Monday, September 30, 2019
W. H Auden: The Unknown Citizen
The marble monument erected by the state or town is usually of a hometown hero. The person is almost always someone who did well for the country and originated from a certain town. The statue is almost never of someone who is just an ordinary man living life just like everyone else around him. This man is the model citizen; one who never causes a stir, goes to war when asked, and does everything to serve the common good. He is a conformist, a person whom the government holds high and promotes for others to strive toward becoming. The monument covers everything from his job record to his health history, all documented parts of his life, showing the reader exactly what the ââ¬Å"Stateâ⬠is concerned with. Looking at the poemââ¬â¢s structure, use of sound, and the style we see that the man is celebrated because ââ¬Å"he served the Greater Communityâ⬠(Auden 5) in everything he did and never questioned the government. The narrative structure of the poem represents a speech by the local representative. The statue only has a reference number JS/07/M/378 because to the government the behavior is more important the man himself. While the speaker calls this man, ââ¬Å"in the modern sense of an old-fashioned word, he was a saintâ⬠(4), he only knows this because of the research prior to the event. The representative decides to talk about how the man performed all t he correct tasks throughout his life. The state hardly cares whether or not the man ââ¬Å"was popular with his mates and liked a drinkâ⬠(13) so long as he ââ¬Å"wasn't a scab or odd in his viewsâ⬠(9). It is also important to note that ââ¬Å"he held the proper opinions for the time of yearâ⬠(23) than if he was ââ¬Å"freeâ⬠and ââ¬Å"happyâ⬠(28). The use of sound reveals that the Unknown Citizen lived an ordinary life. The speaker consistently uses a simple rhyming scheme- ââ¬Å"Our report on his Union shows it was sound/ And our Social Psychology workers foundâ⬠(11-12) to show the manââ¬â¢s existence. The reader learns that the citizen ââ¬Å"was fully insuredâ⬠(16) and that ââ¬Å"he was once in hospital but left it curedâ⬠(17). The fact that the rhyme scheme is hardly tampered with suggests that the citizen's life was consistently regular and ordinary. The most significant use of sound comes at the end of the poem, when the speaker asks, ââ¬Å"Was he free? Was he happy? The question is absurd:â⬠(28). Here, the speaker reinforces the state's power over the individual and dismisses any notion that happiness and freedom are part of the state's plan. It also forces the reader to acknowledge the state's total control over its citizens and how the man's passive life was led according to the government's will, not his own. Looking at the style and the use of language in The Unknown Citizen it reveals that the man served the state in every aspect of his life and was rewarded to show other people the benefit of doing the same. The poem states that ââ¬Å"there was no official complaintâ⬠(2) against this model man and it goes so far as to saying ââ¬Å"he was a saint (4). The speaker describes more of the man's qualities in order to show the people what a model citizen should be like. Thus, he explains that the man ââ¬Å"never got fired, / but satisfied his employersâ⬠(7-8) and ââ¬Å"paid his duesâ⬠(10) on time. By doing this, the citizen ââ¬Å"had everything necessary to the Modern Man, / a phonograph, a radio, a car and a frigidaire. â⬠(20-21). The man even had the state in mind when he had a family of five children, for he had ââ¬Å"the right number for a parent of his generationâ⬠according to the government's ââ¬Å"Eugenistâ⬠(26). For those citizens who may have doubted whether the man's existence was an ideal one, the speaker explains that questioning whether or not the citizen was happy ââ¬Å"is absurdâ⬠(28) because only the man's servitude to the state is important. The overall theme of the poem can be viewed as a symbol as a whole, as it is a symbol of how the government treats conformists versus individuals. A symbol can be found in the line ââ¬Å"Our researchers into Public Opinion are content / That he held the proper opinions for the time of year;â⬠(22-23). ââ¬Å"Public Opinion,â⬠which is capitalized, is very important to the ââ¬Å"State,â⬠as they feel if they can control opinion, they can control people, because most people will just go with the flow. It is through these subtle symbols that Auden is able to reveal how he feels about conforming to government xpectations, as most writers stray from conform. Yet despite the state's assurances, the Unknown Citizen's monument is still dedicated to a reference number instead of an actual name. Being a model citizen does not amount to much in a country where one's freedom and liberty are nonexistent and one's entire life is planned by the state. Indeed, the man's inscription illustrates this point: ââ¬Å"To JS/07/M/378 / This Marble Monument is Erected by the Stateâ⬠follows the familiar rhyme scheme that marked the man's passive life.
Sunday, September 29, 2019
Sentinel Event
A1. Sentinel Event Review of the medical record for the specified patient (SP) was completed 09/16/12. The medical record revealed that the SP was a minor child with a diagnosis of history of frequent and recurrent tonsillitis and was scheduled to have the tonsils and adenoids removed 09/14/12 at 10:30 AM as an outpatient procedure. Review of the medical record for the day of 09/14/12 revealed that the SP was admitted to the pre-admission testing area at 9:00 AM. At 10:00 AM the SP was in the pre-operative area with the peripheral intravenous line in place and the pre-operative medications were being administered.At 10:30 AM the SP was in the operating room (OR) and the procedure was performed as scheduled. At 11:15 AM, the SP was moved from the OR to the post anesthesia care unit (PACU). At 12:15 PM, the SP was successfully recovered from the procedure and both the surgeon and the anesthesiologist cleared the SP to go home. The medical record revealed a nurseââ¬â¢s note by the pr e-operative nurse on 09/14/12 at 10:30 AM that documented a conversation between the pre-operative nurse and the SPââ¬â¢s mother where the mother stated she was leaving to run an errand involving an older sibling and left a cellular telephone number.The only documented instruction from the mother was for the nurse to call if the SP got out of surgery sooner than expected. In an interview with the PACU nurse conducted on 09/15/12 at 10:00 AM, the PACU nurse stated that on 09/14/12 at approximately 12:30 PM, the patient was released for home to her father, who was identified by his driverââ¬â¢s license; the PACU nurse stated that she provided written instructions for the patientââ¬â¢s post-operative care and follow up appointment to the father.The PACU nurse stated that the patientââ¬â¢s father verbalized understanding of the discharge instructions and left with the patient. The medical record lacked documentation of this encounter. The medical record also lacked documenta tion of any restrictions as to which parent was permitted to take the patient home. The patientââ¬â¢s mother arrived at the hospital on 09/14/12 at approximately 1:00 PM to take the patient home and was extremely distraught when she discovered her daughter was not in the PACU as she expected.There was a shift change at 1:00 PM and the oncoming nurses did not know that the patient was released to her father. As a result, security was called and a hospital-wide child abduction alert (code pink) was activated. In addition to hospital security, local law enforcement was also notified of the missing child. The SPââ¬â¢s mother told the hospital security officer that she and the SPââ¬â¢s father were divorced and she had full custody of the SP and the SPââ¬â¢s siblings. On 09/14/12 at approximately 1:30 PM, the SP was located at the fatherââ¬â¢s residence, in the care of the father.The SPââ¬â¢s father stated that he took the SP to his residence to wait for the SPââ¬â¢s mother to arrive. No charges were filed against the SPââ¬â¢s father. The hospital management and security personnel assured the SPââ¬â¢s mother that this incident would be investigated and processes would be put in place to prevent it from happening in the future. A2. Personnel There were several employees who had interactions with the SP and her mother during the outpatient hospital procedure. The first person was the hospital registrar who took the SPââ¬â¢s demographic information from the SPââ¬â¢s mother.The next person was the pre-operative nurse who took obtained the SPââ¬â¢s clinical information and medical history from the SPââ¬â¢s mother, performed the initial physical assessment (height, weight, vital signs, cardio-pulmonary, and head to toe), and obtained peripheral intravenous access. The people who then interacted with the SP were the surgeon, the anesthesiologist, and the operating room nurses. The surgeon also had an office visit with the SP and her m other in the days leading up to the surgery. The OR nurse took over care when the SP was moved from the pre-operative area to the OR.The OR nurse made the SP comfortable until she was under the anesthesia and began the recovery process after the surgery was completed. The next person who interacted with the SP was the post anesthesia care unit (PACU) nurse. The PACU nurse was responsible for monitoring the SP during the recovery phase when she was coming out from under the anesthesia. During the post anesthesia phase, the surgeon and the SP assessed and evaluated the SP. Both the surgeon and the anesthesiologist had to sign the papers to release the patient to the discharge nurse. Finally, the patient was transferred to the care of the discharge nurse.The discharge nurse released the SP to her father. After the SPââ¬â¢s mother came back to the hospital and reported the SP was missing, the Chief Nursing Officer (CNO) was immediately involved. The CNO met with the SPââ¬â¢s mothe r and alerted the security team and local police to the disappearance of the child. The local police were able to locate the SP at her fatherââ¬â¢s house approximately 30 minutes after she was reported missing. The CNO had the responsibility to the SPââ¬â¢s mother to launch the investigation into the cause of her disappearance and to implement a plan of correction so the incident could be prevented in the future. A3.Personnel Issues Several factors negatively affected the coordination of patient care by the employees on 09/14/12. First, the communication between the admission personnel and the SPââ¬â¢s mother was ineffective when the registrar failed to obtain privacy information and/or ask about any custody situation. Second, the pre-operative nurse did obtain the custody information and the motherââ¬â¢s cellular telephone number and documented these on her clip board. However, the pre-operative nurse failed to report this as important information to the operating room nurse upon transfer of the SP from the pre-operative area to the operating room.As a result, the operating room nurse did not alert the PACU nurse to this important information upon transfer of the SP from the OR to the PACU area. The hospital failed to have hand off policies and procedures in place when a patient was moved from one area of surgery to another. They depended solely on their electronic record and did not have any reporting requirements in place when a patient was moved from the admission to pre-operative to operative to post-operative areas. There was a cultural/language barrier between the PACU nurse and the Hispanic discharge nurse making verbal communication very difficult.Other factors of poor communication were staffing ratios and the perspectives and attitudes of the staff. In interviews conducted with the registrar, the pre-operative nurse, the PACU nurse, and the discharge nurse after the sentinel event, they all had a negative, finger pointing attitude of doi ng the minimum to get by and not taking responsibility for the sentinel event. There was also a cumulative feeling among the staff of fear of reprimand or of being ignored in expressing thoughts about the security of pediatric patients in the surgery area, ââ¬Å"Organizational structure has a direct impact n the communication within an organization. The way the hierarchy of an organization is designed either invites feedback, open-mindedness and effective communication or stifles, controls and restricts the ability of subordinates to freely express thoughts, feelings and ideas (Papa 2012). â⬠In the post sentinel event interview, the pre-operative nurse expressed an idea about matching hospital wrist bands for both the child and the parent. This was a good idea, but no system for matching wrist bands was in place.The pre-operative and post-operative areas were understaffed that day making communication among the nurses hurried and ineffective, ultimately creating gaps in commu nication and contributing to the sentinel event. The fact that the surgical area was so short staffed left very little time for the nurses to give hand off reports. As a result, many important details were overlooked. The CNO failed to ensure that the required monthly staffing meetings were held among the surgical team members.Finally, the security personnel were not even called for several minutes after the SP was reported as missing and the security manager failed to perform the ââ¬Å"code pinkâ⬠child abduction drills on a quarterly basis as required by the hospitalââ¬â¢s policy. A3a. Improve Interactions The initiative to improve interactions among the personnel working on 09/14/12 included a new policy implemented on 10/01/12 regarding obtaining custody information and privacy information at the point of registration for any minor child whether it is in the emergency room, inpatient, or outpatient areas of the hospital.This policy included a stipulation that three thin gs are established: a list of people who are permitted private information, a list of people who are permitted to take the patient out of the hospital, and a four digit pin number established by the parent. Information and/or the patient themselves will only be released strictly to a person who is both on the privacy list and who have the pin number. A policy and procedure was also implemented on 10/01/12 in the outpatient surgery area which included detailed procedures for patient hand off when the patient was moved from one area to the next.A new patient hand off form was created which included basic demographic data, medical history, allergies, medication profile, the privacy list, pin number, and any other pertinent custody information for minor children. The registrar must document that both a verbal report and the written report were given to the pre-operative nurse. The pre-operative nurse must then document this same information was relayed both verbally and in writing to th e OR nurse and the OR nurse is also required to document this same information was relayed both verbally and in writing to the PACU nurse.The hand off forms must be signed by both the person reporting off and the person receiving the report and filed in the patientââ¬â¢s paper chart or scanned into the patientââ¬â¢s electronic medical record. A mandatory in-service meeting for all staff was held on 09/28/12 to teach the staff the new policy and procedures. Also, the required monthly staff meetings for the entire surgical team (including physicians) will be implemented to serve as a town hall approach discussion to get any complaints or suggestions by the staff out in the open.In addition to the monthly staff meeting, there will be required in-service education for the staff for the next twelve months including patient safety, child abduction prevention, improvisational workshops to prompt discussion among staff, patient hand-off, time out before discharge, patient rights, dive rsity training, verbal communication, nonverbal communication, shift change reporting, patient satisfaction, and patient education. A4. Quality Improvement The identification and data gathering quality improvement method was used in the root cause analysis of the sentinel event.First the problem was identified; the processes needing improvement were pediatric safety and staff communication. These processes were identified through the post sentinel event interviews of the staff, administrative staff post sentinel event huddles, and surgery staff post sentinel event huddle (including security staff). The data was gathered from the SPââ¬â¢s medical records and a timeline was created starting when the SP entered the hospital and ending when the SP left the hospital with her father. This timeline included an analysis of what was actually done by each employee and also what should have been done to prevent the sentinel event.The question of why was asked when inactions were determined to be what resulted in the sentinel event. Along with the SPââ¬â¢s medical record, all other medical records for minor children who received outpatient surgery at the hospital during the first two weeks in September were also analyzed to determine that the inactions on the part of the outpatient surgery staff were a systemic problem and that this was not an isolated case. Staffing ratio policies were reviewed and security policies on ââ¬Å"code pinkâ⬠drills were also reviewed.Staff meetings were held weekly where feedback was provided to staff during the root cause analysis process regarding performance indicators and benchmarking against other hospitals of similar size in the areas of patient hand offs, staff to patient ratios and performance of security drills including child abduction drills. After the data was gathered, all involved in the sentinel event were gathered and a list of causes of the sentinel event was created. This list was used in creating the recommendat ions to improve staff communication and creating the process change to ensure that the sentinel even does not recur.B1. Risk Management Program The process of obtaining custody information and privacy information at the point of registration for any minor child, in all areas of the hospital, will be managed and directed by the head Quality Improvement Officer of the hospital. The new policy also has a requirement to prevent the sentinel event from happening again; at the point of registration any minor child under the age of 18 will have a bar-coded band put on their wrist or if they are less than four years old, on their ankle.The parent(s) or legal guardian(s) will be required to wear a wrist band with a matching bar code. Before the child is discharged home, both wrist bands will be scanned with the computer bar code scanner to ensure the wrist bands match. Only the parent(s) or guardian(s) with proof of legal custody will have the wrist band. Additionally, at the point of regist ration, the parent(s) or guardian(s) will be asked to choose a four digit pin number which will be noted in the electronic medical record under the security tab.At the point of discharge, the parent(s) or guardian(s) will be required to give the four digit pin number before the child is released to them for discharge. These measures are to be implemented by 10/05/12 with 100% compliance expected by 10/12/12. Starting on 10/05/12, the Quality Improvement Officer will audit 25% of all admission paperwork on a weekly basis to ensure compliance with the new policy. The Quality Improvement Officer will keep a log of this audit process and the outcomes of the audits. If a registrar is found to be out of compliance with the requirement, disciplinary action will occur.Starting 10/05/12, the Nurse Manager of the outpatient surgery area is required to audit 25% of the outpatient medical records on a weekly basis for compliance with the new patient hand off policy and procedure which applies t o adult and minor child patients. She will also keep a log of this audit process and the outcomes of the audits. The Quality Improvement Officer and the Nurse Manager of the outpatient surgery area will hold bi-weekly meetings with the heads of each department in the hospital to review the audit results and to obtain feedback from each department regarding the new policies and procedures.The Nurse Manager of the outpatient surgery area will hold bi-weekly meetings with the outpatient surgery staff to review the audit results and to obtain feedback on the new admission process for minor children and the new patient hand off process for all patients. Starting 10/01/12, the Nurse Manager of the outpatient surgery area will also be responsible for closely monitoring the daily staffing ratios and ensuring that adequate staff is working during each shift.Also starting 10/01/12, the head of the security department will be responsible for performing the ââ¬Å"code pinkâ⬠drills monthl y and documenting these in the security log book. New security cameras will also be installed in the outpatient surgery area, at all exit doors, by 10/12/12. B1a. Resources The resources needed to support the changes to prevent the sentinel event from recurring are the medical staff, corporate compliance staff, administrative staff, human resources, and outside compliance consultants.The legal team was immediately involved in the sentinel event to minimize the risk involved in an event such as child abduction. The finance department will provide the financial resources to purchase the new bar coded band system and the new security cameras. The staff will need to be trained on the new policies and procedures by the education department. Also, it is essential that each shift and each department have an adequate staffing ratio which is the responsibility of the hospital administration and the CNO.Human resources, administration, and the CNO were involved in interviewing and counseling the staff involved in the sentinel event. They will have an ongoing responsibility to follow up with the staff to ensure compliance with the new policies and procedures. Outside compliance consultants were also utilized in completing the root cause analysis, creation of the plan of correction, and implementing the plan of correction. C. Sources Papa, J. (2012, May 9). General format. Retrieved from http://www. ehow. com/about_6071356_communication-organizational-structure. html
Saturday, September 28, 2019
Probation and Parole Research Paper Example | Topics and Well Written Essays - 750 words
Probation and Parole - Research Paper Example Probation is usually exercised on criminals who have committed a capital offence. Both Parole and Probation are a method of reducing the overcrowding in jails by releasing them in normal society but at the same time monitoring for their behaviors. History of Parole and Probation The system of parole was introduced by Brockway Zebulon in order to facilitate more space in the overcrowded prisons. Parole provided the incentive for offenders to win their way out of prison by adopting good behavior towards inmates and wardens. Parole was introduced as the good time statute by the Department of Justice in 1867. This statute granted the power in the hands of the warden who was responsible for recommending prisoners for parole and later monitoring these prisoners. Probation was introduced in the US law by John Augustus in order to monitor the release of offenders that still pose a threat to the society, even after serving their prison sentence in full. Augustus ââ¬Ëwas the first to provid e ball for defendants under the authority of Boston Police Court in 1841ââ¬â¢ (Clear, Cole and Reisig, 187). Probations are extension to the prison sentence and were adopted by most states in 1879. Rights According to law, every individual on parole and probation is allowed to exercise certain rights. These rights are granted to the individual through the law and could only be revoked in certain conditions. Under parole and probation, the individual has the right of freedom to move. However, this freedom of movement is restricted to areas within the place specified by the individual as his residence city or state. The probationer also has to report on a weekly basis to the probationary officer to give an account of his weekly activities. In case, the probationer commits any offense, he has the right to receive notification from the court and arrange for his defense council. The probationer also has the right to speak in front of the hearing council to plead on his own behalf. Rev ocation Both parole and probation could be revoked at any time if the officer in charge believes that the individual has committed any offense or gone against the conditions of the parole or probation. In most cases, the parole and probation officer has the authority to hold the offender in custody if he has sufficient belief that the offender poses an immediate threat of society. Certain cases with respect to revocation have brought changes in existing laws. The Morrissey v. Brewer in 1972 is one such case. This case gave the parolee certain rights when being considered for revocation. Under these rights, the parolee has the right to written notice before considered for revocation and evidence and laws violated must be identified beforehand. The Parolee also has the right to question the evidence and the witnesses presented for the case. Another case is The Pennsylvania v Scott (1998), which bars the use of evidence that has been collected without a search warrant from the paroleeà ¢â¬â¢s residence. Revocation laws were also updated after Gagnon v. Scarpelli (1973). This allowed probationers the right to hearing in case of being charged for any offense and the right to hire a lawyer for the hearing council (Alarid, Cromwell and Carmen, 148). Release on Parole and Probation There are certain general conditions for Parolees and Probationers released on
Friday, September 27, 2019
Terminology & Experiences & Beliefs Case Study Example | Topics and Well Written Essays - 250 words
Terminology & Experiences & Beliefs - Case Study Example I began to associate the term with high intelligence in a given area and high levels of income. The term also implies come connotations of social privilege. I would describe an accounting professional as a person who has gone through the formal education system of accountancy and acquired the requisite skills of accountancy to such a level that he can and has applied them to solve accounting related problems. Necessarily, such a person, according to my description, should have some experience in the accounting area of specialization, and must reflect a high regard of ethical practices. Yes, I would differentiate myself from the well-paid non-professional people in the field of accounting precisely because my formal training as an accountant has enabled me to acquire resourceful insights that differentiates me from non-professionals. I am knowledgeable about the dynamics of the business world and the attendant principles that govern them. With sufficient experience, I believe that I would be able to distinguish myself from the well-paid non-professional because of the depth of my insight and the formality of my
Thursday, September 26, 2019
Parenting and Student Success Essay Example | Topics and Well Written Essays - 1250 words
Parenting and Student Success - Essay Example Paul begins her analysis of Chuaââ¬â¢s book and the furor that accompanied it by citing several excerpts from the book that she reckons may have ignited the controversy. This way, she perfectly places her piece in the correct context by identifying with the wild emotions provoked by Chuaââ¬â¢s book. This helps her later to critique the audience on the issue of parenting. It also helps her to provide a background to Chuaââ¬â¢s book and the specific reasons behind its controversy as well as sales. Paul establishes that the publicââ¬â¢s outrage towards Chua is due to a section in the book where the ââ¬Å"self-described "tiger mother,"â⬠reigned in on Lulu, her daughter, to practice for long continuous hours ââ¬Å"... with no breaks for water or even the bathroom.â⬠Paul is also of the opinion that the publicââ¬â¢s outrage towards Chua may also be due to her reference to Sophia, her other daughter as garbage when she was deemed to be disrespectful, or even her vilifying and rejection of the birthday card that Lulu made for her. These citations help Paul to set the correct tone with which to address quite a fundamental question in the American society; parenting (University of Richmond 2003). ... own for being light-hearted here appears quite disturbed with Chua, barely containing her contempt while reading viewer comments such as "She's a monster" and "The way she raised her kids is outrageous". Others have even questioned Chuaââ¬â¢s love for the children. Paul asserts that Chua ââ¬Å"gave as good as she got,â⬠further airing her views that Western parents are weak. This ultimately leads their children to ruin by giving them too much free time and ââ¬Å"how poorly they prepare them for the future," especially when ââ¬Å"It's a tough world out there.â⬠However, Paul argues that the intense contempt and reaction to Chuaââ¬â¢s stance and self-declared superiority masks certain underlying concerns amongst Americans, ââ¬Å"her invocation of what she describes as traditional "Chinese parenting" has hit hard at a national sore spotâ⬠. This is the fear that Americans seem to have about Chinese domination of global affairs. Essentially, Paul employs the confl ict ââ¬Å"Tiger Momsâ⬠and Western parenting to discuss Americaââ¬â¢s place in the global outlook especially with the recent advances being made by the Chinese. Paul then adopts an anecdotal tone in detailing the economic plight of America, and their comparison to the rest of the world in terms of education. She indicates that the American economy is not performing as traditionally would be expected to grow at ââ¬Å"an anemic 2.6% and many economists say unemployment will continue to hover above 9%â⬠and further expounds that ââ¬Å"Part of the reason? Jobs outsourced to emerging economies such as Brazil, India and China.â⬠She contrasts the economic plight of America to that of China observing that ââ¬Å"Meanwhile, in China, the economy is steaming along at more than 10% annual growthâ⬠and is at the moment at a surplus running into
Wednesday, September 25, 2019
What main objectives did the British and Russian Empires pursue in the Research Paper
What main objectives did the British and Russian Empires pursue in the course of the Great Game in Central Asia and Afghanistan - Research Paper Example This rivalry spanned years and periods in the lives of the people affected by the rivalry. It also went through different phases in for the countries concerned. This paper shall now discuss the objectives which the British and Russian Empires had in the course of the Great Game in Central Asia and Afghanistan. It shall provide the historical beginnings of the rivalry, including its highlights and significant events. It shall also discuss the significant objectives which the empires had in the Great Game. It shall also highlight the rivalry of the empires in Afghanistan and in Central Asia, as well as the impact and the overall goals achieved in these nations by these empires. Body Britain and Russia were involved in a major rivalry in Central Asia at the start of the nineteenth century; this went on to the early 1900s (Szczepanski, 2011). Much of Britainââ¬â¢s reasons for wanting control and influence over Central Asia have been tied in with its goal to establish a British India. Russia, on the other hand, was seeking to increase its territory as a means of establishing the largest empire in the world, and if gaining India from Britain would ensure this goal then it was willing to secure any means to conquer India (Szczepanski, 2011). ... This convention also set forth the border zone between these two empires, and later declared Afghanistan part of the British protectorate. Despite the establishment of this convention, the relationship between these two empires remained strained and tension-filled. This tension was somehow minimized when these territories allied with each other during the First World War. Specific details of this ââ¬Å"Great Gameâ⬠shall be discussed forthwith. In the latter part of the 19th century, the Russian and British Empire showed stirrings of a conflicting and tense meet-up. As Russia was expanding its power and territories to its east and southern borders, Britainââ¬â¢s power over its empire and territories was being threatened (Johnson, 2006). When British interests in India were also threatened, Britain became fully determined to secure its interests. This period marked a major rivalry between these two empires, and this ââ¬ËGreat Gameââ¬â¢ became clearly apparent in Europe and well into the Far Eastern region of Asia (Johnson, 2006). Prompted by Russiaââ¬â¢s seeming interest in India, Britain increased its military activities in Afghanistan and Tibet, and many of these military activities were often disastrous for the countries involved (Johnson, 2006). From the early 18th to mid-19th centuries, Russia exercised its power over India which was then under British control. The Russians were not able to gain as much progress in terms of empirical conquests in the 1700s and 1800s, but in the 19th century, they were seriously posing a threat on India. The distance between the British and Russian empires was also starting to close in, and both empires were now aiming to conquer as much land as the land that lay between
Tuesday, September 24, 2019
World Culture Music Research Paper. Indonesian Music Essay
World Culture Music Research Paper. Indonesian Music - Essay Example Indonesia is well known for its diverse highlands that possess a wide range of cultures and characters. This eventually explains the availability of different forms of music. The music is significant to audiences in theatre as well as dance. The music of Indonesia is accompanied with various cultural beliefs and practices. Some communities chant as they go on with their rituals. Indonesian music is now well known across the continent and beyond. The richness of the music of Indonesia translates to the various musical instruments that exist within the people of Indonesia. Just as there are various musicians and scholars in Indonesia, the scope of the use of musical instruments is wide and can be discussed under various guiding principles that express the cultures that exist in Indonesia. Indonesians have always used music in nearly all their activities for reasons that can be best described as functional. The music of Indonesia has a wide historical background, just as the cultures th at exist (Hoffman 75). The music has played various roles and has influenced a number of activities and lifestyles of the Indonesian societies. History of Indonesian Music The historical background of Indonesian music cannot be dated to any period. However, the music is as old as the various cultures that exist within the Indonesian areas. Creativity within the local people has been one of the contributing factors that have contributed to the growth and development of Indonesian music. Foreign influences have gone further to introduce different cultural and artistic values that have directly influenced the music (Goldsworthy 309). This has led to hundreds of musical forms that are now dominant in Indonesia as well as the surroundings. In this influential endeavor, the music of Java, Sumatra, Bali, and Flores has been documented and recorded through research by various Indonesian and other international scholars. From various studies, native Indonesian tribes used chants and songs th at were accompanied by various musical instruments in various festivities as well as rituals. The Indonesian republic represents a modern developing nation that a wide kaleidoscope of people, languages as well as cultures. More than one hundred different ethnic groups that speak moire than three hundred languages have maintained the various traditions that reflect the cultures of Indonesia. Due to the existence of the four great religions (Islam, Hinduism, Buddhism, and Christianity), music has also been influenced by religious practices that are carried out in Indonesia at large. Throughout history, music, dance and theatrical genres have been used for various functions: to provide entertainment to the ancestors, lend spiritual solemnity to the various religious occasions and provide pleasant entertainment to the worshipers (Anderson 77). In the past, Indonesians considered music as part of their everyday life. In rituals, ceremonies, as well as war, music was a mode of self-expres sion that accompanied various dances. Indonesian archipelago is the largest island in the world. It represents various cultures that are representatives of the music that Indonesia now posses (Sandhyarani).the exiling of Hindus to Bali because of the introduction of Islam in Indonesia is said to have contributed to the development of music of the island of Bali. Types of music Due to the scope of the Indonesian islands as well as the diversity of the cultures that are present in Indonesia, there are various types of music in Indonesia that represent that various tribes and language groups. The various types of music include Folk music, Tembang sunda, among others. The existence
Monday, September 23, 2019
Master Plan Evaluation Term Paper Example | Topics and Well Written Essays - 500 words
Master Plan Evaluation - Term Paper Example ty is that landsides in both of the two airports are build with the new improved facilities that giving the airports a high technological advancement. The other similarity is that the landsides in both airports meet the recommended curb capacity. Moreover, landsides in both of the two airports provide easy access to future mass transit system (Richard de Neufville & Odoni, 2003). Various differences emerge on the issue of landsides in both airports. One of the differences is that in the Kansas City, the landside accommodates southern landside access (Richard de Neufville & Odoni, 2003). However, Portland International accommodates both the southern and southern east landsides. The other established difference in matters related to landside is that the Kansas City landside provides effective to access roads. However, the landside in Portland International Airport required certain changes and improvements in order to provide effective to access roads (Richard de Neufville & Odoni, 2003). One of the similarities is that in both of the two airports, there are in-terminal circulations of vehicles within the airport. The other similarity is there are designated areas where vehicles are required to drop or pick passengers within the airport. The other similarity in matters related to vehicle circulation is that in both of the two airports, there are designated areas for parking vehicles for the all the staff members and customers. One of the established differences in both of the two airports is that there are a number of growths in relation to roadway capacity to facilitate effective vehicle circulation in Portland International Airport. Some of these growth issues include freeway interchange, airport access roads and terminal roadway. However, there are no such improvements identified in Kansa City Airport. The other main difference between the two airports is limited expansion capability in the main terminal of Kansas City Airport. However, Portland International
Sunday, September 22, 2019
Chemistry Essay 4 Lab Report Example | Topics and Well Written Essays - 500 words
Chemistry Essay 4 - Lab Report Example However, they are not educated on the required limit of intake and over consciousness might cause them to develop vitamin imbalances detrimental for the body. Recently, an increase in the number of fatalities has been recorded because of the presence of a particular natural supplement called ephedra in the dietary products in USA. (OMeara, 2003). Intake of such supplements may cause an individual to develop heart attacks, coronary diseases and hormonal imbalances. Not only this, there are drug producers that intend to increase their sale by presenting the drugs in disguise of the vitamin tablets. They deem it an appropriate way to confidently advertise their drug without being criticized for its negative impact on the users. There are supplements that cause addiction, and their validity is highly questionable. In such circumstances, the Drug Enforcement Administration (DEA) should regulate public access to such harmful so-called ââ¬Å"nutritious supplementsâ⬠in an attempt to c ombat the drug producing companies in this field. In addition to the free public access to dietary supplements, there are other issues that need to be done something about. One of such issues is the tendency of people to get the medicines they require imported from other countries in an attempt to escape the check of local DEA that might have scrutinized them given the bad health effects of the medication. In other cases, people prefer to import the medicines prescribed by their doctor simply because they may be cheaper as compared to their price in their own region. For example, many Americans prefer purchasing medicines from Canada because the rates are much lower in the latter than in the former. There are many evils associated with such a practice. First of all, medicines available in the stores in local region complete their life and expire before a patient buys them because many
Saturday, September 21, 2019
Effective Performance Appraisal Essay Example for Free
Effective Performance Appraisal Essay In spite of this fact, however, there are some elements which are common to all effective performance appraisal systems, regardless of the actual method(s) used in the system. These elements will be discussed shortly. However, before examining these common links, a brief overview of performance appraisal as it is currently practised in American organisations is in order. Current Trends in Performance Appraisal As previously noted, controversy over the best performance appraisal system continues. The dilemma was highlighted in the 19 May 1980 issue of Business Week where the editors concluded that managers want a system that will pinpoint specific marginal behaviour that should be reinforced or discontinued, serve as a personnel development tool, provide a realistic assessà ment of an employees potential for advancement, and ââ¬â a particularly hot issue in the 1980s ââ¬â stand up in court as a valid defence in discrimination suits. Has the search for a best system affected what companies actually do in performance appraisal? A study conducted by Taylor and Zawacki[2] in 1981 set out to answer this question y sending a mail questionnaire to 200 firms located throughout the United States ââ¬â these companies were selected at random from the Fortune 1000. Eighty-four (42 per cent) were returned and used in the study. The size of respondent firms ranged from less than 1,000 employees (nine), 1,000-5,000 employees (63), and more than 5,000 employees (12). Non-respondent firms did not vary significantly in terms of size. This study, which duplicated a previous one conducted in 1976, asked what kind of performance appraisal system was used for management and blue-collar employees. It also asked for the interval between ratings, productivity and employee reaction to the appraisal system, anticipated changes and respondent satisfaction to the present system. While it is not possible to go into all the detailed findings of this study, some of the most pertinent information is summarised below. ? While in 1976 43 per cent of the respondent firms had used a traditional performance appraisal system (e. g. , forced distribution) and 57 per cent had used a collaborative system (e. g. , MBO), in 1981 these figures had changed to 53 per cent and 47 per cent respectively. In other words, the proportion of companies using a traditional approach to performance appraisal had increased while the proportion of those using a collaborative approach had decreased. Several respondents provided written comments stating that they had changed to quantitative (i. e. traditional) systems in recent years in reaction to legal challenges to their previous collaborative system. In 1981, 39 of the 41 organisations using a traditional system used a graphic rating scale. Of the collaborative forms, 23 firms used MBO and 11 used a BARS system. The percentage of firms not satisfied with their current appraisal system increased from only nine per cent in 1976 to 47 per cent in 1981. In addition, those with collaborative systems were more likely to be satisfied, while the majority of firms with traditional systems expressed dissatisfaction. As far as the effect of the type of system used on employee attitudes went, 37 per cent of the ? IMDS January/February 1988 13 ? companies using a traditional approach felt that it had improved employee attitudes while 63 per cent felt it had not. Of those companies using a collaborative approach, 77 per cent felt it had improved employee attitudes and 23 per cent felt it had not. ? Of the 22 firms indicating that they anticipated changing their performance appraisal system in the near future, 12 were moving from a collaborative system to a traditional system. This is especially interesting in light of the fact that, in the 1976 study, the majority of firms indicating that they were considering a change said that the move would be from a traditional to a collaborative approach. While the 1981 study did not delve into the reasons behind this shift in attitude, Taylor and Zawacki conjectured that it was due to governmental and legal pressures for precise (i. e. , quantitative) measures which overwhelmed a desire to help people develop and grow towards becoming more effective employees. Of the firms surveyed, 49 per cent felt that their performance appraisal system had improved employee performance (roughly the same proportion found in 1976). However, the number of firms that did not believe employee performance had improved as a result of the appraisal process had gone from four per cent in 1976 to 19 per cent in 1981 ââ¬â and none of these firms anticipated changing their system! (5) The appraiser should be given feedback regarding his/her effectiveness in the performance appraisal process. (6) The performance appraisal system, regardless of the methodology employed, must comply with legal requirements (notably, Equal Employment Opportunities guidelines). Since the factors listed above are consistently highlighted in the literature as essential elements of an effective performance appraisal system, each of them warrants individual attention. Performance Goals Must Be Clearly and Specifically Defined Special emphasis should be placed on this phase of performance appraisal, since the lack of specifically defined performance goals will undoubtedly undermine the effectiveness of the entire performance appraisal process. The key performance areas need to be identified, assigned priorities and stated in quantifiable terms whenever possible. The mutual goal-setting process between a manager and subordinate associated with Management by Objectives is a particularly beneficial way to foster acceptance and internal motivation on the part of the employee[3]. As is often the case, if multiple goals are established, they should be ranked so that the employee has a clear understanding of which areas may warrant more attention and resources than others. Furthermore, every attempt should be made to describe performance goals in terms of their time, quality, quantity, and monetary dimensions. This will reduce the opportunity for misinterpretation about what is to be accomplished and what limitations there are. The quantification of goals will also make it easier for the manager and the employee to measure the employees progress towards achieving the objectives. The need for quantifying objectives is succinctly summed up by George Ordione: If you cant count it, measure it, or describe it, you probably dont know what you want and can often forget it as a goal. There is still too much, do your best, or Ill let you know when its right, going around in todays organisations. If you cant define the desired type and level of performance in detail, then you have no right to expect your subordinate to achieve it. [4] ? To summarise, it would appear that while most firms wish to use a collaborative form of performance appraisal, they feel thwarted by outside forces (notably Equal Employment Opportunities requirements) in their attempts to implement such a system within their organisations. The dilemma, then, is finding a workable solution which will meet both constraints. The remainder of this article will take a look at these two seemingly conflicting areas (effectiveness vs. efensiveness) and how they can be integrated into a meaningful performance appraisal system. Elements of an Effective Performance Appraisal System While various authors use different names and modified descriptions for them, the following factors seem to be universally accepted by most authorities on the subjects as requisites for an effective performance appraisal system: (1) Performan ce goals must be specifically and clearly defined. (2) Attention must be paid to identifying, in specific and measurable terms, what constitutes the varying levels of performance. 3) To be effective, performance appraisal programmes should tie personal rewards to organisational performance. (4) The supervisor and employee should jointly identify ways to improve the employees performance, and then establish a development plan to help the employee achieve his/her goals. The Varying Levels of Performance While setting performance goals is a crucial first step in the process, managers also need to concentrate more attention on identifying what constitutes the varying levels of performance. If the organisation uses the typical poor, fair, good, very good and excellent scale of performance, the manager has a responsibility to identify at the beginning what levels of performance will produce a very good or excellent rating. However, setting specific goals for organisational performance is not enough ââ¬â managers also need to relate performance to the individuals rewards. Agreeing on what is to be accomplished and what varying levels of performance represent in terms of evaluation and rewards is crucial for the performance appraisal process to be effective[5]. Since the first two steps of this process (i. e. , defining performance goals and setting performance standards) IMDS January/February 1988 14 are closely connected, an example of how these steps might be achieved is warranted. A prerequisite for setting performance goals is to establish job tasks. To measure performance realistically, objectively and productively, we must base our reviews on job content rather that job constructs. Constructs are broad, often self-evident terms which describe a general task, activity or requirement. Richards refers to them as garbage words in terms of their usefulness as performance standards). An example might be communication skills. While few would argue the need for skills in communication for many employees, the problem is how to define the term in light of the requirements of the specific job in question. Will the employee be required to: ? ? ? ? ? ? ? ? ? ? ? ? Write memos? Write letters? Conduct interviews? Deliver public speeches? Present pr oposals to clients? Describe features and benefits of a product? Resolve face-to-face conflicts? Handle customer complaints? Write job descriptions? Describe and define job standards? Manage meetings? Present ideas to top management? Initiative: Resourceful in taking necessary or appropriate action on own responsibility. Unsatisfactory Poor A routine Often waits unnecessarily worker; usually for direction. waits to be told what to do, requiring constant direction. Satisfactory Good Excellent Seeks and gets added tasks for self; highly selfreliant. Assumes responsibility. Does regular Resourceful; work without alert to waiting for opportunities directions. or Follows improvement directions with of work. little follow-up Volunteers suggestions. Table I. drinks per bottle, etc. In turn, these indicators should be broken down into measurable standards, as shown in Table II. As shown, when identifying what constitutes the varying levels of performance, we need to decide what we can expect in terms of outstanding performance, what is satisfactory and what is the minimum level of perfo rmance we can tolerate. One could argue that these are subjective determinations, and this is of course true. What is important, however, is that once these determinations have been made, performance can be measured objectively against the standard. It is important to keep in mind that standards should be set based on what we require or need in the performance of a job and not on our assessment of a specific individuals ability to do the job. Unless we specify the behaviour we want in the context of job content requirements, it will be near impossible objectively to measure someones performance under the generic construct of communication. We must determine the sort of communicating the job requires of the employee. Some organisations attempt to aid supervisors by providing rating scales which are anchored to descriptions of performance (i. e. , the BARS approach), such as the one shown in Table I. While this type of scale is certainly a vast improvement over those that offer no anchors (rating descriptions) at all, we could still argue over the ratings. The standards are subjective and unmeasurable, both undesirable traits in any performance appraisal system. To overcome these problems, the job should be broken down into responsibilities, with a series of performance indicators provided for each responsibility. In turn, these indicators should be accompanied by objective and measurable performance standards. An example will help illustrate the process. A bartenders job can be broken down into several responsibilities, including mixing drinks, cost control, inventory control, house keeping, safety, law enforcement, supervision, customer relations, etc. In turn, each of these responsibility areas can be broken down into several performance indicators. For example, performance indicators of the job responsibility mixing drinks might include complaints, returns, brands used, appearance, speed, number of Personal Rewards and Organisational Performance To be truly effective, performance appraisal programmes should tie personal rewards to organisational performance. Too many reward systems are based on time on the job, are divided evenly among employees, or offer too little incentive to increase motivation significantly. As noted by Harper[3], performance appraisal systems need to be designed with the three Es of motivation in mind. The first E refers to the exchange theory, which states that people tend to contribute to the organisations objectives as long as they believe they will be rewarded. The second E refers to the equity theory, which states that motivation is tied to the relative, rather than the absolute, size of the reward. For example, if person A does 25 per cent better than person B, but gets only five per cent more in a merit increase, then person A is likely to feel that management has actually punished him or her for doing noticeably better than person B. The third E is the expectancy theory of motivation, which asserts that motivation is a combination of the persons perceived probability (expectancy) of receiving a reward and the worth of the reward. Even when the reward is great, motivation may in fact be quite low if the employee does not believe that he or she has a reasonable chance of achieving the necessary level of performance to get the reward. Conversely, if the employee believes that the probability of receiving the reward is high, there will be little motivation if he or she does not need or value the reward. IMDS January/February 1988 15 Job: Bartender Job responsibilities Mix drinks, etc. Indicators Complaints Returns Measurements used (recipe) Brands used Appearance Time No. of drinks per bottle, etc. feedback to managers about the quality of their performance appraisal ratings would seem to have several advantages: ? ? It is relatively inexpensive and easy to develop and implement. The feedback is based on ratings made by each manager as part of the formal performance appraisal process. This enables the feedback to be tailored to the individual. The feedback can provide managers with a basis upon which to compare their ratings with those made by other managers. This normative type of feedback is rarely available to managers; as a result, there is very little information upon which they can evaluate how lenient or strict they are. A feedback system should help to ensure comparability of ratings among managers, which in turn may increase employee satisfaction with the appraisal process. That is, employees are more likely to perceive that their performance has been evaluated equitably since managers are using the same standards when evaluating performance. ? Job: Bartender Standards Job responsibilities Mix drinks Indicators Minimum Complaints 4/week Satisfactory 2/week Outstanding 0 ? Table II. In summary, then, for a performance appraisal programme to be successful in this area, it must: (1) Tie rewards to performance (2) Offer a high enough level of reward (3) Have the level of reward reflect the relative differences in the various levels of performance (4) Tailor the rewards to the needs and desires of individual employees. Development Plans Ideally, the performance appraisal programme should be comprised of two separate sessions between the manager and the employee. In the first session the manager and employee review the level of performance from the previous period ââ¬â what went well, what did not, and why. This session also identifies the employees strengths as well as the areas that need to be improved. The manager then encourages the employee to prepare a development plan to be discussed at the second meeting. The development plan is intended to identify areas that should be improved upon during the coming period. The subordinate should be encouraged to: (1) Concentrate on those areas that will affect results (2) Select three or four particular areas for improvement rather than an unrealistic and unmanageable number (3) Set improvement goals that are specific and measurable[6]. Whatever the end result happens to be, the employee needs to be the principal author (although the manager should offer help and suggestions) since people tend to be more motivated to accept and implement a plan of their own making. IMDS January/February 1988 16 Indications of the usefulness of such a feedback system were documented in a study by Davis and Mount[7] in which managers were provided feedback vis a vis the ratings they gave to employees. In response to a questionnaire distributed one week after they had received feedback regarding the quality of their performance ratings, 79 per cent of the managers indicated they were either satisfied (seven per cent) or very satisfied (72 per cent) with the feedback; 93 per cent said they considered it when making subsequent performance evaluations; 70 per cent said it influenced their ratings either appreciably (47 per cent) or substantially (23 per cent), and 79 per cent said the feedback had utility for making managers ratings more comparable. The test results from this study indicated that the feedback also significantly reduced the presence of leniency error (the tendency to skew the rating distribution towards the higher rating categories) in the managers ratings. This is significant from an organisational perspective because of the multiple uses of performance ratings in organisations. Often, performance ratings are the criterion on which selection tests are validated and often provide the basis on which merit pay increases are determined. According to Davis and Mount, improving the psychometric quality of the ratings may enable the tests to be validated more effectively and provide a more equitable method for distributing pay increases ââ¬â an important consideration, as previously discussed. Conforming to Guidelines Obviously, in addition to the other factors which have already been discussed, another practical consideration which must be taken into account is that any performance appraisal system, regardless of the methods employed, must comply with all Equal Employment Opportunity guidelines. While a complete discussion of this important area is beyond the scope Feedback Regarding Effectiveness It is surprising how infrequently organisations provide their managers with information about their performance appraisal ratings. However, providing of this article, the Uniform Guidelines on Employee Selection Procedures, put together by the Equal Employment Opportunity Commission (EEOC) and several other agencies in 1978, deserve special mention. These procedures were meant to clarify the exact requirements which appraisal and other selection systems must meet, and include the following points: (1) To continue using an appraisal system that has adversely affected one or more protected groups, the company must demonstrate that the system is valid, that it is job related, and that it accurately measures significant aspects of job performance. (2) The company must establish that there is no other available method of achieving the same necessary business purpose that would be less discriminatory in its effects, and none can be developed. According to the courts, the plaintiff (employee), rather than the defendant (company) must show the availability of the alternatives. The EEOC has told employers what they cannot do, but it has not provided them with definitive guidelines for solving the performance appraisal puzzle. However, some help in this regard was provided in the Autumn, 1980 issue of EEO Today[8]. (1) Base your appraisal on a comprehensive job analysis. EEOC guidelines dictate that you measure job performance against specific, clearly defined standards of performance. The performance you appraise, says the EEOC, must represent major critical work behaviours as revealed by a careful job analysis. Without a clear, written statement of job responsibilities, you increase your risk of EEO liability. (7) Submit the appraisal to several reviewers, especially if it is negative. To prevent conscious or unconscious bias from creeping into the appraisal process, develop a multilevel review system. Have your superior review and sign the appraisal. This system of checks and balances will reduce the risk of losing a court action. Final Comment As can be seen from the foregoing discussion, an effective performance appraisal system involves much more than a mere annual or biennial evaluation of an employees past performance. Nonetheless, astute managers are becoming increasingly aware of the value of their human resources, viewing them as an investment rather than merely an expense or overhead to be minimised. Accordingly, many organisations are taking the time and effort necessary to develop an effective performance appraisal system in order to help their people achieve their personal goals, which in turn allows the organisation to meet its own objectives[9]. Unfortunately, many managers still object that they just do not have the time to make performance review and development an ongoing process. However, if management is defined as the ability to get things done through people, and if we accept the fact that an effective performance evaluation process helps in getting the most important and productive things accomplished, then what else should managers spend their time doing? References 1. Fletcher, C. , Whats New in Performance Appraisal? , Personnel Management, February 1984, pp. 20-2. 2. Taylor, R. L. and Zawacki, R. A. Trends in Performance Appraisal: Guidelines for Managers, Personnel Administrator, March 1984, pp. 71-80. (2) Know the details of your companys 3. Harper, S. C. , A Development Approach to Performance nondiscriminatory policies. You and every other Appraisal, Business Horizons, September-October 1983, pp. manager in the company should aim for the 68-74. uniform application of all appraisal guidelines. 4. Mellenhoff, H ow to Measure Work by Professionals, Management Review, November 1977, pp. 39-43. (3) Avoid subjective criteria. According to the Albemarle Paper Co. v. Moody decision, subjective 5. Richards, R. C. , How to Design an Objective PerformanceEvaluation System, Training, March 1984, pp. 38-43. supervisory appraisals of job performance are 6. Kellogg, M. S. , What to do About Performance Appraisal, inherently suspect if they produce adverse impact American Management Association, New York, 1975. against a protected group. To stand up to the 7. Davis, B. L. and Mount, M. K. , Design and Use of a scrutiny of the courts, these judgements must Performance Appraisal Feedback System, Personnel be considered fair and job-related. Administrator, March 1984, pp. 1-7. 8. Block, J. R. , Performance Appraisal on the Job: Making it (4) Document! Keep records. That is the only way Work, Prentice-Hall, Inc. , Englewood Cliffs, New Jersey, 1981. you can support whatever subjective judgeà 9. Butler, R. J. and Yorks, L. , A New Appraisal System as ments creep into the appraisal process. (They Organizational Change: GEs Task Force Approach, are inevitabl e. ) Personnel, January-February 1984, pp. 31-42. (5) Aim for a group of appraisers who have common demographic characteristics with the group being appraised. This criterion was established in Rowe v. General Motors. When only white males appraise blacks, Hispanics, women and other protected groups, the courts question the fairness of the. system. Once a system is challenged and shown to have adverse impact, the company must prove its validity. (6) Never directly or indirectly imply that race, colour, religion, sex, age, national origin, handicap, or veteran status was a factor in your appraisal decision. Making any disciminatory statement, orally or in writing, will make your organisation subject to court action. Additional Reading Kaye, B. L. and Krantz, S. , Preparing Employees: The Missing Link in Performance Appraisal Training, Personnel, May-June 1982, pp. 23-9. Performance Appraisal: Curre. Practices and Techniques, Personnel, May-June 1984, pp. 5799. Heneman, R. L. and Wexley, K. W. , The Effects of Time Delay in Rating and Amount of Information Observed on Performance Rating Accuracy, Academy of Management Journal, December 1983, pp. 677-86. The Trouble with Performance Appraisal, Training, April 1984, pp. 91-2. Gehrman, D B. , Beyond Todays Compensation and Performance Appraisal Systems, Personnel Administrator, March 1984, pp. 21-33. IMDS January/February 1988 17
Friday, September 20, 2019
Effect of Metabolic Disorders on Rumen pH
Effect of Metabolic Disorders on Rumen pH The effect of metabolic disorders on rumen pH and production performance of Holstein dairy cows Ondrej HanuÃ
¡ovskà ½1, Daniel Bà ro1, Milan Ã
imko1, Branislav Gà ¡lik1, Miroslav Jurà ¡Ãâà ek1, Michal Rolinec1 Abstract The main goal of this research was to evaluate the health condition of dairy cows in relationship with milk production and milk composition using continuous monitoring boluses in cooperation with University Experimental farm in Oponice. Totally, 7 Holstein cows had implemented bolus for monitoring rumen pH and temperature every 15 minutes with accuracy à ± 0.1 pH and à °C. Milk production test-day records by Breeding Services of Slovakia, s. e. 5 times per each cow with bolus during 27 weeks of lactation were realised. Dairy cows were divided into three groups (NORMAL, SARA, KETOSIS) according to average daily pH. After that test-day records with the selected group were paired.à In the NORMAL group in comparison with the SARA group statistically significant higher pH by 9.81% (p
Thursday, September 19, 2019
Maddox :: essays research papers
I didn't think it was possible to be more unimpressed with Star Wars. Today, I stand corrected. If you were unfortunate enough to hear your stupid co-workers yammering on about Lucas' latest shit burger, you might have heard them saying something like "I didn't like the first two, but this one was good!" When I ask why, these people have trouble responding because it's hard to talk with George Lucas' flaccid penis in their collective mouths. Perhaps the question I should be asking is "why didn't you like the other two movies if you liked this one?" Nothing has changed. You have the same vacant-looking actors running around, aimlessly bumping into things, an army of stupid, sensitive robots, and dialogue clumsy enough to warrant putting a handicap sticker on George Lucas' car. To Lucas' credit, he was tacitly shamed into not giving Jar Jar any talking lines in this movie. With Jar Jar's character no longer speaking to annoy you, Lucas filled the void by giving every robot in the movie stupid toy noises. So instead of doing something cool like having the robots chase after screaming children, they bitch and moan and say things like "ow" when they get their prosthetic limbs chopped off. Even worse are the idiots who scarf down these sub-childish morsels of comedic relief, playing into Lucas' shallow theatrics so easily that you could sell these people hookers in a vagina storm. Before I go on, I have to address something that all you stupid Star Wars nerds are probably thinking right about now: "But Maddox, it's a movie made for kids, what do you expect?!" Even Lucas stated in an interview with the BBC that: "The movies are for children but [the fans] don't want to admit that." Oh really? It just so happens that this "children's movie" has a scene where a guy gets his hands chopped off, a graphic decapitation, the wanton slaughter of children (the highlight of any movie), and the coolest scene in any space action movie starring Ewan McGregor: Anakin getting his legs chopped off as his stumps catch fire while his face melts. Maddox :: essays research papers I didn't think it was possible to be more unimpressed with Star Wars. Today, I stand corrected. If you were unfortunate enough to hear your stupid co-workers yammering on about Lucas' latest shit burger, you might have heard them saying something like "I didn't like the first two, but this one was good!" When I ask why, these people have trouble responding because it's hard to talk with George Lucas' flaccid penis in their collective mouths. Perhaps the question I should be asking is "why didn't you like the other two movies if you liked this one?" Nothing has changed. You have the same vacant-looking actors running around, aimlessly bumping into things, an army of stupid, sensitive robots, and dialogue clumsy enough to warrant putting a handicap sticker on George Lucas' car. To Lucas' credit, he was tacitly shamed into not giving Jar Jar any talking lines in this movie. With Jar Jar's character no longer speaking to annoy you, Lucas filled the void by giving every robot in the movie stupid toy noises. So instead of doing something cool like having the robots chase after screaming children, they bitch and moan and say things like "ow" when they get their prosthetic limbs chopped off. Even worse are the idiots who scarf down these sub-childish morsels of comedic relief, playing into Lucas' shallow theatrics so easily that you could sell these people hookers in a vagina storm. Before I go on, I have to address something that all you stupid Star Wars nerds are probably thinking right about now: "But Maddox, it's a movie made for kids, what do you expect?!" Even Lucas stated in an interview with the BBC that: "The movies are for children but [the fans] don't want to admit that." Oh really? It just so happens that this "children's movie" has a scene where a guy gets his hands chopped off, a graphic decapitation, the wanton slaughter of children (the highlight of any movie), and the coolest scene in any space action movie starring Ewan McGregor: Anakin getting his legs chopped off as his stumps catch fire while his face melts.
Wednesday, September 18, 2019
Essays --
Around the turn of the last century, and in the nineteen hundreds, much literature was sent from Canada to the United States for the benefit of those that were interested in farming. People were led to believe that a short cut to happiness and prosperity was to simply go to Canada. It all sounded so interesting. It was written that anyone coming to Canada received 160 acres of land for ten dollars plus slight homestead duties. Canada was the land where you never heard the thunder. It usually rained only at night and the water was so pure, one could drink water off the ground anywhere and it would not make you sick. When you wanted fresh meat, all you had to do was open the door and shoot your choice of the wild game that was so abundant. Seeing no future for themselves as young farmers, on poor, stoney and heavily timbered land at Fosston, Minnesota, several families left for Canada to look for these homesteads. After arriving in Wadena, and with the local guide, the men began walki ng in the north direction. They followed an old Indian trail over to the quarter sections of land available for proving as homesteads. Each man selected a quarter that he would work, they were all enjoined. They had now put in two days of interesting and educationaldiscoveruies. Interesting, in that it looked like there was a future for this country and educational, in learning that you could not expect to be able to do much walking if you drank the supposedly pure water lying everywhere on top of the ground. The local guide was already a seasoned homesteader and anyone that knew him would realize that he knew how sick, those poor greenhorns would get from drinking all that slough water. The next day, they walked back to Wadena and took the train to Hu... ... We had so many ducks that winter that we couldn't eat them all before the weather turned warm in the spring. When we tired of eating duck, there were lots of bush rabbits, and when we tired of rabbits, we ate duck. On the 20th of march 1949, I awoke one morning to find mom in an unusual mood and she told me dad had left for a drive with Cathy and the buggy during the night. For the life of me, I could not grasp what was going on, or what was to take place. Then I heard the buggy on the frozen ground and sure enough, dad was home. He had a passenger with him. She was an older lady and I was told her name was Mrs. Thorsen. I was then told to hook up Black, a calf we had broken, and to drive to the new neighbors to see how the building of their new house was coming along. I went, but I was not away very long because I knew the circumstances were not ordinary at home.
Tuesday, September 17, 2019
The Modern Tragedy: Death Of A Salesman :: essays research papers
A Modern Tragedy à à à à à A form of drama in which a person of superior intelligence and character is overcome by the very obstacles he/she is struggling to remove defines a tragedy as most people know it. However, tragedy can reflect another aspect of life: the tragedies of the common people. Heroic behavior in these instances may at times be impossible. We expect, from reading the first tragedies, that only kings or nobility can be tragic heroes. Arthur Miller himself said, ââ¬Å"I believe that the common man is as apt a subject for tragedy in its highest sense as kings wereâ⬠¦[The same characteristics] which were enacted by royal beingsâ⬠¦apply to everyone in similar emotional situations.â⬠à à à à à Death of a Salesman can be defined as a tragedy, with Willy Loman as the tragic hero. Willy Loman has a tragic flaw characteristic of all tragic heroes, however, it is not ââ¬Å"necessarily a weakness.â⬠Willy has a lot of dignity, and he is unwilling ââ¬Å"to remain passive in the face of what he conceives to be a challenge to his dignity, his image of his rightful status.â⬠His tragic flaw leads to his demise. à à à à à A tragic hero begins with a purpose, falls on hard times, but, in the end, gains a better perception. This perfectly describes Willy. Willyââ¬â¢s initial purpose is to maintain his dignity by pretending in front of his family and not accepting a job that he believes would lower his position. He obviously falls on hard times: he loses his job, his sons are lazy bums, Biff is a thief, he constantly relives his mistakes, and Biff resents his dad because of something that happened years ago. All of these are evidence of the hard times he is having in his life. After a confrontation with Biff, which occurred because of Lindaââ¬â¢s insistence, Willy gains a better perception of his life. Or, at least, he thinks he does. Willy believes that, by committing suicide, he can gain dignity in the eyes of his family. By doing this, they can live off the insurance money, and he will finally have been able to provide for them.
Monday, September 16, 2019
Addiction Counselor Essay
The Human Service Career of Addiction Counseling has inspired me to learn all I can to help people, and has given me the opportunity to make an honest living. I was in desperate need of a behavior and attitude change about my life, for I have received the information from others in the field and made a conscious decision to help others who have a desire for change and a new way of life. Substance abuse counselors advise people who have alcoholism or other types of addiction, behavioral problems, or help the client recover from addiction by providing treatment and support. Substance abuse counselors and behavior disorder counselors do the following: Help people in treatment centers, jails, institutions with mental and physical, addiction or problem behavior. In these settings they assist people develop treatment goals and plans. They help people with family problems. Help people with behavioral and attitude to recover from their addiction. Work with families about addiction or behavioral disorders, and help them develop strategies to cope with those problems. Refer people to other resources or services, such as job placement services and support groups. The support groups of Narcoticââ¬â¢s Anonymous or Alcoholics Anonymous are just a couple of positive resources addicts in recovery attend. There are a number of career centers located in metropolitan areas which help people with job placement or assist them to obtain the skills to get a job. Addiction counselors also work with other health and mental health professionals, such as psychiatrists, social workers, doctors, and nurses. They work in places that employ many types of healthcare and mental health professionals. Addiction treatment counselors may work in teams to best develop a treatment plan and coordinate the suggested care for a patient. Counselors work with those who have been ordered by a judge to receive treatment for addiction problems. Counselors work in a wide variety of settings; mental health centers, prisons, probation or parole agencies and juvenile detention facilities. They also work in halfway houses, detox centers, or in employee assistance programs. EAPââ¬â¢s are mental health programs provided by some companies to help employees deal with personal problems. Addiction counselors work in residential centers, where clients live in the facility for thirty days, sixty days, six months, one year, and eighteen month long term program. They work with clients in outpatient treatment centers or programs. Addiction counselors also work in private practice, where they work alone or with other professionals. They have sometimes have large caseloads, and do not always have enough counselors to meet the demand for their services. They may have to work together in some situations to deal with agitated clients, which can be very stressful. Addiction counselors work full time, and overtime in inpatient facilities, you may have to work evenings, nights, or weekends. Education requirements are from a high school diploma to a masterââ¬â¢s degree, depending on where youââ¬â¢re working and state regulation. Counselors with a license are able to do more with their clients, such as private one-on-one counseling sessions. If this is what youââ¬â¢re interested in you need to reach your stateââ¬â¢s education requirements. Substance abuse and behavioral disorders counselors in private practice must be license. Private practice, requires a masterââ¬â¢s degree and 2,000 to 3,000 hours of supervised clinical experience. Counselors must pass a state-recognized exam and complete continuing education every year. Contact information for your stateââ¬â¢s regulating board can be found through the National Board for Certified Counselors. The licensure or certification criteria for substance abuse and behavioral counselors outside of private practice may vary from state to state. The state youââ¬â¢re working in may or may not require a specific degree, but many require applicants to pass an exam. Addiction Counselorââ¬â¢s with less education, such as a high school diploma, may be required to go through a period of on the job training. Training prepares counselors how to respond to a crisis situation, and interact with families and people with addictions. The wages for substance abuse behavioral disorder counselors in the industries employing the most counselors were as follows: Hospitals, state, local. Private ââ¬â$ 45,000, Local Government ââ¬â$ 45,000, Individual and family services ââ¬â $ 37,000, Outpatient mental health and substances abuse centers ââ¬â $ 35,000 and Residential mental health and substance abuse facilities ââ¬â $33,570. The median is annual wage of substance abuse and behavioral disorder counselors was $ 38,120 in May 2010. The median wage is the wage at which half the workers in an occupation earned more than that amount and half earned less. The lowest 10 percent earned less than $ 24,690 and the top 10 percent earned more than $ 60,400. Employment of addiction counselors is expected to grow more than average for all occupations. Growth is expected as more people seek treatment for their addictions or other behaviors and drug offenders are increasingly being sentenced to treatment rather than jail time. The court system has recognized that people committing crimes related to drugs are less likely to offend again if they get treatment for addiction. As the population grows, the number of individuals entering treatment is expected to increase as well. This is expected to cause a continued demand for counselors in mental health centers, halfway houses, detox centers, and treatment programs. Important qualities for this kind of work are as follows: Compassion; Counselors often work with people who are dealing with stressful and difficult situations, so they must be compassionate and empathize with their clients. Listening skills; Good listening skills are essential for substance abuse counselors, they need to give their full attention to a client to be able to understand that clientââ¬â¢s problem and values. Patients; Counselors must be able to remain calm when working with all types of clients, including those who may be distressed or angry. People skills; Counselors must be able to work with different types of people. They spend most of their time working directly with clients or other professionals and must be able to develop and nature good relationships. Speaking skills; Counselors need to be able to communicate with clients effectively. They must express ideas and information in a way that their clients easily understand. Job prospects are excellent for substance abuse and behavioral disorder counselors, particularly for those with specialized training or education. Employers often have difficulty recruiting workers with the proper educational requirements and experience in working with addiction. Although, many workers leave the field after a few years and jobs need to be replaced. Those interested in entering this field should do some searching and find the right place suitable to your liking so you can enjoy helping others while earning a responsible living. References Occupational outlook handbook (2012-13 ed, pp, 192-194). Substance Abuse and Behavioral Disorders Counselors. Baton Rouge, LA: Claitorââ¬â¢s Pub. Division.
Four Principles Essay
Community corrections are ââ¬Å"non-prison sanctions that are imposed on convicted adults or adjudicated juveniles either by a court instead of a prison sentence or by a parole board following release from prison.â⬠(Joan Petersilia Para. 1) There are four general principles of effective intervention that have become organizing concepts of community corrections in what has become known as the ââ¬Å"what worksâ⬠movement. In this paragraph I will describe all four of the general principles of effective intervention, risk principle, criminogenic need principle, treatment principle, and fidelity principle, and the way they work. The first of the four principles of effective intervention is risk principle. Risk principle tells us that intervention programs should use a mix of cognitive and behavioral strategies (Wright, 2012.) This is saying that the intervention should target high risk offenders, to prevent them from reoffending. Research has proved that targeting high risk offenders works more often then targeting low risk offenders. Certain offenses are considered low risk and others high. That is what qualifies you as a low and high risk offender by what offense you committed the first time. Moreover, research also shows that targeting low-risk offenders with intensive treatment can actually increase their reoffending (Latessa, 2010). That is why within the four principles it does not target low right offenders. I agree with this system completely, we should pay more attention to the more serious offenders, because if they did a serious offense in the first place, they will do it again, and weà must tar get these people to try and stop them. According to Gendra and Paparozzi with Corrections Today, ââ¬Å"When Robert Martinson predicted some 20 years ago that the new epoch in corrections would focus on punishment, many of us who were working in the system at that time did not realize how prescient he was. Today, the U.S. corrections system relies on the threat of punishment to bring about law-abiding behavior. Evidence of this can be seen in the proliferation of intensive supervision programs (ISPs), boot camps, shock incarceration and peopleââ¬â¢s prisons.â⬠(Gendreau, P., & Paparozzi, M. A., 1995) I know that this intervention works because I have been to boot camp myself, and as they call it the ââ¬Å"scare tacticâ⬠it really does work. When you do something incorrect or not to standards in the military they will scare soldiers with punishment, the reason it scares the soldiers is because they know that they will go through with the punishment because they have been punished before. The second of the four principles of effective intervention is ciminogenic need principle. Criminogenic need principle posits that intervention programs must focus on change factors related to the offenderââ¬â¢s antisocial conduct. Some of the important factors to target include antisocial values and attitudes, substance abuse, antisocial peers, dysfunctional families, and poor decision-making and problem-solving skills. ââ¬Å"Unfortunately many intervention programs target factors that have little or nothing to do with an individualââ¬â¢s current criminal behavior.â⬠(Wright, Fà 2012) When going up in a dysfunctional family, you learn that it is acceptable to be that way. When gang member have children , their children grow up thinking that what their parent is doing is acceptable, so when they get to the age that they can make their own decisions, they do what they grew up knowing, gang banging. On the contrary an example I am going to bring up the incident that happened in Connecticut a couple days ago. The killer did not have a dysfunctional family, but the old babysitter had reported that when she would watch him his mother would say to never take her eye off of him, even when going to the bathroom which can form a theory that he had always acted up in odd ways. The third of the four principles ofà effective intervention is the treatment principle. The treatment principle tells us that intervention programs should use a mix of cognitive and behavioral strategies. As John Wright states, ââ¬Å"Cognitive approaches confront the way offenders think, their criminal values and attitudes, and their decision making. Behavioral approaches, by contrast, seek to model, reward, and reinforce prosocial behavior. Numerous studies show that cognitive-behavioral strategies work better than other intervention strategies for offenders, including nondirective talk therapy and psychoanalytic approaches. Nondirective approaches do not tend to work with most offenders because they are usually concrete in their thinking and not always able to think rationally.â⬠(J. Wright, 2012) When you are in prison, if you do not get into trouble they will send you to a work camp, which gives you more privileges than the average prisoner. When you get in trouble in prison, they will take away any little privileges that you do have, that would be an example of behavioral approaches. An example of a cognitive approach would be to have a criminal in therapy, with a physiological expert who would know how to pick the offenders brain to figure out the way they think then question them on the reason they think like that. The fourth and last principle of effective intervention is the fidelity principle. The fidelity principle is in affect to make it so that the other three principles are being held to the standard. ââ¬Å"Some individuals should never work with offenders. When they do they often reinforce criminal thinking patterns and antisocial behaviorâ⬠(J. Wright 2012). The people that work with these offenders must be one hundred percent qualified, and well as have proven positive results of their work or else their job in this intervention is useless. The working will just cause the offenders to get worst. All the jobs within the intervention are important because if everyone is not doing their part within the program then the results from the program will not look effective. These four principles have been proven to be effective and I believe that if we continue to use it, that we will avoid many offenders from have a secondà offense and keep the crime rate down within our country. In this essay you have learned all four of the principles effective in the community corrections, risk principle, crimongenicà need principle, treatment principle, and fidelity principle, and the roles that they play within the intervention. References Beeler, A. (2007). What works in corrections: Reducing the criminal activities of offenders and delinquents. Corrections Compendium, 32(2), 36-36. Retrieved from http://search.proquest.com/docview/211806856?accountid=32521 Gendreau, P., & Paparozzi, M. A. (1995). Examining what works in community corrections. Corrections Today, 57(1), 28-28. Retrieved from http://search.proquest.com/docview/215705816?accountid=32521 Petersilia, J (November 2007) What Works In Community Corrections, The PEW Center of the States. Retrieved by http://www.pewtrusts.org Wright, J (2012) What Works In Changing Offenders? Retrieved from https://content.ashford.edu/books/AUCRJ201.12.1
Sunday, September 15, 2019
A Message from the Pig-Man Essay
Eric is a six year old boy, he is an only child who is going through a though time, because his parents have gotten a divorce. Eric thinks itââ¬Ës a bit odd that his Dad canââ¬â¢t live with him, his mother and Donald, his stepfather, because the spare room is empty and no one has used it in a long time. Eric feels like people canââ¬â¢t explain things to him that he does not understand. For example the Pig-Man. For him the Pig-Man sounds like a monster because no one of the grownups wants to tell him about the Pig-Man. One evening Ericââ¬â¢s mother asks him to go out with a paper carrier full of potato-peelings and scraps. Eric Does not want to go, but his mother says he can scrape out the basin, which she had made some cake mixture in. When he gets outside the trashcan is gone. But his mother sends him to run after the Pig-Man. When Eric sees who the real Pig-Man is, a big relief runs through his body, because the big man is ordinary man and not how he had imagined him to look like. Author: Poet, critic and novelist. John Barrington Wain was born in Stoke-on-Trent, the son of a dentist, and educated at Newcastle-under-Lyme Grammar School, Staffordshire, before going on to St. Johnââ¬â¢s College, Oxford. From 1949 until 1955 he lectured in English at Reading University before turning to freelance writing full-time. From 1973 to 1978 he was Professor of Poetry at the University of Oxford. For most of his life, John Wain worked as a freelance journalist and author, writing and reviewing for newspapers and the radio. He died in May 1994 at Oxford. From 1974 his literary manuscripts have been deposited at Edinburgh University Library. Setting: The story is taking place at Ericââ¬â¢s home, in the dining-room and in the Kitchen. Also outside where the bucket is standing, and then where Eric meets the Pig-Man. The time of the story is about 2 days. * Day 1. Where you hear everything about Ericââ¬â¢s life. When Eric is dreaming about the Pig-Man and his dad going on a train together. * Day 2. When Eric is going to bring the paper carrier to the Pig-Man. Characters: Eric: He is nearly 6 years of age and has difficulties adapting to the new circumstances. The complicated grown-up world is taking over. He is very proud that the grown-ups also see him as a responsible young man. There are many questions he would like to ask the grown-ups but is afraid to do so. Eric does not understand why his father had to leave just because Donald moved in. He is worried about being left alone and he does not have anyone he can trust and open his feelings to. Ericââ¬â¢s mother: Is a caring mother. She told Eric that nothing was going to change when she and his father got a divorce and Donald would move in with them. When she wants Eric to go out with the paper carrier, she tells Eric that he can scrape the basin of cake-mixture. That is a way for her to get Eric to do things and that tells us much about how the mother is.
Saturday, September 14, 2019
Elements of Monster-in-Law Essay
I am a big fan of Romantic Comedy movies and to be honest it has been a while since Iââ¬â¢ve had time to actually sit down, relax and enjoy of a great movie. When you have two young children and a husband that is not into these types of movies it make it that much difficult. The last time I was able to take time for myself and fully enjoy a movie I like was about 2 weeks ago and I chose to watch one of my favorite movies, Monster-in-Law, with Jennifer Lopez and Jane Fonda. A lot of people can familiarize themselves with this movie, as I am sure that they have had a mother-in-law that has driven them up the wall. In this essay I will point out the elements of the movie and tell you how my personal life can some what relate to this movie as well. To me this movie is interesting as it represents how some girls get treated once they meet their future husbands mother. I know that there are a lot of women that have had an aaltercation or two with their mother-in-law and that is why this movie was one that many can relate to. The character of Charlie, played by Jennifer Lopez, was very good as it transmits the frustration of a women in love that has to deal with the attacks and malice of her future mother-in-law. To me this movie has credibility, as it expands external observable truths with in the film (Boggs and Petrie, 2008, pg. 42). Most of the events that happen in this movie can be seen in our everyday life. There are many mother-in-laws that do not approve of their child relationship and for that reason they do things that are not seen normal. This movie is really about how a mother needs to respect and accept their Childsââ¬â¢ decisions when it comes to whom they choose to marry. In this movie Viola who is afraid of loosing her son, Kevin Fields, determines to scare off her sonââ¬â¢s new fiance, Charlie, by becoming the worldââ¬â¢s worst mother-in-law. Little did she know that Charlie would fight back and not let Viola ruin the thought of her marrying the man she loves. The tricks they play on each other are what make the movie entertaining. Charlie knew that Viola was not a bad person in the inside, but her obsession with her son would not let Viola budge towards accepting their relationship. At the end it turns out that Viola seems to have her own monster-in-law, her deceased husbands mother, that treats Viola badly. Charlie sees the way Viola is being treated and realizes thatââ¬â¢s how they will be years from now. Charlie decides that she will not have that happen and determines to call off the wedding, but Viola then comes to her senses and recognizes that she has become this person she hates and asks Charlie to proceed with the wedding as they come to an agreement that works out for both of them. The moral of the story is that in order to get respect one must give it. If you go against someoneââ¬â¢s wishes you will end up pushing them farther away. In this case Viola did not want to loose her son but by her acting and doing the things she was doing was actually pushing her father away from him. To her Charlie was not enough for her son, but it turned out that Charlie was a wonderful girl in the inside who loved Kevin for who he was and not for the material things he had. One should not judge a book for it is cover and give the change to get to know the person before judging. I found this movie meaning to me personally because when I first started dating my now husband my mother-in-law was not a fond of me. Although she never played tricks on me, she would always make me feel uncomfortable and unwelcomed at his house. To her the perfect women for her son was his ex-girlfriend who she loved dearly and did not want to accept the fact that her son no longer wanted to be with her. I loved him so much that I did put up with her unkindness ways and did not give up on what we had at all. As Charlie, I knew that my mother-in-law had a tender heart but she was still holding on to a string in hopes of her son reconciling with his ex. As times passed by and she realized that was never going to happen she started softening up. One day I went over to his house and I had a long talk with her and ever since that talk she learned how to accept me for who I was. I think this is why I liked this movie so much it reminded me of how our relationship started. I do have to admit that some of the tricks Charlie played on Viola in the movie made me wish I had done to my mother-in-law when she was being spiteful. Just like the movie at the end everything worked out for us and I have now been married to my husband for 7 years and the relationship I have with her now is awesome. In conclusion, this movie had this movie might not have had great reviews but it was one of my favorites. I am sure that a lot of people can familiarize themselves with this movie, as many women out there just like me has a mother-in-law that has driven them up the wall at one point or another. The moral of the story shows the audience in order to get respect one must give it. This movie also signifies how a mother needs to respect and accept their Childsââ¬â¢ decisions when it comes to whom they choose to marry. As hard as it can be as parents we need to learn how to step back and let our children learn from their own mistakes, the person theyââ¬â¢re with may or may not be the best candidate but we need to let them find out their own way. Overall, this movie was a good entertainment and in my case I was able to imagine for a moment that it was I living the life of Charlie. References Boggs, J. M. & Petrie D. W. (2008) The Art of Watching Films. New York. The McGraw-Hill Companies, Inc.
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