AMERICAN INDUSTRIAL REVOLUTION essays

AMERICAN INDUSTRIAL REVOLUTION essays During part of Thomas Jefferson and Jacksons presidency, what we now call the American Industrial Revolution took place. It was an era filled with bursts of technology and immigration. This era seemed to hurt the young country, however. But for the most part, the American Industrial Revolution forever benefit the well-being of the young nation. There were many aspects of the industrial revolution that came into part and played major roles in determining the success (or to some, failures) of this era. One might remember this revolution to be famous for factories, womens rights and other social changes, and economic changes in trade. It is true that this era was famous for these (or to some, infamous), and although not all effects of the revolution were good, it is a firm belief that the good everlasting effects definitely outweighed the bad. With that said, the Industrial revolution benefit the United States to a great extent that surpassed what was hurt in the process. For much of the people that lived during that era, it was very common for one to work in the factory. And there is no denying that the workplace was a horrendous environment. It was unsafe. During that time, it did hurt the people because they lived in lowly places and had long hours with little pay. But time and time again, we will see that we need to fall in order to get up and become stronger. For you see, factories benefit us greatly. It increased mass manufacturing, which in turn helped feed the masses of immigrants that flocked to the United States. Through companies such as the Lowell Factory, they were able to mass produce cotton cloth by power machinery in a building. That was the first time in world history. Factory workers and factories during this revolution are practically the roots of where our mass production of goods come from. If factories did not become so popular, the nation would not have been as industrialized. If the na...

Free Template How to Format a Romance Novel

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Problems faced by mortgagors Essay Example | Topics and Well Written Essays - 750 words

Problems faced by mortgagors - Essay Example It is because of this reason that mortgage products have become very popular across the world and they have enabled many people become homeowners. However, mortgage facilities present certain problems to the borrowers, which will be discussed in this present essay and even how they affect the economy of the United States. Secondly, the essay will discuss recent act of legislations or proposal by the United States’ federal government that pertains to the problems that would be highlighted. The nature of mortgage facility is that the borrower pays a monthly premium plus interest which is flexible meaning that the rate of the interest may increase or decrease depending on the market condition. Baily stated that borrowers’ problems usually arise when the rate of interest in the mortgage market increases while their income, which they use to repay the mortgage, remains steady (68-71). This therefore, creates a scenario whereby the borrower is unable to satisfactory pay the m onthly premiums and interest, which then forces the bank to enact the foreclosure agreement that would leave the borrower homeless. Such a problem derails the entire economic growth of the United States, which is still on a recovery phase, and unemployment is still an issue since according to Baily lower purchasing power by the consumers who are servicing high interest rate means low demand for goods and products (33-35). Bolà ©at and Coles also lamented that presently borrowers have been locked with high interest rates despite the fact.

Philosophy of Special Education Research Paper Example | Topics and Well Written Essays - 1000 words

Philosophy of Special Education - Research Paper Example people who are enabled differently, to cope with the rest of the society, it becomes imperative and key that such students would be taught in schools. To begin with, school would be necessary to enhance the civic aspect and cognitive abilities of the special needs students. The things they would learn in school would sharpen their cognitive abilities and acuity towards the same goal and objective. Secondly, the school setting and environment would improve the emotional acuity and sharpness. The fact that a student gets to share the same environment with others means that different emotions such as extreme happiness and sadness get to occur in such a place. If for instance, in one day such a student gets extremely overjoyed and the minute he or she is annoyed, after some time, the student would find the right level of emotional balance. Subsequently, a school would enable such a student with special needs and special abilities to develop vocational skills and talents which would enable him or her to earn a livelihood (Spring, 2013, p. 19). Given the fact that the intelligence disposition and quotient of the special needs students or people may not allow them to pursue professional courses such as medicine, they would instead pursue vocational courses. At the long end, they would use their vocational skills and trainings to earn livelihoods and lead descent independent lives. Equally important is that schools help the special needs people or students to develop and grow their social lives. It is only through interacting with other people that one gets to develop and practice interpersonal skills such as talking, communicating, relating, apologizing, and showing gratitude amongst other social abilities. A school would also a special need student to develop moral responsibility and care so that he or she would be a co mplete person in the human society, able to relate and co-exist with others. These learner with special skills and abilities may in the ordinary sense

Closing Guantanamo Prison Essay Example | Topics and Well Written Essays - 1000 words

Closing Guantanamo Prison - Essay Example Indeed, the United Kingdom has even called for the United States to shut down Guantanamo Bay (‘UK told US won’t shut Guantanamo’). This essay considers a number of contentions regarding the importance of keeping Guantanamo Prison a functioning detention center, and then ultimately argues that after considering the arguments and evidence that the detention facility should be closed. When considering the potential closing of Guantanamo Bay prison there are a number of objections individuals have levied to this proposal. One of the central objections in these regards concerns the intelligence that could have been potentially gained in the interrogation procedures that were conducted there during and immediately after the conflicts in Iraq and Afghanistan. During this period extensive water-boarding interrogation procedures were conducted with individuals that had been identified as major terrorists and believed to have information that was essential to United States war efforts in the Middle East. Governmental investigations into Guantanamo have even at times supported the detaining of prisoners in the facility. A recent Washington Post report stated, â€Å"A Justice Department-led task force has concluded that nearly 50 of the 196 detainees at the U.S. military prison at Guantanamo Bay, Cuba, should be held indefinitely without trial under the laws of war, according to Obama administration officials† (Finn 2010). Still, many reports have indicated the growing levels of torture implemented at the facility. Hyland (2004) indicated that, â€Å"Three Britons freed from Guantanamo Bay in March have released a 115-page dossier accusing the US of carrying out torture and sexual degradation at the military concentration camp in Cuba.† Even as in large part these activities were deemed near torture by human rights groups, they were still allowed to occur as they were carried out within the confines of Guantanamo. When considering the evid ence, it’s shown these interrogation methods are entirely ineffective. Research indicates that overly intensive interrogation methods have been demonstrated to be ineffective in gaining information, and oftentimes lead to false information (Butler 2007). This is particularly clear in the instance of Guantanamo Bay interrogations. Butler (2007, pg. 63) writes, Often all that is gained by aggressive interrogative techniques are false confessions. For example, Asif Iqbal gave interrogators a false confession. After extensive interrogation, he finally admitted that he was, indeed, in the videotape with Osama Bin Laden†¦Later, the British intelligence found proof that Asif Iqbal†¦had been in England at the time the video was made Indeed, the argument is that rather than actually being an effective method of gathering intelligence information, these interrogation methods resulted in false information being gathered. When one considers the issues more intently further evid ence points to this rebuttal being correct. Debeaux (2005) even indicated that a number of detainees were even gathered through a bounty system that was in place between Afghanis and United States’ forces; when one considers this, the increased potential for misinformation is greatly increased. Ultimately this makes it so that the main benefit of keeping this prison open is negated

Training Needs Analysis (TNA) Cycle

Training Needs Analysis (TNA) Cycle Training Needs Analysis (TNA) is the first stage in the systemic training cycle and is also a process the training and human capital professionals undertake to identify any gaps in employee knowledge. The systemic training cycle comprises of the following stages: training design, training delivery, and evaluation). The basic of a basic structure for a modern effective and socially responsible training and development policy is the assessment of the gaps that exist between what the employee actually has and what they require in terms of skills, knowledge and attitudes in term of process. However, the nature and purpose of a TNA can have different meaning and perspectives depending upon the various people and organizations in the process, resulting in misunderstanding about expectations and what can be achieved. Boy dell (1976); one of the earliest writers about TNA, proposed a systematic approach to training needs that had its origins in analyzing requirement through a method based on organizational objectives. It is important that a training policy must provide the basic system and management guide for the people who are involved with the process of designing and developing training manuals within the organization-for example whether manuals must contain the training policy; whether manuals are course-specific or job-specific or departmental specific; who is responsible for designing and whether the media formats of manuals are printed, online, etc Boydell (1976, P.4) stated that A training need exits when the application of systematic training will serve to overcome a particular weakness. He also argued that, The identification of training need must therefore be resolved before training itself can be usefully undertaken. A TNA is an effective way to identify any gap between the skills a business need and those that employees have. It involves gathering information to locate areas where employees could improve the performance, Employee surveys, management observations, customer comment, company meeting and inspection can be utilized to collect this information, A TNA can assist in clarifying the objectives in training staff and this is invaluable for ensuring that money is spent on training that will enhance that achievement of the business objectives. Bartram and Gibson (1994) stated that, Analyzing training needs provides a focus and direction for investment on organization has to make in its people.Similarly, Bee and Bee (2003) asserted that business to close any performance gap. To carry out a TNA, you need to: Analyze your business goals and skills to meet these goals. Determine whether you are changing your products or business processes and what information or training employees will need to be effective in their job. Evaluate who you want to train and how best to reach them Establish how staff will best accept and integrate training and their preferred learning method Evaluate the training in place and decide what your company can and cannot provide in the way of in house training funding and time. Assess which consultants or training provides can fill these gaps. Take a decision on which type of training fits your needs best. Two political considerations influence TNAs were noted by Read (1994) They are: establishing who has ownership of the TNA will indicate whether the finding are ignored or implemented and the person who actually pas for it will indicate the real client, who is normally senior management. However, this systematic approach to TNA inclines to concentrate largely on organizational perspectives. Reid and Barrington (1999) recognized these perspectives, but asserted that these needs can occasionally conflict, e.g. long-term development for an individual and lack of promotion chances may be at variance with each other. It is important to assess kills gaps at all leers of the business. Learning and development are on-going and pro-active (Sloman, 2003). They should not have to wait for business needs and training objectives to be set before embarking on a program. Thus, individuals need to be more responsible for their own learning, rather than waiting for the organization to guide them. Seeking employee input can be particularly revealing as they are ore likely to experience the daily problems that arises when there is a skills gap. This makes them well placed to identify the skills and training they need in order to improve performance. The Meaning of TNA for Different Groups Potential conflicts between the organization managers and recipients about the ownership and purpose of TNA are unhelpful and counter-productive. Research was conducted among three separate groups to examine their understanding of TNA and identify similarities and differences, in order to help in resolving some of the misunderstandings. Passenger transport managers who had been recently queried about training needs; Training managers from other organizations and responsibility from TNA, and Training consultants who work independently and who predominantly design and deliver training based prior TNA investigations. Data collection involved the distribution of the different questionnaires about the purpose and process of conducting TNA to the three groups above. Most of the questions were similar across the groups with additional ones being directed to specific groups depending upon their background. Following u are individual interviews involving each of the groups. The facts were then studied using grounded theory (a method which involves developing a theory derived from the themes emerging from the data). It can be gathered form the table that there are both commonalities and some noticeable differences expressed that business needs were a dominant focus for all groups and that this should be constantly considered throughout the systematic training cycle. Conclusions and Recommendations The analysis revealed a number of findings to which recommendations have been made: Business needs emerged as the main focus of training needs analysis. These business need should be clearly communicated. From an individual perspective, the person may wish to learn different knowledge, skills, and attitudes atc, than those prescribed by the organization. It may be advisable to consider both sets of needs. The various people involved with the TNA process should be aware of their part in the whole process. This should involve clear communication about its purpose, the process and decisions about training will be made. Personnel involving with TNA should be aware of the expectations arising from those who are on the receiving end of the investigation. Often, genuine concerns were raised which were ignored because there are more important priorities, but if so, this should be communicated sensitively. A clear and transparent process will enhance trust in the process and the organization. It will also encourage those in human resource and other management positions to create a more democratic process. Defining Training According to Nadler (1984): Training is the organizational activity which aims to improve an employees performance. Education consists of activities designed to prepare employees for future jobs. Development is those learning activities designed to help the individual employee grow but which are not confined to a particular job. Nearly all companies provide training for their employees but there is a great variation in the amount of educational and developmental activities organized by firms. Training maybe defined as the attempt by an organization to change employees through the learning process so that they are able to execute their jobs as efficiently as possible. Training programmes must be designed to maximize learning. Training may or may not be conducted in a classroom. Learning can take place in a variety of situation, none of which requires a classroom. The Benefits of Training In general, the benefits of training outweigh its costs, even when those positive outcome cannot be evaluated in financial terms. Robert Steinbach (2004) says, Inadequate training leads to poor performance, angry customers and high turnover exactly the kind of problems that keep supervisors too busy to focus or training. Talk about a vicious circle! The advantages of effective training include: Training increases workers productivity Training increases workers job satisfaction Training keeps workers skills and knowledge up-to-date Training helps to motivate workers Training helps to increase worker productivity by improving their ability to do their current job. Learning organizations take proactive steps to retain employees knowledge within the organization. Training is a major financial investment for the employer and reasonable returns are expected. A systemic approach to training is the best way to ensure effective training. The steps to be followed in organizing a training programme are listed below: Identify Training Needs Set training Objectives Design the Training Programme Implement the Training Programme Evaluate the Training Programme Before organizing a training programme, a training needs analysis should be carried out. Timothy Ho Ha Yin (2003) describe a training needs as the gap between an actual situation and the desired situation. Situation may refer to job performance, knowledge, skills, behavior or attitudes. In other word, gap analysis indentifies the difference between what is actually happening and what was planned to happen. The training needs assessment is best conducted upfront, before training solutions are budgeted, designed and delivered. The output of the needs analysis will be a document that specifies why, why, what, who, when, where and how. The document should contain the following questions: Why do people need the training? What skills need imparting? Who needs the training? When will they need the new skills? Where may the training be conducted? How may the new skills be imparted? Thus training is needed when: Individual workers are facing difficulties in performing their jobs satisfactorily. New workers are hired. New technology and procedures are introduced. Individuals are transferred or promoted. A major change such as a merger takes place. In clarifying the purpose of the Training Needs Analysis (TNA), the following should be considered: At the organization level? At the project level for a specific project? or At the department level for specific employees? Your answers to these questions will decide: Who will conduct the Training Needs Analysis (TNA) How the Training Needs Analysis (TNA) will be conducted and What data sources will be used To carry out an analysis of the employees training needs, certain steps should be followed: Identify a performance problem Decide whether the problem is serious enough to justify action Identify the cause of the problem Produce alternative solutions to the problem Choose the best solution and implement Training Needs Analysis (TNA) must be carried out continuously as there is no short-cut to effective training and those involved in indentifying needs may: Require supervisors to prepare a report on the training needs of each and every worker reporting to them, especially new staff undergoing probation. Require all workers to periodically assess their own knowledge and skills and apply to attend training in areas in which they are weak. Require workers to evaluate the strengths and weakness of supervisors, so that appropriate training can be organized for and supervisors who are unable to effectively manage their sections well. The focus of these involved in organizing training must be the needs of the employees and the organization. To ensure only, relevant programmes are offered, some organizations utilize a competency approach whereby a careful analysis is conducted of each job grouping in the organization to identify the competencies heeded by employees at various levels in the job concerned. An example is shown below: Set Training Objectives As the main aim of training is to improve employees abilities and performance on the job, hence clear and specific objectives for each programme must be tabled. The objectives should be quantified as measurable objectives which are crucial in the evaluating process. They also act as a guideline to the trainee as what is expected of him/her. As Mager (1984) says If you know where you are going, you have a better chance of getting there. An ideal training programme objective comprises of three parts and includes a statement of: Terminal behavior Standards to be achieved Conditions of performance Training Needs Analysis Method Employee Performance Appraisal During the final part of the performance appraisal discussion, each workers manager discusses training and development needs. In general, the manager constructs an employee Performance Development Plan in collaboration with the employee being appraised. The Plan takes into consideration: the organizations strategies and plans agreed employee goals and targets the employees performance results the employees role description feedback from internal/external customers and stakeholders, and the employees state career aspirations Improvement Project To carry out this successfully, the performance consultant needs to be familiar in process improvement methods and employee motivation theory and practice. Examples of improvement projects include planned and structured attempts to decrease the incidence of product defects, increase sales volume and reduce the number of customer complaints. The causes of underperformance needs to be determined through a series of structured questions. Possible causes and solutions are discussed and training solutions identified, where appropriate. When training is identified as suitable solution, we recommend a training needs analysis questionnaire (with the suitable stakeholders) which will give you the information needed to the program design phase. An effective Training Needs Analysis questionnaire worksheet will cover at least the following areas: Training Needs Analysis Context: Project Sponsor Reason for Request Participant Roles Organizational Objectives Training Program Objectives Target Population Number of Participants Location Department Education/Experience Background Current Job Experience Current Performance vs Expected Performance Language/Cultural Differences Anticipated Attitudes Task Description Task Description Frequency Proficiency Performance Criteria Conditions Underpinning Knowledge Constructing a Training Calendar The main objective of this tool is to ensure that it needs to be tailored for your specific organizations real needs as many managers are not skilled in identifying which of their problems can be solved by training and which cannot. Make sure you engage in constructive communication about what their real problems are and which of them can be addressed through training. Consult your management team by studying which of the following areas required to be included in your training calendar: management, leadership and supervision skills soft skills, such as communication and conflict resolution environment, health and safety human resource processes, such as performance management business skills, such as strategy, planning and process improvement technical line and staff skills such as telephone etiquette and inventory management Data Sources In conducting a Training Needs Analysis (TNA), a number of factors have to be considered before selecting which data sources. These factors include: the amount of time you have available the human resources you have available the level of accuracy you require the reliability of each data source the accessibility of each data source The data sources that you have available may include: interviews/surveys with supervisors/managers interview/surveys with employees employee performance appraisal documents organizations strategic planning documents organization/department operational plans organization/department key performance indicators customer complaints critical incidents product/service quality data Techniques for Determining Specific Training Needs A number of practical methods can be used to gather data about employees performance. None of these methods can stand alone. Always use at least two. One of those that should be chosen should always be observation. Observation Interviews Questionnaires Job Descriptions The Difficulty Analysis Problem Solving Conference Appraisal Reviews Drive Pattern Identity Analysis of organizational Policy Whatever the method used to identify training needs, at least the following three points must be kept in view: These methods should be used in combination, that is, there should be no dependence on only one method. They may be used to identify training needs of each of the various groups of employees. They should be applied to individual employees since training needs vary with each employee. Sales Staff Training Needs Analysis Telecoms Malaysia, a major telecommunication provider, is hiring sales staff for its business. The skills included are important in our sales representatives who are dealing with customers directly, Thank you for your time completing this analysis. At Telecoms Malaysia we are examining our human resources needs and exploring what can be done to provide our employees with the resources and materials you need in order to do your job most effectively. Building sales competencies will be a critical strategy for growth and planning. Thank you for your time and energy in making Telecoms Malaysia the best it can be. In the questionnaire below, place a check mark in the column that reflects your current level of skill or ability for each skill listed. Rank your skills on a sliding scale, with 1 being poor or beginner-level skills and 5 being strong skills or more advanced experience in that area. Your responses will help us determine your current skill set, so we can plan the most effective training program to help you excel at your job. How to Use this Training Needs Analysis Questionnaire Whenever youre conducting a training needs analysis, youre looking to evaluate the current skills of your staff so you can figure out what areas they need the most training in. Having a proper training plan in place means that workers can work more productively and efficiently, because theyll have the skills they need to get the job done right. After distributing a training needs analysis questionnaire like the one above, you have to analyze the results. The first step of doing that is deciding which of the skills listed are the most important to your business. Mark them or highlight them. Then look at those most important skills and see which of them has the lowest ranking based on employee feedback (the most 1s and 2s for example). These should be your priority areas for employee training. Theyre the weakest skill sets in the most important areas for your company. Once youve taken care of training in those areas, you can decide if the questionnaire results show training in other, less important, areas is also worth pursuing.

The Role of Cleopatras Children in Defining Her Character :: Egypt History Queen Essays

The Role of Cleopatra's Children in Defining Her Character Abstract There are few roles that Cleopatra has not been made to fulfill. She is queen, goddess, lover, whore, wife, witch. Yet it is her role as mother that most defines how she is to be perceived, and which of these other roles she will take on in a given work of literature. Cleopatra's children, or the absence of them, play a definitive role in characterizing Cleopatra. When Cleopatra is childless, she acts like a child herself, either petty and selfish or so deeply in love that she ignores all else. When she has children, however, her role as mother extends far beyond her actual offspring and encompasses all of Egypt. Her protectiveness of her children is used to mirror her protectiveness of Egypt-if she is a good mother than she is also a good queen. Whether she is a good mother, a bad mother, or no mother at all is used by every author or director to characterize Cleopatra as a woman and as a symbol. The Total Absence of Children Cleopatra's childlessness in literature and film is meant to allow her to be viewed as childish herself. Egypt is of little importance to her. She cares deeply only for love and pleasure, or for nothing at all. Not only is she not yet a queen, but she may never be. In Bernard Shaw's Caesar and Cleopatra, Cleopatra is both chronologically and mentally a child. Not only do she and Caesar not have children together, they do not even have a sexual relationship. Shaw "makes Cleopatra, who was probably about nineteen or twenty when Caesar arrived in Egypt, into an emotionally and intellectually retarded sixteen year old who pouts and prattles...peeping out from behind her nurse like a bashful toddler" (Hughes-Hallet 252). In order change Caesar from a lover into a father-figure, Shaw turns Cleopatra into a helpless but petty infant; he glorifies Caesar's character at the detriment of Cleopatra's. After her altogether pointless and foolish carpet scene that actually costs the lives of Roman soldiers, Caesar says to a scared and clinging Cleopatra, "My poor child, your life matters little here to anyone but yourself" (Shaw 84). Not only is Shaw's Cleopatra childish and indifferent to the plight of Egypt, but she is completely useless. Even Caesar, with whom she has the closest relationship to in the play, who takes on the role of a father, does not really care whether she lives or dies.

Stylistic Analysis of “Arrowsmith” by Sinclair Lewis

Text Analyses â€Å"Arrowsmith† by Sinclair Lewis Starting reading the extract from the novel of the first American awarded the Nobel Prize in Literature one can predict that the whole book is quite subjective. The description of the geographical position of the state Winnemac and its largest city makes exactly such impression. But when the reader goes on he faces really vivid examples of hyperbola, epithets, zeugma, metaphors and other stylistic devices. One becomes immersed in the bright, humorous and at the same time critical world of Sinclair Lewis.The author mocks at the weak points of education, at ridiculous university traditions and the life of students in general. The title of the story â€Å"Arrowsmith† depicts the surname of the main character. It is a quite rare English surname. The second part of the compound â€Å"Smith† means a person who does something extraordinary. An arrow is usually associated with reaching a goal. The surname Arrowsmith is su itable for a person who is initiative, able to think critically, who is patient and persuasive in doing his job.Martin Arrowsmith is just this type of a person. For his shyness he is an attractive young man devoted to his studying. The author describes his university experience. The story is a 3-d person narration. It emphasizes that the author is not a participant of the events but just an observer. The description of the university of Winnemac is full of exaggeration . Its comparison to Oxford and Harvard, â€Å"its buildings measured by the mile† are good examples of hyperbole.The enumeration of the disciplines taught at Winnemac is used to show the great variety of useless subjects that students should cope with and to depict the broad specialization of universities where Doctors of Philosophy just â€Å"give rapid instructions†. Sinclair Levis says that such variety of subjects can’t guarantee a good quality of education. The epithets â€Å"leisury nonsenc e†, â€Å" snobbish college† are contradicted by a bright metaphor – the university â€Å"is a mill to turn out men and women who will lead moral lives†¦Ã¢â‚¬  .All these devices help the reader to catch the sight of irony which is used more vividly in the sentence where the university is compared to a Ford Motor Factory. It is also a metaphor and this hidden comparison is used to mention that the work of a college is standardized and there is no ground for developing creative thinking, different from the standard one. Everything is designed to produce ordinary people ready to serve for the society. The characteristic of Martin is also very bright. Talking about his prospects the author uses enumeration: a respectable runner, a fair basketball center, a savage hockey player.The example of metaphor is â€Å"The University has become his world†. It puts emphasis on Martin’s loneliness and devotion to studying. Describing Digamma Pi Sinclair Lew is uses zeugma: â€Å"It was a lively boarding-house with a billiard table and low prices†, â€Å"In a fraternity, all tennis rackets, trousers and opinions are held in common†. Then goes oxymoron â€Å"comfortably immoral† . Everything depicts the doubtful reputation of the fraternity. The conversation between Martin and Ira Hinkley is spiced with antithesis â€Å"high ideals- tortured bodies† and oxymoron â€Å"rottenest advantages†.But the most vivid is the description of Fatty Pfaff. Here Sinclair Lewis uses irony saying that he was â€Å"the most useful to Digamma Pi†, simile â€Å" he looked like a distended hot – water bottle†, oxymoron â€Å" he was magnificently imbecile†, bright enumeration â€Å"he believed everything, he knew nothing, he could memorize nothing†. All these stylistic devises help to create the vivid image of Fatty, his appearance and foolish innocence. On the example of this character th e author shows stupid traditions and cruel behavior of the students.But still in every company there is such butt to whom â€Å"thoughtful house-mates† (irony again) like to play tricks. The metaphor â€Å"the living room suggested a recent cyclone† is the most suitable for the description of Digamma Pi. Then goes the enumeration of a great many of things that can be found there. Everything is used to show the way of life of students. Sinclair Lewis is a master of stylistic devises. His irony is vivid, his metaphor is bright, he forces the reader to think over the most burning problems of education and the lifestyle of students at the same time entertaining the public.

Cassius would have been a far better leader in the conspirac essays

Cassius would have been a far better leader in the conspirac essays In the play Julius Caesar by William Shakespeare, the conspirators movement to assassinate Caesar and to establish a new order where everyone is supposedly a freeman is headed by character Brutus. It is considered by many, that Cassius, Brutus' partner, but subsidiary in the movement would have served as a better leader. I completely agree with this assertion. In the play, Brutus is portrayed as being much too noble to effectively lead a conspiracy. He is almost never practical. However, Cassius possess a mind that sounds very practical. In fact, he is portrayed as so honorable, that had he himself been a general and conqueror, the Roman population would have viewed him as highly as they did Caesar. Brutus and Caesar were greatly alike on other things as well. For instance, both were of a greatly charitable nature and neither were "ambitious", although Brutus oftentimes appears in that light throughout the duration of the play. First, it is important to consider the differences between Cassius and Brutus to distinguish between them; what motives drove each man and what qualities of their characters would render them poor or appropriate leaders for a conspiracy. Cassius was covetous, ruthless and devilishly cunning. Brutus was nowhere near as intelligent as Cassius. He was also loyal, and inexperienced. After Caesar's assassination, Cassius had wanted to kill Mark Antony as well, and he did not hesitate to use any methods to finance the conspirators' military campaign. This clearly displays the practical mind that Cassius posses because Mark Antony soon turned out to cause tremendous harm to the lives of all conspirators. Brutus not only allowed for Mark Antony to live, but he also lets him speak to the public at Caesar's funeral. To add to this disgraceful err, he did not even stay at the funeral to listen to what Mark Antony had to say. This act of carelessness costs him his life in the end. ...

Free Essays on Military Ethics

One of the opening lines that stick out to me is that loyalty overwhelms all other values. Absolute loyalty is unethical. The first situation takes place in a military recruitment office. A man comes in saying he wants to be a soldier because he saw the movie â€Å"Rambo.† The recruiter says that he would accept this person and let him know that he will be subject to various tests both physical and emotional. It is also said that during Boot Camp the soldier-to-be will be â€Å"broken down.† The drill sergeant says â€Å"What I say is law,† and discipline is key. The soldier will be taught the proper chain of command and will learn to follow orders without asking questions. The soldier is also taught various means of killing the â€Å"enemy.† He feels that he has come to the military to protect and defend not to initiate aggression. He is told not to question and that there is a purpose for everything. The soldier approaches the chaplain because he is worried that killing people is wrong because the Bible tells him so. The chaplain would talk to him about what this verse means. Killing in war is different than pre-meditated murder. If your purpose is to protect and/or defend, God will forgive you, however, force is not to be used anytime one wishes. North Kosan attacks peaceful South Kosan. It is assumed that the military chain of command is notified. Troops will not cross the border without authority and reinforcements. Peter Jennings receives a report of the attack. He will rely on Washington for facts. It is ten minutes to airtime and he will air this information, however, he will say that he is unable to confirm the attack and will continue to report as events are verified. The general will not give information to the press for fear that it could be listened to by the enemy. He would talk to trusted reporters only so as not to be exploited. He wants to make sure that what is being accomplished is not wrongfully represented a... Free Essays on Military Ethics Free Essays on Military Ethics One of the opening lines that stick out to me is that loyalty overwhelms all other values. Absolute loyalty is unethical. The first situation takes place in a military recruitment office. A man comes in saying he wants to be a soldier because he saw the movie â€Å"Rambo.† The recruiter says that he would accept this person and let him know that he will be subject to various tests both physical and emotional. It is also said that during Boot Camp the soldier-to-be will be â€Å"broken down.† The drill sergeant says â€Å"What I say is law,† and discipline is key. The soldier will be taught the proper chain of command and will learn to follow orders without asking questions. The soldier is also taught various means of killing the â€Å"enemy.† He feels that he has come to the military to protect and defend not to initiate aggression. He is told not to question and that there is a purpose for everything. The soldier approaches the chaplain because he is worried that killing people is wrong because the Bible tells him so. The chaplain would talk to him about what this verse means. Killing in war is different than pre-meditated murder. If your purpose is to protect and/or defend, God will forgive you, however, force is not to be used anytime one wishes. North Kosan attacks peaceful South Kosan. It is assumed that the military chain of command is notified. Troops will not cross the border without authority and reinforcements. Peter Jennings receives a report of the attack. He will rely on Washington for facts. It is ten minutes to airtime and he will air this information, however, he will say that he is unable to confirm the attack and will continue to report as events are verified. The general will not give information to the press for fear that it could be listened to by the enemy. He would talk to trusted reporters only so as not to be exploited. He wants to make sure that what is being accomplished is not wrongfully represented a...

Sar and UTI and Serodiagnosis Assignment Example | Topics and Well Written Essays - 500 words

Sar and UTI and Serodiagnosis - Assignment Example SARS is prevented by maintain a high personal hygiene such washing hands before handling any food item or eating. Hands should be washed after touching public equipment such as elevators and handrails by way of running water. An environment with good ventilation, proper pest infestation prevention, and healthy lifestyle can be used to prevent SARS. The disease is cured through administration of antibiotics for treating pneumonia. A patient gets antiviral medications and steroids to lessen lung swelling. Blood semen is administered to a patient recovering from the disease (Chp.gov.hk, 2015). The outbreak of SARS in 2003 saw researchers and scientists in Center for Disease Control and Prevention (CDC) work with WHOM. There were no deaths following the outbreak, but eight citizens had laboratory evidence of SARS-CoV infection after traveling to the parts of the world that where the disease had spread. CDC opened Emergency Operations Center to offer relentless coordination and response. Eight hundred medical staff and additional medical officers, epidemiologists and specialists serviced the center to conduct on-site investigations around the globe. Health alert notices were given to travelers in the event they were exposed to SARS (CDC, 2015). UTIs may be acquired in the hospital, community and exposure to neurological conditions (Phagetherapycenter.com, 2015). Community-acquired UTIs account for 70% of overall infections and is linked to Escherichia coli from the bowels of the patients. Hospital acquired UTIs are attributed to predisposition to instrument such as surgical urinary catheter. The instruments host Escherichia coli, Pseudomonas, and Staphylococci bacteria and spread them to the patient. Hospital acquired UTIs manifest antibiotic resistance at times due to exposure to multiple organisms. In addition, neurological conditions such multiple sclerosis, spinal cord injury, and spina bifida lead to UTIs. Primary

E-Business , E-Commerce and Information System Case Study

E-Business , E-Commerce and Information System - Case Study Example ips with the customers and the development of a better website will allow PharmQuip to gather useful customer data and retain the customers’ loyalty. The global healthcare equipment industry is anticipated to grow around 5% more till the year 2012. Therefore this is the best opportunity for the company to go global and increase its market share. The developing countries such as Pakistan, India and Malaysia are the most attractive markets because these markets are not concentrated, hence, the demand for healthcare equipment for the disabled will be much higher than in developed countries. NGOs have played another role in creating demand for healthcare equipment as 1500 jobs were created in India in 2005 for the handicaps. The physically challenged individuals who go to jobs or are living alone are the main target segment for PharQuip. Although the international expansion looks very attractive at first glance but it presents a number of issues. As the PharmQuip business will ent er the global arena, it will require more ICT resources and streamlining of the current processes to meet the demand of international healthcare retailers and chemists. The company will need to employ more security measures to enhance the current payment system for its B2B customers. Security of customer data and supplier information will also be needed and will require significant expenditure when the company goes global. A higher budget will be required to advertise and for the promotional strategy to be implemented in all the countries where the company will operate. The single greatest risk that the company faces is from the changes in technologies and introduction of lower cost healthcare equipment. New regulatory requirements can be introduced in the countries which can harm the business. Other risks are the changes in the market dynamics, introduction of alternatives to healthcare equipments and breakthroughs in biotechnologies which can cure the physical disabilities of the