An Analysis of Tragic Love between Gatsby and Daisy

Many critics hold the view that Daisy is one of the causes that lead to the disillusion of Gatsby’s dream. They think Daisy is an as? set class miss, who has no thought, no sentiment, flimsiness and bored person. Unlike many critics, I don’t think Daisy is a fickle, shallow, and sardonic woman. I believe she is also a victim of that era. Zhou Jiaqiu has pointed out in the Half is an Angle; the Half is the Devil thatâ€Å"if we only regards Daisy as a material girl, we not on? ly humiliate the sacred love of Gatsby, but also influence the reputa? tion of the author.Because under the description of the writer, the leading lady is depicted as fullness and vivid character, a pathetic scorned wife whose husband leads a double life. She is both realis? tic and romantic, a half angle and a half devil. † Gatsby cheated and occupied Daisy by telling a lie, making Daisy believe he has the ability to take care of her, but actually he does not have. The evening before Daisy got married, she received Gatsby’s letter, and she cried out of heart, almost changed her mind of marrying Tom.But when Daisy really needed him, he couldn’t accompany her. From this point of view, Gatsby should feel sorry for Daisy. I think Daisy is a realistic girl. After she married Tom, al? though she kept her affluent life and social status of upper class, she had to endure her husband’s betray and abandon again and again. In the world of East Egg, alluring appearance serve to cover unattractive realities. The marriage of Tom and Daisy Buchanan seems menaced by a quiet desperation beneath its pleasant surface.Daisy’s tragedy lies in that she has the instinct of love, but she can submit to reality. She knew life is an illusion by control pains? takingly, but she still will live in illusion. Trapped in the contradic? tion, Daisy only made the gesture, so she lost the right to enjoy the real emotion. Faced with the pain of life, Daisy chose to hypnotize herself, just as her hope about her daughter—â€Å"I hope she’ll be a fool—that’s the best thing a girl can be in this world, a beautiful lit?

Lemurs in Madagascar Assignment

Associate Level Material Lemurs in Madagascar Assignment View the â€Å"Lemurs in Madagascar – Surviving on an Island of Change† video. Using the information found in this video, and in Ch. 5 and 6 of Visualizing Environmental Science, answer the following questions in 25 to 100 words each. 1. What are Madagascar’s biomes? Discuss the major features of at least one of these biomes. Use the textbook for biome examples. A= In Madagascar their biome is the tropical rainforest. A feature of a biome from the tropical rainforest is the temperature; it is usually warm yearly with rain every day.There are 3 different layers to the biome in the tropical rainforest, first being the layer on top of trees, the second layer being on the leaves, and the last layer being on the ground of the rainforest. 2. What changes happening in Madagascar are posing challenges for lemurs? Give details about the sources, time scale, and types of change. A= the changes that are happening are creating many challenges to lemurs is the destruction of the tropical rainforest by humans.Lemurs eat the leaves from the trees, and if the trees are being cut down it is destroying not only the rainforest but the lemur’s source of food. 3. Which types of lemurs are adapting to the changes? Which types of lemurs are not adapting well? Why? A= the lemurs that are doing well with the changes are the ones secondary to the habitats altered by people, these lemurs are called the ring-tailed lemur, they use the crops of the people to find food due to the destruction of the rainforest.The lemurs that are not adapting well are the bamboo lemurs, they eat only bamboo and since a lot of plants are gone they do not have food to eat. 4. What behavioral and physical traits are being favored in lemurs in the changing Madagascar environment? A= well some of the lemurs are able to adapt to the changes and they are studying this type to see what will help them change and also to see if that c hange can be shown to other lemurs. 5. Why might lemurs not evolve to adapt to the changes in Madagascar?A= this can happen is a lemur only eats a certain type of plant and if there is no longer that plant in the rainforest then the changes for that breed of lemur will not be good. 6. Which biogeochemical cycles may be altered by anthropogenic activities on Madagascar, and how? A= this involves the transition between atmospheric gases, soils, oceans and living organisms. Since the humans continue to destroy these resources in Madagascar areas will continued to be effected. Reference â€Å"Lemurs in Madagascar: Surviving on an Island of Change. † Films Media Group, 2006. Films on Demand.

Oryx & crake study notes

Snowman living conditions are as follows he sleeps on a metal cot with mattress, he is homeless, and he drinks water with twigs and dirt in it from a runoff. 2. Snow man revises some of his thoughts in the chapter the voice because he misses human to human contact and he keeps hearing different woman voices in his head. 3. Snowman Is like the abominable snowman because he is mysterious, alone, and thinks he is an urban legend. 4. Can't find words ;you did this;. 5.Animals were being burned in the bond fire witnessed by young Jimmy, they were being burned because of the disease. 6. The confrontations are important between Jimmy parents in the bond fire chapter because it got Jimmy out of trouble for burning his hair. 7. The goal of the pigeon prove that at organic farms was to grow extra organs so they will have spares when the need them. 8. Ramona is one of Jimmy dad's coworkers what Jimmy notices about her is that she is much younger than Jimmy's father and that she inquired about J immy's mother although. The planeloads are the cities. The compounds are much different from the cities they are protected, don't have diseases in them, and have a lot more security. 10. I think Jimmy's mother means that she thinks she Is infected but not by the same virus but something that isn't contagious or dangerous and it affects her own mental ability.

Effect of Music During Worship Service Term Paper

Effect of Music During Worship Service - Term Paper Example Consequently, the congregation expresses their unity through singing together a repeated common story thus facilitating the formation of religious identity. Gospel music components such as the pitch, rhythm and lyrics are humanly organised thus they strongly affect the worshippers emotions through influencing the chemical processes of the brain thus leading to reflections, joy, sadness and physical expression of the gospel truth through body movements (Wren, 2000). In addition, emotions are reflected in the patterns of belief and actions like bodily movements unlike passive listening to professional choirs (Christian, 2003). The research paper will enable us understand the reasons behind the growth of use of music during worship especially in evangelical churches. The research will be instrumental in composition of worship music that strengthens the emotions of the worshippers and glorifies the gospel. Hypothesis statement Music executed properly will bring the glory of God that will cause every believer to participate in the worship service. Research questions In order to understand the effect of music during worship, the research paper will answer the following questions. I. How often is music used during worship? II. Does music during worship strengthen the emotions and minds of the worshippers? III. Does music during worship allow more freedom of expression through the lifting of hands and other body movements? IV. Can music during worship unify Christians and exalt God? Literature review In 1500, Roman Catholic Church worship was practically a formal affair with professional choirs leading the music. However, the prevailing attitude among the congregations was that God needed the best from every worshiper instead of worshippers listening attentively to... This paper approves that music during worship will establish the mood thus enabling the congregation to value both faith and feelings towards the creator. Musical rhythms have deep personal associations for worshippers thus act as a reference point during worship. Music during worship facilitates revelation since Christians believe that revelation that is both natural through human experience and also supernatural through praise and worship. However, majority of the Catholic respondents see music as not essential during worship and they do not necessary express their freedom through bodily movements, but through prayer. The research findings point out that a majority of the Churches incorporate music during their worship regardless of whether in an urban or rural setting. This report makes a conclusion that music is a powerful tool of worship since it influences the mental and spiritual aspects of the worshippers. The primary effect of music is to provides the worshippers an opportunity for participation thus improving their remembering and reinforcing the unity and gospel truth. Music during worship affects the worshippers’ emotions and feelings thus strengthening their spiritual and mental capacities. Nearly all Churches, regardless of the denomination have incorporated either Gospel or contemporary music in their services. Although traditional churches denominations like the Catholic have not appreciated the effect of music during worship, modern denominations like the Baptism appreciate music as essential in worship.

Sales and Distribution Essay Example | Topics and Well Written Essays - 750 words - 27

Sales and Distribution - Essay Example The customer creation process also reveals how the SAP system handles the creation of unique customer IDs for new customers. The deep integration of customer data becomes evident as one goes through the process. For instance, the processing of a sales order from a customer involves linking back to a customer quotation that also includes discount data. Entering the quotation number in the system results in the quotation data populating the fields in the sales order screen. It thus becomes apparent that the entire order to cash cycle builds step to step as one proceeds through it. This gives the user an intuitive feel too for how the data is built at the back, and how the data is then re-used and made the basis for subsequent steps. It then also becomes apparent that getting the data right at every step of the process is crucial, because subsequent steps, in this case, the creation of a sales order, relies on accurate data from the quotation step in SAP that preceded it. Moreover, the process also involves integration with the inventory database and this is understood in the following step involving checking the status of the stock. This gives the user an idea of the level of integration of the data on inventories, production and other aspects of the supply chain further up and away from the perspective of processing an order. The cash to order process steps relies on the successful completion of previous steps, moreover, and the SAP system tracks successful completion. The successful delivery then is a prerequisite to the instigation of a successful billing procedure all the way to the creation of the invoice. Moreover, the integration of the data sets is evident in the way a user can track the accounting implications of an order after the creation of an invoice, and the posting of the receipt of payment.

Nursing Research and Evidence-Based Practice Essay

Nursing Research and Evidence-Based Practice - Essay Example There is an avid need of EBP to understand the pattern in which these issues have been causing severity (Polit & Beck, 2012). The recent clinical experience also focused on the gland swelling after chemotherapy. However, EBP present in this area has rather allowed nurses to treat patients with protocol which cannot cause anymore rash to the glands because of excessive Taxol agents. As a matter of fact, my affiliation with my health care organization gives me a free hand to opt for EBP. The impression of EBP has relatively become very imperative. Policy makers would surely like to fund EBP because it is more likely to help the institution in a long run. The barrier as discussed by Adams (2010) regarding utilization of research and survey is one which is being experienced at the institution as well (Adams, 2010). The approach to make sure that this barrier is not coming in the way is to provide a mandatory submission for staff regarding nursing practices. If research and survey will be obliged then it is expected that the trend of research and its utilization will become easier and relatively

Interview project Essay Example | Topics and Well Written Essays - 1000 words

Interview project - Essay Example Discussed below are the answers given by the interviewee. The respondent stated that it is hard to say the particular industries that have been affected by globalization. This is explained by the desire of most industries to expand and offer their services to the whole world. According to the respondent, globalization affects everyone. The effects of globalization cannot be directed at a specific group of people. It is, however, the choice of an individual to decide whether he will let globalization affect him. To understand this, the interviewee stated that globalization has led to the adoption of a foreign culture, such as dressing and development in technology. It would, therefore, be up to a person if a person will adopt the changes. Most people, however, adopt the changes as they view it as a way to enhance their living. The interviewer explained that technology is the major contributor to the rise of globalization. Thanks to technology, the world can be said to be on the same platform. Development in communication technology such as phones, internet, and GPS satellites has fostered globalization as people now communicate with ease disregarding the location they are. The internet has also accelerated globalization from different nations throughout the world engage in communication. It helps in exchange of information from one person to another. A person in America can communicate with a person in Dubai easily. Such people can discuss business ideas that they can be involved in and in the end set it up, without having to travel all the time. Globalization has had both positive influences and according to the interviewee, which can be expected as we cannot only have positive effects. Some of the effects of globalization she discussed are improvement in living conditions of people, development of countries, an increase in the employment rate, and adoption of a foreign culture. In terms of employment and wages, globalization

Manage Performance Management Systems Case Study

Manage Performance Management Systems - Case Study Example As the case study tells us, Samantha's performance was not satisfactory either due to a shortage in quantity or a lack of quality. The situation for strongly against Samantha and seizing the opportunity, Peter fired her. However this wasn't the best possible process to terminate an employee. Peter should have prepared Samantha ahead of the termination that her performance wasn't up to the mark and she should increase her efficiency to maintain her place in the company. This negative reinforcement would have motivated Samantha to work harder and would have warned her about what could happen. This way if her performance would not have increased, her termination would set in as an automatic process rather than a shock. Appraisal of an employee is not based solely on the output produced by that employee. Other factors such as experience of the employee, number of years served in the company, future value of the employee to the company all should come into consideration when an employee is being appraised. Peter is committing a mistake by only judging the quantity and the quality of the output. There could be a variety of reasons why Samantha's output is not up to the standard. It could be because of the type of work that is male oriented or maybe Samantha is troubled by external sources which affects her performance at work. So therefore Peter should consider factors and analyze how those factors might be affecting Samantha's performance rather than just looking at the result. Another mistake that Peter is committing here is that the decision taken is too abrupt. He should think out the termination process with more detail and information. Another thing that Peter should look into when appraising is to consult other fellow members about the person being appraised. This would help identify the problem areas and also give a better idea of the employee's situation. Q3) As mentioned earlier, Peter has not analyzed the situation clearly. He should have had prepared a full progress report on Samantha's work since she's been working with the company. Doing this would have given Peter a clearer picture about Samantha's situation and the reason for her low performance. Peter also should have given a heads-up to Samantha about her possible termination in order to prepare her for her firing. The meeting could have been held in a different manner like a personal meeting rather than just being a performance appraisal to give it a more caring look for Samantha. Not setting up a warning for Samantha, Peter has now got himself in a tangle. He wants to fire Samantha but is held back by her tears. The situation calls for a postponement for the immediate termination. Samantha should be given a time of 2 months to perform better than the standard in order to regain losses Peter had to incur because of her inefficiency. During this period Samantha must perform better or she will be fired from her current job at the company. Giving a grace period to Samantha will enable her to perform better to save her much needed job and it would also act as a warning and preparatory lesson. Case Study 12.2 Q1) Employee evaluation is an assessment of employees based on their personal characteristics and their performance at work. This evaluation needs to be friendly in order for the employees to feel at ease. Chan made quite a few mistakes in his employee evaluation. First of all Chan is too haughty

Atmospheric and Water Quality Essay Example | Topics and Well Written Essays - 2250 words

Atmospheric and Water Quality - Essay Example Moreover, it also included the effects of ground reflection on the plume. (Sutton, 1947) The basis for this model and various other models is the Generalized Dispersion Equation for A Continuous Point Source Plume. (Beychok, 2005) This equation is: Where: is the cross wind dispersion parameter given as: is the vertical dispersion parameter given as: Where is the vertical dispersion with no reflection, is the vertical dispersion for reflection from the ground, is the vertical dispersion for reflection from an inversion aloft and are given as: is the concentration of emissions given in g/m3 at any given receptor that is located at meters downwind of the emission source, meters crosswind from the emission plume centreline and meters above the level of the ground. is the emission rate of the source pollutant given in g/s is the horizontal wind velocity along the plume’s centreline given in m/s is the height of the emission plume’s centreline above the ground given in m is t he vertical standard deviation of the emission’s distribution given in m is the horizontal standard deviation of the emission’s distribution given in m is the height of the inversion aloft’s bottom from the ground The equation presented above compensates for upward reflection from ground as well as for downward reflection from the bottom of any inversion lids present within the atmosphere. The exponential terms in g3 converge rapidly and in most circumstances assuming m as 1, 2 and 3 provide acceptable solutions. as well as are representative functions of atmospheric stability and delineate the turbulence of the ambient atmosphere and of the downwind distance to the particular receptor. Within this arrangement, the most important variables are the degree of atmospheric turbulence and the height of the emission source. Generally dispersion is directly related to the turbulence. Q2. a. Describe the natural chemical reactions by which stratospheric ozone is created and destroyed. [10 marks] Ozone is produced in the atmosphere as the photochemical decomposition of oxygen molecules occurs. (Science Fun, 2011) As diatomic oxygen absorbs ultra violet radiation with wavelengths of less than 240 nm it tends to disintegrate as: O2 ? 2O* (reaction 1) The resulting free oxygen atoms combine with more oxygen molecules to generate ozone as below: O + O2 ? O3 Another mechanism is when ozone molecules decompose when treated with ultraviolet radiation with a wavelength of less than 290 nm. The reaction is as under: O3 ? O2 + O* (reaction 2) b. Explain the link that is believed to exist between pollution and ozone layer depletion. [10 marks] Myriad chemicals released into the air are known to react with ozone causing its depletion. The greatest danger stems from chlorofluorocarbons (CFCs) which are disintegrated by the action of ultraviolet light as below: CFCl3 + hv ? CFCl2 + Cl* (reaction 1) The activated chlorine atom now reacts with an ozone molecule to give off oxygen and chlorine oxide as under: Cl + O3 ? ClO + O2 (reaction 2) The chlorine oxide further promotes disintegration of ozone as under: ClO + O3 ? Cl* + 2O2 (reaction 3) This reaction tends to persist as reactions 2 and 3 proliferate and cause further ozone molecules to disintegrate into oxygen molecules. The net reaction for reactions 1, 2 and 3 becomes:

Health maintenance organizations Essay Example for Free

Health maintenance organizations Essay There are nine private payer plans which include preferred provider organizations (PPO), health maintenance organizations (HMO), point of service (POS). Indemnity plans cost the most for employees and they usually have to choose a PPO plan. The new consumer driven health plan (CDHP) which a lot of people are picking, it has a high deductible combined with a funding option of some type. All of the plans have unique features for coverage of services and financial responsibility. PPO plans are the most popular plan that doctors, clinics, hospitals, and pharmacies contract with. One of the reasons that the PPO plans are so popular is because they pay the doctors a discounted fee for service based on their fee schedule. PPO plans offer a low premium that has a higher deductible or the other option is a high premium with a lower deductible. The patients are responsible to pay a copayment, and there is also a yearly deductible that the patient has to pay out of pocket. If a patient sees a doctor outside of the network without a referral, the plan will pay less and the patient is responsible for the remainder of the fee. Patients have their choice of providers, but if the patient goes to a out-of-network provider it will cost more. One thing to remember though is that all non-emergency services require pre-authorization. With HMO plans there is a list of providers that the patient can only go to, if they go to a doctor that is not in the list of providers they will have to pay extra. The only way that a patient should see a provider out of the network is if it is an emergency. HMO’s have an annual premium and a copayment that is due at the time of service. The main services the HMO’s cover is preventive and wellness checks and disease management. However, in order for complete coverage the enrollees must see a doctor that offers an HMO plan. The providers manage the care and referrals are required, low payments, ad this plan does cover preventative care. The indemnity plan allows the patient to see any physician but there are preauthorization’s required for some of the procedures. Their features are higher costs, there are deductibles, coinsurance payments, and preventative care is not usually covered. Consumer Driven Health Plans (CDHP) has two elements that are included in this plan. One being a health plan, which is normally a PPO. This plan has a higher deductible and lower premium. Second is the special savings account which is used to pay medical bills before deductible is met. Point of service (POS) is similar to an HMO plan; specifically called an open HMO. This plan reduces restrictions, allowing members to choose providers outside of the HMO. However, a penalty fee is charged.

Implementing and Measuring Effective Organizational Training

Implementing and Measuring Effective Organizational Training Training and development programs have been found to be essential to organizational effectiveness. However, a training program that cannot demonstrate improved organizational effectiveness is a waste of valuable time and money. This paper reviews the literature concerning critical elements of an effective organizational training program. Practical methods are presented in the areas of planning, implementation, and evaluation. Specific guidelines for developing an organizational analysis and training needs assessment are provided for consideration in the planning phase. Guidelines for providing training objectives, a favorable training and learning environment, effective training techniques, and strategies that ensure effective transfer of training are provided for consideration in the implementation phase. Recommendations for thorough training evaluation procedures are provided for consideration in the evaluation phase. Implementing and Measuring Effective Organizational Training and Development Organizations are composed of people with varying knowledge, abilities, skills, attitudes, and social behaviors that are utilized to move the organization towards its mission and goals. In order for organizations to improve and grow, the people who make up the organization must also improve and grow. Knowledge, skills, and attitudes must be developed in order to maintain a workforce that remains competitive in todays marketplace (Cascio Aguinis, 2005). Training and development programs have been found to produce positive results in industrial development and organizational performance and have been shown to produce an increase of employee productivity, wages, and employment longevity (Huselid, 1995; Colarelli and Montei, 1996; Kitching and Blackburn, 2002; van Eerde, Tang, Talbot 2008). Organizations that provide ongoing opportunities for employee development and growth place themselves at a distinct competitive advantage over those that do not. They recognize that training is a necessary component of corporate culture, where commitment to training and development is shared from the top down, and necessary time and funds are invested as needed. They ensure that training is linked to organizational objectives and strategies, and is designed to positively affect the companys bottom line. Continuous feedback is provided through structured quality improvement practices, and the organization remains flexible to restructure systems that improve performance (Cascio Aguinis, 2005). Training within an organization costs valuable time and money. Billions of dollars are spent by organizations each year in formal and informal training programs. Like everything else in business, it is essential to develop an organizational training and development program that provides the grea test possible return on investment (Cekada, 2010). This paper will present a review of the literature to explore three phases of an effective organizational training and development program: the planning phase, the implementation phase, and the evaluation phase. The planning phase includes completing an organizational analysis, task analysis, and a person analysis, and utilizing a training needs assessment to determine specific training needs that are in sync with the organizations mission, goals, and cost constraints. The implementation phase includes the design of the training program that will most effectively meet the needs assessed. The evaluation phase includes the development of criteria and use of comprehensive evaluation models to determine the trainings validity and effectiveness. Phase One: The Planning Phase Training Utility Training utility refers to the benefit that the training program has on organizational effectiveness. Training has been shown to be beneficial to an organization. However, if what is trained does not improve organizational effectiveness, it becomes at best a poor investment and at worst detrimental to progress. A training program is beneficial to the organization to the extent that it meets the assessed needs of the organization (van Eerde, Tang, Talbot 2008). Organization-Task-Person-Demographic and Values Analysis The first task of an effective organizational training program is to determine the specific needs of the organization. A comprehensive analysis of organizational systems and their workforce is necessary to determine relevant training needs and develop a training system to meet those needs (van Eerde, Tang, Talbot 2008). Morano (1973) recommends indentifying and surveying key leaders in each area who are as he describes are in the best position to know what training is needed most in their prospective areas. Morano goes on to suggest conducting a manpower analysis and an organizational analysis to determine needs that could be met through training. Although Moranos recommendations are broad scoped, he grasped the importance of conducting a thorough analysis of what is needed and how those needs could be met through training rather than simply providing training for trainings sake (Morano, 1973). The core model for assessing training needs has not changed much since McGehee and Thayer (1961) developed their Organization-Task-Person framework. The organizational analysis is designed to determine how training personnel can help the organization reach its goals and fulfill its mission (McClelland, 1993). Two major themes of the organizational analysis are linking training to corporate strategy and maintaining the workforces technical relevance (Latham, 1988). The task analysis determines what personnel must learn in order to execute their job well, and the person analysis determines who will need training and for what reason (van Eerde, Tang, Talbot 2008). The emphasis of a task analysis should also be on what is required by the employee in the future to be effective. In addition to the organizational-task-person analysis, Latham recommends performing a demographic analysis to determine the needs of specific subgroups to include age, gender, and management levels (Latham, 1988) . Prior to evaluating organizational strategies such as company philosophy, mission statements, objectives, strengths and weaknesses, organizational design, and programs that implement the strategies, OReilly and Pfeffer (2000) recommend beginning with defining the organizations basic principles and values. The next step is to evaluate management practices to determine the extent that those principles and values are modeled and reflected throughout the organization. Practices that do not embrace these basic principles and values are changed or discarded. This process helps to align the companys objectives with its basic principles and values as well as with the emotional and intellectual behavior of its employees in a way that can be used on a day-to-day basis (OReilly III Pfeffer 2000). Training Needs Assessment A needs assessment is a structured way to determine organizational needs that can be met through training. The function of the training needs assessment is to determine why training is needed, what exactly should be trained, and who should receive it in a way that creates the greatest benefit for the organization. One of the purposes of a training needs assessment is to ensure that the training process actually is designed to meet organizational goals and needs that are assessed so that training is most likely to increase the probability of organizational performance (van Eerde, Tang, Talbot 2008). A training needs assessment is necessary to define goals, determine who will make up the assessment group, determine resources and financial commitment needed, review and recommend the most effective assessment methods and tools, determine time frames, schedule and implement assessment procedures, gather and analyze feedback, determine conclusions, and present findings and recommendations to the organizational leaders (McClelland, 1993). It is a structured and thorough way of determining organizational training needs. A good training needs assessment is the first step in creating an effective training program. A training needs assessment will clarify organizational goals and needs, stimulate creative thinking, formulate effective training strategies within budgetary constraints, provide increased management and participant commitment, and illuminate the most effective methods for determining and providing the training and development needed (Cekada, 2010). An effective needs assessme nt may also identify problems that may not be solved through training but instead require adjustments to policies, procedures, or practices (Brown, 2002). An effective training program is not one that provides the most training hours but one that is aligned with the organizations needs as defined by a thorough training needs assessment (van Eerde, Tang, Talbot 2008). Data collection can be accomplished through a variety of methods. Surveys and questionnaires are inexpensive, can be completed in a short time frame, and are easy to summarize. Interviews can reveal attitudes, problems, and potential solutions. Performance appraisals can identify skill deficiencies and training needs. Observations can provide data in vivo without interrupting the workflow. Tests can assist in determining deficiencies in knowledge or skills and are easily quantifiable and reportable. Assessment centers can assist in determining management training needs. Focus or discussion groups can increase participant interaction and commitment to change. Document reviews can help determine needs and can easily be collected and analyzed. Advisory committees can utilize key players to provide inside information and needs (Brown, 2002). Teams and supervisors can be utilized to provide ongoing data collection and submit results on a regular basis to HR for training recommendations (v an Eerde, Tang, Talbot 2008). Phase Two: Training and Development Create Training Objectives and Sequencing Upon the completion of a thorough training needs assessment, the identified needs can be translated into clear behavioral training objectives. A key to successful training involves creating training objectives that guide the training process and specify measures that accurately evaluate results. Training objectives should clearly describe the desired behavior to be learned, the context in which the behaviors should occur, and the behavioral criteria that can be observed and measured upon completion of the training. Objectives should be listed in sequence as they are needed on the job or by importance. Reasons for sequencing should be made clear to the learner at the beginning of training (McConnell, 2003). In other words, if a particular task requires several sub-tasks to complete, it is important to sequence learning objectives for each sub-task first before working on the overall task (Cascio Aguinis 2005). Create an Effective Training and Learning Environment With the development of internet and intranet technologies, computer-based instruction has provided an alternative to the traditional brick-and-mortar classroom instruction. Most companies today use the Internet to provide various levels of employee training. In a study of use of the Internet for organizational training, it was found that learners in blended learning environments that involved on-line and face to face interactions had more control over where and when they engaged in the learning process and had a wider variety of learning tools. As a result, students were more motivated to learn, and achieved higher scores over those in a traditional face-to-face classroom (Klein, Noe, Chongwei, 2006). Virtual team training is relatively new and has not demonstrated the same success. In fact only 7% of respondents in a survey of over 400 human resource professionals reported current virtual team member and leader training to be very or extremely effective. More effective training is needed to provide skills necessary to select and use appropriate communications technologies, and to lead and manage virtual teams (Rosen, Furst, Blackburn, 2006). However, whether training is conducted in a traditional classroom, on the internet, or on the job, certain principles should be in place to ensure a productive learning environment. For instance, trainees should have a clear understanding of the training objectives and the expected outcomes. Training content should be meaningful and relevant to the job currently being performed. Trainees should be provided a variety of materials that stimulate various learning modalities. A sufficient amount of practice must be provided. Trainees should receive and be able to provide feedback on what is being learned, and should be able to observe and interact with other trainees (Noe Coquitt, 2002). Others principles include providing for trainees with diverse skill levels, ensuring commitment and buy-in to training on all levels of management, and utilizing commitment strategies to increase participant buy-in and motivation (Tall Hall, 1998). Utilize Effective Training Techniques A multitude of training methods or techniques exist and those chosen should be based upon the training needs assessment. Examples of training methods include group training, team training, coaching, mentoring, self-paced learning, e-learning, computer-assisted learning, distance learning, self-study, simulations, lectures, job shadowing, job rotation, and behavioral modeling. Group training occurs when three or more employees are engaged in learning common objectives. Many organizations provide group training to review HR policies and procedures and safety practices. Team training is comprised of members of a particular team with objectives on how to effectively work together as a team in order to fulfill the teams objectives. Coaching is a training technique often used in on the job training and is usually more individualized to the employee. Mentoring occurs when more experienced employees train newcomers to adapt to the organizations culture or environment. Self-paced learning is comprised of self-contained units of instruction that the employee can review and complete at their own pace. Self-paced learning can also be computerized so that employees can complete units of instruction at their own pace via their own computer. E-learning is on-line instruction that can be utilized individually or as a group. Distance learning is utilized to provide instruction from teachers who are in other parts of the world. Distance learning can occur through video conferencing, telephone conference calls, or internet access. Simulations are provided in a laboratory or on computer and simulate the actual job that is to be performed and are usually complete with immediate feedback mechanisms to enhance learning. Job assignments and rotations often occur on the job for a specified amount of time. The shadowed employee is able to learn various aspects and multiple components of the job by asking questions and observing effective modeling in vivo from the job shadower (McConnell , 2003). Both formal and informal on-the-job type training are important for training objectives to be acquired and generalized (Verhaest Omey, 2010). Behavior Modeling The behavior modeling technique based upon Banduras (1977) social learning theory is one of the most commonly used and researched learning methods used in organizational training. Behavior modeling involves providing clear behavioral objectives, using a model or models to demonstrate undesired and desired behaviors in various contexts, providing opportunities for learners to practice what was modeled, providing learners with clear feedback and reinforcement, and implementing procedures that ensure maximum transfer of what is learned to the actual job. A meta-analysis of 117 studies found that although declarative knowledge decreased over time, skills and behaviors remained the same and often increased with the use of behavior modeling. Skills increased when the full use of behavior modeling technique was utilized, learning points were emphasized, and training time was longer. Desired behavioral transfer to the job increased when both negative and positive models were utilized, behavi or modeling contexts were created and practice by trainees, both trainees and managers were trained in the behavior model process, and effective behavioral contingencies were applied in the actual work environment to reinforce learned behaviors (Taylor, Russ-Eft, Chan, 2005). Ensure Effective Transfer of Training Transfer of training refers to the how well an employee utilizes and generalizes what was learned in training to the actual job where it is needed (Cromwell Kolb, 2004). If behaviors learned in training cannot effectively be demonstrated and increased on the job where they are needed then the cost and time spent in training was wasted (Velada, Caetano, Michel, Lyons, Kavanagh, 2007). Cromwell Kolb (2004) found significant transfer of training occurs when training is supported throughout the organization, supervisors are supportive during and after the training process, and trainees participate in peer support networks for a period of at least one year. Lack of time, supervisory support, and managements commitment to the process are noted as barriers to an effective transfer of training (Cromwell Kolb, 2004). General considerations that will help to ensure transfer of training include: Organizational and management support of training and transfer of training. Training contexts should match job contexts. As much experiential training as possible should be provided. Supervisors should recognize and reward learned behaviors when demonstrated on the job. A peer support system should be developed that encourages and demonstrates support for the use of behaviors learned in training that are demonstrated on the job (Machin, 2002; Martin, 2010). Include self-management as part of training to reduce relapse of old ineffective behaviors. Self-management training involves setting personal goal, identifying attitudes and behaviors that interfere with or enhance success, creating plans to overcome interfering obstacles, developing self monitoring systems that provide observation of progress towards the plan, and the utilizing personal contingencies that reinforce effective behaviors, block ineffective behaviors, and increase motivation to utilize behaviors learned in training (Wexley Baldwin, 1986; Gist, Bavetta Stevens, 1990). Recognize that self-efficacy, self-management, and performance levels may drop significantly after training, but increase to the same levels after training about one year later. Allow at least one year to transpire before evaluating transfer of training effects (Cromwell Kolb, 2004; Vermeulen  Ãƒâ€šÃ‚  Admiraal, 2009). Phase Three: Evaluation Training evaluation should occur throughout the training process. Evaluation provides information necessary to adjust, or improve effective training elements, and eliminate ineffective elements of current programs. On a practical note, a successful evaluation design has the potential to justify the existence of an organizations training and development department (Tsang-Kai, 2010). A thorough training evaluation requires collecting and analyzing training data and results in a manner that will effectively instruct future training and development content and practices. Because this type of evaluation costs considerable time and money, many organizations revert to utilizing trainee responses from post training surveys. However, this is only one dimension of a thorough training evaluation and should not be used alone to determine training effectiveness. An effective training evaluation requires the establishment of controls, accurate methods of measurement, educated evaluators, statistical analysis, and clear evaluation criteria to determine the effectiveness of training transfer. A common problem associated with comprehensive training evaluations is that many organizations perceive them as being more theoretical than practical. In fact, one study showed that it is common for most companies to evaluate employee reactions. However, only half evaluated employee knowl edge, about a fourth evaluated the transfer of training to the workplace, and only a small percentage evaluated the actual impact of the training on the organization (Tsang-Kai, 2010). The Evaluation Design It is commonly held that training in and of itself does not guarantee improved productivity, satisfaction, longevity, or organizational effectiveness in the workplace. Effective transfer of new knowledge, skills, and attitudes requires a variety of structural contingencies to reinforce effective behaviors and practices and to prevent relapse of ineffective habits. Training evaluators must develop outcome criteria that will accurately forecast intended results and inform future training activities (Dionne, 1996). The evaluation design must attempt to determine the extent of change demonstrated in the level of performance that has occurred and to what extent that level of performance meets the organizational need. Standard outcomes of the study may require the use of formal experimental designs that measure statistical significance and effect size for example between an experimental and control group posttest means (Sackett Mullen, 1993). It is important to determine whether the requirements of the evaluation call for the measurement of change, the measurement of achievement, or both. Measuring change may be used to estimate the utility of training, provide evidence of training effectiveness, or demonstrate the monetary value of training by pairing past training with past success. The measurement of achievement involves comparing the efficacy of two different training programs to see which is more effective. If the training is only offered once, the program designers do their best to estimate the most effective approach given the budgetary and time constraints. If the training is offered repeatedly, the long term costs and constraints make comparative research more worthwhile. Finally, the evaluator who wishes to contribute to the global literature of understanding the training processes may wish to utilize a formal experimental design. Regardless of the design and methods of evaluating the training program, it is imp ortant that the evaluators sell organizational leaders on a thorough and useful evaluation of the training process (Sackett Mullen, 1993). Criteria for measuring training and job performance success One particular model that has endured with widespread popularity, perhaps because of its practical simplicity, is Kirkpatricks (1959) four level training evaluation criteria model. This model has been utilized by organizations as a guide for the evaluation of training programs since it was first introduced in the late fifties (Alliger Janak, 1989). Thirty years later Kirkpatrick (1996) maintains the value of his model, and continues to recommend his procedure for measuring the utility of the training program. Kirkpatricks model measures four levels of training: reaction, learning, behavior, and results. On the reaction level, the goal is to measure participants feelings about the training experience. By asking questions regarding participants reactions, the organization demonstrates that they are interested in the employees needs and are willing to do what it takes to meet those needs. Evaluating reactions to training provides a way to attend to participants motivation to learn. Fai lure to attend to motivation can easily create failure of learning, and thus failure of the training program. The second area to measure is learning. Did training create and/or increase the desired knowledge, skills, abilities, or change in attitudes? The third area to measure is behavior. Did the training create the desired change of behavior in the specific context of the work environment where it is needed? The final area to evaluate is the results. This is a measure of the effect that training had on the organization such as increased sales, higher productivity, improved quality, increased employee satisfaction, and decreased turnover. The evaluation process becomes more difficult at each level (Kirkpatrick, 1996). Some researchers have noted problems regarding unclear training evaluation criteria in Kirkpatricks model and recommend revision, while others argue for entirely different models. One concern is that the framework of the model is not based upon modern theories of learning. Another concern is that Kirkpatrick over simplistically treats multi-dimensional constructs such as trainee reactions as one dimensional. Further concerns exist regarding basic assumptions suggested by the level model. For instance it is assumed in the model that evaluation levels should be arranged in ascending order for maximum effectiveness. It is also assumed that each level is causally linked to the other, and that each of the levels is positively intercorrelated. However, despite these and other concerns, the model remains one of the most utilized approaches among practitioners and researchers. (Alliger Janak, 1989). A meta-analysis of 34 studies and 115 correlations demonstrated significant reliabilities between training criteria using an augmented framework for training criteria based on Kirpatricks model. Trainee reactions were shown to be important. However, simply liking training did not necessarily transfer to performing what was trained in the workforce. However, although positive reactions to training do not guarantee transfer, negative reactions have been shown to have a significant negative affect on the training department. Questions on utility appeared to provide the best indicators of training transfer, and attentiveness to content validity was shown to be important when developing criterion strategies to minimize the potential for misinterpreting criterion relationships (Alliger, Tannenbaum, Bennett, Traver Shotland, 1997). An alternative measurement model was developed by Kraiger (2002) to overcome the deficiencies of Kirkpatricks (1959) four level model (Kraiger,). This model is based upon Kraigers earlier theoretical model of learning, and addresses three distinct learning outcomes: cognitive, skill-based, and affective. According to Kraiger, cognitive outcomes should measure verbal knowledge, knowledge organization, and cognitive strategies. Skill-based outcomes should measure compilations of proceduralization, composition, and automaticity. Affective outcomes should measure attitudinal outcomes and motivational outcomes such as motivational disposition, self-efficacy, and goal setting (Kraiger, Ford, Salas, 1993). In his later developed evaluation model, Kraiger makes a clear distinction between evaluation targets and data collection methods. Evaluation targets include training content and design, changes in learners, and organizational payoffs. Targets and methods are linked to available measurement tools. Evaluation targets focus on the implementation of the training design, training delivery, and validity. Measurement tools include the use of advisory panels, established methodologies, judgments from experts, and course ratings. For changes in learners targets the focus of implementation is on specific cognitive, behavioral, and affective change. Measurement tools include written tests, work samples, interviews, and surveys. For organizational payoff targets the focus of implementation is results, performance, and transfer. Measurement tools include cost-benefit analysis, ratings, and surveys. Each of the three target areas of evaluation informs the other in an interactive feedback loop (Kr aiger, 2002). Analyzing the benefits and costs of training Organizational leaders may become concerned about training costs when there appears to be no increase in revenues or particularly when revenues appear to be declining. They may need to see that training programs are producing some sort of rate of return on their investment. In order to clearly demonstrate to administrators that the benefits of training outweigh the cost, it is important to include a cost analysis in the presentation of the training program evaluation (Clarke, 2002). The cost-benefit analysis is the most widely used method of calculating return on investment (ROI). Using this method, return on investment is calculated by dividing the monetary value of benefits incurred by training with the actual costs of training. If the ratio exceeds 1, then the benefits are shown to outweigh the costs of the training program. Another model used to calculate ROI subtracts the monetary costs of training from the monetary value of benefits incurred. In this method, the ROI increases proportionately to the increase in the difference between calculated benefits and costs of the training program. Some organizations recommend anywhere between a 20-40 percent ROI, while others suggest that training benefits should at least outperform the rate of inflation. The net present value (NPV) is yet another method to evaluate training investment. In this method, training benefits are assigned an expected rate of return. If the net benefits are positive after deducting training costs, the training is considered successful (Murray Efendioglu, 2007). A thorough cost analysis should seek to clearly demonstrate that the training program provides a net value to the organization in areas such as increased employee satisfaction and productivity, decreased employee turnover and recruitment costs, decreased penalties for compliance violations, and reduced insurance premiums (Clarke, 2002). Summary Training and development programs have been found to be essential to organizational effectiveness. However, a training program that cannot demonstrate improved organizational effectiveness is waste of valuable time and money. This paper has reviewed the literature concerning critical elements of an effective organizational training program that include thorough planning, implementation, and evaluation. The planning phase is designed to avoid training simply for trainings sake and to ensure that the training program meets the assessed needs of the organization. The planning phase should include a thorough analysis of the organization, tasks to be learned, people that need to learn them, important demographic concerns, and values. A thorough training needs assessment is a valuable tool to determine training needs through a systematic evaluation of each of these areas. The training and development phase is designed to create specific training objectives and sequential learning opportunities. It is important in this phase of development to create a favorable training and learning environment and utilize the most effective training techniques that will provide the maximum potential to transfer objectives into outcomes in the workplace where they are needed. Because training without transfer is a waste of time and money, the training development phase should design and implement strategies that will ensure the effective transfer of training. Training evaluation should occur throughout the training process. Evaluation provides information necessary to adjust, or improve effective training elements, eliminate ineffective elements of current programs, and justify the existence of an organizations training and development department. A thorough and systematic evaluation design is necessary to ensure that what was trained increased the effectiveness of the organization. The design should provide target measurements for training content and design, changes in learners, and organizational payoffs that analyze the benefits and costs of training. Further research is needed to provide more accurate, practical, and cost effective methods to measure organizational training and development programs.

A Comparison of Edgar Allan Poe’s Annabel Lee and The Raven Essay

A Comparison of Edgar Allan Poe’s Annabel Lee and The Raven With insistent meter and captivating rhyme schemes, Edgar Allan Poe’s â€Å"Annabel Lee† and â€Å"The Raven† are both very similar. However, in their views of love, namely the loss and mourning of beautiful women, they differ greatly. Through analysis of the two poems, the reader observes that whom Poe had chosen for a speaker, the tone and the sound effects are all factors in both poems that make two poems with a similar theme contrast. Both poems mean the same thing and follow the same theme or â€Å"melancholy topic† as Poe called it in his essay. They both depict a speaker who is severely depressed over the death of a beautiful woman. Poe gave a sense of madness in their character, though, which made them obsess and think constantly... A Comparison of Edgar Allan Poe’s Annabel Lee and The Raven Essay A Comparison of Edgar Allan Poe’s Annabel Lee and The Raven With insistent meter and captivating rhyme schemes, Edgar Allan Poe’s â€Å"Annabel Lee† and â€Å"The Raven† are both very similar. However, in their views of love, namely the loss and mourning of beautiful women, they differ greatly. Through analysis of the two poems, the reader observes that whom Poe had chosen for a speaker, the tone and the sound effects are all factors in both poems that make two poems with a similar theme contrast. Both poems mean the same thing and follow the same theme or â€Å"melancholy topic† as Poe called it in his essay. They both depict a speaker who is severely depressed over the death of a beautiful woman. Poe gave a sense of madness in their character, though, which made them obsess and think constantly...

Andrew Jackson Essay -- American History, Politics

Andrew Jackson rose from humble beginnings to become the seventh President of the United States in 1828. Jackson’s rise in popularity and power coincided with the prevailing rise of democracy in America. While President Jackson was one of the most influential presidents in history he remains one of the most controversial. During Jackson’s administration he supported the will of the people, however he neglected the minority and abused his power as president. President Andrew Jackson was appropriately designated as the â€Å"People’s President† as he personifies America’s conflicted history of democracy. There were a number of social and economic changes occurring in the Union in the 1800s that produced the ideal environment for Andrew Jackson’s rise to power. The new market economy was â€Å"producing a more stratified, unequal society, at the same time the nations politics were becoming more democratic.† (Davidson p.207) The Panic of 1819 led to America’s first major depression. (Davidson p.201) Many Americans believed that the depression was caused by the policies and corruption in the federal government and the national bank. In turn, Americans called for equal opportunity and â€Å"agreed that one primary objective of government was to safeguard opportunity.† (Davidson p.207) Thus the new market economy and call for equal opportunity led to increased democracy and voter participation. The 1824 election only fueled the public suspicions of government corruption further. The House of Representatives had decided the 1824 election since no candidate had a majority in the Electoral College, despite Jackson having won the popular vote. When Henry Clay, Speaker of the House of Representatives used his political influence and declare... ...the timing of his presidency, the increase of democracy and his beliefs that were shared by the American peoples that elevated him to the â€Å"People’s President.† One could argue that Jackson did not deserve the title because he failed to serve â€Å"all people†. America exists because of the sacrifices by all the people, the Native Americans, the African slaves; the European white settler all played a significant part to the development of the nation. During the Jackson administration discrimination against blacks and Indian deepened and increased. The numbers of slaves grew and the Indians were forced from their lands, again. All these actions by Jackson in reflection are horrific crimes against humanity but they also contributed to developing the nation, as it exists today. History has shaped America, we can not change the past we can hopefully learn from it.

Comparing The Speckled Band and Neighbourhood Watch :: Sir Arthur Conan Doyle Colin Dexter Essays

Comparing The Speckled Band and Neighbourhood Watch In this essay I' am going to compare & contrast two detective stories. A pre-twentieth century story by Sir Arthur Conan Doyle called 'The Speckled Band' & a modern story by Colin Dexter called Neighbourhood Watch. I will describe the language, characters, social and historical context, Style, the plot, similarities and differences between the two. I will also state which I prefer & why. The Speckled Band starts off with Miss Stoner going to Sherlock Holmes's house and asking for his help. She tells him of her sister's death and of how her sister had heard a whistle at night for the past week or so. On the night of her death there was a loud scream of terror and just after a whistle Miss Stoner went to inspect quickly but as she neared her sisters room she stumbled out and said silently a 'speckled band'. Miss Stoner was quite worried because her sister was soon to be married and now so is she. As soon as she left Dr Roylott came barging in wanting to know what Miss Stoner had come to see Holmes for. Holmes tried to put off answering Dr Roylott and answered with something about the weather. In disgust Dr Roylott picked up Holmes's poker and bent it then he left. Once Dr Roylott left Holmes picked up his poker and bent it back as straight as possible in one go. Holmes and Watson soon left for Stoke Moran which is the home to DR Roylott and Miss Stoner who live with one servant. But they told the dog cart driver that took them there that they were archaeologists and were interested in the building itself. They got off the dog cart near the plantation that was on Dr Roylott's land. He let some gypsies live there and often used to go with them on voyages and trips. When Holmes started to look at the rooms he began in Miss Stoners room which was supposed to be having some repairs done to the wall because the builders punctured the wall while doing repairs in the other wing of the house. When Holmes looked at it there wasn't any repairs done to the wall and nothing wrong with it either. Holmes soon went on to the next room which was currently being used by Miss Stoner Holmes automatically noticed the ventilator and told Watson that he knew that it was somewhere near due to the fact that the dead sister could smell Dr Roylott's cigars and could hear things that Dr Roylott was doing and that meant there was some kind of connection between the rooms and

Do We Define Our Lives Essay

Over the last decade or so people have begun to make a shift into accepting a new way of looking at the world that we live in – the belief that is making this impact is that you create your own life and, in some respects, you are in charge of your own destiny. This system of beliefs became known as the â€Å"New Age Movement†, however it’s really not all that new. The â€Å"law of attraction†, as it’s also known, has been around perhaps nearly as long as humans have been able to have reasonable thoughts. In fact, there’s a quote from Buddha saying, â€Å"All that we are is a result of what we have thought.† This law of attraction has only gained popularity recently because of the emergence of books like The Secret into popular culture that seemed to take the world by storm. As with anything that becomes hugely popular, it has varied from being widely accepted to being strongly criticized. There are numerous authors who have written boo ks instructing readers how to â€Å"tap into the universe† and use the law of attraction to bring things into your life that you want. Conversely, there are just as many who criticize this new way of thinking as being lazy, selfish, and causing people to not take responsibility for the actual work needed to achieve their goals. Perhaps the biggest criticism of the New Age movement comes unsurprisingly from the Christian community, who claim that the idea of you being in control of your own life takes away from the teachings that are portrayed in the Bible – that God is is ultimately in control and that we should leave things completely up to Him. However, even in books guiding people to understand the law of attraction, they use quotes from the Bible or use the name â€Å"God† to describe the force that is helping people achieve their best lives. It’s hard not to get caught up in something that claims that we can â€Å"attract† great things into our lives with little or no effort, or to get caught up in the argument that it’s selfish of us to want certain things in our lives and to pursue them. Ultimately, I think what it comes down to is what you find that works for you. I believe the biggest influence on convincing people that the law of attraction works is participation in the act of defining what you want out of your life instead of floating thorough it aimlessly, and in doing so, you cause yourself to put in motion the actions that will make those things happen. My English professor, Dr. Janet Smith, expressed it best when she said, â€Å"You can’t control other people and you can’t control the world, but to some extent you can control your own life.† Another influence from the law of attraction is actively changing your perspective on the events that are happening in your life. Abraham Lincoln is quoted as saying, â€Å"People are just as happy as they make up their minds to be† and I have to say that I agree whole-heartedly with him. To begin to understand the law of attraction and the effect that it’s had on the world and even on your own life, the first thing that you should look at is the book The Secret written by Rhonda Byrne, released in 2006. The book actually came out some time shortly after the movie that shared the same title and is basically a way of reiterating the main thoughts that were presented in the film, but in a text version that could be easier used for referring back to. The book begins by introducing the idea of the law of attraction by saying, â€Å"When you focus your thoughts on something you want, and you hold that focus, you are in that moment summoning what you want with the mightiest power in the Universe† (Byrne 14). The book actually takes the liberty of describing the law of attraction as a definable law of nature as is seen when Byrne states, â€Å"The law of attraction is a law of nature. It is as impartial and impersonal as the law of gravity is. It is precise, a nd it is exact† (Byrne 27) and also, â€Å"Just like the law of gravity, the law of attraction never slips up† (Byrne 36). The Secret then goes into describing how a person can tap into the law of attraction and bring about the life that they’ve envisioned for themselves. The book highlights â€Å"gratitude† and â€Å"visualization† as being key components to receiving what you seek. Byrne takes an example from her own experience and says, â€Å"With all that I have read and all that I have experienced in my own life using The Secret, the power of gratitude stands above everything else. If you only do one thing with your knowledge of The Secret use gratitude until it becomes a way of life† (Byrne 76). Visualization is described as, â€Å"†¦ powerfully focused thought in pictures†¦ When you are visualizing, you are emitting that powerful frequency out into the Universe. The law of attraction will take hold of that powerful signal and return those pictures back to you, just as you saw them in your mind† (Byrne 81). By using these two powerful forces of attractio n, supposedly you can bring about whatever it is that you desire to have in your life. However, the most important thing to notice here is that by using gratitude in whatever circumstances you find yourself in, you are forcing yourself to change your perspective of how your life appears; and by visualizing what you want out of your life, you are defining clear goals that you want to work to achieve and your subconcious begins to take actions to make that happen for you. One of my good friends, Mark Aspiazu, defined life as a Plinko game: â€Å"The coin is basically going along the path that your life is taking, and each peg is a decision that you make, every day, every hour, every minute, etc. If you have unclear goals, the coin just bounces along and goes wherever. If you define your goal, you find yourself making decisions that push the coin one way or the other; and if you find yourself off the path and then remember your goal, you can bring the coin back to where you want it. Sometimes you meet your goal, sometimes the goal changes, but your decisions never stop pushing the coin (your life) along the path.† – Mark Aspiazu, President of Herzing University (New Orleans campus) A book that I read recently, The Alchemist, written by Paolo Coelho in 1988, is another novel that introduces readers to the idea of the law of attraction and the universe helping people to achieve what they set their minds to. However, in The Alchemist, rather than having personal desires fulfilled by the Universe and the law of attraction, we are introduced to the idea of having a predetermined path that will make our lives complete, should we make the decision to follow it. Paolo Coelho lays out his teachings through the story of a young shepard boy named Santiago who discovers his life path, or â€Å"personal legend† as the author refers to it, through a recurring dream. He then takes bold measures to pursue it and loses everything he has at least twice in the process. But along the way, he meets key people who instruct him on the practice of following your personal legend and lead him in the right direction to follow his own. One of the first, and most influential people that Santiago meets is an old king who introduces him to the idea of personal legends and says, â€Å"†¦ when you want something, all the universe conspires in helping you to achieve it† (Coelho 22). The biggest thing that Santiago is taught to look out for is omens that come from God in various shapes and sizes, â€Å"In order to find the treasure, you will have to follow the omens. God has prepared a path for everyone to follow. You just have to read the omens that He left for you† (Coelho 30). However, following the omens can sometimes be intimidating because it’s a step that you have to take that pushes you out of your comfort zone and into unknown territory. This is where the idea of having the courage to follow your personal legend really comes into play – â€Å"Courage is the quality most essential to understanding the Language of the World† (Coelho 117). This isn’t a foreign concept to anyone and is brought up throughout history, one quote being by Basil King circa 1900, â€Å"Be bold and mighty forces will come to your aid†, and another more recently by the former owner of the New Orleans Hornets, George Shinn, â€Å"Growth means change and change involves risk, stepping from the known into the unknown.† Santiago succeeds and manages to follow his personal legend to the end, even though he regretted it and wished to return to his sheep several times along the way. Though sometimes it may seem as if he’s strayed off the path, God and the universe continue to push him and gently guide him in the direction that he’s meant to go. At every crossroad, he’s given the option to turn back or move forward, and though he’s afraid, he perseveres remembering, â€Å"†¦people need not fear the unknown if they are capable of achieving what they need and want† (Coelho 76) and eventually finds success and happiness. The idea that Coelho introduces through his simple story is one of choosing to follow a predetermined fate and having God (and therefore, the universe) conspire to help make that a reality. It introduces the law of attraction in a way that would maybe be easier to swallow for those who were most opposed to it. The biggest argument against the uprising movement that The Secret inspired came from the Christian community, and with good reason – it seems to go against the very basic fundamentals that are taught in the Bible, to follow God’s will unfalteringly and let Him handle everything, no questions asked. At first glance, they could be seen as being right. But when you look at the supposed dilemma through the eyes of Coelho’s young shepard boy, you see someone making choices, yes, but choices to follow a path that has been laid out for them. There’s no denying that God has a designated a path for you, for He himself says, â€Å"For I know the plans I have for you,’ declares the Lord, ‘plans to prosper you and not to harm you, plans to give you hope and a future† (Jeremiah 29:11 NIV). While The Secret can be seen as bordering on herecy according to some Christians, it actually claims to follow the formula that’s demonstrated in the Bible on how to receive what you’re looking for and uses the passage to display this, â€Å"Therefore I tell you, whatever you ask for in prayer, believe that you have received it, and it will be yours† (Mark 11:24 NIV). Jesus also says, â€Å"Ask and it will be given to you; seek and you will find; knock and the door will be opened to you† (Matthew 7:7 NIV). However, these can be considered to be taken out of context. The dilemma that’s causing the real issue here is: Is what you’re asking for what you want for yourself or is it what you believe God wants for you? Christians believe that God gave us free will, and if that’s the case then He gave it to us for a reason – and part of that involves making the decision to follow His path for us or to attempt to forge our own. The Bible says, â€Å"This is the confidence we have in approaching God: that if we ask anything according to His will, He hears us. And if we know that He hears us—whatever we ask—we know that we have what we asked of Him† (1 John 5:14 NIV). So if you’re following the will of God, then you are surely asking for what God would want for you, and will therefore receive it. In The Alchemist we have the idea that God gives you signs and conspires to help you to find what you’re seeking for, but only if you’re following your personal legend (or your predetermined path). This aligns neatly with the Puritanical views of predestination and the Christian views of following God’s path that’s laid out for you, but it still demonstrates the â€Å"Universe† complying to the law of attraction and giving you what you visualize yourself receiving. Though both novels are demonstrating the law of attraction with equal clarity, because of the different approaches that they took, The Alchemist could be easier for someone coming from a Christian background (who would normally be opposed to the law of attraction) to accept. Getting caught up on religious specifications and the different titles that people use to define â€Å"God† may be the biggest obstacle holding multitudes of people back from discovering the actual potential that their lives hold. In some cases perhaps it’s better to separate yourself from religious restrictions that confine and limit your beliefs and allow yourself to be open to new possibilities that present themselves to you. To quote Abraham Lincoln once again, â€Å"When I do good, I feel good. When I do bad, I feel bad. That’s my religion,† – this is maybe the approach that more people should be willing to take. As Paolo Coelho shows in his novel, it is entirely possible to believe in following the will of God and to have the law of attraction work in your favor to help you achieve it. It all relies on your perception of how you view your life and how you choose to bring about what you want from it. One of Eleanor Roosevelt’s most well-known quotes is, â€Å"Life is what you make it. Always has been, always will be† and this rings true in every aspect. The key to achieving real success in your life is to clearly define what you want and to appreciate the things that you have. Ultimately it all comes down to you. William Ernest Henley wrote it best in the concluding lines of his poem, Invictus – I am the Master of my fate: I am the Captain of my soul. There is no herecy in accepting your God-given right as a human being to decide on the path that you wish to walk; and know that no matter which way you choose, always keep a clear visualization of your end goal in mind, and be grateful for every step that you are able to take. Byrne, Rhonda. The Secret. New York: Simon & Shuster, 2006. Coelho, Paulo. The Alchemist. New York: HarperCollins, 1993. New International Version. Grand Rapids: Zondervan, 1986

Secant Methods Application

SUBMITTED TO: sir sajid presentation on application of secant method April 16, 2013 MCS 1st sem ————————————————- ROLL # 31 to 40 SECANT METHOD * The  Secant  command numerically approximates the roots of an algebraic function,  f, using a technique similar to Newton's method but without the need to evaluate the derivative of  function. * Given an expression  f  and an initial approximate  a, the  Secant  command computes a sequence,  =, of approximations to a root of  f, where  Ã‚  is the number of iterations taken to reach a stopping criterion. The  Secant  command is a shortcut for calling the  Roots  command with the  method=secant  option Advantages of secant method * It converges at faster than a linear rate, so that it is more rapidly convergent than the bisection method. * It does not require use of the derivative of the function, something that is not available in a number of applications. * It requires only one function evaluation per iteration, as compared with Newton’s method which requires two Disadvantages of secant method * It may not converge. * There is no guaranteed error bound for the computed iterates. * It is likely to have difficulty if f? (? ) = 0.This means the x-axis is tangent to the graph of y = f (x) at x = ?. * Newton’s method generalizes more easily to new methods for solving simultaneous systems of nonlinear equations. APPLICATION OF SECANT METHOD 1. You are working for a start-up computer assembly company and have been asked to determine the minimum number of computers that the shop will have to sell to make a profit. The equation that gives the minimum number of computers to be sold after considering the total costs and the total sales is 2. Use the secant method of finding roots of equations to find the minimum number of computers that need to be sold to make a profit. Conduct three iterations to estimate the root of the above equation. Find the absolute relative approximate error at the end of each iteration and the number of significant digits at least correct at the end of each iteration. 3. Today the most important application of secant method is to predicting the earthquake performance of structures. sozen has been credited with having developed progenitor procedures. 4. Based on the sinusoidal pulse width modulation technology and regular sampling  method, the switching time point’s calculation formulas  of  tangent  method  and  secant  method  are established.This paper analyses the precision  of  switching turn-on and turn-off time point, and compare these switching time points. Calculation results show that SPWM pulses generated by tangent  method  and  secant  method  are closest to the pulse generated by natural sampling, the THD is also smaller than by regular sampling. 5. Secant method is used to determine the optimal stage. ( maximize or minimize ) the problem or solution. Example You are working for a start-up computer assembly company and have been asked to determine the minimum number of computers that the shop will have to sell to make a profit.The equation that gives the minimum number of Computers ‘x’ to be sold after considering the total costs And the total sales is: Solution Use the Secant method of finding roots of equations to find * The minimum number of computers that need to be sold to make a profit. Conduct three iterations to estimate the root of the above equation. * Find the absolute relative approximate error at the end of each iteration, and * The number of significant digits at least correct at the end of each iteration.

Art 100 Paper

Corrine Roe 1,012 words Art 100 4/8/12 Aesthetics Learning Object The first two pictures that are being compared are Shirin Neshatb â€Å"Allegience with Wakefulness† 1994 and Jasper Johns â€Å"Three Flags† 1958. In the â€Å"Allegience with Wakefulness† is instrumentalist. It is instrumentalist because it is the writing on this person’s feet is not English and there is a gun between the person’s feet. This might be taken as things that are different from what we are used to be taken as threat.American people in general have a closed minded way of looking at things. The other aesthetic perspective for this art piece that are noted is linguistic. Linguistic are has symbols as well and the gun could also be seen as a symbol. It has words written in it too specifically on the feet. This artistic piece is powerful because it can have so many meanings to it and can mean many things to many different people. â€Å"Three Flags† is a linguistic pai nting. It is obvious that this is a linguistic painting because it is the American flag. The American flag is tied strongly to American culture.It is a symbol of our freedom. Imitationist is the next aesthetic perspective that is seen in this paper, obviously because it looks just like the American flag. The American flag looks like it is popping of the page because of the way they get smaller as they move forward. Both of these art pieces have a strong message behind them. The first one, â€Å"Allegience with Wakefulness† has a language in it that most Americans would not be able to understand. It also has a gun which could mean a lot of different things in this particular picture. The second picture â€Å"Three Flags† is pretty much the opposite of that.It is very recognizable for everyone in the American culture. It stands for freedom our freedom. The next two paintings that are compared are â€Å"Mystic Package† by Claudio Bravo in 1967 and â€Å"Rabbitâ₠¬  by Jeff Koons in 1986. The â€Å"Mystic Package† is an imitationist piece of art. It is imitationist because it looks like a regular package that could see pretty much anywhere. This art piece could also be known as linguistic. It is a linguistic aesthetic because it has strong social ties to our everyday lives. Most people get gifts in packages or important thing they have ordered or thing they bought just for fun.We usually associate a package with a good thing. The â€Å"Mystic Package† has a special hyper-realistic quality about it that makes look like it is an actual package. â€Å"Rabbit† is formalist piece of art. It is formalist because it has a modern design. It almost looks robotic and has a futuristic quality about it. The artist pays extra attention to the shape and details like the rabbit’s ears and how the rabbit is holding a carrot. This art piece could also be known as expressionist. When people see rabbits they often think of pets tha t they have had or think of rabbits hoping threw the forest.People usually have happy feelings when it comes to rabbits and other animals. In the art piece â€Å"Mystic Package† it is something we see all of the time. It’s a common package that we use to ship things. In the â€Å"Rabbit† art piece it is the exact opposite. It is something that we do not normally see. We see rabbits but not in shiny balloon form. It looks like a robot more than anything. That is why it is so futuristic looking. In conclusion art has a lot of different aesthetic perspectives. Art is unique in its own way and makes a different impression on everyone who sees it.Someone may disagree with the aesthetic perspectives that are above but they seem to make the most sense. When you use instrumentalist to describe a piece of art that is used to make people think and have a purpose behind them. Linguistic is art tied to culture and has symbolism. Imitationist art is tied to something that ac tually exists in everyday life. Formalist art is that focuses on texture, color, shape and modernism. Expressionist evokes feelings. Usually things in the art make you feel happy or sad or mad or something like that. Aesthetic perspectives change with every person.Not everyone feels or thinks the same way we they look at a piece of art. Things mean different things to different people. Like someone from another country would not have such a close tie with the art with the American flag in it. Someone who understands the language written on that persons feel might feel something different when they look at the picture then someone who cannot read it. Being able to understand what is written might help the picture make the picture mean something totally different than what someone else gets out of it.The art with the package might mean something totally different from one person to the other. They might not even understand how some people get what they get out of it. The picture with the shiny rabbit might not seem futuristic to one person like it does for another. One person could totally not even understand how one person sees something from a piece of art. When something is imitationist usually everyone who sees the painting can understand why it is that way. Usually it is something that people commonly see in everyday life, unless someone has not seen that object in their life.People experience different things in their live and that can influence what they see or feel from a piece of art. Sometimes people see something that other people do not understand but that is their perspective and no one can really tell them that they are wrong. It is all about your experiences and no one can tell that what you are seeing is wrong because art is interpreted by the people seeing it. Some people have experienced things that other people have not so they can look at things in different ways than others.

Ford vs Chevy Essay

Fords are characterized by slightly higher displacement V8 engines (Ford 302 vs. Chevy 300, Ford 351 vs. Chevy 350, Ford 402 vs. Chevy 400). Ford is also a more economy minded producer in more modern times, while Chevy is less so because of the use of the Buick and Olds brands. In performance, Chevy engines are often slightly more powerful, the 350 normally produced a maximum of 310 hp opposed to the Ford â€Å"windsor† 351 that made 290. Ford is known for many smaller sized cars, like the Escort, Tempo, and Marshall, while many GM cars are Buick, Pontiac or the retired Oldsmobile–although there are some Chevy versions of the smaller cars. The Chevy Small Block V8 is a very versatile engine, having been used in every GM brand, by marine stern-drive companies and even in ultralight flying machines. It is a common hotrodding engine. The Ford Windsor is prized because it was the first pony-car engine. Ford is known to be the original pony-car manufacturer, starting witht he mustang, whose name (a breed of horse) created the term. Although with the flat-head V8 ford began the hotrodding trend in the ’32 duece roadster, starting in the 70s Chevrolet took control of hotrodding, mainly because ford went through many different engines (MEL, Lincoln Y-block, Ford Y-block, Ford FE, Ford Windsor, Ford Cleveland, Modular V8 or V10) while Chevrolet still makes similar engines to those found in ’60s corvettes and camaros, the Chevy Bigblock and Smallblock. As far as economy goes, there is very little difference between the two companies. It is interesting to note that both companies supplied parts for AMC cars–the gremlin could have a Chevrolet transmission hooked to a Ford 170 I6–proving there is in reality very little difference between their products. Between the Ford Galaxie and Mustang, and the Chevy Nova both companies garner much respect from hotrodding enthusiasts.

Human resource development Essay Example | Topics and Well Written Essays - 1000 words - 2

Human resource development - Essay Example Gone are the days when, competency was defined by the level of education one has attained. Although, there is a link between academic qualifications and professional knowhow, competency can be enhanced via advanced training. It’s for this reason that the government has initiated lifelong learning as a main initiative, with the aim of raising employability. Through government spending on investments that promote lifelong leaning such as job training programmes, in addition to other normal education schemes, citizens not only get access to these facilities but also motivation to improve their skills. As matter of fact, it’s the mandate of the government to ensure steady economic growth as well as improving citizen’s welfare status, given that UK is a welfare state. Thus, since capital in UK has almost been fully employed, the only ways to increase productivity has been seen as increasing labour efficiency, achieved through generation of self-motivation of employees to lifelong learning. To boost self-motivation, the government provides work base awards through the National Vocational Qualification (NVQ) initiative. Possessing an NVQ in a certain fields implies that one has satisfactorily completed a certain training and assessment and thus guarantees both capability and efficiency in the field. Moreover, training needs to be extended to include literacy help to refugees, asylum seekers, and mostly parents to increase their social lives which is exactly what the government has been doing. Competency movement, came into light with the aim of establishing the difference between academic qualification and job expertise, with the latter defining competence more precisely than the former. The development of competency movement was accompanied by economic growth as well as increased competition among all industries (Cohen-Scali, 2012). Due to this both private and public companies developed a culture of

Should all federal welfare programs be abolished Research Paper

Should all federal welfare programs be abolished - Research Paper Example ain welfare programs associated with the federal government include: the Food Stamp Program, Temporary Assistance for the Needy Families, Medicaid, and Supplementary Security Income, the Earned Income Tax Credit, and Housing assistance. Other small government welfare programs include Infant and Children Welfare, Special Supplemental Food Program for Women, Low Income Home Energy Assistance, and School Based Food Assistance. In 1996, welfare reforms by President Bill Clinton brought about the Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA), which replaced the Aid to Families with Dependent Children Act (AFCDA). Through this Act, President Clinton aimed at reducing welfare assistance to the needy families. These programs should therefore not be abolished because they impact positively on the lives of a majority of the American citizenry. For instance, the federal welfare programs have reduced poverty levels and provided for medical welfare of the low income earning citizens. These programs should not be abolished though far reaching reforms need to be put in place to reduce the number of people in these programs. According to the United States Code, 2000 (279), the main aim of federal welfare programs is to provide assistance to the unemployed and needy citizens. Assistance includes unemployment and reemployment assistance, and emergency grants to assist seasonal farm workers and migrants. Before any reforms are made the benefits of federal welfare programs need to be evaluated. The first question we need to evaluate is why many people are running to welfare programs. If welfare programs did not help the poor, no legislation or Congress would have approved the welfare programs. The Medicaid program introduced in 1965 was to be funded by both the federal and the state governments to help improve the medical needs of the low incoming Americans who cannot afford medical cover (Northrup, 181). The federal and state Medicaid covers pregnant

The Essence of Human Nature and the Fight between Good and Evil Essay

The Essence of Human Nature and the Fight between Good and Evil - Essay Example Nietzsche is doubtful of both language and "truth" because they are liable to adopt a fixed perspective toward things. Words, unlike thoughts, are fixed. Our thoughts can flow and change just as things in the universe flow and change, but a word, once uttered, cannot be changed because language has this tendency toward fixity, it expresses the world in terms of facts and things, which has led philosophers to think of the world as fixed rather than fluid. A world of rigid facts can be spoken about definitively, which is the source of our conception of truth and other absolutes, such as God and morality. Nietzsche sees the facts and things of traditional philosophy as far from rigid, and subject to all sorts of shifts and changes. He is particularly brilliant in analyzing morality, showing how our concept of "good," for instance, has had opposite meanings at different times. The underlying force driving all change is will, according to Nietzsche. In specific, all drives boil down to a will to power, a drive for freedom and domination over other things. The concept of "good" has had different meanings over time because facts and things depend for their meaning on ever-shifting and struggling wills, there is no such thing as one correct or absolute viewpoint. Every viewpoint is the expression of some will or other rather than try to talk about the "truth," we should try to remain as flexible as possible, looking at matters from as many different perspectives as possible. Nietzsche's ideal "philosophy of the future" is one that is free enough to shift perspectives and overturn the "tru ths" and other dogmas of rigid thinking. Such philosophy would see moral concepts such as "good" and "evil" as merely surfaces that have no inherent meaning; such philosophy would thus move "beyond good and evil." Nietzsche's ideal philosophers would also turn their will to power inward, struggling constantly against themselves to overcome their own prejudices and assumptions. Nietzsche's unorthodox views on truth can help to explain his unusual style. Though we can follow trains of thought and make connections along the way, there is no single, linear argument that runs through the book because Nietzsche does not see the truth as a simple, two-dimensional picture; he cannot represent it accurately with a simple linear sketch. Nietzsche sees the world as complex and three-dimensional: more like a hologram than a two-dimensional picture. And just as a hologram is a three-dimensional image made up of infinitesimal two- dimensional fragments, each approximating the whole, Nietzsche presents his worldview in a series of two-dimensional aphorisms, each approximating a more complex worldview (Overall Analysis and Themes, 2005).Between Nietzsche's first book, The Birth of Tragedy (1872), and one of his last, Beyond Good and Evil (1886), his thinking - that is, his orientation, his very presence - changes significantly. In the latter book, he criticizes the tradit ional philosophical emphasis on truth as well as its unreflective embrace of 'opposite values', such as appearance and reality. This same metaphysical truth and appearance-reality dualism, however, are essential aspects of his

Challenges IT Managers face when moving to cloud computing Research Paper

Challenges IT Managers face when moving to cloud computing - Research Paper Example As a result, many IT managers are cautious in adopting and moving to the cloud because of the challenges thereon including potential vendor lock-in and security concerns. These challenges are mostly non-technical since they are concerned with how existing management, policies, processes and employees are affected by a move to the cloud (Beheshti, 2011). For IT managers, a move to the cloud is potentially a disruptive process to the current workplace. For instance, an IT manager for an organization who in the past decade has been patching OSs, locking down data center hardware, securing applications and developing disaster recovery plans would be in rush of moving on to the cloud (Holtsnider & Jaffe, 2012). They will be faced with the question of SLAs-Service Level Agreements; this is because, if proper care is not taken, some SLAs may lock them into remaining with a cloud provider that does not meet expectations. IT managers need to understand what level of services they can rely on when moving to the cloud. Secondly, there is the question of application security; protection of clients and organizations data is on top of any IT manager’s priority list. IT managers, therefore, have the responsibility of checking the security standard of any cloud service they intend to employ. Cloud computing offers very many choices with reg ards to applications or software the company needs to use, as a result, a choice dilemma arises. IT managers, when moving to the cloud are faced with the issue of loss of control and reliability issues. Other challenges include the need of creating cost-reflective charging and metering of service consumption; managing service brownouts and blackouts; architecting frictionless, pure virtualized services and applications that are easily scalable (Molen, 2010). Despite these challenges, there are several benefits that IT managers derive from

Wal-Mart Research Paper Example | Topics and Well Written Essays - 1750 words

Wal-Mart - Research Paper Example The two newspapers, New York Times and the Washington Post published articles saying that the retailer has benefited the low income consumers so much that it definitely counter-acts the harsh labor practices. There is ample empirical evidence which shows that the workers of Wal-Mart are earning below than the average and they are paid with lower wages. Apart from the monetary rewards, even the non monetary rewards that they are not sufficient. This shows that the average wages awarded to the workers of Wal-Mart are less than what many workers get awarded at different large retail stores. The controversy continued deep persisted that how the local pay scale affects Wal-Mart and its image. Research suggest that the openings of the Wal-Mart replaces the better and well paying jobs with the jobs that pay less or below than the average level. Looking at the entry of Wal-Mart and its mission of providing cost effective goods and services, the wages of the average workers have been driven d own as a result. This trend is specifically noticed in the grocery stores industry. During the time period of between 1992 and 2000, it was noticed as soon as a Wal-Mart store would open up in a region; let’s say a county, the average wages will automatically push down between 0.5 and 0.9. If we take a look at the general view, the wages in the merchandise sector fell by 1% with the inauguration of a Wal-Mart store. These effects weren’t just noticed in the counties, but at the state level as well. The trend showed that with the opening of every 50 Wal-Mart stores opening, the average wages decreased 10 per cent. According to another research the health coverage offered to the workers decreased due to the entry... This research paper describes the Walmart, that is the largest retail store of the world today which has very successfully reached an enormous size, providing its consumers the high quality products throughout the US, without compromising on the quality. Wal-Mart has introduced the strategies which help in increasing the employment rate and also focusing on the controlling of the laid off rates. They have taken notice of the critics pointing out on the labor and low wages controversies and hence have introduced strategies to control this. Wal-Mart Stores run the largest discount department stores all around the world and listed it as the world’s third largest corporation. Although it employs more than a two million workers under its name, but the critics state continuously that Walmart tries to exploit its workers with low wages and less non monetary rewards. Any company which goes big become the eye of criticism. And Wal-Mart made sure that the workers are provided with their basic benefits. A genre discrimination lawsuit was filed against Walmart stating that the female workers were treated with discrimination especially in terms of salaries, non monetary benefits and the working conditions as well. Where there are certain criticisms related to the working conditions of the employees and how they are not treated well. However, the researcher believes that this is a part of the popularity and the market share that Wal-Mart has gotten hold of in a short period of time that such criticisms are being given.