Of Mice and Men Study Guide

Of Mice and Men Study Guide Of Mice and Men is a 1937 novella by John Steinbeck. Set during the Great Depression, the book tells the story of George Milton and Lennie Small, two migrant workers and long-time friends employed on a ranch in California. Through its use of colloquial language and detailed characterization, Of Mice and Men offers an unsparing portrait of its characters and the violent and harsh conditions they face. Fast Facts: Of Mice and Men Author: John SteinbeckPublisher: Viking PressYear Published: 1937Genre: Literary fictionType of Work: NovellaOriginal Language: EnglishThemes: The nature of dreams, strength vs. weakness, man vs. natureCharacters: George Milton, Lennie Small, Curley, Candy, Crooks, Curley’s wifeNotable Adaptations: 1939 film directed by Lewis Milestone, 1992 film directed by Gary SiniseFun Fact: John Steinbecks dog ate an early draft of Of Mice and Men. Plot Summary George and Lennie are two farm workers traveling through California in search of work. When the novella begins, they have just been kicked off a bus while journeying to their latest ranch. They spend the night in a makeshift shelter and arrive at the ranch in the morning. The ranch owner is initially hesitant because Lennie, who is physically strong but has a mental disability, doesnt speak, but he ultimately accepts the men as workers. Lennie and George meet fellow ranch hands Candy, Carlson, and Slim, as well as Curley, the son of the ranch owner. Curley, a diminutive but confrontational man, verbally targets Lennie. Carlson shoots Candys old, dying dog. Lennie reveals that he and George have a plan to buy their own land someday, and Candy offers to join them, pitching in his own money. Slim gives Lennie a puppy from his own dog’s recent litter. The next day, Curley attacks Lennie once more. Out of fear, Lennie grabs Curleys fist and crushes it. Later, the ranch workers go out drinking, and Lennie stays behind. He talks to Crooks, an African American farm hand who lives separately from the other workers. Curleys wife approaches and asks what happened to her husbands hand. When none of the men tell her, she berates Crooks with racial slurs and threats. The following day, Lennie accidentally kills his puppy by petting it too hard. Curleys wife finds him with the puppys body in the barn. Lennie and Curleys wife begin to converse. Curleys wife reveals her former dreams of Hollywood stardom and offers to let Lennie touch her hair. While doing so, Lennie unintentionally breaks her neck and kills her. When the farm workers discover Curleys wifes body, Curley begins a vengeful pursuit of Lennie, with the other workers in tow. George takes Carlsons gun and breaks away from the group in order to meet Lennie at their predetermined spot. George tells Lennie all about the beautiful future in which they have a farm of their own to tend to rabbits, then finally shoots Lennie in the back of the head. Major Characters Lennie Small. Contrary to his surname, Lennie is an extremely large and physically strong man. However, he is also gentle-hearted and often fearful. Lennie has a mental disability and is dependent on George for protection. He loves rubbing soft materials and small creatures, from mice to puppies to hair. This desire leads to unintentional destruction and even death. George Milton. Crafty and resourceful, George is both the domineering leader and loyal protector of Lennie. Although he sometimes complains about taking care of Lennie, he is deeply committed to him. At the end of the novella, George decides to kill Lennie in order to protect him from greater harm at the hands of the other ranch workers. Curley. Curley is the son of the ranch owner and a former Golden Gloves boxer. Despite his small stature, Curley picks fights and struts around confidently. He is a jealous husband who rages at his wife. He also targets Lennie, despite the fact that gentle Lennie doesnt want a fight. When Lennie accidentally kills Curleys wife, Curley seeks out Lennie in a murderous rage. Candy. Candy is an old farm worker who has lost a hand. He owns an aging dog that Carlson insists upon shooting. When Candy overhears Lennie talk about his plan to buy some land with George, Candy offers up $350 of his own money to join them. Crooks. Crooks, the only African American character on the farm, lives away from the other workers in segregated quarters. He is world-weary and skeptical of Lennies dream of buying land. Crooks faces racism on the ranch, most notably when Curleys wife verbally attacks him with racial slurs and violent threats. Curley’s wife. Curleys wife, whose name is never mentioned, is treated badly by her husband and warily by the other farm workers. She has a flirtatious nature, but she also expresses loneliness and lost dreams during a conversation with Lennie. When Crooks and Lennie refuse to tell her what happened to her husbands hand, she verbally attacks Crooks with racial slurs and threats. She ultimately dies an accidental death at Lennies hands. Major Themes The Nature of Dreams. Dreams play a key role in Of Mice and Men. Most significantly, George and Lennie share a dream of owning their own land, but their perspectives on this dream differ significantly. In Lennies mind, the dream is sure to become reality; for George, discussing the dream is a way to comfort Lennie and pass the time in a harsh environment. Strength vs. Weakness. In Of Mice and Men, strength and weakness have a complex relationship. This relationship is most evident in Lennie, whose physical strength is a direct contrast to his gentle and guileless personality. In the tough world of the book, strength- particularly mental toughness- is essential. Man vs. Nature. Tension between the human world and the natural world exists throughout Of Mice and Men. Sometimes the characters exert control over the natural world, and sometimes, the natural world rises up to overpower the characters. Ultimately, the novella suggests that the natural and human worlds- the worlds of mice and men- are not so different after all. Literary Style Of Mice and Mens literary style is largely simple and straightforward. The dialogue is written in a colloquial dialect intended to reflect the working-class backgrounds of the ranch workers, whose speech is also peppered with slang terms and vulgar expressions. The novella is also notable for its use of foreshadowing. Lennies accidental murder of the puppy parallels his accidental murder of Curleys wife; the apparent mercy killing of Candys dog mirrors the mercy killing of Lennie. Of Mice and Men has been the subject of censorship due to its harsh subject matter, but it remains one of the most widely-read works of American literature of the 20th century. About the Author Born in 1902, John Steinbeck is one of the most prominent and widely-read American writers of the 20th Century. Much of his work focuses on everyman protagonists in California during the Great Depression. He said that Of Mice and Men was inspired in part by his own experiences alongside migrant workers during the 1910s. In addition to Of Mice and Men, Steinbeck penned over two dozen books, including The Grapes of Wrath (1939) and East of Eden (1952).  He won both a Pulitzer Prize and a Nobel Prize.

Fire Science Fair Project Ideas

Fire Science Fair Project Ideas Are you looking for a science fair project that involves fire or combustion? Here are some ideas for fire projects to get you brainstorming. What chemicals burn in different colors?What substances can mask the colors of flames?Which type of oil produces the least soot when it burns? You can collect soot (carbon black) by burning in a container and wiping it down between tests or by examining a filter paper (or coffee filter) placed in with the test oil.Analyze whether burning trash is a good alternative to landfills.Examine the effects of flame retardant chemicals on growing plants or on animals, such as insects or aquarium fish.Which common materials (e.g., paper, foam, cloth, vinyl) produce the worst smoke/air pollution when burned?Examine how controlled burning is used for forests and parks.Examine the effects of ash on soil composition.How does diminishing oxygen affect the appearance of a flame?Does it matter what type of wax is used to make a candle?Can you construct candles using liquid oils or other fuels besides wax? More Science Fair Project Ideas

MARKETING Essay Example | Topics and Well Written Essays - 1500 words - 1

MARKETING - Essay Example In the present day, the motive behind production is no more about searching customer but delighting customers through path of customization and research. According to the American Marketing Association, Marketing is â€Å"an organizational function and a set of process for creating, communicating, and delivering value to customers and managing customer relationship is a way that benefits the organization and its stakeholders† (AMA, 2004). Financial success fully depends upon right marketing. Corporate goals are achieved through meeting customer needs and delighting customer expectancy and right marketing is the way to it. Right marketing is obtained through research oriented planning and execution of those marketing strategy effectively. Ten types of entities can be marketed by marketers to these categories of market. These entities include properties, services, organization, events, place, goods, information, experiences, persons, and ideas. All organizations that work under this umbrella need marketing to sustain in ever rising competitive market of the present day. Due to the affects of globalization, changing technology, deregulations, privatization, customer empowerment, customization, increasing competition, there has been a remarkable change in behavior of market. It is facing new challenges and new opportunities with changing environment. Even market leaders like GE, Microsoft, Walt Mart, Intel, and Nike are kept on their toes. In order to ensure sustainable development, the companies need to remain flexible and adaptable to the external situations. Marketing function survives on its fundamental core concepts as well as changing trends. Its fundamental concepts include needs which are basic requirements of an individual and can comprise of stated needs, unstated needs, real needs, secret needs, and delighted needs, whereas want and demand are specific needs towards a particular object (Kotler & Keller,

Five Skills that a Forensic Accountant Needs to Possess Research Paper

Five Skills that a Forensic Accountant Needs to Possess - Research Paper Example The country’s top accredited organization of accountants, AICPA (American Institute of Certified Public Accountants) made a study on what are the top skills for a forensic accountant needs to possess to become effective with his or her job. The respondents of the study were academics and practitioners. a. Analytical and detail oriented Their study revealed that a forensic accountant has to be analytical. Both the academics and practitioners that a forensic accountant must have the analytical proficiency that would provide an invaluable insight to the practitioner in its engagements than the regular auditing and problem solving skills (AICPA a, nd). Frauds are deliberately concealed and uncovering them requires analytical skills and dedication to details in addition to the usual auditing and problem solving skills of accountants. b. Interpretive skills or intuitive investigative skills The ability to interpret data and simplify them were also ranked as the second among accounta nts and academics (AICPA a, nd). They complement the analytical skill of a forensic accountant for this skill allows the practitioner to determine the usefulness of such data. Other respondents called this intuitive investigative skills or the ability to intuitively associate information for it to be useful in any forensic accounting investigation (AICPA a, nd). c. Soft skills/effective oral communicator The ability to communicate effectively was deemed important in the practice of forensic accounting. This is both oral and written communication. This skill is essential for a forensic accountant to possess because the nature of the work requires the practitioner to provide an expert opinion either orally (i.e. giving expert opinion in court of laws, providing consultancy advise to clients) or in a form of a formal written report (AICPA a, nd ). Forensic accounting is such a complex discipline and the ability to simplify information and language that can be easily understood by verif ier of facts or clients is an essential skill. d. Skepticism In the study, some respondents wrote it as â€Å"skepticism† which is essential for an investigative work. This became an important skill of a forensic accountant in cases where the practitioner is tasked to uncover or investigate fraud. e. Ethical Being ethical is ranked as one of the top five skills of a forensic accountant because this skill is â€Å"consistent with the mission of the forensic accountant† (AICPA a, and pg. 11). In plain language, forensic accountants are the antidote to frauds and scams and if they themselves are susceptible to unethical behaviors which they are tasked to investigate and uncover, the general public will be left with nothing to shield them from such undesirable financial practices. In addition to these five skills that a forensic accountant must profess, the practitioner must also have the ability to review large volumes of financial statements and documents. A forensic acc ountant must also be grounded on the various business models that companies use. The practitioner must also be able to prepare and dispense expert reports under a strict timetable (Owojori and Asaolu, 2009).  

Floods in India Essay Example for Free

Floods in India Essay India, being a peninsular country and surrounded by the Arabian Sea, Indian Ocean and the Bay of Bengal, is quite prone to flood. As per the Geological Survey of India (GSI), the major flood prone areas of India cover almost 12.5% area of the country. Every year, flood, the most common disaster in India causes immense loss to the countrys property and lives. India Flood Prone Areas The states falling within the periphery of India Flood Prone Areas are West Bengal, Orissa, Andhra Pradesh, Kerala, Assam, Bihar, Gujrat, Uttar Pradesh, Haryana and Punjab. The intense monsoon rains from southwest causes rivers like Brahmaputra, Ganga, Yamuna etc. to swell their banks, which in turn floods the adjacent areas. Over the past few decades, central India has become familiar with precipitation events like torrential rains and flash floods. The major flood prone areas in India are the river banks and deltas of Ravi, Yamuna-Sahibi, Gandak, Sutlej, Ganga, Ghaggar, Kosi, Teesta, Brahmaputra, Mahanadi, Mahananda, Damodar, Godavari, Mayurakshi, Sabarmati and their tributaries. Though the north-Indian plains prone to flood more, the India flood prone areas can be broadly categorized in three divisions: Besides the Ganga, rivers like Sarada, Rapti, Gandak and Ghagra causes flood in eastern part of Uttar Pradesh. The Yamuna is famous for flooding Haryana and Delhi. Bihar experiences massive dangerous flood every year. River Burhi, Bagmati, Gandak, Kamla along with many small rivers contribute to that. In West Bengal, rivers like Mahananda, Bhagirathi, Damodar, Ajay etc. causes floods because of tidal effects and insufficient river channels. * Brahmaputra and Barak Basins: The river banks of Brahmaputra and Barak gets flooded due to the Surplus water found in the Brahmaputra basin and the Barak basin. These rivers along with their tributaries flood the northeastern states like West Bengal, Assam and Sikkim. Jaldakha, Teesta and Torsa in northern West Bengal and rivers in Manipur often overflow their banks. * Central India and Deccan Rivers Basin: In Orissa, spilling over of river banks by Mahanadi, Baitarni and Brahmani causes havoc. The deltaic area formed by these three rivers is thickly populated. Even some small rivers of Kerala and mud stream from the nearby hills add on to the destruction. Southern and central India observes floods caused by Narmada, Godavari, Tapi, Krishna and Mahanadi due to heavy rainfall. Cyclonic storms in the deltaic regions of Godavari, Mahanadi and Krishna even floods the coastal regions of Andhra Pradesh, Orissa and Tamil Nadu occasionally.

Worldwide Denial of Global Warming Essay -- Essays Papers Environment

Worldwide Denial of Global Warming As human beings, we need to respect the environment in which we live. This is important to greater our future and that of others to follow. Very few people realize that their daily behaviors have a direct impact on the environment, the atmosphere in particular. By emitting harmful gasses into the air on a daily basis is one of the main reasons of such climate changes. People notice such changes and yet don't do anything to help the situation. Wee don't realize the risks that such changes in temperature pose. Rather than trying to conserve gas or taking cold showers, we still go on through our daily activities reluctant to change that will in time benefit the earth. By conserving gas and other harmful emissions like oil and electricity we are lessening the risks of global warming. By recognizing the potential risks, it will become easier to find practical solutions. There have been some steps toward conserving gas. Hybrid cars are becoming more and more popular among Americans and as well as other consumers. These cars will use less gas to get more mileage. Honda, is taking .steps toward lowering harmful gasses into the atmosphere by introducing these futuristic cars to the American public The main purpose of these cars is to reduce the dependency on gas for automobiles. As cheap college students, we all know how expensive gas is today, wouldn?t you rather save all the money you spend on gas and use it for other things like beer, clothes or other recreational purposes. The effects of global warming will have a lasting impact on the entire world. All people in all nations will experience unfortunate outcomes if something isn?t done soon. ... ...ed are called ?renewables.? ?Renewable energy technologies use solar, wind, hydropower, geothermal, or biomass energy? (United States EPA). Such new technologies are clean compared with traditional energy technologies, which burn fossil fuels such as oil and gas and can be used to solve many environmental problems. Work cited Frazier, Ian. ?As The World Burns.? Mother Jones March/Apr. 2003: Vo.28. 2: Academic Search Premier. EBSCO Marshall, George and Mark Lynas. ?Why We Don?t Give A Damn.? New Statesman 21 Jan. 2003: 132. 4666: 18+.Academic Search Premier. EBSCO Schulz, Kathryn. ?Global Warming Right Now.? Rolling Stone 20 Feb. 2003: Iss.916 Academic Search Premier. EBSCO United States Environmental Protection Agency (EPA). Renewable Energy: The Road from Global Warming To a Cleaner Future Office of Policy. September 1998.

Marketing and B2b Internet Car

Motrada Handels GmbH, an internet/software service company in Austria, generally provides business-to-business remarketing car trading service with an online application. The company is founded by Guillaume Hebrard- a professional sales person in car sales. While working in the automobile industry, Guillaume realized the inefficiency and difficulty in second-hand car trading industry, he came up with the idea of establishing an online trading platform. The idea was taken into action in 2002 and the company was finally founded in Vienna/Austria by G Hebrard and a financial partner in 2005. Case Analysis I.Opportunities for Motrada Ltd. The Motrada platform, as a first B2B internet car transaction marketplace, is completely a new idea to the electronic commerce market. As the founder of Motrada, Guillaume thought of the opportunity of cars transactions online, he defined this type of business as a gap in the market, which meant he would be the first to own the most chances. Prospects o f B2B There are many reasons for Guillaume to choose B2B rather than B2C as the only method for Motrada platform. The B2B e-commerce environment is much more promising Tthan B2C. First, the B2B mode is more professional than B2C.Being registered by professional business sellers and buyers, this type of platform is easier to manage. Most of registered customers have been working in the industry for years, so know the general situation about the industry. The website for B2B car trading can not only looks more professional but also more targeted. Secondly, by purchasing in large quantities and shortening the production cycle, the business can earn much more profits based on expenses minimization. Third, B2B mode occupies the absolute advantage and more market shares than other modes in e-commerce. B2B must be the main force in future e-commerce marketpla

Reward Systems Essay

Once of a manager’s most important tools is the ability to select rewards and time the rewards properly. Even if managers are not solely responsible for financial rewards, they can use a number of tools to increase the effectiveness of their organization. Reward systems can address several important managerial objectives as they relate to employee motivation. A solid reward system requires concerted attention in its development. The following sections provide a basis for a well-contructed reward system. Purposes of Reward Systems Reward systems serve several purposes in organizations. Effective reward systems help an organization be more competitive, retain key employees, and reduce turnover. Reward systems also can enhance employee motivation and reinforce the image of an organization among key stakeholders or future employees. People are the most important resource for organizational competitiveness, and keeping them on the job is a key task for any manager. Competition to attract and keep the best employees is intense. For people looking for a career opportunity, that’s great news, but as a manager of an organization needing to keep the best and brightest, it is a challenge. It may be even harder in the nonprofit and public sectors where flexibility in providing financial rewards may be more limited than in a commercial context. Retaining employees saves money on retraining costs, improves the consistency of services, and allows for relationships to develop between clients and the organization. In a ddition, proper rewards systems can reduce absences. Absences cause innumerable headaches for managers. Instructors who don’t show up, too few staff members at busy times, and the lack of a cleanup crew can all increase workplace stress. Absences not only affect the manager but also fellow employees who need to pick up the slack and clients who feel the brunt of too few employees on site. As suggested earlier, understanding who, what, and when to reward can improve employees’ performance. However, the improper use of rewards can have a debilitating effect on employee performance. Managers need to understand their employees’ perceptions of the importance and fairness of the reward and then clearly communicate what needs to be done to receive the reward. Effective use of rewards can encourage employees to gain the skills that are necessary to  help them and the organization grow. This can also increase their desire to continue being part of the organization. For example, an organization can pay and provide time off for employees who want to take advanced courses in an area that is valuable for the organization. Some organizations may even provide time off or support to help employees advance their own personal goals or skill sets. Ideally, an organization wants employees who not only show up to work but are excited about being there as well. This passion for work has been referred to as affective commitment. Although research is somewhat preliminary, there is s ome indication that affective commitment can be strengthened by rewards that enhance employee perceptions of being supported and having control of the work situation. Finally, reward systems can also help with recruiting efforts. Just as happy customers may be the best advertisement for a particular product, happy employees are often a great tool for recruiting new employees and making the organization a workplace of choice. Think about the kind of job you want. Often you will easily be able to identify an organization that stands above the others as a great place to work. As a consequence of this, the organization can attract the best and brightest, creating a virtuous circle whereby it becomes an even more attractive workplace. Hopefully you can see that establishing the right reward structure for an organization is critical to its success. The following sections delve into the details of various reward structures. Types of Rewards Understanding how each employee perceives and values different rewards is an essential part of management. Managers need to grasp an understanding of extrinsic and intrinsic rewards. Extrinsic rewards are external rewards tied to certain employee behaviors, skills, time, or roles in an organization. How employees perceive these rewards relevant to their performance and the rewards given to others will ultimately determine the effectiveness of the rewards. Managers also need to understand how much value each employee places on specific extrinsic rewards. For example, a well-paid but overworked employee may value additional vacation time or a reduced workload more than a few extra dollars. Money, praise, awards, and incentive prizes such as tickets to a concert or a game are all examples of extrinsic motivators. Whatever motivator the manager chooses, the employee must see  the reward as a motivator for it to be effective. For example, if the extrinsic reward is tickets to the opera, an employee who hates the opera likely would not be motivated by the tickets. On the other hand, if the employee is a football fan and the extrinsic reward is tickets to a major game, the motivator might be more effective. It is simpler to explain what intrinsic rewards are by discussing what they are not. Intrinsic rewards do not have an obvious external incentive; that is, people are not acting to get a tangible reward, be it time off or money. Instead, they act because it feels good or provides some form of internal satisfaction. Intrinsic rewards are often more highly valued and more effective over time, yet using them is a difficult managerial task. Intrinsic rewards derive from employees feeling good about the job they have done, the effort they have put forward, or the role they played in a team project. Intrinsic rewards in the workplace come from the job itself, so to provide intrinsic reinforcement, a manager should enrich the job. Job enrichment involves improving work p rocesses and environments so they are more satisfying for employees, such as eliminating dysfunctional elements or enlarging jobs (increasing the duties and responsibilities of a job). Developing an effective reward system can be a difficult task. The following sections provide some guidance on the basics of an effective reward system. These sections focus almost exclusively on extrinsic rewards, but intrinsic rewards should also be considered when developing each employee’s job. Monetary Versus Nonmonetary Rewards Monetary rewards are most commonly given in the form of pay increases, bonuses, or increases in benefits, such as pension or health care premiums. Such rewards can be divided into two categories: direct and indirect compensation (table 11.1). Both contribute to the financial betterment of an employee. Direct compensation is relatively straightforward and consists of increases in hourly pay, increases in hours (for nonsalaried employees), increases in salary, merit pay based on performance, seniority pay based on time with an organization, and bonuses based on the achievement of individual, group, or organizational objectives. Indirect monetary compensation includes increases to benefits or the addition  of benefits such as a dental plan. It can also include paid leave in the form of vacation days, days off for training, or longer time off such as a sabbatical, as well as paid leave for illness, caring for a child, or caring for an elderly parent. Additionally, some organizations may offer services as part of an indirect compensation package, such as on-site child care, an elder care program, an on-site cafeteria, a games room or gym, and confidential counseling services for employees and their families. Again, indirect compensation should be valuable to employees and ideally should offer choices from a range of services. Nonmonetary rewards cost the organization but do not directly improve the employee’s financial position (table 11.1). Supplying employees with the best tools possible to do their job is an example, such as providing a new high-end laptop or having an excellent training facility f or coaches at a university. A good office location, choice of furnishings, or special parking place can all be nonmonetary rewards. Employees may not know the full details of pay and other monetary benefits of coworkers, but nonmonetary rewards are often visible and can create perceptions of inequity in an organization. In some cases, this may be the intent of managers who want employees to strive to achieve the stereotypical corner office, but often it may also unintentionally encourage feelings of inequity. That inequity may have positive implications for an organization if employees strive to increase performance, or it can result in turnover and reduced performance. As with any reward, nonmonetary rewards need to be carefully thought out before being implemented. Performance-Based Versus Membership-Based Rewards One of the most difficult challenges for managers is to decide what to base rewards on. A common distinction is performance-based versus membership-based rewards. As the name implies, performance-based rewards are tied to the ability of an individual, team, group, or organization to meet some previously agreed-upon standard of performance. Performance rewards are based on an evaluation of contribution and awards are allocated based on that evaluation. Membership-based rewards are allocated solely for being part of a group within an organization. These rewards commonly include annual cost-of-living increases to a base salary or support for an equity policy. For example, if a park and recreation department was looking to  encourage staff to have master’s degrees or obtain certification, they might offer pay incentives for having either or both. Membership-based rewards are also often tied to length of time with an organization. For instance, after a certain length of service w ith an organization, employees may receive a certain percentage increase to their pay or be eligible for additional benefits. In a unionized environment, many of these rewards are spelled out in a labor agreement. To illustrate the difference between the two structures, let’s look at annual raises. A performance-based structure means that each employee’s performance is evaluated and raises are based on performance, with the highest performers getting the most money. A membership-based structure means that all employees receive the same raise regardless of performance. Membership structures can be demotivating to high performers because they get the same rewards despite working harder. Nontraditional Rewards As more and more managers understand the importance of individualizing reward systems, the use of nontraditional rewards will continue to grow. Time is often a key constraint, and for many people work is a major time commitment. Ways in which employees can individualize their work schedule are becoming increasingly important rewards. Four methods of individualization are reduced workweeks, staggered daily schedules, flextime, and working from home. Reduced Workweek A reduced workweek often sees employees working a 4-day week instead of 5 days. In return for that extra day, employees work longer on their 4 days in the office. For example, in a 40-hour workweek from Monday through Friday, employees would work 8-hour days, but the reduced workweek would see hours increase to 10 hours a day for 4 days. The benefits to the employees are longer blocks of time to take care of their personal lives, less frequent and often less busy commutes, and ultimately more useful time for themselves. The organization has no additional expenses and evidence suggests that absenteeism and time lost for personal reasons decreases. However, there are also downsides for both employees and the organization. Parents, for example, may find it difficult to find child care that is open late or early enough to accommodate the longer work schedule. The longer  work day may also be a constraint to people who are involved in weekly evening activities, be it coaching a team or attending an art class. Some jobs may also not lend themselves to longer days. A lifeguard or sport instructor may be considerably less effective in those last 2 hours, which can lead to decreased performance and in some cases safety risks. Also, the hours and timing of work may affect service to clients. Even if an organization maintains its regular schedule, clients expecting to reach a particular person during traditional business hours may find the new schedule frustrating. Finally, reduced workweeks seem to be most effective when employees themselves are involved in creating the schedule. Understand that employees participating in reduced workweeks need to be scheduled so that the entire organization is not gone on Friday! Staggered Daily Schedule An alternative to a reduced workweek may be a staggered daily schedule. Employees still work their designated weekly hours but can allocate those hours in different ways. For example, one employee may want to come in late and leave later to accommodate dropping off children. Someone else may prefer being in the office an hour earlier and leaving an hour earlier. These schedules may even be adapted weekly or monthly to accommodate changing employee needs. This idea meets employees’ individual needs but can often be difficult to manage. Again, a staggered daily schedule may not be appropriate in all settings and must consider not only employee needs but also organizational requirements and client desires. Flextime Flextime allows some employee freedom while still meeting client and organizational needs. Employees are expected to be in the office during a certain time frame, usually ranging from 4 to 6 hours, such as 9:30 a.m. to 3:30 p.m. Flextime emphasizes productivity and allows the employee some leeway in that flexibility zone (before 9:30 a.m. and after 3:30 p.m.). For example, take Pat, an aquatics programmer. Pat has two school-aged children and requires some flexibility to drop them off and pick them up at school. Pat has worked with the employer and agreed that he will be at the pool between the hours of 9:30 and 3:30 but will complete the rest of his work elsewhere. This ensures that Pat’s coworkers and clients can reach him at predictable times while still allowing him the personal flexibility he  requires at this point in his life. This type of arrangement has been effective for many organizations and employees, although obviously it won’t work in all situations. Fl extime also allows a staff person more control over their hours. For example, a special events coordinator works 5 hours over the weekend. The following week, the coordinator comes in an hour later than usual each day. Working From Home As technology has advanced, the option of working at home for some or all of the workday is becoming increasingly possible. A high-speed Internet connection and a laptop computer connected to the workplace network provide many people with everything they need to do their job. Obviously this arrangement is more suited to some positions than others. A job developing programs for a municipal recreation department would be more suited to a work-at-home plan as opposed to the job of instructing the programs. Working for some or all of the workweek at home can offer fewer workplace distractions, allow employees time to concentrate on projects that are important to the organization, and make more effective use of the day by eliminating the need to commute as well as the usual time killers present in most offices. However, working from home is not for everyone. The distractions of the home require discipline, and for those who consistently work at home the blurred distinction between home an d office can be unsettling. Additionally, monitoring employees at home is nearly impossible. Evaluation needs to be performance based and work-at-home schemes do not work for organizations that want to monitor how employees spend their time. Allowing employees to work at home part of the time, however, may be an excellent compromise for both employees and the organization.

The focus of this assignment is to increase our awareness The WritePass Journal

The focus of this assignment is to increase our awareness Introduction The focus of this assignment is to increase our awareness Introduction AccountabilityEthicsLawConclusionRelated Introduction The focus of this assignment is to increase our awareness of the professional, ethical and legal issues that are associated with providing accountable health and social care. Once groups were formulated, and the scenario was decided, the group could discuss and draw focus areas both as a group and individually. A learning journal was kept using diary sheets which documented what was discussed.   The scenario that was chosen by the group was Eddie, based on the numerous ethical issues that arose. This assignment is going to concentrate on the issue of record keeping, and the way it impacts on the role of the accountable practitioner. As part of adult nursing there are various forms of record keeping that exists and the Nursing and Midwifery Council (NMC) (2009) stipulates good record keeping is a fundamental element of nursing practice, and is crucial to safe and effectual care. The NMC (2009) guidance for record keeping also specifies that your records should be accurate and recorded in such a way that the meaning is clear and you have a duty to communicate effectively with your colleagues. This was not present throughout this scenario as the constant lack misunderstandings and communication errors are what lead to the medication errors being made, resulting in actual harm to this patient. Caulfield (2005) talks about a framework of accountability based on four pillars, professional, ethical, legal and employment accountability, which takes into account our different understandings as to what accountability is all about. The key pillar within this is the presence of professional accountability, which is a fundamental aspect of nursing and sanctions nurses to work within a structure of practice and follow standards of conduct that preserve the patients trust. Its manifestation spearheaded the creation of our standards of conduct that exists within our governing body the NMC today. Accountability Accountability in terms of record keeping is the facilitation of good governance. There is no solitary source of accountability, as different organisations create different principles and guidelines. As a registered nurse we are obligated and duty-bound by a particular set of standards that govern our profession, this gives us our boundaries and restrictions in which we must work. This is supported by Griffith and Tengnah (2010) which acknowledge that as a registered nurse you will be lawfully and professionally answerable for your behaviour regardless of whether a person is following directives from another individual or using their own ingenuity. Accountability is often seen in practice as a rationalisation of ones actions, specifically in terms of distributing the blame. Blame Mentality can be destructive can often lead to a pessimistic view of accountability and its application in caring for patients and espousing staff (Scrivener, Hand and Hooper, 2011). However one definition that adds a more positive facet view on accountability is that â€Å" it is an inherent confidence as a professional that allows a nurse to take pride in being transparent about the way he or she has carried out their practice† (Caulfield, 2005, p.3). There are systems that are put into place throughout our workplace, these can often govern the care we give our patients; it can also have an impact on the quality in which we deliver this care. However despite this professional accountability is an individual responsibility that is also parallel with duty of care in law. Our governing body of nursing regards professional responsibility and accountability to be at the core of high quality nursing. Neglect, medication errors, poor record keeping and communication problems are the commonest issues, and all told account for almost 60% of cases heard before the fitness to practice panel (NMC, 2010a). This report also identified record keeping as the fourth most common allegation in fitness to practice cases, which is why the current record keeping guidance in place by NMC, is under review. As this report has shown there is definitely a lack of value to documentation shown by nurses, this is perhaps because nurses may feel it is too time consuming and takes away the time we need for our patients. There is also perhaps a negative perception in terms of the importance of record keeping. However the public and our patients expect nurses to be working to a certain level of competence and high standards. This is why the Royal College of Nursing (2010) drew up principles of nursing practice, and within this they stipulate that nurses should take responsibility for the care they carry out, and answer for their own judgements and action. This is to be carried out in accordance with the law and our professional governing body. These principles incorporate the thesis of accountability. In terms of record keeping the principles suggest that nurses are pivotal to the communication process, this is due to recording and reporting on treatment and care that is required. Information th at is not available or written can have an influence on the practice that other healthcare professionals give and the effectiveness of that practice. As the registered nurses role expands, their responsibility becomes greater and so does the level of risk management and legal accountability. Once a healthcare worker adopts obligation for care of a patient, they are legally bound to this through duty of care. This can apply when performing complex tasks or more straightforward tasks such as record keeping. Additionally, where the task has been delegated by another healthcare professional or more senior practitioner, on whom overall accountability lies; there is also a duty of care that lies with that individual to delegate appropriately and effectively. This is mirrored by the NMC (2008) standards of conduct and other care professional organisations. Also in relation to accountability the Essence of Care (2010) document benchmarks best practice required for record keeping. It specifies that staff to be competent to generate, use and sustain care records, together with the aptitude to keep precise, comprehensive care records. Ethics Ethics is a philosophy which determines right and wrong in relation to a person’s decisions or actions. However in nursing this can often compete with other realities and pressures, such as time constraints and the increasing responsibilities that are put upon nurses, such as record keeping. How we interpret ethics is individual, like our morals and beliefs, however ethics are universal and is often implied within our laws and standards of practice. Our governing body the NMC does not mention anything precisely in relation to ethics within the code of conduct, but implies it through the standards and rules that they have set in place. One major ethical issue is that of confidentiality. The Caldicott Report (1997 cited by Department of Health (DOH) 1998) recognised flaws in the way parts of the NHS conducted confidential patient records. They had worries about the quantity of personal material that was being moved and the competence of the of NHS to create a boundary, in which this information was only accessed by those that needed to know. The Caldicott Committee made numerous recommendations and focused on initialising certain frameworks to avoid this occurring. Part of this was to hold NHS organisations responsible for bettering their confidentiality systems and confidentiality breaches. Good record keeping will play a key role in achieving this. They did this by setting out six key principles, which entails justifying the purpose in which you are using that information, not to use that information unless necessary and keep the usage to a minimum, and you should be aware of the responsibilities you have when acc essing that information and understand and obey the law (DOH, 2010). However, although maintaining and protecting patient’s privacy and confidentiality is a matter of law and is governed by our regulating body of nursing.   The Royal College Nursing (2009) thinks that distributing data about patients, taking into account safeguarding, is a vital part of nursing and is important for multi-disciplinary treatment. It is not just a case of one person providing all the care needed every time, and the communication of important information to other health professional is central in relation patient safety and continuity of care.   In order to provide this continuity it is vital that record keeping be precise and exact. Beauchamp and Childress (2008) offer four principles that they believe can structure a guide in ethical decision-making; Autonomy, Non-maleficence, Beneficence and Justice. They consider these four principles to lie at the core of nursing and health care. Non-Maleficence requires that no harm be caused to any patient either intentionally or deliberately. However non-maleficence is not an ethical value on its own, but a concept incorporated by the ethics of beneficence. Not doing harm inevitably means you are doing good .Poor recording keeping could be deemed as clinical negligence and therefore is a breach of duty of care and could lead to harm of a patient. The NMC (2010b) regards safeguarding as part of daily nursing practice so therefore, as a nurse in these environments you should have the skills to realise when something is inappropriate, this could be where an individual in your care is at risk of injury, mistreatment or neglect, including poor practice. This is also the ethical issue in relation to autonomy within record keeping. This gives the patient to freedom to make their own decisions, and in terms of record keeping patients have access to the material they want, to make decisions about their care. They have more control over their own care records. The NHS Published Equality and Excellence (2010) specifying that this is empowering and enabling patients to discuss their care with nurses and get involved in decision making. Justice is about treating individuals fairly and equally and requires nurses to be non- judgemental. Justice is also a concept of fairness. Seedhouse (2009) suggests that there three versions of fairness in justice which are part the overall notion of justice, these are to each according to his rights, what he deserves, and according to his need. Based upon this it is important in record keeping to remember that we must record an evaluation of care that is individual to the patient. It is about our professional judgement on this patient not our personal one. Law The law does not generally advocate who should perform what role or tasks we perform, although there are numerous exceptions, the law does however compel a registered practitioner to abide by a duty of care. This is applies to any healthcare worker that could potentially cause harm to a patient. Once a law is enforced there is a certain standard of care expected of nurses performing certain duties or tasks, like record keeping. The legal standard is appraised by that of a conventional skilled practitioner performing that task or role (Cox, 2010). In relation to particular tasks such as record keeping the courts will apply common sense in establishing the appropriate standard needed. Poor record keeping are inexcusable by the standards of any rational individual. A health professional’s record keeping is the only legal form communication that can be used as evidence of care taking place. Effective record keeping protects a nurse from having to give testimony of their profession al accountability. The courts adopt the attitude that if an action has not been recorded it has simply not taken place (Owen, 2005). Often in circumstances such as discrepancies within record keeping the Bolam Test can be used. The Bolam Test (1957 cited by Robertson 1981) was introduced to establish principles of professional practice, this can be used to judge as to whether any defects or errors have been made, which could have lead to the suffering or harm to that patient. There is numerous legislation within nursing that govern our power and limitations, particularly in relation to the handling and processing of information, which impacts upon record keeping in the process. One key legislation is that of the Data Protection Act (1998). This is the main act in the United Kingdom that protects our personal data and controls the handling of that personal data for both patients and staff. The act requires a healthcare professional to obey the eight principles, in which it encourages equality and honesty when handling particular information. These principles are also there to ensure that data is processed lawfully in accordance with the act. Another piece of legislation that applies to record keeping is the NHS Code of Practice. The Department of Health NHS Code of Practice (2003, p.7) states that â€Å"a duty of confidence arises when one person discloses information to another in circumstances where it is reasonable to expect that the information will be held in confidence. It is a legal obligation that is derived from case law; and is a requirement established within professional codes of conduct†. Our NMC (2008) code of conduct is underpinned by law. It requires us as registered nurses to act lawfully, whether those laws apply to either our professional practice or personal life. Information governance plays a big part within record keeping. Information governance is comprised of a set of principles that the National Health Service (NHS) has to obey to make ensure they maintain complete and precise records of care. They must also keep there records confidential, protected and accurate. This is where the NHS Care Record Guarantee comes in Play. It explains the NHS promise, which is to only use patient’s records in a way that is respectful to their rights and promotes their health and well being. The guarantee ensures that the people who care for our records maintain them in a confidential, secure and accurate manor and to provide information that can be accessed easily (NHS, 2005). The Human Rights Act (1998) exists to protect our civil rights in the United Kingdom (UK) and to increase our understanding of the basic principles and values we share. Anyone in the UK for any reason has elemental human rights. Article 8 of that act, the right to respect for private and family life, is the most relevant in terms of information governance within record keeping. Article 8 reflects the common law duty of confidentiality. If data is inaptly divulged, the person can take legal action. Patient information must be held confidentially and securely. Conclusion In conclusion accountability, ethics and the law are a fundamental and integral part of nursing. Focusing on these key matters helps establish boundaries and principles, in which we can apply to become safer and more competent accountable practitioners Our duty of care bounds us legally and ethically, and also through accountability, to provide accurate record keeping throughout our healthcare system. This is why an awareness of professional codes of practice, ethical decision making and an understanding of accountability and anti-discriminatory concepts, will help strengthen a nurse’s ability to provide impeccable record keeping. The benefits to good record keeping means that patient care will be consistent and that is not compromised.   Both registered nurses and student nurses need to be supported and urged to regard record keeping as having a constructive impact of a patient’s care, rather then just an inconvenience that has to be endured.

Asistir Conjugation in Spanish, Translations and Examples

Asistir Conjugation in Spanish, Translations and Examples Asistir is a Spanish verb that can mean- you guessed it- to assist or to help. But it is used more often for to attend or to go, as to an event, a school, or a class. It can also mean to attend to, such as in working to resolve a problem or in taking care of a medical patient. Asistir is conjugated regularly, so you can use  the charts here for  conjugating most other -ir verbs as well. Youll find listings here for all the simple tenses in both the indicative and subjunctive moods, such as the present, both types of the past (imperfect and preterite), the future, and the conditional. And of course, also included are the past participle, gerund, and periphrastic future as well as the commands or imperative mood. When talking about attending something, asistir is typically followed by the preposition a or the contraction al. As a verb for to help, asistir is somewhat formal. In informal situations, such as everyday speech, a more common verb is ayudar. In the conjugation charts below, the conjugation itself is the same for any of the meanings of  asistir, but the examples provided  apply to the most common use, to attend to. Present Indicative Tense of Asistir Yo asisto I attend Yo asisto al concierto de rock. T asistes You attend T asistes a la escuela. Usted/l/ella asiste You/he/she attends Ella asiste al gimnasio. Nosotros asistimos We attend Nosotros asistimos al juego. Vosotros asists You attend Vosotros asists a la universidad. Ustedes/ellos/ellas asisten You/they attend Ellos asisten a la reunin. Asistir Preterite The preterite is one of the two simple past tenses and is used with actions that came to a clear end. Yo asist I attended Yo asist al concierto de rock. T asististe You attended T asististe a la escuela. Usted/l/ella asisti You/he/she attended Ella asisti al gimnasio. Nosotros asistimos We attended Nosotros asistimos al juego. Vosotros asististeis You attended Vosotros asististeis a la universidad. Ustedes/ellos/ellas asistieron You/they attended Ellos asistieron a la reunin. Imperfect Indicative Form of Asistir The  imperfect  is the second simple past tense. One common use of the imperfect is to establish the background for another event. You normally would use the preterite to translate I attended the concert, but you could use the imperfect to indicate that as I was attending the concert, something else happened. Yo asista I was attending Yo asista al concierto de rock. T asistas You were attending T asistas a la escuela. Usted/l/ella asista You/he/she was attending Ella asista al gimnasio. Nosotros asistamos We were attending Nosotros asistamos al juego. Vosotros asistais You were attending Vosotros asistais a la universidad. Ustedes/ellos/ellas asistan You/they were attending Ellos asistan a la reunin. Asistir Future Tense Yo asistir I will attend Yo asistir al concierto de rock. T asistirs You will attend T asistirs a la escuela. Usted/l/ella asistir You/he/she will attend Ella asistir al gimnasio. Nosotros asistiremos We will attend Nosotros asistiremos al juego. Vosotros asistiris You will attend Vosotros asistiris a la universidad. Ustedes/ellos/ellas asistirn You/they will attend Ellos asistirn a la reunin. Periphrastic Future of Asistir Periphrastic is simply a way of saying something has more than one word. So this tense is simply ir a as the equivalent of Englishs going to. Yo voy a asistir I am going to attend Yo voy a asistir al concierto de rock. T vas a asistir You are going to attend T vas a asistir a la escuela. Usted/l/ella va a asistir You/he/she are/is going to attend Ella va a asistir al gimnasio. Nosotros vamos a asistir We are going to attend Nosotros vamos a asistir al juego. Vosotros vais a asistir You are going to attend Vosotros vais a asistir a la universidad. Ustedes/ellos/ellas van a asistir You/they are going to attend Ellos van a asistir a la reunin. Present Progressive/Gerund Form of Asistir Gerund of asistir asistiendo assisting/attending Yo estoy asistiendo a los conciertos de rock. Past Participle of Asistir Past participles are combined with forms of haber. They indicate that the verbs action has been or will be completed. Participle of asistir asistido have attended Yo he asistido al  concierto de rock. Conditional  Indicative Form of Asistir Yo asistira I would attend Yo asistira al concierto de rock si tuviera dinero. T asistiras You would attend T asistiras a la escuela si tuvieras la edad. Usted/l/ella asistira You/he/she would attend Ella asistira al gimnasio si tuviera compaera. Nosotros asistiramos We would attend Nosotros asistiramos al juego si pudiramos comprar boletos. Vosotros asistirais You would attend Vosotros asistirais a la universidad si quisierais. Ustedes/ellos/ellas asistiran You/they would attend Ellos asistiran a la reunin si tuvieran tiempo. Present Subjunctive of Asistir Que yo asista That I attend Pedro quiere que yo asista al concierto de rock. Que t asistas That you attend Andrea quiere que t asistas a la escuela. Que usted/l/ella asista That you/he/she attend Ana quiere que ella asista al gimnasio. Que nosotros asistamos That we attend Ral quiere que asistamos al juego. Que vosotros asistis That you attend Selena quiere que vosotros asistis a la universidad. Que ustedes/ellos/ellas asistan That you/they attend Roberto quiere que ellos asistan a la reunin. Imperfect Subjunctive Form of Asistir Most of the time, you can use either one of the conjugations given below for the imperfect subjunctive. The first one is used more often. Option 1 Que yo asistiera That I attended Pedro quera que yo asistiera al concierto de rock. Que t asistieras That you attended Andrea quera que t asistieras a la escuela. Que usted/l/ella asistiera That you/he/she attended Ana quera que ella asistiera al gimnasio. Que nosotros asistiramos That we attended Ral quera que nosotros asistiramos al juego. Que vosotros asistierais That you attended Selena quera que vosotros asistierais a la universidad. Que ustedes/ellos/ellas asistieran That you/they attended Roberto quera que ellos asistieran a la reunin. Option 2 Que yo asistiese That I attended Pedro quera que yo asistiese al concierto de rock. Que t asistieses That you attended Andrea quera que t asistieses a la escuela. Que usted/l/ella asistiese That you/he/she attended Ana quera que ella asistiese a la escuela. Que nosotros asistisemos That we attended Ral quera que nosotros asistisemos al juego. Que vosotros asistieseis That you attended Selena quera que vosotros asistieseis a la universidad. Que ustedes/ellos/ellas asistiesen That you/they attended Roberto quera que ellos asistiesen a la reunin. Imperative Forms of Asistir Imperative (Positive Command) Yo T asiste Attend! Asiste al concierto! Usted asista Attend! Asista a la escuela! Nosotros asistamos Lets attend! Asistamos al juego! Vosotros asistid Attend! Asistid a la universidad! Ustedes asistan Attend! Asistan a la reunin! Imperative (Negative Command) Yo T no asistas Dont attend! No asistas al concierto! Usted no asista Dont attend! No asista a la escuela! Nosotros no asistamos Lets not attend! No asistamos al juego! Vosotros no asistis Dont attend! No asistis a la universidad! Ustedes no asistan Dont attend! No asistan a la reunin!

The complexities involved in the Sentencing Phase Research Paper

The complexities involved in the Sentencing Phase - Research Paper Example The Moral Dilemma a. Secularism vs. Religious Belief b. Violent & Non-violent Offences c. Love Research Paper: Abstract The teachings of Jesus Christ on non-violence, love for one’s neighbor, and forgiveness of sins pose a moral dilemma particularly for judges who are required to pass sentence on criminals convicted of crimes, as society may demand legal punishment for criminal offences but the Bible counsels one to forgive those who trespass against moral standards. Research Paper: There is a general misconception popularly that Christians are associated with deeply conservative political values and support public policies such as â€Å"tough on crime† campaigns, tougher sentencing laws for criminals, and even foreign wars in American politics. It is difficult in many ways to understand how Christians became associated with these political ideas because practically they would seem to conflict directly with the teachings of the Sermon on the Mount where Jesus counseled the practice of non-violence, love, and forgiveness to all his disciples. In considering what it means to be Christian, there are undoubtedly as many varieties of faith as there are individuals, for God and faith are very personal. From the Bible, it can be understood that to be â€Å"Christian† is to be an actual disciple of the living Christ, who taught as it is recorded in the New Testament and whose teachings have been preserved for over 2000 years by the Church. Despite apparent differences between the various sects such as Catholic, Protestant, and so forth, all Christians can be said to be direct disciples of the living Christ, even in today’s modern world, because Jesus is timeless and ever-present as God’s love. Yet, one must recognize a difference between Christianity as a creed and being a disciple of the living Christ, for Jesus counseled to his followers to leave everything in this world and follow him. The criminal justice system today is surely no different than the Roman court of justice that sentenced Jesus to the cross, sadly as it may be, and despite the Bible being used in the courtroom to swear witnesses to truth, it cannot be said that the truth is actually being practiced there. For example, it is well established that there is a different tone and content to the New Testament that is not heard in the Old Testament prophets, and this comes from the voice of Jesus preaching the power of love. For Jesus, love and God are identical. If one practices love, or feels love naturally for a person, animal, or other being, then the first and foremost feeling that is experienced is the wish never to harm that being. In daily life, people can clearly identify their feelings of love because they would always wish the best for those people that they love and want to protect them. Thus, when one feels so much love for another person that they would do anything for them, even give their life to save them, then that is approaching th e love that Jesus speaks of as Agape in the Bible. Dr. Martin Luther King Jr. and Mahatma Gandhi were both inspired by Jesus’ teachings on Agape to build their entire philosophy of non-violence on this basis. In doing so, they are following directly in the footsteps of Jesus, because Christ as a prophet Himself based his ministry on Agape and the power of forgiveness. The legal justice system is also known as the criminal-industrial complex, a term that relates to President Eisenhower’s farewell address which warned of the dangers of militarism