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The Defination of Music

Music. I go through over two hours playing, singing, or tuning in to music everday. Nearly all that I do includes music. I love it; it can l...

Tuesday, August 25, 2020

The Defination of Music

Music. I go through over two hours playing, singing, or tuning in to music everday. Nearly all that I do includes music. I love it; it can lift my spirits, or disclose to me a story. In any case, what is music? Is it something you can move to? Something that is played or sung? Is it something that has equalization, or sounds charming? What is music? It is characterized as â€Å"An work of art comprising of arrangements of sounds in time, including tones of clear pitch sorted out melodically, pleasingly, and musically. † To me, music implies articulation. At the point when I was six years of age, I obtained my first CD player.I didn’t get any CD’s with it, so I utilized my folks. One CD that I got was by Mindy McCready. I didn’t comprehend what the melodies were about, yet I realized I truly appreciated the â€Å"beat† of the tunes, the instruments in each piece, and the sound of her voice. I would consistently be singing my own words to her tunes an d I needed to figure out how to make music as she did. She affected me in a manner I didn’t comprehend at that point, however I realized I needed to find out about the manner in which her tunes worked. I needed to realize how to make something that sounded like her melodies, and how to make it my own.That CD is the thing that made me experience passionate feelings for the idea of, and the thought itself, known as music. In third grade, just two years after I understood the amount I enjoyed music, I began piano exercises with the console player from my congregation. His name was Larry, he was an extraordinary motivation to me. Larry asked me on my first exercise if learning piano was something I truly needed to do, or in the event that it was simply something my folks were having me do. I let him know, significantly more truly than a third grader ought to have the option to, it was something I expected to do to have the option to all the more obviously get music; and that I wa s anticipating each exercise we would have.One week later, on my next exercise, I gazed to get familiar with my scales. Typically, it takes understudies a long time to learn and remember the entirety of the scales, yet it took me just half a month. I was considerably more musically skilled then anybody understood and I immediately took on numerous different instruments. From third to seventh grade, I figured out how to play the piano, guitar, bass, saxophone, french horn, trumpet, clarinet, and woodwind. I likewise took ensemble, preparing my voice to be as well as could be expected be. The manner in which I could communicate distinctively through all of these instruments, made regular a blissful adventure.I utilized the instruments as an outlet; when I was cheerful, the music would be boisterous and fun. However when I was disturbed, the music would be melancholy, slow, and calm. I passed on my sentiments through the music. The more I found out about music, the more open I became w ith decisions. Before I turned into a â€Å"band geek†, I was tranquil and refined. I didn’t converse with numerous individuals and I didn’t have any aim on evolving that. After I joined two groups however, my life changed radically. The two classes would bring about a â€Å"different me†.When I would play music in my jazz band, I would leave the class energized and prepared to attempt new things. At the point when I would go to ensemble, my decisions would be more idea out, longer, and with more profundity to them. Each piece I played would change my day; contingent upon the amount I delighted in the piece, and who I was playing it with. The individuals in band are a central motivation behind why I love music. On the off chance that you’re sitting alone in a room, playing a console, you won't have close to as much fun, or being as masterful with your melodic decisions, at that point if your with a couple of your closest companions, all who play in struments or sing.An case of this is from a year prior, when I had a tutor in musical band. He was an astounding saxophone player who cherished individuals. I was his second in order, and for being that, he showed me a couple of his stunts on how he turned out to be such a dearest artist and individual. He told me the best way to play music with more articulation in particular notes as opposed to taking a gander at the piece overall. He helped me on spontaneous creation and on making a piece individual. He likewise told me the best way to tweak a melodic piece; how to make the various parts cooperate agreeably, and how to then play it correctly.He was an extraordinary motivation to me and I am tragic he graduated, however excited I had the chance to be instructed by such a capable artist for our time. In the wake of gaining such a great amount from such an incredible tutor, I started to address how my music could be improved and how I could communicate better. I thought about amicab ility and tune, and how to adjust them; I thought pretty much all the various instruments in various types of groups. However, I needed to push my limits and become a superior instrumentalist.A extraordinary performer once stated, â€Å"Then let every one of us make the right decision, endeavor energetically toward the out of reach, create as completely as we can [with] the endowments God has given us, and never stop learning† (Beethoven). To me, this implies you shouldn’t stop when you think you’re at your best. Continuously push forward, making your own cutoff points and don’t fall into society’s desires. This is the manner by which I saw music; it was something I would never set a cap for and making progress toward flawlessness was the best way to be effective with it. Right up 'til the present time, I attempt my best with music, I make it my own, and I love to play it.There is nothing else like it, for music is all over the place; all individua ls know some sort of music, and it influences each individual in an alternate manner. I appreciate music significantly, and trust I will have the option to keep finding out about it for an amazing remainder. The articulation used to make music is an unexplainable ability that anybody could use, and without it, the times of life would be dull and exhausting. The manner in which I see it, and as my band executive discloses to me day by day, music approaches life. SAU Library, + Beethoven, the Music and the Life. + by Lewis Lockwood. Distributer: W. W. Norton and Company; first version (December 16, 2002) + October first 2011

Saturday, August 22, 2020

Mrs.Daas Free Essays

Translator of Maladies Good Evening, My name is Trisha Hariramani. An understudy of The Cathedral Vidya School Lonavala Batch IBDP1 doing my English SL in the A1 course will introduce my individual oral introduction on the Character of Mrs. Das in the short story of The Interpreter of Maladies. We will compose a custom paper test on Mrs.Daas or on the other hand any comparable theme just for you Request Now The assortment of stories manages the regular day to day existences of Indians abroad (generally Bengali migrants), as they go out into the New World with their Indian Diasporas close by. Jhumpa Lahiri discloses to us stories of entangled conjugal relationship, betrayal and the forces of endurance. Her short stories, Interpreter of diseases, the favored house, Mrs. sen, and the treatment of Bibi haldar, are solely about ladies seen through the eyes of a third individual. Every one of these female characters has the regular theme of rejection and to a limited degree the interest for satisfaction. I will be exclusively concentrating on Mrs Das’s character, her attributes and character. In this account of social stun, the initial sentences which depicts a severe squabble between Mrs. Das and her significant other over who might take their little girl, Tina, to the restroom, pass on to the peruser that in addition to the fact that she has compelled marriage that her youngsters are a commitment to her. Jhumpa Lahiri develops this underlying impression of disturb and portrays Mrs. Das to act naturally fascinated. She is depicted to be unconcerned with her environmental factors. For example when the men at the tea slow down attempt and bother or lure her by singing Hindi love tunes she doesn’t pay any brain whatsoever. Her absence of comprehension of the language uncovers her social mindlessness. To add to this common mindlessness the creator portrays Mrs. Das’s physical appearance and feeling of dress eagerly. By doing so she inspires Mrs. Das’s American foundation and childhood. â€Å"Her hair was shorn somewhat longer than her husband’s† instead of the long dark hair of a cliché Indian lady, this demonstrates she is current and doesn’t have a conventional Indian outlook. Lahiri unequivocally depicts the numbness of Indians abroad towards their country just as the carelessness of their social qualities. Jhumpa Lahiri could presumably relate or has watched this since she was brought up outside of India. Cases, for example, the little boys’ delight towards the image of â€Å"the elephant god† generally known as Ganpati, who is one of the gods most popular and broadly revered in India portrays how not used to the Das’s were to their Hindu confidence. Another model is when Mr. Das asks about his better half to Tina and alludes to Mrs. Das by her first name , this is a limited to be discourteous in India. The Das’s were clearly voyagers in their own nation and hadn’t kept up their Indian Diasporas; these nearby perceptions are made through the eyes of Mr. Kapasi, their visit manage. Mr. Kapasi feels for Mrs. Das and effectively recognizes indications of the couples stressed marriage. Each relationship experiences hardships however theirs was delayed, and this played mind-numbingly repetitive in Minas’ mind. She was persuaded that she had dropped out of adoration with her youth darling and it occurred to her that she may have passed up what life brought to the table. She mirrored her life day in a day out in the long run dropping out of affection with life too. Mrs. Das was gravely discouraged. We could relate her dietary pattern with this). She accepted that her better half didn’t suspect or sense their stressed marriage yet I figure he did, he just would not recognize or acknowledge the reality. Their conjugal issues are uncovered through their consistent squabbling, disappointed tones, the lack of concern towards each other just as the extended hushes. More than that is their complete negligence for each other’s assessment. For example, Mrs. Das had thought Mr. Kapasi second employment to be sentimental. â€Å"Mr. das extended to take a gander at her. â€Å"What’s so sentimental about it? His tone was vexing. The substance of her maternity is oh dear certain. There are a few occasions where she shows a boisterous disposition as a mother. For instance; Not holding Tina’s hand as they strolled to the bathroom, nor did she show who's boss when Tina tinkered with the lock of the vehicle entryway. While applying nail clean her daughter’s irrelevant interest to have some put on her too was turned down. â€Å"Leave me alone,† she said turning her body somewhat. â€Å"You’re making me mess up. † Once again communicating her narrow minded air. In a roundabout way inferring to the peruser to the peruser that a jug of nail paint was more imperative to this lady than the one she so affectionately imagined her little girl Tina , how the estimation of adoration is lost to the domains of a materialistic article which in all actuality is immaterial, valueless and impermanent. In solid examination, Mr. Das was to a greater extent a dad figure. He put forth an attempt to mind the youngsters and answer their dewy-looked at inquiries. â€Å"What’s Dallas? † Tina inquired. â€Å"It went off the air,† Mr. Das clarified. â€Å"It’s a TV program. † This gives us that Mr. Das doesn’t disregard his youngsters and that he trains them when required. Don’t contact it† Mr. Das cautioned Ronny. He could see that the young man was intrigued by the goat and was enticed to go play with it. Sadly, when the kid hurried over to play with the goat he just grimaced and didn’t mediate. Mr. Ka pasi thinks that its difficult to accept that the Das’s were consistently liable for something besides themselves. This is emotional in light of the fact that this might be abnormal to somebody who has been raised in India yet to an American it could be totally typical. In the story, Lahiri unmistakably puts it across to the peruser that they weren’t prepared to assume the job of guardians, and that they were excessively youthful. Mrs. Das sounds increasingly like a young person being hauled for a family excursion by her folks. Instead of a develop parent mindful of her duties. She came out of holing up behind her dim earthy colored shades just when Mr. Kapasi uncovered his second occupation as a translator. The consideration that Mr. Kapasi got inebriated him and made him ridiculous. Much to his dismay that her abrupt enthusiasm for him wasn’t certified and that she had a ulterior rationale . Her expectations, which were to assuage herself of her troublesome mystery, were conspicuously put across when the two were disregarded in the vehicle. Mr. Kapasi understands Mrs. Das like an open book now. She admits to him her infidelity, and legitimizes her doings. Her overpowered youth being taken from her, having nobody to trust in following an awful day, depression, this gives me a feeling of why she carried on the manner in which she did and had her unusual sentiments to discard everything. She was expecting a solution for the manner in which she had felt, sadly Mr. Kapasi had neglected to live up to her desires, she additionally felt offended by what he needed to state to her. This is delineated by the glare that she gives him. She at that point turns her back to him and escapes the vehicle. Is truly torment you feel, Mrs Das, or is it blame? † Mr. Kapasi positively hadn’t gave her a solution for her afflict, however he took care of business. After all he was just an Interpreter of Maladies. I discovered Mrs. Das’s character especially engaging due to how the story showed her narrow minded and pretentious conduct. Until the finish of the story the explanations behind her awful conduct is a riddle to the peruser. As one peruses on you can understand her as she legitimizes her conduct and communicates her misery and dissatisfaction that she has been stifling for longer than 10 years. I’d like to end with a statement; Instructions to refer to Mrs.Daas, Papers

Saturday, August 8, 2020

The Impact of Unconscious Bias on Leadership Decision Making

The Impact of Unconscious Bias on Leadership Decision Making The unconscious mind is amazing.It can process vastly more information than our conscious mind by using shortcuts based on our cultural background and personal experiences to make instantaneous decisions about everything around us.The problem is that the unconscious mind is quite wrong a lot of the time especially on matters that need rational thinking.The reason behind this is unconscious biases.All of us have them and they color our decisions without our realizing.If you don’t think you fall into this category of people, consider taking some time to test yourself: Now that we have your attention, let’s see why this happens.UNCONSCIOUS BIASES ARE A FACT OF LIFEUnconscious biases are unintended people preferences.They are formed by socialization, our personal experiences and the representation of different groups in the media.These experiences act as social filters in which we make assessments and judgments of people around us.Research shows that it is a natural tendency to plac e people into social groups.These social categories are often just based on visual cues such gender, age, height or cultural background.They can also be based on more visually subtle characteristics like the social background, job, religion or political associations.The unconscious brain uses associations based on social categories to develop biases.For example, if we are constantly exposed to images of women working as primary school teachers or receptionists or men as plumbers and organizational leaders, these associations become wired within the human brain.The unconscious brain uses social categories to make unconscious judgments of people who are similar to us and people who are different from us.According to social identity theory, groups give us a sense of belonging and are a source of pride and self-esteem. People throughout their life belong to various groups that can be as small as the immediate family or as large and vague as the people that support the same football team .Part of belonging to one group is being aware of the people that don’t belong to your group or are part of other groups.In order to increase our self-image and our satisfaction of being part of that specific group, we tend to enhance (especially in our mind) the status of our group.From this, root behaviors like the antagonism between football supporters, perceiving some races and national identities as inferior to others, or believing that some people are better suited to do a certain type of work because of their sex.At the same, we divide the world into “us” and “them” based whether they are part of our in-group or an out-group.According to the social identity theory, the in-group will discriminate against people of the out-group in order to enhance their self-image.This behavior is so much rooted in our DNA that it is also seen among our close relatives â€" the chimpanzees.Studies have shown that they can become extremely aggressive to chimpanzees that belong to a dif ferent group, even if they used to be in the same group in the past.Anyone that has participated in team building activities should have noticed that quite often just the mere placement to a team makes its members feel more cordial to each other and more antagonistic to the members of the other team.On the other hand, while we have been taught to see biases as the root of all evil, the truth is that biases are essential to our survival on this planet.They are our guides, so we don’t hurt ourselves and reach a decision before it is too late.Most of us like to think that to make a decision we first weigh all alternatives and arrive at well-thought-out conclusions. But every day we make countless decisions without even realizing it.Every moment, we are inundated with around 11 million bits of information, and yet research suggests that our conscious brains can only handle something like 40 bits of information per second.This means that our minds are constantly processing information, and for the most part without our conscious awareness.Our brains evolved this way to ensure survival. This “automatic thinking” acts as a danger detector â€" determining if something or someone is safe. Where people are concerned, these decisions are hard-wired into us.We respond positively to people we perceive to be like us and react against people perceived to be too different.UNCONSCIOUS BIASES IN THE WORKPLACEThis “automatic thinking” is crucial in life or death situations, where we need to reach a decision in a matter of seconds… but it is not so great in the workplace.Sometimes these mental shortcuts can lead us astray, especially when they cause us to misjudge people.When we see someone, whether we think about it or not, we are automatically making judgments about them.These subtle assumptions on people can have seriously affected a leader’s decision-making on who they are promoting, who they are hiring, who they are putting in managerial positions, and ultimate ly take a toll on the organizations’ culture and productivity.The most common work biases can be summarized in the following 6 categories:1. Job postings biasIf you have trouble finding the right candidates for your job interviews, you may want to consider whether you discourage top talented candidates from applying to your job ads.The biases we hold about people and what we consider as the perfect candidate can be reflected the content of the job ad. Many times, job postings are written based on stereotypes and opinions we have but we are unaware of.For example, whether we think a position is better suited for a male or female candidate it is reflected in the adjective we use making them less appealing to the other sex.Some of the most common “masculine” adjectives are:drivenindependentanalyticalcompetitiveWhile some of the “female” ones are:sociableresponsiblededicatedsupportUsing gendered adjectives in your job ads can signal to the candidates that they would not be a g ood fit within your company.Apart from the tone, even how long your qualification is can play a role. According to a Hewlett Packard research, women don’t apply to a job post if they are not confident that they are 100% qualified for the position, while men are happy if they can meet a 60% of the qualifications.If you want to attract candidates that bring something different to the table and increase the diversity rate in your organization, consider toning down the copy of your job postings.2. Recruitment process biasRecruiters are often very confident that they get the best person for the job â€" the candidate with the best CV and the right skill set.They are sure that they ask the right questions, weigh the evidence and make a rational decision on whether the candidate is the right fit or not.However, the scientific research suggests that we have a much less objective set of information into the mix. First of all, stereotypes we have about people of certain cultural backgrounds affect our unconscious thinking about who is the best candidate.Studies, where researchers sent CVs to real job postings, showed that companies tend to prefer twice as many people with a typical white name, rather than people with an Asian or African name, even if the content of the CV was exactly the same.On top of that managers tend to recruit and hire people that are similar to them.That means that for example, a male-dominated company will be favoring a male candidate as he looks more in line with the typical employee of the company. 3. Evaluation and promotion biasAnother highly common type of bias in the workplace is the rater bias and it affects both evaluation and promotion processes.As rater bias can be described a judgment error that occurs when an individual’s personal performance biases affect the evaluation of another.Rater biases are a very common issue when it comes to performance and evaluation reviews.They are a hazard of rating systems and cannot be truly elimina ted, without organized action.Personal and task acquaintance between rater and rate can impact the rating process resulting in overrating or underrating an employee.A rating that does not reflect the reality can make employees feel underappreciated and reduce their overall productivity or on the other hand help perpetuate behaviors that don’t help the company move forward.At the same time, we all are biased about what the “right leader” should look like. Checking the current CEO’s at Fortune 500, certain characteristics are common among most CEOs.58% of Fortune’s 500 CEO’s are over 6 feet tall while only a 14,5% of American men stand 6’ or taller.Women occupy 5% of the Fortune 500 CEO positions, although they are the majority in the workforce. 4. Gender biasRecruiters of both genders are more likely to rate the resumes of male candidates as more hierarchical, and more promotable than women â€" especially for positions that have to do with technology or STEM subjects in general.In a related study, it was found that without any information about the candidate’s educational background and work experience, men are 50% more likely to be hired for a math-related task than women are.One reason behind this, as mentioned before, is that stereotypical images of which gender is right for each job are deeply engraved in our unconscious minds. Another reason is that the bias towards similarity drives many recruiting and hiring decisions.If a company is dominated by white men, a woman and especially a black woman has very few chances to get hired especially if the other candidates for the positions show more similarities with the recruiters.Various studies and experiments have shown that both men and women judge women more harshly for expressing the same degree of passion and assertiveness: 5. Groupthink biasGroupthink is the behavior of a group people, who, in order to ensure the group’s harmony and integrity, they restrain from thinking or acting contr oversially to the group’s typical behavior.This often results in irrational decisions that can be dysfunctional even for the group itself.It is very common when the members of a group are trying to avoid conflicts and want to reach a consensus when making a decision.Since everyone wants to feel that they fit in, individuals avoid raising controversial issues or propose solutions that may not be expected by the rest of the group.This so easily achieved consensus makes the members of the group feel a false sense that the right decision has been made.At the same time, using Tajfel terms again, the “in-group” overrates its own abilities in decision-making and underrates the abilities of the “out-group” or its opponents in simpler words.Groupthink has various consequences, with its most serious being the dehumanizing actions against “outgroups” we have seen in history.Nevertheless, groupthink can hurt the “ingroup” too. If groupthink takes over the workplace, you may s tart seeing behaviors like common responses to stress, loss of creativity because everyone is fixated on what is the norm around there, and ultimately to a lack of engagement from the workforce.Another great example of groupthink is the financial crisis of 2008. An entire industry blindly trusted financial markets over economic fundamentals in decision-making.Companies and various businesses benchmarked themselves with each other and found disaster like sheep, following one another to the end of a cliff.6. Company policies biasCompany policies are most times biased toward a specific demographic that used to make the vast majority of the workforce.Since most company policies were put in to place well before the 50s and 60s, they are usually biased towards men.At that time, the normal expectations from the two genders were that men were requested from their jobs to be regularly traveling for business, and women were expected to stay home with the kids.As Dawn Bovasso wrote in Fortune, “You can get $30 for takeout if you work late (because your wife isn’t there to cook you dinner)… but you can’t get $30 for a sitter (because your wife is at home with the kids).”At most companies, non-household expenses like meals and hotel stays are covered, while expenses such babysitting or house sitting are not covered.This issue is not realized if a female employee doesn’t bring it forward, and with so few women in leadership positions, the majority just has to stay silent.The same logic is used in holidays and days off. Employees are expected to take vacation time for recreation and rest, but any child-related day-off is seen with suspicion and contempt.Of course, these biases don’t only hurt women in the long (or even short) run they also hurt men. With more and more people living as single parents, a policy that doesn’t take into account that a male-employee can be an active caretaker of the kids, this policy shuts down dads that want to evolve in their ca reers.If for example, a dinner with the senior management is overly costly for a parent (in terms of how much the sitting service will cost them) they may decide to skip it and lose the opportunity to bond with their managers.That means that when discussions for promotions will take place, they may not be among those they consider for promotion.HOW TO FIGHT YOUR BIASESUnconscious biases in the workplace and in life, in general, are not the end of the world. It is important to understand that everyone has such biases, including ourselves, but yet we are responsible to find ways to fight them and minimize their negative effects.The good news is that despite the complex nature of the problem, mitigating the impact of unconscious bias simple matter of raising awareness and developing a more mindful approach to key decision-making times.Let’s see three ways you can reduce the negative effects of biases in the workplace.1. Be aware of your own blind spotsJust as you would avoid a danger ous blind spot when driving, you should in a similar way be aware of your own unconscious blind spots.In doing so, you will recognize the effects they can have on others and you can take steps to combat unconscious bias in your workplace.Especially if you are in a leadership position, the first step in this direction is to understand that you hold biases and acknowledge their impact on your decisions.After that, deliberately slow down decision-making to make sure that you weigh all the evidence against or in favor of the decision.Make sure that you take into account any cultural stereotypes you may have and when you finally reach a decision, examine all the reasons that led you there.2. Be humbleDuring your evaluating your decisions make sure to ask and be receptive to the feedback from others.It is easier for us to notice bias in others and therefore a good practice in the workplace is to constantly monitor each other for unconscious bias.Be ready to reevaluate your decisions if it comes to your attention that you have acted on your biases.Even if this feedback comes from people that are lower in the hierarchical scale, as a leader you should be humble and ready to consider if you have misjudged a situation.3. Create anti-bias mechanisms inside your organizationThe above concepts cannot truly make a difference if you don’t follow them meticulously as a responsible leader.Therefore, it is important to create anti-bias mechanisms inside your organization to make sure that both you and any of your future replacements are being held responsible for reaching unbiased decisions.It is important to implement changes inside your organization in order to:Educate workforce about unconscious biasPrevent going through with a biased decision.Even companies like Google that they are known for having one of the most diverse workforces, understand that they can fall victims of unconscious biases and take measures to avoid this: They have also implemented “People Analytics ”, which uses a mix of quantitative and qualitative data to help leaders dig deep into the company’s cultural dynamics.This has actually evolved to be a whole department that optimizes recruiting, developments, and advancement of Google employees.Even if you don’t receive 50,000 CVs per week or employ 10,000 people like Google, you can certainly “steal” some of their ideas for your own HR practices.Another issue you need to consider when setting up your anti-bias mechanisms within your organization is ensuring that one gender is not favorably placed in regard to the other in all steps of the hiring and performance review processes.Since unconscious biases on who is typically more appropriate for each position are engraved in our brain from a young age, it is crucial to take measures against this tendency when reviewing candidates.TO SUM UPAs a leader you may (and should) feel highly responsible for the successful development of your subordinates in the workplace.Understand ing that we all â€" including you â€" have unconscious biases that cloud our judgments and decision-making processes may make you feel anxious and unsure about your work.While we may not be able to cure unconscious biases, with self-awareness, we can address it.In this article, we went over various types of unconscious biases that are common in the workplace and suggested tips and methods you should consider if you want to be a successful leader that let and encourages their employees to thrive.At the same time, note that relying on our biases can be sometimes a good thing as it helps us reach decisions sooner. Not all matters should be scrutinized to examine if you have acted on a bias, as this may result in processes moving forward to slow.

Saturday, May 23, 2020

High / Scope Curriculum And Connect Research Studies Relevant

A curriculum has a particular structure where an instructor or teacher takes into account different factors to achieve identified outcomes.A curriculum is like a puzzle trying to fit all the puzzle pieces together to ensure each child reaches their full potential. Therefore, one must take into account the objectives, instruction, cognitive development, content knowledge, society s culture and assessment. The purpose of this study is to analyze High/Scope curriculum and connect research studies relevant to this model. Moreover, theoretical perspectives and best practices in teaching are discussed in relation to the model in a real classroom context. Observations garnered from an early childhood High/Scope inspired classroom will be considered regarding its practices and implementation of the model. Overview of High/Scope David Weikart and his colleagues develop the High/Scope model of preschool education in the 1960’s (Schweinhart, Weikart Hohmann, 2002). Based on Piagetian beliefs and constructivist-learning approach, its educational ideas and practices abide on the natural development of young children and active approach to learning (Follari, 2007). It is established as an intervention program to improve the personal and economic opportunities for a group of three-and four-year-old children in Ypsilanti, Michigan (Belfield, Nores, Barnett Schweinhart, 2006). Thus, this model is designed in targeting preschool-aged children living in poverty. Predominantly, HeadShow MoreRelatedCommunication Studies At Neu Is A Major That Emphasizes Creativity And Putting Passion Into Practice1531 Words   |  7 PagesProfessor Noonan, As I am prepared to graduate in the fall with a BA in Communication Studies, I have learned that Communication Studies at NEU is a major that emphasizes creativity and putting passion into practice. 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It is based on the school’s mission and goals and identifies ways of translating these into a coherent and coordinated program of meaningful experiences and conditions eliciting responses that will lead to the transformation of the learners intoRead MoreGenyo E-Learning Program5317 Words   |  22 Pagesâ€Å"Effectiveness of the Genyo E-Learning Program to the Learning Achievements As Perceived by the Selected Grade 7 Students of Liceo de San Pedro A.Y. 2012-2013.† A research paper Presented to the faculty of English Department In partial fulfillment in the requirements for English IV By: Follero, Christine C. Ranera, Jeddalyn G. Geremias, Jeddahlyn P. Refrima, Charmaine C. Hernandez, GelaizaRead MoreWhat Is Transformational Leadership And Process Improvement Training And Certification Program5008 Words   |  21 PagesTransformational Leadership principles towards change, process improvement and transformational efforts. As a result of observations taken of the Fresno, CA Urban renewal effort and transformational projects supported within the Department of Defense, the research provided in this project results in the first industry recognized Transformational Leadership and Process Improvement training and certification program. This dissertation project and training program leverages existing frameworks of the Management

Tuesday, May 12, 2020

The United States And The Industrial Revolution - 1261 Words

Paul H. Nadeau II HST 114 23W Paper 1 Professor Andrew O’Leary Word Count: From the period of late nineteenth through early twentieth century, American civilization endured vast changes based on the western exploration of the country as well as the industrial revolution it had undertaken. The different genres of its people all endured hardships and historic changes from the times of the Native Americans being forced out of their lands, to changes in population with the amassing amount of immigrants and lack of jobs through the Gilded Age, all the way through the change of the United States becoming an empire based on its acquisitions. But through all these events whether viewed as positive or negative, the powers that were in control, always viewed these changes as progression of the country. For years before the American settlers had made their way over to North America, the Native Americans had lived on their lands in general peaceful nature. Not to say that there were not battles between the tribes, but at least most tribes understood the responsibility to the land and nature and roamed their own territories to survive as a people. However when the American settlers had established themselves with a standardized government they also established the belief of Manifest destiny. This was â€Å"the belief that the United States had a â€Å"God-given† right to aggressively spread the values of white civilization and expand the nation from ocean to ocean.†Show MoreRelatedThe Industrial Revolution Of The United States1388 Words   |  6 PagesOrlando Quinones American history Ms. Hilderman January 29, 2015 TTP Chapter 2 After the Civil War, the United States began to enter a period of genuine prosperity and development known as industrialization. Despite the vast amount of wealth it had created, industrialization also created a considerable number of economic and social problems that became a controversial issue. The Industrial Revolution brought about tremendous significant, and extensive changes. Also its impact keeps on sweeping throughRead MoreThe United States And The Industrial Revolution Essay2032 Words   |  9 Pagesthe 1860s and 1870s, the United States has progressed farther than was imaginable at the time. One of the greatest transformations since that time has been the United States economy. Not only has the economy changed the United States, but the entire world has changed because of the United States and how it does business. Other countries have attempted to model their economies after that of the United States. The change and revolution that has gone on in the United States f rom the time of the 1870sRead MoreThe United States And The Industrial Revolution1443 Words   |  6 Pagescontrol of another, is now connected more than ever. This transformation began with the Industrial Revolution in a period from around 1760 to 1840. Thinking back to that time, we can easily think of noticeable differences between how the world was and how it is today. The United States was a small, developing country, still trying to overcome the effects of a costly revolution. Across the ocean, once the United States’ major rival, Great Britain, was still the greatest power in the world. And around theRead MoreThe Industrial Revolution Of The United States1794 Words   |  8 PagesWhen people think industrial revolution they thing factories and smoke but the revolution was so much more than that. The industrial revolution transformed manufacturing transportation and communication. The century long even took goods normally made by hand and turned them into some of the first massed produced product. . It transformed the daily lives of Americans more than any other event to ever take place in the United States of America. The industrial revolution did not take place over nightRead MoreThe Industrial Revolution Of The United States1838 Words   |  8 Pagespeople think industrial revolution they thing factories and smoke but the revolution was so much more than that. The industrial revolution transformed and created major changes in not only manufacturing but transportation and communications as well. The century long even took goods normally made by hand and turned them into some of the first massed produced products. It transformed the daily lives of Americans as much as— and arguably more than—any single event in U.S. history. The industrial revolutionRead MoreThe United States Of The Industrial Revolution1720 Words   |  7 Pagesâ€Å"Earth provides enough to satisfy every man s needs, but not every man s greed.† - Mahatma Gandhi Since the start of the Industrial Revolution the United States of America has been dependent on burning fossil fuels for energy. In 2015 nearly sixty seven percent of energy generated in the United States was from fossil fuels including coal, natural gas, and petroleum. The United States had been aware of a large abundance of natural gas in shale rock formations thousands of feet below the surface; howeverRead MoreEffects Of The Industrial Revolution On The United States1212 Words   |  5 PagesSpencer Neal Mr. Connolly US History Term Paper 10 November 2015 The Effect of the Industrial Revolution The American Industrial Revolution changed the United States residents from rural people to individuals that were exceedingly industrialized. They performed their work in processing plants and used machines. Many people took control of the Industrial Revolution such as: JP Morgan, Cornelius Vanderbilt, Andrew Carnegie, and John D. Rockefeller. These men took hold of their respective industryRead MoreImpact Of The Industrial Revolution On The United States1013 Words   |  5 PagesThe Industrial Revolution brought about an overwhelming amount of economic change to the United States. The first Industrial Revolution started in Great Britain and in Europe in the latter part of the eighteenth century and, it then spread to the United States and Germany. The Industrial Revolution itself refers to a change from hand and home production to machine and factory (Kelly). During this time period, America was growing in knowledge. The industrialization of America involved three greatRead Mor eThe Industrial Revolution in the United States: An Overview1295 Words   |  5 PagesThe Industrial Revolution, which began in England in the late 18th century, finally took effect in the United States in the years following the end of the Civil War. Industrialization had begun earlier but it was in the years known as the Gilded Age (1870-1910) that the process began in earnest in the United States (The Genesiss of Industrial America, 2007). It was during these years that individuals such as John D. Rockefeller, Andrew Carnegie, and Cornelius Vanderbilt made their fortunes. DuringRead MoreThe United States Of The American Industrial Revolution857 Words   |  4 Pagesimportant globally, for the sake of brevity and personal preference, this essay will focus upon the United States of America. The proliferation of transportation systems, the refrigerator, and the telegraph were the most important developments of the American Industrial Revolution as they allowed for western expansio n and established a foundation for growth. The growth of the Industrial Revolution depended on transporting people, raw materials, and finished goods over long distances. The expansion

Wednesday, May 6, 2020

Handling Groups Booking, Check in, Checkout Free Essays

HANDLING GROUPS Groups can bring in huge revenue for a hotel but they make a lot of work. This statement is very much true as groups take up a number of rooms in a hotel all at once bringing in a huge amount of income at one particular point in time. In order for this to go smoothly,all hotel departments need to be given details of group arrivals well in advance so each department can make their own necessary arrangements to be able to handle groups. We will write a custom essay sample on Handling Groups: Booking, Check in, Checkout or any similar topic only for you Order Now Various departments would have to work closely together, front office would need to send out copies of group arrival list to all departments atleast one week in advance so that other departments can make appropriate adjustments to number of staff that would be required during those times. The flow pattern for a succession of individual guests is quite different from the flow of group arrivals so housekeeping has to pay close attention ensuring rooms are ready for group arrivals. Head porters also have to arrange necessary number of staff to be ready to move a large quantity of luggage as quickly as possible so as to not have the group transport around for long periods while unloading. All departments need to have good communication during these times, listen, ask and prepare. When best would hotels accept groups and why? Groups to a hotel can include conference delegates, unexpected group of passengers forced to stay overnight because of bad weather or maybe technical problems. Hotels sometimes are not given the opportunity to plan/prepare further ahead so they must always have a set procedure and guideline in place for un-for-seen times. Hotels would best accept groups during their slack periods, this will help to fill up the rooms and also by charging the highest possible rates for the rooms. This would also bring about the use of yield management where the hotel would be able to fill up all the empty rooms at that point, instead of having so many vacant rooms Five factors to consider when booking groups: 1. Negotiation- particular attention when negotiating with group leader over price, as the leader will be in a more powerful bargaining position than individual guests as they are providing the hotel with large amount of business at once so group leaders tend to bargain extremely for low rates and discounted use of facilities etc. 2. Group reservation request form- hotels needs to ensure group leader fills in and submit this form which is usually listed on hotels websites or calling direct to the hotel giving the information and also through group reservation specialist collecting all necessary information about the number in group, number of rooms, type of rooms, special requests, arrival and departure dates and times etc. 3. Payment arrangement- the arranged package prices are transfer to the group leader ledger account, it is safe for the hotel to open a separate extras account for group members individually for them to get drinks, laundry, room service on credit if this credit was not extended and this should be clearly noted and understood by both the group and hotel departments so as to prevent any uncomfortable situations. . Additional administrative arrangements- document a summerization of details and outline the arranged dividing of hotels responsibilities to group members and that of the group leader to it’s members, this document would include if a separate check in area is provided for the group check in which would help in avoiding long queues at reception and also to foster the feeling of group collision. 5. Couriers arrangement- when groups travel they usually have a courier/tour organiser and sometimes a driver which are free/at a reduced rate, these things should be made note of especially if the courier took care of administrative tasks as well, which would have then had to be done by the hotel own staff. Five factors to consider when checking in groups: 1. Pre registration- hotel can print off individual registration forms along with a prepared welcome package, prepare two keys for double occupancy rooms and arrange special envelopes with group keys in ascending order. . Special code reference for each group- on check in enter group code and guest automatically transfers the agreed accommodation and meal charges to a master bill, and all extras are charged on a individual account for group members if so desired. 3. Pre arrival registration form- hotel gets the individual registration forms to groups for them to fill out on their way to the hotel, so this part is dealt with even befo re guests arrive at the hotel, so information is only rechecked at point of contact with reception. 4. Rooming list- hotel should obtain a copy of rooming list from the group leader in order to update individual guest profiles proving names, addresses and passport numbers into the pms system. 5. In house report/groups- immediately after check in hotel should update the system to enable all guest names, room number, special request etc, and print a copy of group in house room reports and circulate to all departments such as front desk, housekeeping, concierge, room service. Five factors to consider when checking out groups: . Ensure all group billing are prepared and billed carefully, as in some instances some group members may stay on longer after the rest of the group have left the hotel, so to ensure those individual guest are billed separately for the group rates and their individual rates. 2. Extras- making sure all other charges incurred by all individual group members are billed separately and not added to the agreed contract between hotel and group leader of accommodation and s pecific meal option. 3. Collecting of all key passes to rooms from individual group members, where provision was made to provide two keys for a number of single/double rooms. 4. To enquire about actual check out times of individual group members to have various departments on standby eg. Housekeeping to start cleaning and preparing rooms again for new expected guests/walk-ins, and for porters to help remove belongings from individual guest rooms in a timely manner. 5. Hotel should at check out of groups try selling single packages to individual group members, or even family and other group packages as well. How to cite Handling Groups: Booking, Check in, Checkout, Essay examples

Friday, May 1, 2020

Accountability in Nursing Practice Deception and Truth

Question: Discuss about the Accountability in Nursing Practice for Deception and Truth. Answer: Issues Related to the Deception and Truth Telling As mentioned by Staunton and Chiarella (2013), the nurse needs to be honest during the communication with the patient and share the concerns with the patient. Moreover, the patient needs to have trust on the physician. Therefore, the nurse should not practice dishonesty. Moreover, the Australian health ethics committee is much concerned about the ethical implication. Therefore, it is unethical to hide the truth from the patient. Before practicing such unethical behavior, the nurse needs to know the reasons behind such request. If the nurse needs to practice such behavior, she should consult with the seniors to avoid the ethical issues. Therefore, the nurse should not hide the truth from the patient and provide the correct information. However, as the son of the patient is requesting the nurse not to reveal the truth, therefore it may not create major issues. Cherry and Jacob (2016) mentioned that the nurse needs to have the informed consent from the patient and family members before taking any decision. Advantages not to Inform the Patient about Diagnosis If the nurse does not inform Mrs. D about her diagnosis, she may feel better. Moreover, the patient may not face emotional breakdown. However, Chiarella (2013) mentioned that the patient has the right to know about her disease and diagnosis that will help her to accept the truth. On the other hand, the news of the bowel cancer can make Mrs. D depressed and she may feel like unwanted and suffer from anxiety. In such condition, anxiety is harmful for the patient. Kerridge, Lowe and Stewart (2013) opined that the family members might have the concern to give the news themselves first to the patients. This may be helpful for the patient to be emotionally strong. However, in the case scenario, it is clear that for which reason Mrs. Ds son requested not to disclose the news of the bowel cancer to her. If Mrs. D knew about the disease then she might leave the living wish. Kerridge, Lowe and Stewart (2013) stated that it is the duty of a nurse to demonstrate the truth to the patient. Justification of the non-Disclosure The patient may have different perspective and cultural background on which the truthfulness of the disclosure depends. Therefore, the patient may not feel easy to hear the truth from the nurse. In such case, the son can reveal the truth to the patient. In such condition, the patient needs motivation and caring. However, the nurse needs to maintain the ethical consideration (Aihw.gov.au. 2017). Before that, the nurse needs to understand the mentality, cultural background of the patient. The nurse needs to be sensitive to communicate with the patient and make her feel comfortable before sharing the concern. Non-disclosure of the truth can reduce the anxiety of the patient and motivate her to get well soon. Moreover, as the family member of the patient gave his consent not to disclose the truth, it can less harmful for the nurse. It can be expected that this approach can help Mrs. D to survive against the disease. References Aihw.gov.au. 2017.Expenditure publications (AIHW). [online] Available at: https://www.aihw.gov.au/expenditure-publications/ [Accessed 11 Apr. 2017]. Cherry, B. and Jacob, S.R., 2016.Contemporary nursing: Issues, trends, management. Elsevier Health Sciences. Kerridge, I., Lowe, M. and Stewart, C., 2013, Ethics and Law for the Health Professions, Federation Press. Available online under the Assessments Icon. Staunton, P. and Chiarella, M., 2013, Law for Nurses and Midwives, 7th Edition, Elsevier. Bibliography Nursingmidwiferyboard.gov.au. 2017. AHPRA - The ANMC Code of Ethics [online] Available at: https://www.nursingmidwiferyboard.gov.au/Codes-Guidelines-Statements/Codes- Guidelines.aspx#codesofethics [Accessed 12 Apr. 2017]. Nursingmidwiferyboard.gov.au, 2017. The ANMC Code of Professional Conduc.t [online] Available at: https://www.nursingmidwiferyboard.gov.au/Codes-Guidelines-Statements/Codes-Guidelines.aspx#codesofethics [Accessed 12 Apr. 2017].