backgrounds In the instant case, Walter and Shirley are the members of Happy Days Ltd. Company. Investment has been done by Walter and Shirley out of their retirement savings in the Company. The company is engaged in developing the retirement communities for people of 55 years of age and above. The facilities offered by the communities among other things include apartments, houses, membership of a golf club, massage therapy, yoga classes, gym, dance classes, etc. Walter and Shirley have been living for the past three years in one of the communities of Happy Days Ltd. They have lived happily in the community and have become friends with the other residents. But, things have changed since the Board of Directors of Happy Days Ltd. has made some changes in the affairs of the Company. Firstly, the payment of dividends to the members was stopped by the Company as the Company was looking for to use the money for the growth of the Company. Walter and Shirley relied on these dividends for funding their trip to New Zealand where they wish to meet their son and his family. Secondly, the Board of Directors is looking forward to diversify the business of the company. The Directors are intending to purchase an apartment building in Melbourne to accommodate the retirees. According to Walter and Shirley, the apartment in which they are intended to be accommodated are small and unsuitable for them. Thirdly, an increment of the fees at existing communities by 30% has been proposed to be introduced by the Board of Directors. The reason for which they are proposing to increase the fees by 30% is because the communities are making demands for more faciliti es which cannot be provided under the current revenue generated by the Company. But according to Walter and Shirley, the real reason for increasing the price is to incur expenses in the new development in Melbourne. A recent protest has been held by Walter and Shirley against the decisions of the Board. Walter had also a scuffle with the Chairman and Walter fell down from the stairs and injured himself. He is now in a wheelchair. The details of the protest has been reported by Channel 7 news. In an interview conducted by the news channel, the chairman has made rude remarks regarding Walter. According to the Chairman, Walter is not fit to stay in the community and should move out as soon as possible. Remedies Chapter 2F of the Corporation Act 2001 deals with the rights and remedies of the members of a Company. (Holcombe Sullivan, 2013). Section 232 of the Act lays down that an order specified under Section 233 may be passed by the Court if the conduct of the affairs of a Company or a Companys actual or proposed act or omission is either contrary to the members interest or is unfairly discriminated against or unfairly prejudicial or oppressive to the members of the Company (Black, 2013). The section provides that a person who holds shares in a Company shall be considered as a member of a Company (Koh, 2015). Section 233 specifies the orders which can be made by the Court. The orders which the Court can make under thus Section are as follows: that company be wound up; that the constitution of the Company be repealed or modified; iii. that the affairs of the Company be regulated by the Court in the future; that shares of the company be purchased by any member; that the share capital of the Company be reduced and subsequently shares be purchased; that specific proceedings be instituted or defended or prosecuted or discontinued by the Company; vii. that a member of the Company or a person to whom the shares of the Company are transmitted be authorised to institute, defend, prosecute or discontinue specific proceeding in the name of the Company or on behalf of the Company; viii. that a manager and receiver be appointed with respect to the property of the Company; viii. that a person be restrained from doing a specified act or from engaging in a specified conduct; that specified act be done by a person (Tomasic, 2015) a) Now, the decisions of the Board of Directors have been clearly unfairly prejudicial, unfairly discriminated against and have been contrary to the members of the Company. Thus, according to Section 232, the members have a remedy against such action of the Directors and they may sought an order of Court (Odorisio et al., 2015). Under this section, Walter and Shirley may be considered to be members as they have invested in the Company and they hold shares of the Company. Now let us examine whether Walter and Shirley has the right to apply for seeking a Court order under Section 233 nor not. Section 234 lays down the list of persons who may apply for seeking a Court order. As per the provisions of this section a member of a company may make an application for seeking a Court order (Hurley, 2014). Walter and Shirley are members of the Company and they have statutory right under this section to apply for seeking a Court order against the decisions of the Directors which have been unfairly prejudicial, unfairly discriminated against and have been contrary to them. Thus, under the provisions laid down under Section 234, Walter and Shirley have the right to apply for the remedy. (b) For the purpose of obtaining the remedy, Walter and Shirley have to show that oppression has been caused to them by the steps taken by the Board of Directors. Case law: Scottish Cooperative Wholesale Society Limited vs Meyer (1959) In this case, The Court held that the Scottish Society has caused oppression to the members of the Company by diversifying the business. As per the facts of the case, Scottish Society sought to purchase shares form its members at a value which was less than the true value of the shares. Such proposal of Scottish was rejected by the members. The Society then sought to transfer the business of the Company to a new department, thus bringing down the value of the shares. According to the Court, the conduct of the Scottish has been oppressive to the members (Brockett, 2012). In the instant case as well, the Company, Happy Days Ltd. Company is seeking to diversify its business. The Board of Directors are looking to buy a new apartment building in Melbourne in which it wants to accommodate the retirees. But, the new apartments in Melbourne are too small and it will be highly unsuitable for the members to stay. This conduct of the Company has been oppressive to the members they have a right tom seek remedy for the same. Case Law: Shamsallah holdings Pty limited vs CBD refrigeration and Air conditioning Services Pty Ltd. In this case, it was held that non-payment of dividend to the members of a Company without a justified cause would result in oppression and unfair treatment to the members (Wuth, 2014). In the instant case, payment of dividend to the members has been stopped which constitute an oppression under Section 232. The plan of Walter and Shirley to meet their son and his family in New Zealand is dependent on the payment of then dividend. The interests of them are being clearly affected by the decision of non-payment of dividends taken by the Board of Directors. c) The rule that an individual member cannot sue a Company or that the Court should not interfere in the internal management of the Company was laid down in the case of Foss vs. Harbottle (Kershaw, 2013). The rule had restrained the individual members to take action against directors or majority shareholders of the Company. However, the rule as laid down in the case of Foss vs. Harbottle has not been adhered to in Australia. The Courts of Australia have adopted a wide approach with respect to the oppression caused to the members by the conduct of a Company (Malla, 2014). In the case of Campbell v Backoffice Investments Pty Ltd, it was held by the Court the provisions laid down under Sections 232 and 233 must be read broadly. Thus, the remedies available to the members have been broadened their scope have been enlarged under the Corporation Act 2001. According to Ramsay and Ford: It did not require the conduct complained of to be unlawful, and allowed proceedings to be instituted by an individual member, notwithstanding the rule in Foss v Harbottle (Emmerig Legg, 2016). Therefore, the members, against whom the oppression are caused, have a statutory remedy and what actually they need to do is to establish that oppression has been caused against them. Once such oppression has been established, then the Court may proceed to pass any order as specified under Section 233 (Thai, 2016). Thus, in the present case, Walter and Shirley may proceed to file a suit against the directors of the Company due to their oppressive conduct. The Directors have not dealt with the members fairly and they have discriminated against the members and have acted against their interests. It is advisable to Walter and Shirley to continue living in the community in which they have stayed for the last three years. Walter has been injured I a scuffle with the Chairman of the Company and it is recommended that he does not get into any further scuffle with the managers of the Company. Walter and Shirley should straightaway sough a relief from the Court. Given the kind of attention the Australian Courts and the Australian Parliament have given to the issue of minority oppression, they are likely to get a remedy from the court. Thus, at present, Walter is advised to concentrate towards his knee replacement and take care of his health. The involvement of the Court would hopefully bring some relief in favour of the interest of the members. Conclusion: Thus, the members of the Happy Days Ltd. Company i.e. Walter and Shirley have been oppressed and have been discriminated against by the decisions of the Board of Directors of the Company. The members have the right under the provisions of the Corporation Act, 2001 and they should immediately move the Court for seeking remedies. The Australian Courts have dealt with similar matters like this in favour of the members against whom oppression had been caused. Therefore, it is likely that they would get a positive response from the Court and the Directors would be restrained from indulging in similar activities in future. References: Black, A. (2013). Practice in the corporations list of the supreme court of NSW. Commercial Law Quarterly: The Journal of the Commercial Law Association of Australia, 27(1), 15. Brockett, R. (2012). Valuation of Minority Shareholdings in an Oppression Context-A Contemporary Review, The. Bond L. Rev., 24, 101. Emmerig, J., Legg, M. (2016). Corporate law: Indirect causation accepted in shareholder claim of misleading conduct: Ramifications for shareholder class actions. Governance Directions, 68(8), 490. Holcombe, S., Sullivan, P. (2013). Australian Indigenous Organisations. Holcombe, S and Sullivan. Hurley, T. (2014). Case notes: The latest from the high and federal courts. LSJ: Law Society of NSW Journal, 1(3), 84. Kershaw, D. (2013). The rule in Foss v Harbottle is dead; long live the rule in Foss v Harbottle. Koh, P. (2015). THE OPPRESSION REMEDYCLARIFICATIONS ON BOUNDARIES. Journal of Corporate Law Studies, 15(2), 407-415. Malla, S. (2014). Minority Shareholders Protection, Short Analysis and Critic. ENTHA, 1, 21. Odorisio, N., Clements, A., Davies, A. (2015). Dividend payments-not just at the director's discretion. Governance Directions, 67(4), 243. Thai, L. (2016). Class Action Procedure in AustraliaIssues and Challenges. In The Dynamism of Civil Procedure-Global Trends and Developments (pp. 215-236). Springer International Publishing. Tomasic, R. (2015). The Rise and Fall of the Capital Maintenance Doctrine in Australian Corporate Law. Wuth, N. (2014). More Say on Pay-Shareholder Rights and Remedies in Respect of Excessive Director Remuneration. Canberra L. Rev., 12, 30.

How to Improve Your English Pronunciation

How to Improve Your English Pronunciation One of the most important aspects of learning English is pronunciation. Without clear pronunciation, it is difficult to make yourself understood. First, start by learning individual sounds. After that, focus on the music of the language. You might be surprised by the following statement: Pronouncing every word correctly leads to poor pronunciation! Good pronunciation comes from stressing the right words- this is because English is a time-stressed language. In other words, some words- the content words- receive more focus, whereas other words- function words- are less important. Difficulty: Hard Time Required: Varies Here's How to Improve Your Pronunciation: Start by  learning individual sounds. These are called phonemes.  Use minimal pairs to practice individual vowel sounds. Minimal pairs are words in which only one sound changes. For example, pop - pep - pip - pap  changes the vowel sound. Using minimal pairs helps you isolate a sound to really focus on the small changes in sounds between vowels.  Learn pairs of consonants that are voiced and voiceless and practice through minimal pairs. For example,  f / v  the f sound is voiceless and the v voiced. You can recognize the difference between voiced and voiceless by placing a finger on your throat. Voiced sounds vibrate, whereas voiceless sounds do not vibrate. These pairs include: b / p - z / s - d / t - v / f - zh / sh - dj / ch.Learn the difference between pure vowels and diphthongs such as the oi sound in boy or aee sound in tray.  Learn the following rules concerning pronunciation: English is considered a stressed language while many other languages are considered syllabic. In other languages, such as French or Italian, each syllable receives equal importance (there is stress, but each syllable has its own length). English pronunciation focuses on specific stressed words while quickly gliding over the other, non-stressed, words. Stressed words are considered content words: Nouns e.g. kitchen, Peter- (most) principal verbs e.g. visit, construct- Adjectives e.g. beautiful, interesting- Adverbs e.g. often, carefully Non-stressed words are considered function words: Determiners e.g. the, a- Auxiliary verbs e.g. am, were- Prepositions e.g. before, of- Conjunctions e.g. but, and- Pronouns e.g. they, she. Try It for Yourself Read the following sentence aloud: The beautiful mountain appeared transfixed in the distance. Now, read the following sentence aloud: He can come on Sundays as long as he doesnt have to do any homework in the evening. Notice that the first sentence actually takes about the same time to speak well! Even though the second sentence is approximately 30% longer than the first, the sentences take the same time to speak. This is because there are five stressed words in each sentence. Exercise: Write down a few sentences, or take a few example sentences from a book or exercise.First underline the stressed words, then read aloud focusing on stressing the underlined words and gliding over the non-stressed words. Youll be surprised at how quickly your pronunciation improves! By focusing on stressed words, non-stressed words and syllables take on their more muted nature.When listening to native speakers, focus on how those speakers stress certain words and begin to copy this. More Tips toImprove Pronunciation Remember that non-stressed words and syllables are often swallowed in English.Always focus on pronouncing stressed words well, non-stressed words can be glided over.Dont focus on pronouncing each word. Focus on the stressed words in each sentence.

4 Expert PSAT Calculator Tips + Approved Calculators

4 Expert PSAT Calculator Tips + Approved Calculators SAT / ACT Prep Online Guides and Tips PSAT math can be intimidating, so it would be nice to be able to have some computerized help. But can you use a calculator on the PSAT? Yes, you can, though only on the second of the two Math sections on the PSAT.But what kind of calculator can you use, and when does it make sense to use a calculator on the PSAT? Read on for the complete list of approved calculators for PSAT test day and our top tips for using your calculator effectively. Can You Use a Calculator on the PSAT? Like the SAT, the PSAT has four sections: Reading, Writing, Math (No Calculator), and Math (Calculator). The No Calculator Math section is 25 minutes long, and has 17 questions, while the Calculator section is 45 minutes long and has questions. As the name suggests, the only time during the PSAT where you can use your calculator is on thefinal Calculator mathsection. According to College Board, most questions on the Calculator Math section can be answered without using a calculator, but a calculator could be useful on some questions. Translated from the College Board's cautious official language: you absolutely should use a calculator when it’s called for to make your life easier, but don’t over-complicate questions by using a calculator when it would be quicker to solve by hand. For example, it’s faster (and presents lower chances of error) to use your calculator to multiply 34 x 174. However, it’s much faster to solve an equation like 3x + 4y = 17, 4x + 8y = 26 by hand than to use your graphing calculator to do it. Approved Calculators for PSAT Test Day The College Board allows three types of calculators on the PSAT: four-function calculators, scientific calculators, and graphing calculators. Four-function calculators are so-called because they can basically just do four things: add, subtract, multiply, and divide. Although you could theoretically use just a four-function calculator on the PSAT, it's not recommended, most likely because four-function calculators usually lack useful features like parentheses and entry lines. The only advantages of four-function calculators are that they tend to be relatively inexpensive and take up less space. But honestly, the disadvantages of not being able to see what you just entered into the calculator far outweigh the benefits. All scientific calculators are permitted for use on the PSAT. A scientific calculator has all the features of a four-function calculator plus a few other useful things. Key functions included in all scientific calculators are parentheses, pi, and trigonometric functions, as can be seen below: AJC1/Flickr Parentheses in particular are great because you can use them to make sure your calculations happen in the right order. For example, ((15 x 19) – (13/2)) /100 is a whole lot easier to enter in all at once with parentheses, instead of having to break it up into its individual parts and then re-use the parts; every extra calculation entry you do introduces the chance of more error. The final type of calculator you can bring to the PSAT is a graphing calculator. Graphing calculators are great because they will definitely have features like entry lines as well as everything a scientific calculator has. They can also be helpful in visualizing solutions to linear equations – for instance, if you want to find out where the two equations cross, you can just look at the graph to get the coordinates The only problem with graphing calculators is that their multifunctionality can trick students into using them when not using a calculator would be faster. Avoid this trap by using a graphing calculator as you take practice tests and challenging yourself to question each time you use the calculator if it’s really necessary, or if it’s taking up more time than it’s saving. Unlike with scientific calculators, not all models of graphing calculator are allowed under the PSAT calculator rules. Below is a chart of acceptable PSAT graphing calculators, sorted by brand. Casio Hewlett-Packard Radio Shack Sharp Texas Instruments Other Brands FX-6000 series HP-9G EC-4033 EL-5200 TI-73 Datexx DS-883 FX-6200 series HP-28 series EC-4034 EL-9200 series TI-80 Micronta FX-6300 series HP-38G EC-4037 EL-9300 series TI-81 Smart2 FX-6500 series HP-39 series EL-9600 series (stylus not permitted) TI-82 FX-7000 series HP-40 series EL-9900 series TI-83/TI-83 Plus FX-7300 series HP-48 series TI-83 Plus Silver FX-7400 series HP-49 series TI-84 Plus/TI-84 Plus T FX-7500 series HP-50 series TI-84 Plus CE/TI-84 Plus CE-T FX-7700 series HP Prime TI-84 Plus Silver FX-7800 series TI-84 Plus C Silver FX-8000 series TI-85 FX-8500 series TI-86 FX-8700 series TI-89 FX-8800 series TI-89 Titanium FX-9700 series TI-Nspire/TI-Nspire CX FX-9750 series TI-Nspire CAS/TI-Nspire CX CAS FX-9860 series TI-Nspire CM-C/TI-Nspire CM-C CAS CFX-9800 series TI-Nspire CX-C CAS CFX-9850 series CFX-9950 series CFX-9970 series FX 1.0 series Algebra FX 2.0 series FX-CG-10 (PRIZM) FX-CG-20 Want to improve your PSAT score by 150 points? We have the industry's leading PSAT prep program. Built by Harvard grads and SAT full scorers, the program learns your strengths and weaknesses through advanced statistics, then customizes your prep program to you so that you get the most effective prep possible. Check out our 5-day free trial today: Avoid These PSAT Calculators Some calculators, like TI-92 Plus or Voyage 200, are banned from the PSAT because they violate College Board PSAT calculator guidelines. Most of these guidelines are common sense, like that you can’t use a calculator that makes noise or a calculator that can access the Internet. A few of the other qualifications, though, are less obvious, like the fact that you can’t use a calculator that requires an electrical outlet. If your calculator meets any of the following criteria, you cannot use it on the PSAT: It’s part of a portable/handheld computer, laptop, electronic writing pad, or pocket organizer. Shockingly, you can't use your computer while taking the PSAT. It has QWERTY (i.e., typewriter) keypads as part of hardware or software (e.g., TI-92 Plus, Voyage 200). You also can’t use any â€Å"hardware peripherals† with an otherwise approved calculator (e.g. an external keyboard or LCD screen) It has pen-input/stylus/touch-screen capability (e.g., Palm, PDAs, Casio ClassPad) It has wireless or Bluetooth capability It paper tapes It can "talk" (terrifying) or make noise It requires an electrical outlet It can access the Internet It has cell phone capability or audio/video recording capability. No using your cellphone calculator on the PSAT! It has a digital audio/video player It has a camera or scanning capability No external view screens allowed on yourPSAT calculator! (Joe Haupt/Flickr) 4 PSAT Calculator Tips Now that you know what your options are for approved calculators for PSAT testing, let's go through a few key tips to help you use your calculatoreffectively on test day. Tip 1: Bring an Approved Calculator to the Test It’s better to have a calculator you can use and end up not needing it than to need a calculator and not have one. The same thing goes for making sure it’s an approved calculator; there’s no point in bringing a calculator with you that you can’t use. Tip 2: Be Familiar With Your Calculator One of the main reasons to use a calculator is that it enhances your speed and accuracy on the test. If you’re using a calculator you’ve never used before, you’ll be slower and more prone to errors, no matter how fancy the calculator is. Avoid test-day peril by using the calculator you plan to use on the PSAT for your everyday schoolwork and homework as much as possible. That way, when PSAT time comes, you’ll be comfortable with your calculator. Tip 3: Check the Calculator's Entry Line When you’re doing calculations during the test, it can be easy to get caught up in the rush to finish the test in time and accidentally hit "8" instead of "5," or "x" instead of "-". To limit the impact of these errors on you, double check the entry line before hitting â€Å"enter† to make sure you haven’t entered in the wrong number or operation. Double-checking the entry line is particularly important if you’re not using a graphing calculator that keeps a running log of all the calculations you’ve done. Tip 4: Know When Not to Use Your Calculator Especially if you have a graphing calculator, it can seem like the easier thing to do is to let the calculator work for you. Meticulously entering in an equation into the calculator and getting it to solve it for you, however, can take way more time than just doing it by hand would. This doesn’t mean you shouldn’t use the calculator at all; rather, use it as a supplement to your skills, rather than as a replacement. Be warned,you shouldn't rely on calculator apps to do the hard work for you. PSAT proctors have the right to inspect your calculator and delete all programmed apps on there, and if you’d grown accustomed to using apps to solve problems, you’ll be in hot water. Hot water: beautiful to watch spewing from a geyser, less beautiful to be in. What’s Next? Now that you've gotten your calculator figured out, what's left to do? Only to learn what a perfect PSAT score is and how to get it, naturally. Ready to get into the details of what you'll be tested on when you take the PSAT? We discuss what's covered (and what's not) in our complete guide to the PSAT. Find out when you can take the PSAT with our up-to-date PSAT test dates article. Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Assessment for Training Project Assignment Example | Topics and Well Written Essays - 2500 words

Assessment for Training Project - Assignment Example The training program can have a positive influence on teachers’ performance improvement. Teacher training program is a type of adult training which facilitates to develop personal knowledge. The teacher training program is designed to provide a context regarding the requirements of teachers and their desired learning activities (Wati 79-104). Nowadays, education is going through a serious transformation with the arrival of globalization, increase in social along with demographical diversity among students, the introduction of the knowledge-oriented economy and initiation of information and communication technology (ICT). Thus, traditional teaching activities are unable to generate skilled employees which are required for fulfilling the demand of present employment market. These changes have resulted in the development of the teacher-training program by Microsoft to enhance the effectiveness of teaching and learning procedure (Al-Hattami, Muammar and Elmahdi 39-45). In accordance with the opinions of Teachers Forum organized in 2005, it has been observed that most teachers believe that they are required to offer different learning experiences to the students. In the Teachers Forum of 2006, the teachers insisted on facilitating innovative learning activities by involving in authentic and meaningful tasks which can develop critical thinking and enhance their problem-solving ability within their respective environment (Microsoft Corporation 1-21). AREA OF TRAINING NEEDS TO BE ADDRESSED With respect to education, it is worth mentioning that the education system, designed for grandparents is not appropriate for present day’s students. Educational systems in various schools have not changed fundamentally in over a century. Thus, the key question arrives in this context is that if the traditional educational system is able to satisfy the requirements of the students of future generation? (Microsoft, â€Å"Teacher Training Programs†) Educa tional investigators have long proposed the schools to follow a new model of teaching and learning. One key priority with respect to teaching is to alter the core of schooling from teacher-centered to pedagogy-based understanding of students’ thought procedure, their abilities to learn and use theoretical concepts in order to derive the solution of practical problems. In order to understand the areas that must be addressed in Teachers Training Program a questionnaire has been designed for teachers (see appendix). About 50 teachers from various schools have been surveyed for recognizing their requirements. According to the outcome of questionnaire, it can be recognized that most of the teachers have not participated in any professional development training activities in last three years. Among the respondents who have stated that they participated in training programs in last three years depicted their participation in courses which are particularly related with their respecti ve subject areas, educational conferences and seminars and formal school arrangement training. The respondents also stated that the training programs

Wood in Construction Essay Example | Topics and Well Written Essays - 750 words

Wood in Construction - Essay Example Working with laminates is much harder than working with plywood. The traditional methods of working with screws and nails work well with plywood. However, laminates cannot hold nails since they are weaker hence they are only joined by screws. Laminates and plywood can be compared in terms of their difference in lamination. Laminates are often laminated when they are being manufactured. Plywood, on the other hand, is not pre laminated by the manufacturer (Miller, 1963). Therefore, decorative laminates have to be bought separately, trimmed to size and glued to the plywood during construction. Lastly, laminates and plywood differ in quality. Laminates get damaged easily when exposed to humidity and moisture while plywood is mostly resistant. It is manufactured in various grades ranging from marine grade plywood to moisture resistant ply wood.Today, various types of wood are used in construction. For example, Pine, Douglas fir, and Poplar are often used to make solid wood doors (Meza, 20 13). Wood has been tested and used efficiently over the years for a different variety of structural activities. New houses in the world today are mostly made of wood framed construction. However, one needs to comprehend its weaknesses and strengths in the construction process before using it. The most attractive component of laminates for customers in the construction industry is most likely that it is cheaper when compared to solid wood or plywood. However, plywood is more durable and costlier.

Multiple Determinants of Health in the Workplace

Multiple Determinants of Health in the Workplace Melissa Evans    Introduction Occupational Health is a two-way relationship between health and work. According to Occupation Health (2007), Occupational Health is as much related to the effects of the working environment on the health of workers as to the influence of the workers state of health on their ability to perform the tasks for which they were employed. Its main aim is to prevent, rather than cure, ill health from wherever it arises in the workplace. A persons health can impact on their work and their work can impact on their health. Approaching the impacts on work health holistically, we can look at the determinants of health within the workplace through the use of various models; however we are going to focus on the Dahlgren-Whitehead Rainbow Model. In essence the Dahlgren-Whitehead model highlights a causal relationship between individual lifestyle choices, social networks, working and living conditions and economic, political and environmental factors, globally, nationally and locally. While the configuration of these different layers and factors can have both positive and protective influences on our lives, they can also undermine health and wellbeing, both for individuals and communities. For example, adverse economic conditions have implications for employment and training opportunities, public services such as health, social care, education, the wide range of services provided by local authorities, as well as the funding they provide to support local voluntary sector services. Where adverse conditions persist, they can have a significant and negative impact on social attitudes, social cohesion and social mobility(NHS Education for Scotland). Developed in 1991 by Goran Dahlgren and Margaret Whitehead the Dahlgren Whitehead Rainbow maps the relationship between the individual, their environment and health. The rainbow looks at five main areas. These areas include: Age, Sex and Constitutional Factors This is the core of the Dahlgren-Whitehead model and it focuses on the key areas of age, sex, ethnicity and genetic/biological constitutional factors. A workers age, sex or constitutional factors can reveal if the worker brings with them a pre-existent health status to the workplace such as inheritance and genetic susceptibility. Other factors in the extended layers can also be influenced by this component of the model. Individual Lifestyle Factors This layer focuses on a persons lifestyle choices. Behaviours such as alcohol and other drug misuse, poor diet, smoking, lack of physical activity, the number of jobs they do or if they play a sport can have an impact on a workers health and in turn could affect their ability to complete certain tasks in the workplace. Injuries caused by lifestyle choices such as sport could impact on a workers ability to carry out certain tasks or could put them at a higher risk of aggravation within the workplace which could lead to more serious injuries. Social and Community Networks This layer focuses on family support, friends and wider social circles. In this layer we can look at things like different cultural backgrounds, communication, community support groups and interpretation services. Quality not quantity should be taken into consideration. Living and Working Conditions This layer focuses on access to opportunities such as work, unemployment, training, health care services, housing, public transport and amenities. It also includes items such as water, sanitation and access to essential items such as food, fuel and clothing. When we focus on work we need to focus on the type of work to see if there is a potential for occupational disease or stress. Financial instability and access to health services could be a result of unemployment. General Socio-Economic, Cultural and Environmental Conditions This layer factors that impact on health and wellbeing such as social, economic, cultural and environmental. Items include availability of work, wages and taxation, prices of essential items such as food, clothing, transport and fuel. Cultural factors could include health being affected by traditions and beliefs of the family community. These conditions get reported on through to the government and in turn can influence the priorities of health policy and spending by the government. Whilst there is extensive documentation and evidence prior to the development of the Dahlgren-Whitehead with respect to Occupational Health, the model has been widely used to assist with research of the vast array of factors that can impact our workers from both a health and work level. The development of the model now allows us to look into reviews and research papers, and including qualitative and quantitative evidence in a more in-depth way. When using this information it should be supplemented with local and expert knowledge, policy information, and proposal specific information. According to the Declaration on Occupational Health for All by the World Health Organisation (1994) by affecting the health of the working population, occupational injuries and diseases have profound effects on work productivity and on economic and social well-being of workers, their families and dependants. Depending on the type of occupational injury or disease its effects can be far reaching. Whilst a majority of occupational injuries and diseases are minor there are also those that are more severe that the outcome could be long term, for example, could result in ongoing hospital treatment for an extended period, may need extended rehabilitation, permanent disability or even death. Lets look at the potential outcome of a worker who sustains a permanent disability and is wheelchair bound for the remainder of their life, it is not just the worker who is effected but their family, friends, their wider community, the costs that it generates, the loss of productivity at the workplace and the impact on social security systems. The World Health Organisation (1994) states that health and safety problems at work are, in principle, preventable and should be prevented by using all available tools legislative, technical, research, training and education, information, and economic instruments. In order to achieve this outline a workplace needs to consult Federal, National and State Legislation such as the Work Health and Safety Act 2011 as well as Australian Standards and Codes of Practice to assist with the development of a Safety and Health Policy in the first instance. From the policy a workplace then needs to delve further and design and implement Safety Management Systems, work instructions, job descriptions, job dictionaries, etc. Once the documentation has been researched, designed and implemented they then need to look at training and education. As part of this phase they need to identify hazards, conduct risk assessments and look at controls and interventions for prevention and control. Reference List Aw, T.C., Gardiner, K. and Harrington, J.M. (2007) Occupational Health. NHS Education for Scotland. Retrieves March 20, 2017 from http://www.bridgingthegap.scot.nhs.uk/understanding-health-inequalities/introducing-the-wider-determinants-of-health.aspx Dahlgren, G. and Whitehead, M. (1991). The Dahlgren Whitehead Rainbow. Retrieved March 18, 2017 from http://www.esrc.ac.uk/about-us/50-years-of-esrc/50-achievements/the-dahlgren-whitehead-rainbow/ World Health Organisation (1994). Declaration on Health for All.