Why UC Admissions Rates Are Hurting Applicants

Every March, anxiety levels start to rise amongst high school students, as college decisions start to roll in. And come April 1st, most decisions become final. Specific numbers start to become more apparent, like acceptance rates, average test scores, and average grade point averages. These helpful metrics aid future applicants and educators, as they can start to understand what’s necessary to get into college.This year, however, a California state audit revealed that thousands of out-of-state students were admitted to UC System schools with lower test scores and GPAs. Almost 30% of admitted students, or around 16,000 students, over the past few years were done so using a lower standard of entry. Is this threshold a coincidence? The 116-page report points to the fact that out-of-state students pay nearly three times the tuition that in-state students do - a gap of almost $25,000 per year. What does that mean for current and future in-state UC System applicants? Over the past five years, the UC System has seen a steadily growing number of applicants, rising every year - but the enrollment numbers stay the same. With the number of non-residents rising as well, California students feel displaced. University of California school officials responded, citing facts that the audit didn’t cover. The increased money brought in from out-of-state student tuition has, in fact, avoided a tuition hike for Californians. UC President Janet Napolitano said that the in-state tuition could have faced an increase of almost 20% had it not been for increased enrollment. Ultimately, the University of California schools are some of the best and most competitive in the United States. With state funding for education running low, the schools are trying to provide ways to maintain the high standards they currently have in place. But at what cost? Should California students be prioritized, or should the UC System continue to increase the number of admitted non-resident students? If youre looking to help your students with the college admissions process, search through our database of successfully admitted students. See their scores, grades, essays, and more, and help take the stress out of college admissions. Chat with a real college student for one-on-one help.

International Business Machines Corporation

International Business Machines Corporation Introduction The International Business Machines Corporation is among the largest U.S. technology and consulting corporations. It provides software and hardware and consults other companies with recommendations on improving technological design. The company has a well-developed corporate responsibility philosophy that is confined to several aspects.Advertising We will write a custom research paper sample on International Business Machines Corporation specifically for you for only $16.05 $11/page Learn More To begin with, IMB managers define new options and apply those to a number of societal problems. The company also assesses programs to gain the maximum results. It also pays attention to enhancing employees’ motivation, as well as provides new approaches and techniques to improving their communities. Finally, integrating corporate citizenship and responsibility is another integral part of the company’s philosophy because it allows the company ’s managers to develop a comprehensive method to correspond to the values of global enterprise. Cultural diversity and generational differences are also included into such values. The main purpose of this paper is to define the main demographic characteristics of the company through analysis of reports and related documents. It is also necessary to define the ratio of types of generations, including Traditionalists, Boomers, Generation X, and Millennials. In addition, the paper seeks to highlight the programs and strategies that the company has implemented to manage the challenge of generational differences and introduce alternatives to make diversity an advantage for the company. Main Discussion Historic Background The company’s diversity history dates back at the end of nineteenth century when the Computing Scale Company, one of the company that later became the part of the IBM, hired Richard McGregor, an African American, along with Nettie Moore, Emma Manske, and Li lly Philip. All these employees had been hired long before Lincoln introduced the Emancipation Proclamations, as well as women’s right to vote. In the course of the history, IBM has gradually been introducing the diversity policy – beginning with the creation of the training center for people with physical and mental impairments and ending with the company’s attention to the right equality of sexual minorities.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Thus, cultural acceptance, tolerance, equal opportunities, and diversity are standing at the core of the company’s creation. This company’s explicit commitment provides it with a wider picture of the opportunities it can take advantage of at the global arena. IBM’s employment policies were not confined to meeting the diversity needs of employees. Rather, the company never gave up introducing new training programs for their workers to acquire new skills and enrich their experience. In 1932-33, Watson decided to augment the company’s inventory and expand the manufacturing capacity instead of hiring new personnel and dismissing the old one. By raising wages and introducing the retraining programs, the employees were highly motivated to increase their performance of the organization. Consideration of social and a pension scheme was also on the agenda and by 1945, the company formed a pension system despite deep economic crisis in the country. Therefore, the program introduced in 1930s â€Å"†¦reflected IBM’s commitment to retrain, rather than lay off, workers, and to promote from within the company’s own ranks† (Stebenne, 2005, p. 56). The no-layoff policy for the employees has now been followed over fifty years. Such a system is also called welfare capitalism which involves creation of exclusive benefits systems embodying an d meeting employees’ needs, problems, and concerns. More importantly, the employment policy has given foundation for considering generational differences and facing the challenging of globalization. Diversity, therefore, is the core task that IBM examines to improve organizational structure and performance. It also contributes greatly to a competitive advantage of a firm. Further development of diversity policies lead to the emergence of Equal Opportunity legislation, or Diversity 1.0 that was followed by Diversity 2.0 in 90s of the past century.Advertising We will write a custom research paper sample on International Business Machines Corporation specifically for you for only $16.05 $11/page Learn More The final program – Diversity 3.0, was introduced take advantage of generational differences and build effective teams to achieve the best results and meet customers’ needs (IBM, 2010). Perceiving differences as an advantage has been the first step toward building a successful corporation, as well as predicting the outcomes of the globalization process. Presenting Information on Company’s Attitude to Generational Differences Technological advances constitute the major task of IBM managers. In order to introduce innovation, the company should also pay attention to the aspect of generation difference to motivate, retrain, and improve productivity of the employees. In fact, the company acknowledges that younger generations are technologically savvy in comparison to much more experienced employees working in the companies much longer. Nevertheless, IBM industry innovator Andy McAfee in the interview states, â€Å"I’ve seen plenty of existing managers and executives and older knowledge workers jump on board very easily, but it is also true that people entering the workforce now – the Millennials – are just inherently more comfortable with †¦the tools†¦Ã¢â‚¬  (McAfee, 2011, p. 3). At the same time, the McAfee motivates Generation Y to induce new ideas, options, and opportunities, and contribute to the development of new software and hardware products. In addition, the managers realize the urgent need to face changes. Structural and managerial changes are possible through introducing new collaboration and knowledge models.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Detailed examination of generational differences provides a clear picture on the challenges and strategies that IBM adopts to solve problems. In this respect, the company has conducted research on the Generation Y presented in China marketing sector. Just like American employees encounter change, the Chinese sector should also be concerned with the facing the corresponding shifts (N-Dynamic Market Research, n. d.). Change management, therefore, comes to the forth of the company’s strategic mission and philosophy. The first stage of acknowledging changes is defining the characteristics of this generation. According to the research, this age category, born between 1980 and 1989, feels extremely comfortably utilizing high technology for global connections, social networking, and entertainment (N-Dynamic Market Research, n. d.). They also adjusted to immediate advantages that the technological world introduced to them (N-Dynamic Market Research, n. d.). Because the Generation Y, or Millennials grew up with the development of the Internet and computer, their attitudes to work considerably differ from those of older generations. According to the report, â€Å"Gen Y’s are generally resourceful, creative, flexible, quick, efficient, technologically savvy, and more problem solving and communication oriented than generations before† (N-Dynamic Market Research, n. d., p. 2). Further step of handling the new generation is to acknowledge the fact that Gen Y is a different generation with new features, but not an anomaly. What is more important is that this target audience indicates future trends of next generations’ formation. Therefore, addressing their weaknesses and strengths is crucial for facilitating information exchange and communication. Examining objectives, attitudes, and motivations of Gen Y is vital for enhancing organizational performance of the employees and creating a favorable workforce environment. Increased awareness of connect ion to company’s goals is the main concern of IBM managers should be confident in their employees’ objectives and motivations. Analysis of characteristics, particularly, negative feature, is vital. The research introduced a number of shortcomings of the Generation Y that need to be addressed. Specific emphasis has been made on their immediate change of tastes and making choices, particularly at the expense of personal contributions, extreme demand of constant feedback and collaboration. In addition, the representatives of Gen Y are not accustomed enough to single-mindedness, loyal diligence, and persistence. Finally, Millennials cannot accept criticism easily and are focused on increasing their monetary earnings. Consideration of these characteristics has highlighted a tangible gap between young and old generations, which has created significant challenges for successful work of IBM. However, the company takes this problem seriously and strives to adjust to the emergin g changes by activating the work of human resources and research and development departments. Analysis of the Proposed Programs to Manage Generational Differences Technological innovation requires greater commitment to cultural diversity. Investing into the development of IBM employees is important because it can ensure progressive improvement and approaches to managing new realities and globalized community. The program introduced by the company involves policies oriented on health and wellness, learning and development, and diversity. In the course of the history, IBM has acknowledged the significance of facilitating health reforms, as well as encouraging precaution measures among IBM employees. In particular, the company â€Å"takes an aggressive and comprehensive approach to investing in employee health and wellness, promotes workplace safety, and encourages a healthy integration of life and work† (Corporate Responsibility Report, 2009, n. p.). Within the concept of learn ing and development, over 400.000 employees are quite difficult to manage as far as skills analysis is concerned. In order to face the problem, the company seeks to deepen their relations with employees to enhance their education, development and skills with regard to the generational differences. Focus on human resources as the most powerful instrument of successful integration into the global environment is among the effective strategies implemented in the IBM. The company realizes the challenges of generational differences and, therefore, learning and development initiative fits best to meet the requirements. Finally, diversity consideration is the closest to the employment of policy of handling generational differences. Within this contexts, the company seeks â€Å"†¦to find ways to not only embrace that diversity, but use it to the benefit of the business; to better understand markets and unleash innovative creativity† (Corporate Responsibility Report, 2009, n. p.). Such a strategy allows the company for accomplishment of their goals. More importantly, it meets the objective to focus on customer behavior and satisfaction. The program oriented on handling diversity consists of six steps that have introduced considerable results. The first step involves increasing diversity competence to facilitate cultural adaptability. This measure is confined to introducing various beneficial resources and programs, including podcast and webcasts, a Cultural Adaptability Council, and Integrated Diversity and Cultural Awareness training modules (Corporate Responsibility Report, 2009). The second approach engages local thinking into global network. Enacting geographic and business units is aimed at tailoring programs in accordance with unique needs of employees. The third approach consists in extending from constituency to the company’s community. The concept of diversity should spread beyond the traditionally identified groups in order to facilitate inf ormation sharing across the company. The effort leads to creation of new communities, including Work/Life Zone Teams, Parent Company, and Global Women in Technology (Corporate Responsibility Report, 2009). Integrating programs for gaining the maximum benefit via diversity initiatives in human resources processes is another strategy that allows for effective presentation of programs. Further development of partnership between employees and their managers responds successfully to the needs of the globalized community with generational differences. Finally, employees themselves should actively be involved in defining the main constraints of cultural diversity and generational differences in the twenty-first century. The IBM company counts almost five generations of employees working with them, including silent generation, baby boomers, generation X, and generation Z, which is born in 1990s. The differences among these generations create much more challenges than geographical and cultur al differences. However, reduction of baby boomers and silent generation can lead to a tangible knowledge grain, as well as changes to the workforce. According to the research conducted by IBM Global Technology Services (2011), the largest segment of workers is composed of Millennials. In particular, almost 50 % of employees constitute Generation Y. Disparities in preferences and learning styles are highlighted among various generations and, therefore, learning leaders should not ignore age changes so as to adapt to their capabilities and needs (IBM Global Technology Services, 2011). Both older generations and younger workforce should be taken into consideration to promote collaborative problem-solving, effective social networking, and participatory techniques in achieving organizational goals. On the one hand, the company seeks to approach the generational challenges individual. On the other hand, the firm explores general strategies to meet the needs of various generations. In thi s respect, they define that â€Å"†¦millennials lean decidedly toward the smarter, technology-driven methods of learning: collaborative problem-solving; social network; organic, user-driven, participatory, anytime/anyplace informal experiences†¦Ã¢â‚¬  (IBM Global Technology Services, 2011, p. 3). Therefore, because technological devices constitute the central interest of the generation, it is possible to apply it in online role games to encourage employees to develop their collaborative, competitive, and goal-oriented skills in the workplace. Apart from technological devices, learning modules should also strike the balance between the virtual space exercises and real environment. In other words, virtual space in combination with a traditional learning environment can reach the company’s objectives and provide a powerful foundation for facing external competition. In 2008, the company’s Academy of Technology world summit introduced a practical testing to def ine how new skills in virtual interaction can contribute a favorable learning environment (IBM Global Technology Services, 2011). The experiment involved virtual space sought to encourage the participant to apply interactive and creative techniques and take advantage of the option provided by online space. Since then, numerous meetings have been conducted via online channels. All the meetings were conducted individually to trace possible improvements, challenges, and problems. Further advances in managing generational differences were connected with the analysis of the way technical leaders handle diverse team. By using three-dimensional collaborative tools, they invited participants to brainstorming sessions, which resulted in successful analysis of skills, as well as problems that need to be addressed. Interactive capabilities are further applied within the company to meet the global challenges and foster global cooperation. Shifts from individual learning to collaborative learnin g assist in delivering a more socially connected community and creates highest business results. The chief executive officers of IBM strive to make learning organization smarter as well as develop a technology supported and people-led system of control. Conclusion Long history of IBM development reflects a complicated path toward advancement of employment policies. Specifically, the company’s focus has always been made on enhancing employees’ value, respecting cultural diversity, and managing generational differences. The latter is of especially importance for the company’s executives because it provides significant challenges for the organization to adjust to the global competition and create a favorable image of the international corporation. In particular, IBM is extremely concerned with recent changes, problems, and advances related to managing generational differences effectively. Special attention is given to Generation Y, or Millennials that cover the gre atest segment of the company’s employees. Despite that fact, the company takes efforts to present equal opportunities to other generations working with the organization. In response to the challenges, the company launches a series of programs and learning modules that would engage all generations into the working process. The legislatures initiated at the beginning of the twentieth century resulted in further development of strategies aimed at enhancing cooperative capacities of the personnel and engage older generations into managing technological innovations. Apart from considering Millennials, the company also pays closer attention to Generation Z who are born in the 90s of the past century. The importance of managing this generation and solving problems is enormous because can provide future perspective for developing sophisticated approaches for managing future generations. Overall, the company has managed to face the challenges of generational differences and create the approach to building management strategies. References Corporate Responsibility Report (2009). Investing in the IBMer. Web. Corporate Responsibility Report (2010). Employee Diversity. IBM. Web. IBM (2010). Diversity 3.0. Web. IBM (n. d.). Responsibilities at IBM. Web. IBM Global Technology Services (2011). Innovative Learning Strategies for the Smarter Enterprise: Addressing Generational, Globalization, and Cost and Speed Challenges. pp. 1-10. Web. McAfeee, A. (2011). Conversations with Industry Innovators. IBM Video Transcript. Web. N-Dynamic Market Research. (n. d.). Collaborating with Gen-Y: Leveraging Generational Insight to Build the Best Workplace for Gen-Y in China. Research Institute. 1-42. Web. Stebenne, D. L. (2005). IBMsâ€Å"New Deal†: Employment Policies of the International Business Machines Corporation, 1933–1956. Journal Of The Historical Society, 5(1), 47-77.

A Cray SuperComputer Comes to the University of To Essays

A Cray SuperComputer Comes to the University of Toronto By Andrew Reeves-Hall The Cray X-MP/22 manufactured by Cray Research Incorporated (CRI) of Minneapolis, Minnesota was delivered and installed at the U of Toronto this September. The Cray is a well respected computer - mainly for its extremely fast rate of mathematical floating-pointcalculation. As the university states in its July/August computer magazine "ComputerNews", the Cray's "level of performance should enable researchers with large computational requirements at the university of Toronto and other Ontario universities to compete effectively against the best in the world in their respective fields." The Cray X-MP/22 has two Central Processing Units (CPUs) - the first '2' in the '22'. The Cray operates at a clock rate of 105 MHz (the regular, run-of-the-mill IBMPC has a clock rate of 4.77 MHz). By quick calculations, you would be led to believe the Cray is only about 20 times faster that the PC. Obviously, this is not the case. The Cray handles data considerably differently than the PC. The Cray's circuits permit an array of data (known as a 'vector') to be processes as a SINGLE entity. So, where the IBMPC may require several clock cycles to multiply two numbers, the Cray performs everything in one clock cycle. This power is measured in Millions of Floating Point Operations Per Second (MFLOPS) - which is to say the rate at which floating-point operations can be performed. The Cray MFLOPS vary as it does many activities, but a rate of up to 210 MFLOPS (per CPU) can be achieved. The second '2' in the X-MP/22 title refers to the two million 64-bit words (16Mb) of shared central memory. This can be expanded to four million words in the future if the need arises. But it doesn't stop there! The Cray can pipe information back and forth between the CPU memory and the Input/Output Subsystem (IOS). The IOS then takes it upon itself the store the information in any of the four storage devices: i) one of the four 1200 Mb disk drives (at a rate of 5.9Mb every second), ii) one of two standard 200ips 6250bpi tape drives, iii) a Solid State Storage Device (SSD) (which is much like a 128Mb RAM Disk!), or iv) through to a front-end computer (the U of T uses both the IBM4381 and a DEC VAX). These computers would be programmed (usually in FORTRAN) and the information passed onto the Cray. The results would then be transfered back to the front end computers. The 4 year old Cray was bought used from the California NASA research centre where it was used in aerodynamic calculations. This means less cost to buy it and the assurance that it has been 'burned in'. In case you wanted one for yourself, the U of T was able to purchase the Cray for the low-low price of $12 million. Over the next five years, the University predicts the total cost will probably be $25 million when maintenance, staff and other costs are taken into consideration. To help out, the Ontario Government put in $10 million. By doing this, all other Ontario University researchers are assured of access at a reduced cost. By the way, to buy time on the system, it'll cost you $2000 per hour. But Ontario researchers only have to pay 7% of that - $140 per hour. Their first commercial customer is OMNIBUS Graphics of Toronto who plan to use the Cray in the graphic videos. If you saw the movie 'The Last Starfighter', you will have already experienced the graphic capabilites of the Cray (remember the some of the space scenes!). The Cray did all of the calculations required for those scenes and let another graphics computer to do the menial task of drawing the lines and filling with the calculated colour. There is so much to talk about when the word 'Cray' pops to mind! If you are seriously interested in this amazing computer and/or you are interested in purchasing time on the system, please contact the people below: The Centre for Large Scale Computation at the U of T Llyod Parker, Director 978-8255 Facilities Manager Dr. Edmund West 978-4085 Supercomputer User's Group (for University Researchers, etc)

Inclusion of Students with Disabilities in Regular Classes Research Proposal

Inclusion of Students with Disabilities in Regular Classes - Research Proposal Example Numerous benefits of the inclusive approach of the government are being advocated that firmly supports the endeavor of government. Correspondingly, it is strongly argued that inclusion approach is closely related to the aspect of social justice and equity. Next, it is also critically argued that with the inclusion approach disable students will be offered with an opportunity to acquire similar attention to that of normal students as well as with the prospect to grow and develop a positive attitude and behavior (ARACY, 2013; Konza, 2008). At the same time, the inclusion of students with disabilities in regular classes is anticipated to ensure that these students are provided with all the basic amenities where they are offered with equal opportunity to enhance their skills and intelligence. Such benefits are argued to change the perception of the people towards the individual with a disability that would ultimately aid in eliminating the social stigma associated with these disabled students. Additionally, it is claimed that the inclusion model will not only provide the students with disability with the opportunity to improve their level of skills and competency but it is also postulated that the model will have profound and positive impact on teachers where they will be able to test their level of skills and ability to provide education to both the normal children as well as the children with disabilities (ARACY, 2013; Konza, 2008). This is indeed argued to serve as an opportunity for professional development for the t eachers in Australia. The report of ARACY (2013) incorporated several existing problems in education for the disabled student in Australia prior to the development of the inclusion model. Notably, each of the territories in Australia has been argued to have different approaches towards educating the students with a disability as well as different methods claimed to use to assess the growth and development of the students with disabilities in school. In addition, the school curriculum for the students with a disability is also contended to differ from region to region.

Cultural Construction of Violence Research Paper

Cultural Construction of Violence - Research Paper Example For long, people have only considered violence as a trait that a person is born with; that one is either born violent or not. This, to many, implies that the proclivity of a person to engage in violent activities is long found in people’s genetics and there is less that can be done to completely eradicate it. This may seem to have some sense of truth in it as there have been cases where a young person may come out to be violent throughout his life. This is often seen with the kind of tenderness that he treats other people with including animals. However, if violence is a trait that one is born with, how can peer-inflicted violence be explained? Though the genetic makeup may have a significant effect on the behavior of a person, there are many questions concerning human violence that can still not be answered only by genetics. Moreover, violence also takes many forms and in different contexts. This implies that the definition of violence varies from one physical location to the other and can never be generalized. This having been taken into account, it is therefore true to say that the interpretations and meanings accorded to violence across societies, cultures and communities have significant effect on the trends of violence recorded in the areas. ... Violence is therefore not only genetically motivated but also structurally formed. The human genetics also have significant on the character and actions of people but violence can as well be culturally constructed. For instance, in intertribal wars undoubtedly involving extreme forms of violence as is the case of the Thull, a Kohistan community, living in the mountain slopes near the borders of Pakistan and Afghanistan, are culturally constructed. Here, the people find pride in engaging in cultural raids and retaliatory attacks that usually involve various forms of violence. This cannot only be explained using genetics as genetics do not provide room for generalization explanation of the acts of violence, more so involving large numbers of people. This makes cultural construction of violence be regarded as a serious form of creation of violent behavior among people. The research focused on the Thull, a Kohistan community. The Kohistanis rely majorly on transhumant pastoralism that in volves keeping goats and sheep. However, they also grow crops in their fertile fields as I found out. The people of Thull have undergone a great religious transformation. This is evident from their transformation from Buddhism, Hinduism and presently Muslims. This has also seen the absorption of other Pakistan members to their culture. However, their cultural effects and implications have mostly originated from the Pakhtum. The Kohistan area is geographically large and has thus been affected by political fragmentation and cultural diversities. Within the Thull Kohistan villages, there are also smaller lineages, of which each produce a representation to the

Rights of Accused Essay Example for Free

Rights of Accused Essay

Proverbs Essay -- Bible Religion

Proverbs: Choice and Discernment, the Two Ways of Living   Ã‚  Ã‚  Ã‚  Ã‚  In studying the book of Proverbs there is a similar theme of choice and discernment, the teachings of decision-making and the repercussions of your actions. These books are made up of extremes and polar opposites. The dualisms are the rich and poor, the righteous and the wicked, and the wise and the foolish. There is advice given and it is up to the judgment of the person to which category they will fall into. There are two ways of living, and based on the person’s discernment and ultimate choice to which one they will get to live.   Ã‚  Ã‚  Ã‚  Ã‚  This paper will focus on Proverbs 10, 12, and 14, Solomon’s Proverbs, to display this theme of choice and discernment. Proverb 10 is an antithetical parallelism, because the second line is opposite of the first. This passage is both observational and didactic. Some of the passages are subtle entities and some are teachings that promote an ideal. â€Å" Wise children make their fathers proud of them; foolish ones bring their mothers grief† (10:1). This first passage is very simple; if you are wise, then you will be good to your parents, the teaching is, do not be foolish. The next passage has great insight, â€Å"wealth you get by dishonesty will do you no good, but honesty can save your life† (10:2). This passage is an ellipsis because it leaves out detail to how exactly honesty can save your life, but it will do you more good than being dishonest. You will be rewarded for choosing to act wisely. â€Å"The Lord will not let good people go hun gry, but he will keep the wicked from getting what they want† (10:3). This passage shows the world as a just world, that God/dess will keep things even keel, even though this is not the case. Things are unfair sometimes, and using observation on personal life experiences, bad things can happen to good people. Although this passage does teach that if you choose to be good, you will be taken care of, and if you choose to be wicked you will not always get what you want. There are two choices here on how to live, good or wicked, and good judgment would be choosing to be good. It encourages again the need for right decision making. These passages lack emotion; they are just a steady flow of advice. They speak of retribution; you will get what’s coming to you. If you choose to be lazy, you will be poor and not achieve any status, if you choose... ... that if you make the right decision, God will help you, he will guide and save you. This maybe the details that are left out of Proverbs, there may not be a need for detail at all. It doesn’t matter what the situation is, don’t be lazy, the out come then will be the help of the Lord. This advice is God/dess’ guidance, it is then up to you which path you will take, what decisions will be made, and which life you choose to live. The Lord can only bring us this far; He/She is unable to help, if we are do not make the right decisions and live righteously.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Works Cited Bricker, Daniel P. The Doctrine of the â€Å"Two Ways† in Proverbs. Doctoral candidate in   Ã‚  Ã‚  Ã‚  Ã‚  Old Testament at Fuller Theological Seminary, Pasadena. 1995. ATLA index. Buttrick, George Arthur. The Interpreter’s Bible, twelve volumes. Abingdon Press,   Ã‚  Ã‚  Ã‚  Ã‚  Nashville, 1984.   Ã‚  Ã‚  Ã‚  Ã‚   Clifford, Richard J., A Commentary by†¦ Proverbs, The Old Testament Library.   Ã‚  Ã‚  Ã‚  Ã‚  Editorial Advisory Board; James L. Mays, Carol A. Newsom, David I.   Ã‚  Ã‚  Ã‚  Ã‚  Petersen. Westminster John Knox Press, Louisville, Kentucky, 1999. Drane, John. Introducing the Old Testament. Harper & Row, Publishers. San Francisco,   Ã‚  Ã‚  Ã‚  Ã‚  1987.

Children and Screen Time Essay

Every parent wants nothing more then their child to succeed. They want their child to develop and learn with out struggle. In this day in age we have access to so many devices that can help contribute to a child’s success. Many will argue that a device such as a I-pad or mobile device will hinder ones learning. I feel the exact opposite will occur, and the child will gain knowledge. Children develop and learn so much at a very young age. They absorb everything they see and hear. They best learn through touch, sight, and sound. Using a device such as a touch I-pad, or I-phone a child can interact on their level. There are so many Apps available for children of all ages. They will help a child develop at their capability and speed, while learning. I feel they will absorb more knowledge with a educational hands on device rather then TV. Children have to interact and use their brains in order for the App to work. Placing a child in front of a TV to just sit and learn, they do not get the same hands on experience. There will be those arguing that placing a phone or tablet in a child’s arms will cause harm. I do not see that being true, in this day in age we use App’s for everything. Rather at the grocery store, banking, or even schools, most teach with touch devices. I feel that helping your child learn with a hands free device, will only help them in the future.

Describe the Factors to Consider When Promoting Effective Communication

Factors you may need to consider when trying to communicate effectively with others could be their age. If it's a child you will need to simplify your language, get down to their level so that eye contact can be easily made. Be aware of your own posture and body language, while assessing theirs so that you can gauge their emotions, and be able to respond appropriately. It is also important to show that you are listening to the child and looking interested in what they are saying. Sometimes it takes a while for a child to get their sentences out, so if you look bored and uninterested, he/she will be less inclined to carry on with the conversation and it may affect their confidence for when communicating in the future.When communicating with an adult it is slightly different, the language you use will be more complex and the sentences will flow a bit faster. Good eye to eye contact and facial expressions are important to help you convey your message, and to be able to decode their emot ions and feelings. Adults also need to feel valued, so good listening skills are key to effective communication and allowing the other person time to answer before you start talking again, never guess what a person is trying to say.Effective communication isn't just achieved by verbally expressing yourself though. Some organisations use P.E.C.S (Picture Exchange Communication System), exchanging picture and symbols on a board to communicate feelings, choices, wants and needs. This is particularly useful for children with a speech delay, or children with learning difficulties. Photos of the toys/equipment on the front of the boxes and draws tell everyone where to put it all away after use. Or at snack times the children can see the choices available on the board in photo or picture form.Children learn to become more affective communicators through role playing games, either with or without adult participation. Listening to stories and discussing them afterwards with others is greatly beneficial to the child,as they are practicing their listening skills and communicating with each other.Other ways in which adults communicate are trough email, telephone or text message to colleagues. News letters to keep parents informed of general news and updates.When communicating effectively at work with the children, I like to sit on the floor small hair. I like to be at their level, as I feel it can be a bit intimidating to have an adult standing over and talking. My speech will be slower and clearer, I will use simple words and keep sentences short. Usually I try to ask open ended questions to try and encourage the children to talk to me, instead of giving a dead ended answer with yes or no. Involving the parent/career into the conversation is also great, as it helps me to find out more information about the child. Im able to find out their strengths and abilities and better able to provide activities for that individual child's needs.

Free Essays on Masks Of Africa

Masks of Africa: Since the earliest times masks have played an important role in the culture of Africa. Masks have varied in appearance and function. Many masks are associated with religious ceremonies, myth, dance, rituals or are concerned with spirits of the dead, rites, or even curing sickness. The mask has been used by the Africans mainly to solve major human and social problems. When a man wears a mask his identity is hidden and the expression on the mask projects a new identity. If the features on the mask are unnatural such as an abstract from an animal, it will make the mask emit a more effective and dramatic identity. Because the person is wearing a mask the human identity is hidden so the viewer is unsettled, this causes the man wearing the mask to be strange or unpredictable, this leads the viewer to become fascinated so the masked man can deceive the viewer. Masks representing harmful spirits were often used to keep a required balance of power. This type of mask was often associated with secret societies, especially in Africa, which has the greatest variety of masks on Earth. In ancient Egypt priests used masks to represent gods. Masks were also placed upon the face of mummies to keep alive the appearance of the deceased after death or to give a boost to him and his image. Masks use different facial features such as idealizing human features, frightening features, animal features and naturalistic features to give a deeper meaning to what the mask is meant to express. Masks were often used as a form of ranking in villages, for example a mighty warrior who is known to have a lot of strength would be presented with a mask that would describe this type of strength (e.g. a wolf’s mask) whereas the village’s leader would have a distinct mask that no one else has, as a symbol of his power and status in the elite, e.g. (an eagle’s mask). Masks may also be used to help identify the members of a village or tribe by hav... Free Essays on Masks Of Africa Free Essays on Masks Of Africa Masks of Africa: Since the earliest times masks have played an important role in the culture of Africa. Masks have varied in appearance and function. Many masks are associated with religious ceremonies, myth, dance, rituals or are concerned with spirits of the dead, rites, or even curing sickness. The mask has been used by the Africans mainly to solve major human and social problems. When a man wears a mask his identity is hidden and the expression on the mask projects a new identity. If the features on the mask are unnatural such as an abstract from an animal, it will make the mask emit a more effective and dramatic identity. Because the person is wearing a mask the human identity is hidden so the viewer is unsettled, this causes the man wearing the mask to be strange or unpredictable, this leads the viewer to become fascinated so the masked man can deceive the viewer. Masks representing harmful spirits were often used to keep a required balance of power. This type of mask was often associated with secret societies, especially in Africa, which has the greatest variety of masks on Earth. In ancient Egypt priests used masks to represent gods. Masks were also placed upon the face of mummies to keep alive the appearance of the deceased after death or to give a boost to him and his image. Masks use different facial features such as idealizing human features, frightening features, animal features and naturalistic features to give a deeper meaning to what the mask is meant to express. Masks were often used as a form of ranking in villages, for example a mighty warrior who is known to have a lot of strength would be presented with a mask that would describe this type of strength (e.g. a wolf’s mask) whereas the village’s leader would have a distinct mask that no one else has, as a symbol of his power and status in the elite, e.g. (an eagle’s mask). Masks may also be used to help identify the members of a village or tribe by hav...

The Importance of Voting in America Essay Example | Topics and Well Written Essays - 500 words

The Importance of Voting in America - Essay Example If a person votes he is making sure that he wants the government to know which candidate is best according to him or her. In a huge country like United States with a large population a single person's voice can only be heard with the help of voting. Voting enables a people to raise his or her voice or opinion on pending laws, ordinances, and it also enables them to decide who takes charge of the state offices. The second reason is a general reason but is a very big fact. It's the right of every citizen to vote as all the laws, rules and regulation that would be implemented later by the elected party would directly influence the person. It also makes sure that citizens select the people who will be the leaders of their country.Voting makes it impossible for someone or one party to become a monopoly and stay in the office for more than the legal time. Being a citizen of any country and utilizing the resources of that country it's a persons divine right to vote. The third reason for voting is related to the shaping of a persons life according to his vote. It's a universal fact that every person should live the way he or she wants; the only best way to achieve this is by voting.

Porter's five forces models Essay Example | Topics and Well Written Essays - 750 words

Porter's five forces models - Essay Example Porter`s five competitive forces include the bargaining power of buyers, the bargaining power of suppliers, threat of new entrants, potential substitute products and the level or extent of rivalry among the competitors. The model of five forces can also be used to analyze the bread making industry of the UK (Daft, R. et al 1991). The bread making industry of UK is one of the largest markets of the entire food industry and is worth approximately ?3.4 billion. The UK baking industry is divided into three sectors, large plant bakers which control 78% of the market, the in-store bakeries produce around 17% of bread and the master bakers or the craft bakers produce the remaining which is 7% of the bread produces in UK. These three sectors of the industry are competitive and there is competition within each of these sectors as well which results in a high level of competition in the entire bread making industry of UK. The large plant bakers, for example, include three large plant manufactu res and the largest of these is the Warburtons and together all of these control almost 3/4th of the large plant bakery sector. ... The three main manufactures of bread in UK are Premier foods (Hovis), Allied Bakeries (Kingsmill) and the largest producer, Warburtons. These companies produce 80% of the bread sold in UK and therefore, the level of competition between these industries is also high as they compete to cater to the larger portion of bread market in UK. Another force is threat of substitute products which is also high in this industry. According to the Federation of Bakers, everyday almost 11 million loaves of bread are sold in UK with a total volume of fewer than 4 billion units with a variety of almost 200 different bread products available for the consumers. Therefore, there are a lot of substitute products available for the consumers of this market. As far as the bargaining power of suppliers is concerned, most of the bread sold in this market of UK is produced by local or domestic companies. As there are a number of dominant suppliers in the market (Premier foods, Allied Bakeries, Warburtons), they have a certain level of power over the market as together they control more than half of the market. They can exercise this power by collaborating and dividing the market amongst themselves. As a result, they could even stop new companies to enter the market and could even set prices to earn high profits. Therefore, it is quite difficult for new companies to enter this industry as the market share of the industry has already controlled by the three dominant suppliers. As a result, new entrants would have a limited margin for expansion. Also that they might not be able to compete with these dominant suppliers as they already have positioned themselves