College Funding essays

College Funding essays As a young college student you have many avenues available for funding your formal education but none will be as satisfying as maintaining paying a position whether it is full-time or part-time. While there are several sacrifices for obtaining a job and going to school simultaneously there are many more rewards that will follow. Many students would like to not work while they are in school but most have financial obligations that require them to. On the other hand there are a few students that do not have to or need to work, most cases being that their parents either saved for their college education or their parents did not need to save due to their financial prosperity. Some students and parents look at working and going to school as a negative circumstance but nothing could be further from the truth. By maintaining a job while you are in college you are increasing your likelihood of being employed after graduation. Students that rely on their wealthy parents to put them through college are in some ways very fortunate because they then have the ability to solely focus on their studies without having to juggle both work and school. In the same thought, those students who do not have to worry about financial obligations would most likely come across to some as being carefree and maybe some would even think that they are not mature enough to take on the responsibility of their own finances. Through their parents these students have access to the finer things in life without having to work for them, which in some ways re-enforces the lack of work ethic among this group of students. As long as their parents are involved in their lives they will not have to work to truly earn something that they want. Without work experience these students of wealthy parents can have all the money in the world and all the degrees imaginable but without prior work experience the chances of them landing a job over someone that has held a ...

Behavior Management versus Classroom Management

Behavior Management versus Classroom Management We sometimes make the mistake of interchanging the terms behavior management and classroom management. The two terms are related, one might even say intertwined, but they are different. Classroom management means creating systems that support the kind of positive behavior across a classroom. Behavior management is made strategies and systems that will manage and eliminate difficult behaviors that prevent students from succeeding in an academic environment. A Continuum of Management Strategies and RTI Response To Intervention is built on universal assessment and universal instruction followed by more targeted interventions, Tier 2 which applies research-based strategies, and finally Tier 3, which applies intensive interventions. Response to Intervention also applies to behavior, though since our students have already been identified, they do not participate in RTI. Still, the strategies for our students will be the same. in RTI are universal interventions. This is where classroom management is applied. Positive Behavior Support is about planning for your students to succeed. When we fail to plan . . . we plan to fail. Positive behavior support puts reinforcement in place ahead of time, with explicit identification of preferred behavior and reinforcement. By having these things in place, you avoid the poisonous reactive responses, the Cant you do anything right? or What do you think you are doing? Reactive measures present the danger if not the certainty that you will sour relationships with your students without really solving the problem (or lead to a decrease in the unwanted behavior.) Classroom Management Strategies, to succeed, must include: Consistency: Rules must be reinforced consistently, and reinforcement (rewards) must be delivered consistently and quickly. No changing the rules: If a child earns a five-minute break on the computer, dont take it away because you didnt like how they behaved in line on the way to lunch.Contingency: Students need to understand how consequences and rewards are related to behavior. Clearly define how the consequence or the reward are contingent on the classroom behavior or performance that is expected.No Drama. Delivering a consequence should never involve negative speech or snarky response. Classroom Management Classroom Management Strategies needed to successfully manage your classroom need to include I. Structure: Structure includes rules, visual schedules, classroom job charts, and the way your organize the desks ( Seating Plans) and how you store or provide access to materials. Rules.Seating Plans that support the instruction that you will be using. Rows will not facilitate small group instruction, but islands or clusters may not facilitate the kind of attention you may want for large group instruction.Visual Schedules , everything from sticker charts to encourage work completion to visual daily schedules to support transitions. II. Accountability: You want to make your students accountable for their behavior as a structural underpinning of your management plan. There are a number of straightforward methods to create systems for accountability. A Behavior Chart for a Classroom.Sticker Charts to manage breaks and workflow.A Token System. This will also appear under reinforcement, but it creates a visual way for students to account for completed work. III. Reinforcement: Reinforcement will range from praise to break time. How you reinforce your students work will depend on your students. Some will respond well to secondary reinforcers, like praise, privileges and having their name on a certificate or an honors board. Other students may need more concrete reinforcement, such as access to preferred activities, even food ( for children for whom secondary reinforcement doesnt work. Behavior Management Behavior management refers to managing problem behaviors from specific children. It is helpful to do some Triage to decide what behaviors are creating the most challenges to success in your classroom. Is the problem a specific child, or is it a problem with your classroom management plan? I have found that in many cases addressing a cluster of problem behaviors with a specific strategy may resolve some difficulties while at the same time teaching the replacement behavior. I had ongoing problems with appropriate behavior at group, which I use not only for calendar, but also to support language, instruction, and compliance. I created a time out for reinforcement chart, which has provided the right amount of feedback and consequence to motivate my students to evaluate and improve group behavior At the same time the behaviors of specific students demanded attention and intervention as well. While addressing group issues, it is equally important to address and intervene with individual students. There are a number of different strategies to use to teach the replacement behavior. Behavior management requires two kinds of interventions: proactive and reactive. Proactive approaches involve teaching the replacement, or desired behavior. Proactive approaches involve creating lots of opportunities to use the replacement behavior and reinforce them. Reactive approaches involve creating consequences or punishment for the undesired behavior. Even though the best way to create the behavior you desire is reinforce the replacement behavior, extinguishing a behavior is often not possible in a classroom setting. You need to provide some negative consequences in order to avoid seeing peers adopt a problem behavior because they only see the positive results of the behavior, whether it is tantrumming or work refusal. In order to create successful interventions and to create a Behavior Improvement Plan, there are a number of strategies that will provide success: Positive Strategies Social Narratives: Creating a social narrative that models the replacement behavior with the target student can be a powerful way to remind them of what the replacement behavior should look like. Students love having these social narrative books, and they have proven (Theres lots of data) to be effective in changing behavior.Behavior Contracts A behavior contract will lay out the expected behaviors and both the reward and consequences for specific behaviors. I have found behavior contracts to be an essential part of success, since it involves parents.Home Notes. This might be considered parts of both proactive and reactive responses. Still, providing parents ongoing feedback and providing hourly feedback to students makes this a powerful tool to focus on the desired behavior. Reactive Strategies Consequences. A good system of logical consequences help teach the behavior you want and put everyone on notice that some behaviors are not acceptable.Removal. Part of a reactive plan should include moving children with aggressive or dangerous behavior to another setting with an adult to be sure that education programming continues. Isolation is used in some places, but is increasingly being proscribed by law. It is also ineffective.Time out from Reinforcement. There are several ways to administer a time out from reinforcement plan that does not remove the child from the classroom and exposes them to instruction.Response Cost. Response cost can be used with a token chart, but not necessarily for all children. It works best with students who clearly understand the contingent relationship between the token chart and receiving reinforcement.

Research Paper on a comparison of Charles Dickens and Alexis Essay

Research Paper on a comparison of Charles Dickens and Alexis Tocqueville's views on America - Essay Example Charles Dickens and Alexis Tocqueville each had very high hopes in mind as they made their way across the Atlantic and both were fated to be sorely disappointed. The polish was off the brass for Dickens almost as soon as he arrived as he experienced constant suffocating attention from the uncouth American public, which perhaps colored his criticisms as he was seen to uphold these same practices back home in England. Tocqueville did not lose entirely lose his hopes for this relatively new country, though he did see some of its dangers, until many years later. While both authors were eventually disillusioned by America as expressed in their writings, the reasons why they were disillusioned sheds a great deal of light on how the country was perceived by other nations. Dickens traveled to America already well versed in the available travel literature that had been produced both to help reforms at home as well as in America as each social structure was examined and compared. Prior to his departure, Dickens had high expectations for the new country as a source of information regarding how best to fix the social ills being experienced in England at that time. Evidence suggests that prior to his first visit to America, Dickens was active in the suffrage movement as well as the anti-slavery movement, but that he had changed his mind, at least somewhat, by the time he returned home. In many ways, this change of heart has been linked to the type of treatment Dickens experienced while visiting and touring the prescribed route between historical or picturesque vistas and places of social reform such as schools and jails. Throughout his tour, though, Dickens experienced a suffocating press of public attention as well as numerous shocks to his properly Briti sh sensibilities regarding the manners and behaviors of his American cousins. Part of Dickens’ unhappiness in America arose, in part, from the enthusiastic reception he received from America’s public.

Cost method Essay Example | Topics and Well Written Essays - 1000 words

Cost method - Essay Example It is crucial for managers to comprehend the merits and demerits of the two systems to satisfy the needs of their business operations. The budget presented entails schedules that raise various concerns leading to the recommendation that the company should switch to the activity-based costing system of accounting. The first concern is the quarterly budget that in my opinion requires further subdivision to generate quarters. Mainly, cycling takes place in temperate weather conditions. Buying materials for bicycle production for the start of sales hikes demand therefore, requires the producer to incur a quarter before the demand. Another concern regards accounts that remain uncollectable. The master budget for the company is not specific it its cash budget line. It closely refers to the uncollectable receivables. Variable factors in this context emanate from economic features among them limited sponsorship and thus resulting in wrong accounts (Gazely & Lambert, 2006). From the budget, the company is setting aside a budget for 140 bikes inclusive of labour costs. It is appropriate to cut down on the level of production of extra parts in the inventory. The viability of any business can be measured by how the company effectively utilizes its resources while plummeting unnecessary costs hence Competition Bikes Inc. should strive to avert extra discretionary costs. The method of distributing manufacturing overhead by activity-based costing (ABC) to products is efficient compared to the traditional method of costing. Precisely, activity-based costing assigns the right percentage of resources to particular products. While monitoring and allocating organizational costs to products and objects, activity-based costing remains a more sophisticated and logical method as opposed to the traditional costing system (Bragg, 2001). It is possible to distribute

Qualities of Good Teachers Essay Example for Free

Qualities of Good Teachers Essay There are many internet sources that post lists of qualities that all great teachers should possess. These lists range from 10-15 characteristics, but I believe that they can be summed into a love for children, not only a firm knowledge in their content area but passion as well, and that they take the time to get to know their students by developing a healthy student-teacher relationship. In his book Qualities of an Effective Teacher, James Stronge subcategorizes qualities into the teacher as a person, as an individual, and he lists specific qualities that show caring and responsibility for students. However, I believe what it really boils down to is a joy of being around students and a love for the job. If a teacher genuinely loves children, he or she will do whatever necessary to help that child succeed, including planning, mentoring, differentiated teaching, etc. Harry Wong states in The First Days of School that the students are going to want to know the teacher as a person and if the teacher will treat them with respect. Therefore, effective teachers will take the time to show the students respect and involve them in their own learning process. I don’t think that there is a difference between good and effective. I think that is just a matter of semantics. Of course we might be able to specify a good teacher is one who has a joy and gets the students motivated to learn while an effective teacher is one who performs the preparation tasks well: good planning, classroom management, monitors student progress. However, I think that if a teacher has such a joy for teaching and is enthusiastic, he or she will want to be effective as well and keep good records and plans, etc. The same is true for those teachers who are great at the behind-the-scenes tasks. If someone is so well-prepared, why wouldn’t he have enthusiasm and be able to motivate the students? Therefore, I believe separating these two words is impossible, for all good teachers are effective and vice versa.

transport management :: essays research papers

Transport management is now far more sophisticated than it was a decade ago. Transport activities generate a wide range of economic benefits. Between 2% and 4% of total OECD employment, for example, is derived from transport services, and an estimated 4-9% of GDP in the OECD area is attributable to spending by the users of transport (including expenditure on infrastructure). More than 10% of total household expenditure now goes to purchase transport services (OECD Publications/ECMT). The balance of international payments is also strongly influenced by trade in transport equipment. Enormous changes have taken place in the transport sector in recent years. The most marked is its unprecedented growth. Both stock variables (fleet size, kilometres of road and rail infrastructure, and so on) and flow variables (number of trips taken, volume of goods transported, and the like) have expanded rapidly. The world's automobile fleet, for example, doubled between 1970 and 1990, to stand today at approximately 500 million vehicles. These numbers are expected to double over the next 20-40 years, although at a slower rate in OECD countries than in the past. Substantial structural, changes have also taken place. For one thing, there has been a major shift in where transport growth is occurring. In 1950, 75% of all automobiles were located in the United States. Since then, the number outside the United States has grown by about 8% per year (Mackenzie Walsh 1990) with even more remarkable increases in some locations. In Athens, for example, car ownership burgeoned from 35,000 in 1964 to 650,000 in 1984, and is expected to be about 900,000 by this year (Glaoutzi Damianidias 1990). Most future growth in global vehicle stocks is projected to occur in the developing world, as the industrialized countries become increasingly saturated with vehicles, as the developing countries undergo urbanization and industrialization processes of their own, and as people there begin to realize their longstanding aspirations for more mobility. There has also been a significant shift in the shares of different modes of transport. In the past twenty years, the v olume of road freight traffic has doubled, while rail and waterway volumes have remained stable. In view of the rapidity of these changes, it is not surprising that transport problems are generating considerable political debate in most countries. The traditional approach used to be to step up the supply of services; increasingly, calls are being heard for policies that curtail demand. Whichever approach is preferred, much of the discussion centres on the so-called 'social costs' of transport.

The Importance of Drug Testing in Workplaces

As widespread drug use is on the rise, many employers have begun to worry about the performance of their employees. Absenteeism, injuries, loss of productivity, employee morale, theft and fatalities are just some of the causes of drug use in the workplace. The idea of drug testing among workers has developed from society's concern over a perceived increase in the use of drugs and the relation between drug use and impairment, with resultant risks to the worker, fellow workers and the public. As early as 1987, 21% of employers had instituted drug-testing programs. Employers have begun to think that mass drug tests are the answer to their problems. What many of these employers don't know is that there are many problems that surround drug testing at work. One of the biggest of these problems is whether or not it is constitutional to conduct drug tests on the employees. Employers fail to educate themselves with established or recent laws about drug testing in the workplace and about human rights. Also, mass, low-cost screening tests may not be reliable or valid. Alcohol testing does not differentiate casual drinking from alcohol dependence or alcoholism. Drug tests can create an untrustworthy environment for the employees. There are better ways to address substance abuse. Drug testing in the workplace is an important issue for all of Canada's labour force, regardless if it's you're first job or if you've had a steady job for 30 years. Many employees, who have had to subjugate themselves to degrading and demeaning drug tests, feel that these tests violate their constitutional rights. It is an infringement on their privacy. In order for the tests to make sure there is no specimen tampering there must be an administrator present to oversee every action the employee makes during their drug test. For tests such as hair and breath testing this does present a major problem, but for urine tests men and women alike are disturbed by the direct observation of their urine collection. Unfortunately, the Canadian Charter of Rights and Freedoms applies only to the laws and actions of the federal and provincial governments and their agencies. It does not apply to the policies and actions of private employers. The Charter therefore does not protect private sector employees from unreasonable drug testing. It is necessary to state that currently an employer can terminate an employee's job if the employee has been using illegal drugs and alcohol, but only if such use is not considered a disability. Alcohol or drug addiction can be viewed as a physical and/or mental disability. In Ontario, the Ontario Human Rights, Citizenship, and Multiculturalism Act prohibit employment discrimination based on disability. Employers have a responsibility to accommodate employees who are disabled. Drug testing has not been proven to be against the Canadian Human Rights Commission. In order to institute a drug testing policy into a company which complies with human rights legislation, an employer must be able to demonstrate that the testing is related to job performance, and not just substance abuse. † Many employees feel that drug testing is a way of discriminating against people who might have a drug and/or alcohol disability. An example of such discrimination is found in Entrop v. Imperial Oil Ltd. The Ontario Board of Inquiry found that Imperial Oil Limited discriminated against Martin Entrop, a senior operator at the Sarnia Refinery, because of a disability. The Board of Inquiry found that â€Å"under a new Alcohol and Drug Policy introduce in 1992, Imperial Oil employees in â€Å"safety-sensitive† positions were required to notify management if they currently had or had previously had a substance abuse problem. † After Mr. Entrop heard that this policy was coming into effect he informed his employer that he had had an alcohol problem about ten years earlier, that he had attended Alcoholics Anonymous, and that he had abstained from using alcohol since 1984. Mr. Entrop had been an employee for seventeen years and he had had no problems at work that were related to substance abuse, but Imperial Oil's policy required that Mr. Entrop be immediately removed form his current position. This example clearly shows that it is discriminatory to terminate a person's job because of a past or present disability and that there are constitutional matters involved with drug testing in the workplace. The lab procedure is a second invasion of privacy. Urinalysis reveals not only the presence of illegal drugs, but also the existence of many other physical and medical conditions including pregnancy. Drug testing is an invasion of privacy that is to be abhorred and it is clearly against our constitutional rights. Drug testing is designed to detect and punish conduct that is usually engaged in off-duty and off employer's premises, in other words, in private. There is much confusion about the accuracy of drug tests. In fact claims of billions of dollars lost in employee productivity are based on guesswork, not real evidence. Urine tests cannot test for drugs directly. They test for traces of substances taken before the test which are no longer active in your system but can still be detected. The most accurate methods of urine analysis are time-consuming and expensive, and even then can be wrong at least 10% of the time. Even though these drug tests are the most accurate, more often then not employers opt for a less accurate drug test because the more accurate ones are too much of an expense for the company. These cheaper drug tests often have an error rate of 30%, which means that 30% of all people that take these drugs tests are falsely accused and may be fired from their jobs. Also, traces of legal medicines, such as cough syrups, nasal sprays and eardrops can be confused with those of illegal drugs. Even the poppy seeds found in baked goods can produce a positive result for heroin. Furthermore, drug tests are not work-related because they do not measure impairment that occurs during work hours. A positive drug test only shows that a drug was taken at some time in the past. Also, the drug test does not distinguish between occasional and habitual use, the same is also true with alcohol testing. Another reason that drug testing isn't very reliable is the fact that drug testing does not even detect all drug users. This is true because most stronger drugs such as cocaine do not last in the user's blood stream as long as someone who has used marijuana for example. This means that the weekend user of cocaine is much more likely than the weekend user of marijuana to pass a weekday drug test. Also drug tests may not reveal very recent drug use. For example, a worker who does not smoke marijuana regularly decides to smoke marijuana in the middle of the work day, a drug test may come back negative because mot enough time has passed for drug metabolites to appear in the urine. With all these factors working against the accuracy of drug tests, not to mention the occasional error of the people who process the specimens at the lab and the false-negatives that occur when an employee deliberately decides to sabotage a drug test, it is hardly worth it for an employer to go through with the trouble of a drug tests when the true drug users, the ones that are harmful to the company, are not pointed out anyways. There are better ways to address substance abuse in the workplace then to rely on the very unreliable method of drug and alcohol testing. These ways are more cost-effective, time-effective and have a much better impact in the workplace; also they do not raise the same privacy issues that drug tests do. An effective alternative to drug testing is to train supervisors to confront, and refer impaired employees to Employee Assistance Programs or other intervention programs. This strategy leads to increased employee acceptance of treatment and a subsequent improvement in overall job performance.

The Beatles: the Greatest Band of All Time?

The Beatles: The Greatest Band of All Time? By: Erin Bozone Ask anyone. Read any music magazine. Go to any store. The Beatles are everywhere because of the legendary contributions they made to musical history and pop culture. They are frequently referred to as the greatest band of all time. But were they really? In this paper, I will compare and contrast two conflicting opinions on The Beatles: Howard Goodall’s documentary â€Å"20th Century Greats: The Beatles† and Piero Scaruffi’s written criticism on the band.I began reading Scaruffi’s web-based criticism, and despite being fore-warned of his unpleasant disposition, found its cynical and loathsome attitude to be unpleasant to read. Throughout the entire piece of writing, Scaruffi never ceased his constant verbal attack on The Fab Four, mercilessly calling them mediocre and generally uncreative musicians. He numerously accuses them of shameless imitation of other groups. He makes it very clear that he on ly believes The Beatles achieved their colossal fame due to extreme luck and just being at the right place at the right time.They arrived just as the white middle class were beginning to feel untrustworthy of the African-American-influenced Rock and Roll. They emerged out of nowhere with a polished and tamer version, stripped of it’s black roots that was more appealing and erased the idea it was a bad influence on the youth of the time. Scaruffi doesn’t believe The Beatles to be as world-shatteringly revolutionary as every single other person on the face of planet Earth does, bluntly stating that â€Å"Their music was just easy to sell to the masses†¦ nd they were photogenic†. Scaruffi credits their immense success not to musical ability, but to the fact that they were sellable, appealed to a broad audience, and had an infinitely accomplished producer. Scaruffi knows that George Martin was acutely influential on The Beatles musical choices and techniques. H e gets this right, although is cruel in his implied beliefs that none of the Beatles themselves contributed a single thing. I believe that he is unfair stating generally that The Beatles are ntalented and unoriginal. I believe this could maybe be applied to the shallow, simple music they were creating early in their career, but to say that overall they didn’t contribute anything at all wonderful is untrue. Over the short decade, they created, experimented and expanded so much that it is practically unfathomable. He does, however, offer slight praise of some elements of their later works such as Rubber Soul, Revolver, and Sgt.Pepper’s Lonely Hearts Club Band and rightfully so. After Scaruffi’s dismal, cutting composition, I warmly welcomed Howard Goodall’s Documentary â€Å"20th Century Greats: The Beatles†. I expected a much more adoring view that would better match my own opinions and that would generally be pleasant to watch. I was sadly mistaken . First of all, Goodall insists on singing the songs himself and only occasionally plays the original recording, which was unimaginably irritating to me, at least.And not only was Goodall incessantly annoying as a narrator, he blindly worships The Beatles while offering useless information. The entire documentary describes in minute detail about the musical techniques that The Fab Four used to revolutionize music, when really they had no idea they were even using them as they were writing the songs. The only person who would’ve had an idea they were using these fancy tactics accidentally would be George Martin. I did not hear Goodall mention George Martin once†¦ and if he had, it must have been in passing.The only thing that Goodall got exactly right was the fact that they were brilliant at translating their feelings into music while virtually having no idea what they were doing musically, and that they did, indeed, change music forever. My own personal opinion, I think, would be somewhere in the exact middle between these two polar opposites. I love the music that The Beatles have created and think they were just spectacularly wonderful, but I also am able to recognize that a large percent of their brilliance was also contributed by George Martin and I accept that.I think the most impressive thing about The Beatles as a musical group is how much they accomplished. In just 10 years, they created so much. The monstrous amount of material the created is staggering. And all while experimenting, re-inventing techniques and making them their own, growing, learning, changing and finding themselves within the music is just mind-blowing and inspiring. Works Cited Goodall, Howard, dir. â€Å"The Beatles. † Howard Goodall's 20th Century Greats. Channel 4: 2004. Television. Scaruffi, Piero. â€Å"The Beatles. † www. Scaruffi. com. N. p. , 1999. Web. 29 Nov 2011. .

LANG Surname Meaning and Family History

LANG Surname Meaning and Family History The last name Lang originated as a descriptive surname given to an unusually tall individual, from the Old English lang or long, meaning long or tall. LANGE is a common German variant, while LANG is more prevalent in Scotland and northern England. LONG is another common English variant. Lang may also have originated as a Hungarian surname, from  lng, meaning flame, perhaps a descriptive name for a passionate individual, or for someone who worked with fire, such as a blacksmith. The Lang surname is also found in China,  adopted by descendants of the founder of  Lang City in the state of Lu. Lange  is the 26th most common German surname, while  Lang is the 46th most common.  Long is the 86th most popular surname in the United States. Surname Origin: German, Scottish, English, Dutch, Swedish, Danish, Chinese Alternate Surname Spellings:  LANGE, LONG, LUNG, LAING, DE LANGE Famous People with the LANG  Surname Fritz Lang  - Austrian-born film directorDavid Lange -  former New Zealand prime ministerJessica Lange  - American actressJosephine Lang - German composerAlgot Lange - Swedish explorerJoseph Lange - Vienna actor and painter; Mozarts brother-in-law Where Is the LANG Surname Most Common? According to surname distribution from Forebears, the Lang surname is most common in Austria, where it ranks 24th in the nation, followed by Germany (35th), Switzerland (61st), Luxembourg (104th), Liechtenstein (132nd), China (193rd) and Vietnam (203rd). The Lange spelling of the surname, on the other hand, is most common in Germany (26th), followed by Greenland (47th) and Denmark (107th). Lang is more common in the United States than Lange. WorldNames PublicProfiler indicates a similar distribution, with the greatest percentage of individuals named Lang in Austria, followed by Germany, Hungary, Switzerland, and Luxembourg. Lange is most common in Germany, especially northern Germany, followed by Denmark. Genealogy Resources for the Surname LANG Meanings of Common German SurnamesUncover the meaning of your German last name with this free guide to the meanings and origins of common German surnames. Lang  Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Lang  family crest or coat of arms for the Lang surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male-line descendants of the person to whom the coat of arms was originally granted. LANG  Family Genealogy ForumThis free message board is focused on descendants of Lang  ancestors around the world. There is also a separate message board for discussion of the Lange surname. FamilySearch - LANG  GenealogyExplore over 5.8  million results from digitized  historical records and lineage-linked family trees related to the Lang surname and variations such as Lange on this free website hosted by the Church of Jesus Christ of Latter-day Saints. LANG  Surname Mailing ListA free mailing list for researchers of the Lang  surname and its variations includes subscription details and searchable archives of past messages. They also host  a mailing list for the Lange surname. DistantCousin.com - LANG  Genealogy Family HistoryExplore free databases and genealogy links for the last name Lang. GeneaNet - Lang  RecordsGeneaNet includes archival records, family trees, and other resources for individuals with the Lang  surname, with a concentration on records and families from France and other European countries. The Lang  Genealogy and Family Tree PageBrowse genealogy records and links to genealogical and historical records for individuals with the Lang  surname from the website of Genealogy Today. References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967.Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998.Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003.Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989.Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003.Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997.Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997. https://www.thoughtco.com/surname-meanings-and-origins-s2-1422408

Guidelines for Keeping a Lab Notebook

Guidelines for Keeping a Lab Notebook A lab notebook is the primary permanent record of your research and experiments. Note that if you are taking an AP Placement lab course, you need to present a suitable lab notebook in order to get AP credit at most colleges and universities. Here is a list of guidelines that explains how to keep a lab notebook. Notebook Must Be Permanently Bound It should not be loose-leaf or in a 3-ring binder. Never tear a page out of the lab notebook. If you make a mistake, you can cross it out, but you should not remove sheets or parts of sheets from your book. When you cross out an error, it should still be legible. You should be  explaining the reason for the strikethrough and you should initial and date it. To that point, it is not acceptable to take notes in pencil or erasable ink. Keep Everything Legible and Organized Organization is key to a good lab book. Print your name, contact info, the date and other pertinent information on the cover of the lab book.  Some lab books require you to enter some of this information on every page of the book. If your book is not pre-numbered, number every page. Usually, numbers are located in the upper outer corner and both the front and back of each page is numbered. Your labor instructor may have a rule regarding numbering. If so, follow their instructions. Its also a good idea to reserve the first couple of pages for a Table of Contents. To keep everything organized and simplified, start a fresh page for each experiment. Be Precise in Your Record Keeping This is a record of the lab work you have done during the semester or year, so it needs to be thorough. For each experiment, record the date(s) and list lab partners, if applicable. Record all information real-time. Dont wait to fill in the information. It may be tempting to record data elsewhere and then transcribe it into your lab notebook, usually because it would make the notebook neater, but its important to record it immediately. Include charts, photos, graphs and similar information in your lab notebook. Usually, youll tape these in or include a pocket for a data chip. If you must keep some data in a separate book or other location, note the location in your lab book and cross-reference it with the relevant lab book page numbers wherever the data is stored. Dont leave gaps or white space in the lab book. If you have a big open space, cross it out. The purpose of this is so no one can go back in and add false details at a later date.

Corporate business management Essay Example | Topics and Well Written Essays - 750 words - 1

Corporate business management - Essay Example political, economic, and social implications that change will result to also needs to be identified and enumerated to ensure the success and development of the organization as well as the welfare of the general public. Moreover, it is the hospital’s management philosophy that seeks to integrate all organizational functions such as marketing, finance, design, engineering, production, customer service, and others to focus on meeting patients needs and organizational objectives (Hashmi, 2000). A considerable number of companies have developed into an essential part of the period of global competition, increasing development, improved business paradigms, and corporate reorganization. The continuing transformation from the traditional industrial framework with its hierarchical companies to a worldwide, knowledge-founded financial system and intelligent corporations necessitates human resource purposes to realign and relocate itself. The development of Lean Quality Management System of the hospital is one of the quality management approaches that address the business setting at present. It was developed to (1) save thousands of dollars each year by avoiding the waste associated with a paper quality system, (2) harness the creativity of employees while maintaining control of their projects, (3) perform tasks that are clearly assigned, defined, communicated and focused, (4) spend less time managing the quality system and more time improving the value stream, (5) reduce training costs by integrating procedures with training, (6) provide a management system that provides the who, what and when, and (7) provide the metrics to drive your organization to ever-higher levels of performance and success which works just as well for small as large companies (Lean Software Quality Management). Perhaps, the hospital may want to initiate a management system and strategy that could maintain the organization’s capability, strength and competitiveness. It is important that the

Airfix Footwear LTD v. Cope [1978] ICR 1210 Case Study

Airfix Footwear LTD v. Cope [1978] ICR 1210 - Case Study Example It is irrelevant in the case observed in the paper whether the individual daily contracts were separate employment or not. The IT concluded that no individual contracts existed between the worker and the company. The company only delivers work sporadically from time to time, and from time-to-time the worker chooses to do it, so that there is a pattern of an occasional week done a few times a year, then it might well be that there comes into existence on each of these occasions a separate contract of service or contract for services, but the overriding arrangement is not itself a contract of employment, either of services or for services. But these matters must depend upon the facts of each particular case. This case confirms the view that an "umbrella" contract can exist if a practice of dealing has been built up over the years with expectations and obligations on each side. It was only in respect of the overall contract that the question of mutuality of obligation came into effect, and in this particular case, it was considered that this obligation was so overpowering that it meant that no individual contracts had existed. However, it is often difficult to establish the necessary ongoing mutuality of obligation to change a series of short-term contracts into a single "umbrella" contract. In this case, the IT denied the worker's claim because the worker is not obligated to accept the work and the provider is not under any obligation to consistently provide the work to the worker. In order for the 'worker' to be classified as an 'employee', the case must be able to pass the test for employee status. In this case, the company does not have or is not in a position to exercise any control over the worker. "The more control the supervisor or employer can exercise, the more likely the worker will be deemed an employee. Temporary workers engaged through employment agencies have for a number of years been a popular choice for UK businesses. The benefits to businesses o f engaging a flexible labor resource have been tangible. The resource can, in theory, be turned on and off at will, without the problems associated with headcount, the need for redundancy procedures or risk of unfair dismissal. In short, temporary agency workers have proved a cost-efficient resource to end-user businesses. For an employment contract to exist, as a minimum the following ingredients must be met; first a contract between the parties, second, an element of control over the worker and third, a mutuality of obligation between the worker and the employer. Up until 2004, most cases considered by the courts found that whilst there may be sufficient control exercised by the hiring end user over the worker and mutuality of obligation, there was no actual contract between the worker and the end user. In contrast, the courts found that whilst there was a contract between the agency and the worker, there was insufficient mutuality of obligation or control by the agency over the w orker for it to be an employment contract. The consequence was the worker was not employed by either the agency or the hiring end user. It soon became obvious to the court that the base was not broad enough, using merely mutuality of obligation as the test. It broadened its scope of the test by including the concept of control of the worker.