Essay example --

Hey Teacher, leave recess alone! In her Huffington Post blog article titled Here’s One Way to Wreck a Child’s Education: Take Away Recess, Haley Krischer takes an emboldened stand against the practice of eliminating recess; which is often done as a punishment or to make more time for instructional learning. I stand in agreement with Krischer. I do not agree with schools taking away recess for any reason with the exception of dangerous weather or environmental circumstances. Yet, research indicates how common the 86-ing of recess is occurring in schools. A study by the Robert Wood Johnson Foundation (2010) revealed 77% of school Principals reported taking away recess as a punishment, and 81.5% of schools allow students to be excluded from recess. Krischer begins the article by introducing her 9 year old son and his affinity for recess: â€Å"the only subject he will talk about†. She gives examples of how recess benefits her son such as other students who help him troubleshoot technology issues and challenging him to improve his sports skills. Indeed, the unstructured playtime allows children to explore their environment and develop new ideas and understandings of it and those within it (American Pediatric Association, 2013). Kischer also expressed that children need active play to combat restlessness and that this is especially important for children who may suffer from ADHD, noting that taking away recess as a punishment for misbehavior may be counterproductive and result in increased behavioral problems. A longitudinal study that followed over 10,000 students between the ages of 8 and 9 concluded that student recess of at least 15 minutes resulted in better behavior as rated by teachers (Samuels, 2009). Case studies of boys with at... ...er, H. Here's One Way to Wreck a Child's Education: Take Away Recess . 2013. Retrieved from http://www.huffingtonpost.com/hayley-krischer/heres-one-way-to-wreck-a-childs-education-take-away-recess_b_4149596.html National Organization for Sport and Physical Education (2006). POSITION STATEMENT. Retrieved from http://www.aahperd.org/naspe/standards/upload/recess-for-elementary-school-students-2006.pdf Ridgeway,A., Northup, J., Pellegrin, A.,LaRue, R., & Hightshoe, A. (2003). Effects of Recess on the Classroom Behavior of Children With and Without Attention-Deficit Hyperactivity Disorder. School Psychology Quarterly, 18(3), 253. Robert Johnson Wood Foundation (2010). State of Play. Retrieved from FENTON communications website: http://www.playworks.org/sites/default/files/d6/StateOfPlayFeb2010.pdf Samuels, C. A. (2009). RECESS AND BEHAVIOR. Education Week, 28(20), 4.

Representations Of Masculinity And Femininity In Miguel Street Essay

Representations of Masculinity and Femininity in Miguel Street It has been said about V.S. Naipaul's novel Miguel Street that "One of the recurrent themes... is the ideal of manliness" (Kelly 19). To help put into focus what manliness is, it is important to establish a definition for masculinity as well as its opposite, femininity. Masculinity is defined as "Having qualities regarded as characteristic of men and boys, as strength, vigor, boldness, etc" while femininity is defined as "Having qualities regarded as characteristic of women and girls, as gentleness, weakness, delicacy, modesty, etc" (Webster). The charcters in Miguel Street have been ingrained with the pre- conceived notions of the roles that Trinidadian society dictates for men and women. Naipaul not only uses these notions to show the differences of the sexes, but takes another step in telling anecdotes of characters showing their anti-masculine and anti- feminine features. This will lead to the discovery that our definitions of masculinity and femininity prove that those characteristics apply to the opposite sex in which the women often act like men, and the men often act like women. All of this will be discussed through looking at both male and female characters in the book as well as the boy narrator of the book. Finding examples of manliness are found with great ease considering that 12 of the 17 stories in some way deal with the theme of manliness (Thieme 24). It doesnt take long before the first example, a carpenter named Popo, is introduced. In the chapter titled "The Thing Without A Name" we are told that "Popo never made any money. His wife used to go out and work and this was easy , because they had no children. Popo said ' Women and them like work. Man not made for work" ( Naipaul 17). This attitude immediately makes Popo stand out from the rest of the men of Miguel Street. Hat (a character that will be discussed later) deems Popo as a "man- woman. Not a proper man" (Naipaul 17) because Popo's wife makes all the money. From this brief description of Popo, the reader quickly learns as to what makes a man manly on Miguel Street. Popo has no children which questions his virility. It is also important to notice that Popo's wife has no identity except that of being P... ...42). I think a lot can be looked into that matter. We expect how men and women should act, but yet in Miguel Street it ends up being all about illusion. This doesnt apply to the secondary characters of the novel, as they serve their purposes of being the stereotypical men and women of Trinidad and in this case, Miguel Street. But the main characters never turn out to be who you initially think they are. Laura, Emelda, Mrs. Morgan and the narrator's mother are examples of women who take charge in their homes. They work, they beat and raise their children, and take on the roles of being the masters of their homes. Hat, Popo, Morgan, Man man (who only acts like he's crazy), and Big Foot (who as big as he is, is really a wimp inside) are examples of the illusion that men are the superior ones of Miguel Street. Only a shallow read could see that otherwise. When all is said and done it is the women who carry the qualities of "strength, vigor and boldness" while the men have the qualities of "gentleness, weakness, delicacy" although definitly not "modesty". On Miguel Street, the only male quality the men have is the lack of modesty, the rest is all illusion.

Organizational Performance Management Essay

Each Learning Team member must select a different type of health care organization to study for the purpose of this group assignment. You are encouraged to select a different type of organization from the one chosen in the Week Three individual assignment but it’s not necessary. Group members compare their chosen organizations to complete the table and paper. Resources: Organizational Performance Management Table and Paper Grading Criteria and University of Phoenix Material: Organizational Performance Management Table Conduct a group discussion and address the following points:  · Summarize the type of health care organization you selected.  · Compare the main regulatory and accreditation standards that apply to each type of organization and identify standards that apply broadly to most or all types of health care organizations.  · Discuss the influence of regulatory and accreditation standards on performance-management systems.  · Discuss how the performance-management systems affect risk and quality management in each type of organization.  · Identify key areas in the organization that will have direct responsibility for carrying out the day-to-day responsibilities associated with the regulations or standards.  · Identify other areas in the organization that will be indirectly affected by the regulations or standards.  · Outline what oversight activities you could use to ensure that the regulatory and accreditation requirements are being implemented and are achieving the desired results. Collaborate to write a 1,400- to 1,750-word paper in which you address the following points:  · Address the similarities and differences among the types of organizations.  · †¦ Follow the link Now for full guide – https://bitly.com/1DNjhaY Look into attending community college for your first year or two. By taking your basic core studies at a community college, you can save a considerable amount of money. You can then transfer all of your credits to a university of your choice. If the cost of a 4-year degree is beyond what you can afford, this is a good option. General Questions – General General Questions Each Learning Team member must select a different type of health care organization to study for the purpose of this group assignment. You are encouraged to select a different type of organization from the one chosen in the Week Three individual assignment but it’s not necessary. Group members compare their chosen organizations to complete the table and paper. Resources: Organizational Performance Management Table and Paper Grading Criteria and University of Phoenix Material: Organizational Performance Management Table Conduct a group discussion and address the following points:  · Summarize the type of health care organization you selected.  · Compare the main regulatory and accreditation standards that apply to each type of organization and identify standards that apply broadly to most or all types of health care organizations.  · Discuss the influence of regulatory and accreditation standards on performance-management systems.  · Discuss how the performance-management systems affect risk and quality management in each type of organization.  · Identify key areas in the organization that will have direct responsibility for carrying out the day-to-day responsibilities associated with the regulations or standards.  · Identify other areas in the organization that will be indirectly affected by the regulations or standards.  · Outline what oversight activities you could use to ensure that the regulatory and accreditation requirements are being implemented and are achieving the desired results. Collaborate to write a 1,400- to 1,750-word paper in which you address the following points:  · Address the similarities and differences among the types of organizations.  · Propose how each organization will monitor performance, achieve regulatory and accreditation compliance, and improve overall organizational performance.

Kotler Ch. 1 Jetblue Company Case 14th Edition

1. The need being met by JetBlue is mainly transportation. In today’s world consumers need to be able to travel long-distances quickly and JetBlue’s practices ensure customer comfort/satisfaction along the journey. The wants of JetBlue’s customers are to safely and quickly travel on an airplane. They also want to be comfortable and treated well. JetBlue accomplishes this by providing leather seats and entertainment with great customer service. The demands of this airline’s customers are pretty low. They are already flying on a â€Å"discount airline,† yet they have great amenities such as more legroom.There are not really any wants that money needs to back in this scenario. JetBlue has done a good job at ensuring everything from email is available at no extra charge. 2. Consumers exchange money and time for a flight with JetBlue. They also give up the ability to fly with another airline. In exchange, however they get the â€Å"happy jetting† experience. This includes amenities such as plush seats and snacks combined with excellent customer service. From the terminal, to the plane, JetBlue employees are courteous and nice.This overall experience is highly valued by JetBlue and is supported by all the smaller facets of their market offering. 5. JetBlue should certainly be able to continue building customer relationships successfully. While Southwest is a competitor, JetBlue does have the competitive edge in cost. Also, their fun culture combined with loyal customers who spread the word certainly helps continue this success. It’s not easy to offer such great amenities while also having low fares, but JetBlue also places a lot of value on their intangible wonderful customer service.

What It Means to Be a Blackbelt

Ryan Cloninger Denver Tae Kwon Do Mr. Putnam November 8, 2009 What a Black Belt Means to Me When I was thirteen I started taking Tae Kwon Do. I wanted to learn how to fight and break boards. I have come a long way since my first Tae Kwon Do class. As a candidate for black belt rank, I now have a different perspective of Tae Kwon Do, and different motivation for attending each class. To me a black belt consist of displaying great character, becoming a leader, and reaching your goals, and understanding the history of Tae Kwon Do.To become a true black belt, you have to look back and remember the men who started Tae Kwon Do, and understand their history. Tae Kwon Do means the way of the fist and foot. In Tae Kwon Do you are empty handed. When empty handed you must use your hands and feet. In the early times Korean men used their hands and feet as weapons. Koreans used Tae Kwon Do for self-defense when invaders came to savage their village. Men died fighting to protect their loved ones a nd their homes. What once was a military form of fighting soon became a way of life for the Koreans.The history of Tae Kwon Do has taught me that becoming a black is not about what color material you receive. Tae Kwon Do black belts never quit. They work hard to achieve goals, even when the journey is difficult. I have learned to never retreat in life, and that victory is the goal. Becoming a black belt has always been a goal of mine. The respect and honor you gain from becoming a black belt is priceless. Knowing you worked hard for a black belt makes your accomplishment so much better. I have been taking Tae Kwon Do for over four years and am yet to have earned my black belt.The school I train under believes in working hard for the rank of black belt, and this can take a very long time. I believe the long road will make the destination that much more rewarding. Another goal I have is to attend college at Clemson University, after graduating high school. After college I hope to be a professional chef. My goals of going to college to become a chef have been with me ever since I can remember. Growing up around my grandparents who were always cooking got me interested in becoming a chef.Tae Kwon Do has taught me to stay in pursuit of this goal. In order to be the best college student and the best chef, I know I need to be a leader and not a follower. During the Tae Kwon Do summer camps I had a chance to practice my leadership skills. My instructor, Mr. Cloninger, allowed me to teach the Tae Kwon Do classes to work on and critique my leadership skills. Instructing the students really helped me correct my own mistakes in technique and forms. As I have grown through the ranks, my instructor has allowed me to instruct the classes.Instructing is another way of learning. If you cannot teach the material you truly do not understand it yourself. This is required to perfect your material, as I learned from personal experience. I believe my instructor, Mr. Cloninger, is an example of a great leader. He pushes me to my limit and beyond. He makes me a better person, better in the karate school, and in the community. Mr. Cloninger is dependable, hardworking, and possesses many great character qualities. Displaying good character is essential for being a great leader and a great black belt.Positive characteristics, such as respect for others, self-control, obedience, and humbleness, are the building blocks of a well-trained black belt. Respect is always important when training. Respect is earned. It is not simply given to you. You must work hard and be respectful to your instructor. Self-control is an important characteristic to have, not only in martial arts, but also in life. Self-control is harnessing your actions and emotions. When in training all emotions must leave the room. Your mind should be set on your material and goals.Self-control also applies in every day life, whether it is when you are driving down the road and some one cuts you off, or w hen your peers upset you at school. Obedience is another attribute a black belt must have. Whether it be listening to my parents or my instructor, I need to be able to listen and follow through when something is asked of me. Black belts are portrayed as people that can be trusted, doing what they are told and doing it the first time. Obedience comes easier when you have respect for others and self-control of your own wants and desires.A true black belt should be humbled in his achievement of his rank. Black belts should have respect for the art and not use their rank to show off, bully, or be intimidating. Black belts should not to be portrayed as cocky, arrogant or boastful. This is not being a good leader or representative of martial arts. I continually try to implement respect, self-control, obedience, and other positive characteristics into my life. These characteristics help me learn in school, train in Tae Kwon Do, and be a good member of my family.I am grateful and honored th at I was given the chance to test for my black belt. I received the best training from Mr. Putnam and Mr. Cloninger. These great leaders have taught me to stay strong and to work hard for my goals. If I receive the rank of black belt, one of my many goals will have been accomplished. My journey to becoming a black belt has taught me to display great character, build my leadership skills, reach my goals, and understand the meaning behind Tae Kwon Do. I look forward to continuing my Tae Kwon Do journey for many years to come.

Job Analysis and Job Design Essay

Job analysis—The procedure for determining the tasks and responsibilities of each a job, and the human attributes (in terms of knowledge, skills, and abilities) required to perform the job. The outcomes of job analysis will be: Job description (what the job entails), Job specifications (what the human requirements are needed for the job). Job analysis is something called the cornerstone of HRM, because the outcomes of job analysis (job descriptions and job specifications) are the basis for most of the interrelated HRM activities, including recruitment and selection, HR planning, training, performance appraisal, pay and benefits, health and safety, labour relation, and so on (you can think about more areas). The Phases and Steps in Job Analysis Phase One: Preparation for job analysis 1. Step 1: Familiarize with the organization and its jobs 2. Step 2: Determine uses of job analysis information 3. Step 3: Select representative jobs to be analysis. Phase 2: Collection of job analysis information 4. Step 4: Determine sources of job data (Human and nonhuman sources) 5. Step 5: Data collection instrument design (Job analysis schedules) 6. Step 6: Choice of method for data collection (interview, observation, questionnaire, etc.) 7. Step 7: Develop a job descriptions and job specifications. Phases 3: Use of Job analysis Information (for other HR management areas) Methods of Collecting Job Analysis Information Collecting job analysis data usually involves a joint effort by an HR specialist, the incumbent, and the jobholder’s supervisor. Job analysis techniques can be categorized into 2 groups: Qualitative methods and quantitative methods. Qualitative methods mainly include 1) Interview, including individual interview, group interview, and supervisory interview 2) Questionnaires—having employees fill out questionnaires to describe the job related information (See Figure 2-4, P. 62-63 of the text) 3) Observation it is useful when jobs consist mainly of observable physical activities. 4) Participant diary/log – Asking employees to keep a diary/log or a list of what they do during the day. Quantitative methods mainly include 1) Position Analysis Questionnaire (PAQ) Very structured job analysis questionnaire Contains 194 items, each of which represents a basic element Provides quantitative job score on five dimensions of job requirements: having decision-making, communication, or social responsibilities performing skilled activities being physical active operating vehicles/equipment processing information Results from PAQ can be used to compare jobs and help determine appropriate pay level. 2) Functional Job Analysis (FJA), a quantitative job analysis method for classifying jobs based on : types and amounts of responsibilities for three functions: data, people, and things the extent to which instructions, reasoning judgment verbal/language facilities required It also identifies performance standards and training requirements. 3) The National Occupational Classification (NOC) –See P. 67-68 of the text Complied by the Human Resources Development Canada An excellent source of standardized job analysis information, containing comprehensive description of approximately 20,000 occupations. A reference tool for writing job descriptions and job specification It’s counseling component: Career Handbook. Classifying system of NOC (See the website: http://www.hrsdc.gc.ca/eng/jobs/lmi/noc/index.shtml) Major group –identified by two digital numbers. Minor group –identified by one digital number Unit group –identified by one digital number Writing Job Descriptions A job description needs to tell: What the jobholder actually does, How he or she does it, and Under what conditions the job is performed The 6 Basic Element of Job Description (See example in Figure2-6, P. 66 of the text): 1) Job identification Job title Department Report to Job status 2) Job summary—describing the nature of the job, listing only its major functions or activities. 3) Duties and responsibilities 4) Authority 5) Performance standards 6) Working conditions Writing Job Specification The 6 basic element of job specification: 1) Job identification * 2) Job summary * Skill factors: Experience 3) Specific skills Education level 4) Effort factors Physical demands Mental demands 5) Working conditions * Notes: items with a â€Å"*† can be the same and combined with those in job descriptions. Job Design Job Design—the process of systematically organizing work into tasks required to perform a job Job Design Considerations (also refer to PowerPoint slides) Organizational considerations Ergonomic considerations Employee considerations (considering human behavioual aspects) Environmental considerations In the history of job design, people usually follow two schools of thinking: 1) To simply the jobs. This practice emphasizes the efficiency of production but pays concern in workers’ well-being 2) To enrich the jobs. This practice emphasizes both efficiency and workers’ needs and well-being The Job Characteristics Model (JCM) To understand this model, we need to understand the basic dimensions and  their relationship to psychological states and work outcomes –See Page 77-78 of the text. The 3 critical psychological states The basic theory underlying the model is that desirable outcomes both for the person, in terms of internal satisfaction and motivation, and for the organization, in terms of high quality performance and low absenteeism and turnover, will result only if the worker can achieve three critical psychological status: 1. The work must be experienced as meaningful, worthwhile, or important. 2. The worker must experience that he or she is personally responsible for the work outcome, that is, accountable for the product of his or her efforts. 3. The worker must be able to determine in some regular and reliable way how his or her efforts are coming out, what results are achieved, and whether or not they are satisfactory. The core job characteristics are then derived by observing what kinds of job characteristics are more or less likely to lead to the desired psychological states. The 5 Core Job Characteristics 1) Skill variety – using different skill and talents to complete a variety of work activities. 2) Task identity – the degree to which a job requires completion of a whole or identifiable piece of work. 3) Task significance – the degree to which the job has a substantial impact on the organization and /or larger society. 4) Autonomy – the degree to which a job gives employees the freedom, independence, and discretion to schedule their work and determine the procedures to be used to complete the work. 5) Job feedback – the degree to which employees can tell how well they are doing based on direct sensory information from the job itself. The Relationship between the above Theories and Management Strategies can be reflexed by various job design strategies as listed below: Strategies for enriching jobs: Based on the Job Characteristics Model, we can employ the job design strategies of: Job rotation –arrange employees to rotate to different job  during a certain period of time. Job enlargement- put more related tasks into a job to make it larger. Job enrichment- let employees have more autonomy and involve in thinking aspects of the jobs. Employee involvement and work teams Use of job families in HR Decisions Increasing job flexibility –cognitively complex, more team-based, more dependent on social skills and technological competence, time pressured, mobile, and less dependent on geography Self-study requirements: Read Chapters 2 and 3 of text Visit the website of National Occupational Classification

Business Plan For Candle Business In Nigeria Commerce Essay

Business Plan For Candle Business In Nigeria Commerce Essay Candles have been in existence for many years. At one time, people depended on them to light as well as heat their homes. Archaeologists have found proof of the existence of ancient candles in caves all over the world, most recently in France. The theory is that cavemen used candles as a source of light for etching their stories and charts on the walls of their homes. These candles were most likely created from fat derived from animals that were killed for food and fur. Even the ancient Egyptians created and used candles. Regardless of what material the candle is made of, to burn and provide adequate light and heat it has to have plasma, solids, gasses, and liquids. In today’s modern world, we create candles for our own personal enjoyment, as crafts and hobbies for most people. Some people enjoy making candles so much that they turn their craft into a profitable business. With a little creativity, you can make some truly unique candles, simply by adding your own designs and s kills. It is possible to make candles in every shape and size that you can imagine, and in any colours you can create. You can even add essential oils and fragrances to your candles, so that they not only provide decorative light, but a beautiful scent as well. Most of today’s modern candles are made primarily out of paraffin wax, but some are also made of beeswax as well. Paraffin wax is a wax that is derived from plants, found naturally all over the world. Strict safety precautions should be followed when making your candles. It could be very easy to make a small mistake and suffer serious burns from the wax, not to mention the very real danger of fire, when using or creating candles. There should be separate area in your home or workshop especially for candle making, with fire extinguishers readily available in case of emergency. For a new candle making, it will be best to start with simple candle designs, then increase the difficulty as your skill increases. The basic tec hniques of candle making, have to be learn and setup your work area appropriately. Pay attention to temperatures, and make certain that you are careful to follow safety rules. Candle making is fairly easy once when understanding the basics and perfect techniques. The good news is that the supplies needed in candle making are fairly inexpensive, so no worry about wasting money if ruin along the way. 1.2 OBJECTIVE OF THE STUDY The broad aim of the study is to introduce candle manufacturing business into Nigeria market in other to improve their standard of living. Along this broad aim emerges the following specific objectives which are: To determine the viability of Candle manufacturing business in Nigeria market. To determine the feasibility of Candle manufacturing business in Nigeria market. To determine the market trends for Candle business. CHAPTER TWO MARKET SURVEY / ANALYSIS 2.1 MARKET The end users of candle are mainly householders. It is their source of lightening during power outage. As earlier mentioned ‘white garment churches’ (the celestial and cherubim and seraphim) are the other end users of candle for making supplication to celestial bodies.