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

Personnel Economics - Essay Example 1) stressed the organization of the educational system towards what is essential for students after the learning experience. The quality of the teacher is critical in this particular educational philosophy since it requires an understanding of what matters most on the part of the learner. There are many investigations undertaken exploring this theme. The work of Kramer and Pier (1999) and Nussbaum (1995) are cases in point. Each of these investigated what constitute effective teaching, best teaching practices, appropriate instructor behavior and a host of other variables that underpin an emphasis on the link between teacher quality and educational quality. Rockoff's (2004, p. 18) work, for example, depicted this as he found that raising teacher quality is key in improving student outcomes. The American educational system also emphasizes this as reflected in its policies, norms, standards and guidelines. Stakeholders such as the American National Association for the Education of Young Children (NYAEC) fiercely advocate the teacher certification and strict teaching standards for purposes of enhanced academic performance (File and Gullo 2002, p. 119). However, the empirical evidences as provided by the literature can be confusing as several strands of research focus on different aspects of the issue. This report will attempt to remedy this by focusing on two important research themes: the impact of teacher quality on educational outcomes and the impact of teachers' compensation on their performance. 2.0 Quality of Teachers and Children's Educational Outcome The NYAEC has outlined five important guidelines for 4-5 year institutions that would indicate preparedness on the part of the early childhood professionals (see Horm-Wingerd, 2001, p. 63). File and Gullo's (2002) work articulated this guideline further when they found how the capacity of teachers to address collaborative relationship with the learners' families; the ability to apply relevant early education th eories; and demonstrate a thorough understanding of family structure, the learners cognitive development and their needs, constitute the ideal teacher quality. Several studies would confirm this. For instance, Wilcox-Herzog's (2002, p. 104-105) investigation on the relationship between teachers' beliefs and their actions revealed that training and the preparation required for early childhood teaching certification is an indicator of high level of involvement and verbalizations in the classroom because it contributes to the maturity, knowledge and confidence of the teacher. There are many researchers who have conducted studies that successfully quantified the impact of teacher quality and education outcomes. The works of Goldhaber and Anthony (2007), Vandervoort et al. (2004), and, Smith et al. (2005) are cases in point. These studies found the students who were instructed by teachers who took and passed the teacher's board certification fared better on standardized tests than those students who learned from non-certified teachers. File and Gullo explored the link between teacher quality and children's academic gains in their comparison of the outcomes of several academic curricula by assessing the performance of the teacher at the beginning and at end of the programs. The researchers found that teachers with better training and experience are better equipped to deal with classroom management issues as well as in demonstrating the best teaching practices

Case Brief Essay Example for Free

Case Brief Essay Mr. David R. Bullock filed an appeal from his convictions for attempted statutory rape, and attempted sexual exploitation of a minor. David R. Bullock put himself in numerous conversations via email and chat rooms with a Newton County Deputy Sheriff who was conducting a sting operation against pedophiles. The Deputy took on a persona of a thirteen year old female by the name of â€Å"Ashley Anne†. Many of the conversations that took place between Mr. Bullock and â€Å"Ashley† were of a sexual nature. During conversations between Mr. Bullock and â€Å"Ashley†, he discussed how he would like to engage in certain acts (sexual) with her and her friends (girls of younger age) and how he would like to video those acts. He informed â€Å"Ashley† that the conversations about meeting with her and her friends should not be discussed because it was not legal for them to meet. Eventually a meeting was scheduled for a time and a place to meet and specific instructions were given to â€Å"Ashley† on how the meeting should take place. â€Å"Ashley† was told that upon her arrival to the specified location, she should meet Mr. Bullock in a specific area of that location. History On October 18, 2002, Mr. Bullock and the decoy â€Å"Ashley† were present at the specified location, along with computer and video equipment in his vehicle, which ultimately leads to the arrest of Mr. Bullock. At the time of the arrest, Mr. Bullock did not deny having conversations with â€Å"Ashley† but explained that if she would arrive, he just wanted her to be counseled by the authorities on the dangers of meeting strangers on the internet. Mr. Bullock argues that his case is a case of entrapment and that he took no â€Å"substantial steps† towards committing the crimes he has been charged with. Issue: The sufficiency of the evidence is challenged and Appellant claims an entrapment defense for the reason that he was not predisposed to engage in the charged offenses, we shall set forth in greater detail a series of sordid internet and telephone communications between Appellant and the purported 3 victim than we usually would. Holding First, Appellant does not admit that he committed the crimes for which he was convicted and, second, there is no evidence that Appellant was not predisposed, ready and willing to commit these crimes.   Appellant did not meet his burden of injecting into the case a proper case for entrapment. Rational Appellant tendered four jury instructions alleging the affirmative defense of entrapment.   Appellant cites to the evidence that Ashley induced Appellant to take the â€Å"substantial step† of committing the crimes of statutory rape and sexual exploitation of a minor when he was not otherwise so inclined.   Appellant contends that he was only willing to express his fantasies, which was not a crime he was charged or convicted of, and he was not willing to act upon his fantasies without the inducement by Ashley.   He notes that Ashley initiated the majority of contacts with Appellant; specifically, he claims Ashley initiated seventeen of the nineteen instant messages and four of the eight e-mails between her and Appellant.   Appellant indicated the portions of the conversations where Ashley first proposed that Appellant come to Diamond and persisted in trying to set a firm date; he claims he was reluctant to act on his desires.   Appellants cla im that he would not have committed the charged offenses but for the enticement by Ashley is not supported by the evidence.

Robert Cohns Struggle for Respect in The Sun Also Rises Essay

Robert Cohn's Struggle for Respect in The Sun Also Rises    Jake Barnes: "You're not an aficionado?" Spanish waiter: "Me? What are bulls? Animals. Brute animals... A cornada right through the back. For fun-you understand." (Hemingway, 67)  Ã‚  Ã‚   Why does everybody hate Robert Cohn? At the beginning of Hemingway's novel, The Sun Also Rises, Jake Barnes, the story's point-of-view character, wants us to believe that he has at least some appreciation for Cohn. He relates some of Cohn's life for us, how at Princeton he was a middle weight boxing champ, how despite his physical prowess he had feelings of "shyness and inferiority...being treated as a Jew," (Hemingway, 11) his turbulent career as a magazine editor and his failed marriage. It's easy to begin to feel sorry for this guy. The only mistake he made was falling for Lady Brett Ashley. Cohn's infatuation with this heartless wench, coupled with the jealousy and competitive nature of the novel's other bon vivant characters, lead to his disgrace.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Brett Ashley is, from the start, a careless woman. A lady by marriage only, she has affairs with many men, breaks many hearts, and drinks lots of liquor. She wants to be the center of everyone's attention. She may be physically stunning, but she lacks class and restraint. Like the rest of the novel's main party, she has a taste for living the good life in disregard of the feelings and actions of others. It seems everyone loves or has loved her, including Jake Barnes. So Robert's unfortunate attraction to Brett Ashley has already heightened tensions between the male characters.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   For a significant portion of the novel, Cohn is defending himself from the threats and name-calling of Mike, the man to whom Brett... ...on, he posed no great threat to the group and was more a victim of racism than of unrequited love. If his interest in Lady Brett amounted to anything, it was as a target for the jaded sentiments of his "fellow" bon vivants; someone should have clued Cohn in and told him he'd be better off staying in Paris. I suppose these sordid affairs only prove Hemingway's feelings, as expressed by Bill in the novel: "You're an expatriate. You've lost touch with the soil. You get precious. Fake European standards have ruined you. You drink yourself to death. You become obsessed by sex. You spend your time talking, not working." (120) Maybe Robert Cohn, a victim of this ruination, will know better than to waste his time with these dark-hearted dilettantes who hold costly ideas of enjoyment. Works Cited Hemingway, Ernest The Sun Also Rises. Scribner Paperbacks: NY, 1997.

Professional Development of Nurses Essay

In 2008, the Institute of Medicine (IOM) partnered with the Robert Wood Johnson Foundation (RWJF) to form an initiative on the future of nursing. The RWJF is an independent organization that focuses on healthcare innovations and programs such as childhood obesity, health coverage, and public health. The IOM is a non-government resource that assists the government and private agencies in making informed decisions about healthcare issues (â€Å"ISNA bulletin,† 2011, p. 11). This 2 year study focused on the current state of healthcare, specifically nursing, and provided recommendations to improve the nursing profession and enhance the infrastructure of healthcare. Key points were safety, technology, and interdisciplinary collaboration of practice. The study focused on nursing education, practice, and nursing’s role of leadership (Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing, at the Institute of Medicine [RWJF], 2011). The focus on education was primarily driven to advance the educational system and to further advance nursing care in the changing face of healthcare reforms. The study showed that nurses have a significant impact in healthcare, with more than 3 million members; they are posed to generate a large role in the reform of the healthcare system (Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing, at the Institute of Medicine [RWJF], 2011). The IOM strives to achieve higher levels of education through improved educational systems. Nurses are encouraged to practice to the full extent of their education and training. The IOM initiative is promoting removal of the barriers that are in place regarding scopes of practice for advanced practice nurses and to standardize the scope of practice delineations across state lines. The report recommends support of nursing education and programs expanded to graduate more upper level nurses who will then focus on becoming educators. The goal of the IOM is to have 80% more baccalaureate prepared nurses by 2020. By increasing the number of nursing programs that are now in place and changing those from purely traditional learning to a hybrid of traditional and innovative or online programs more nurses will graduate with higher degrees. Intensifying the traditional curriculum to include interprofessional collaboration, communication, and systems thinking helps to encourage higher level thinking and superior leadership skills. Additionally encouraging nurses to engage in lifelong learning to retain and renew competencies is very important; the competencies should be relative to the knowledge, experience, and practice of the nurse. Another part of the education process is the implementation of nurse residency programs. These programs are important because it takes time and experience for a nurse to become fully prepared to be functional in the acute care setting and these new opportunities will encourage the nurses to stay at the institution. This IOM report has a tremendous impact on nursing practice, particularly in primary care with the focus being on increasing nursing education to provide higher quality care for the patients. Keeping up with facility and national competencies is important to ensure that the nurse’s practice is up to date and current. Improved technology also increases the nurse’s efficiency and the amount of time that the nurse is able to spend with their patients. Additionally, this helps with the education of the patient because when the nurse is able to spend more time with the patient more effective teaching is done. Patient safety is one of the most important parts of nu rsing and by utilizing education as well as technology nurses are able to prevent critical errors and maintain patient safety more effectively. With the new Patient Protection and Affordable Care Act (PPACA) traditional healthcare is evolving to patient centered care delivered in the community rather than in the acute care setting. Advanced practice nurses will have a bigger â€Å"voice† in the community and an enormous impact on healthcare. This will impact me in my nursing facility because as I am better educated and up to date on my competencies, my patients are safer, I am utilizing the most recent technology in caring for them, and therefore providing them the best and safest care. The IOM report is describing an ideal world where nurses are significant as leaders, in a partnership with physicians and other healthcare professionals, in redesigning the healthcare system. To accomplish this reform, nurses must be educated as leaders by focusing on communication, professionalism, interprofessional collaboration and decision making (â€Å"ISNA bulletin,† 2011, p. 12). The nurse should be actively involved in identifying problems, collaborating with the physicians to seek solutions, and be committed to providing safe and effective healthcare to the patients and community. Leadership also plays an active role in policy making, institutional model development, and improving work processes. Nurses, with their backgrounds in patient care, have a unique understanding of patient well-being, institutional policies, and flow of the healthcare team which helps them to be on the forefront of change. In closing, the IOM report is a detailed description of recommendations that describe how nurses can and should be actively participating in the healthcare reform. It is time for a change and nurses have the opportunity and responsibility to participate in these transformational changes. Education, leadership, changes in nursing practice, and collaboration of the healthcare team are the keys to change. References Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing, at the Institute of Medicine. (2011). Institute of Medicine. [Article]. Retrieved from http://iom.edu/~/media/Files/Report%20Files/2010/The-Future-of-Nursing/Future%20o Fights, S. D. (2012, March/April). Nurses Lead From Where We Stand: How Can You Impact the Future Of Nursing? [Article]. MEDSURG Nursing, 21(2), 57-58. Retrieved from http://library.gcu.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=74576360&site=eds-live&scope=siteâ€Å">Nurses Lead from Where We Stand: How Can You Impact the Future of Nursing? IOM Report on the Future of Nursing: Leading Change, Advancing Health. [Journal article]. (2011, January 11). Med-Surg Matters, 1, 3. Retrieved from http://library.gcu.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=2010978901&site=eds-live&scope=site†>IOM Report on the Future of Nursing: Leading Change, Advancing Health. Visioning the future of nursing: analysis of the IOM/RWJ foundation report [independent study]. (2011, august, September, October). Indiana State

Project Management Principles Essay

Project management is the discipline of planning, organizing, securing, managing, leading, and controlling resources to achieve specific goals. A project is a temporary endeavor with a defined beginning and end (usually time-constrained, and often constrained by funding or deliverables), undertaken to meet unique goals and objectives, typically to bring about beneficial change or added value. Project management is a composite activity with multiple dimensions. Depending on the type and class of project this management activity can be very complex. To make a project successful, the following principles are necessary assets in creating a path to completion. These principles of project management can be applied to any level or branch of a project that falls under a different area of responsibility in the overall project organization. Project Management Principles Initiation During the initiation process, the nature and scope of the project is defined. Without careful planning of this process, the project is unlikely to meet the needs of the business. Here, need an understanding of the business environment and need to make sure that all controls are incorporated and all deficiencies pointed out and adjusted. Everybody working on the project needs to understand the nature of their involvement: for what is each person responsible, and to whom are they accountable? Without clear roles and responsibilities, nobody will know precisely what he or she is supposed to be doing (and everybody will pass the buck at the first sign of trouble). In such a chaotic environment, the progress of the project will be seriously jeopardized. Planning After the goals are set in the initiation phase, planning will incorporate details that are specific to make the project work. It is important to take the time to carefully plan out a project, as a poorly planned project will take much longer to complete. Important elements including budget, schedule, risk involved, activities needed, and resources are carefully planned in this phase. Planning is essential. It helps to: -Communicate what has to be done, when and by whom -Encourage forward thinking -Provide the measures of success for the project -Make clear the commitment of time, resources (people and equipment), and money required for the project -Determine if targets are achievable -Identify the activities the resources need to undertake. Execution This is when the plan is put into action. This phase will also need precise management of people, time and resources. Communication is essential to be successful in execution. It is vital that clients and customers think carefully about the products, or deliverables, they require, before the project begins. The clearer they can be about their requirements, the more realistic and achievable the plans that can be produced. This makes managing the project much easier and less risky. During the execution phase, issues should be carefully tracked so that the project manager and other team members are aware of any problems that come up during execution. Monitoring and Controlling Monitoring and Controlling a project is the process or activities whereby the project manager tracks, reviews and revises the project activities in order to ensure the project creates the deliverables in accordance with the project objectives. Project control really happens close in proximity with project execution. Project control involves monitoring the project for risks and keeping those risks at bay. It also involves keeping changes in the project to a minimum. Project control often mistakenly gets lumped in with project execution functions, but it’s important not to do this. At times, during the control phase, project managers may find that a given risk or problem forces them to revisit phase II – planning. This is because some risks or issues that come up and were unforeseen may make the project, as planned, unable to reach completion. Good project managers will implement a system to monitor and control their project’s progress to ensure project success. Closing Even a project needs to be closed. This is the phase where there is formal acceptance that the project has ended. This not only includes project closure, but contract closure as well. When a project is complete it is advisable to conduct a controlled closedown. This allows the formal handing over of the final product of the project to the staff responsible for its continued operation. Closing the project includes steps to ensure that all of the aims have been met. Formal acceptance and sign off procedures are carried out to check that all the project products meet the required quality standards.

Do you remember your 2014 New Year’s resolutions

Do you remember your 2014 New Year’s resolutions I honestly had forgotten all but two of mine, and only looked at them today because I knew it was time to write my New Year’s â€Å"Ressaylutions† update. In January I promised to report both my wins and my fails for the year in August. Oops. It’s September. That’s my first fail. I completely forgot about my promise to do an August update! I’m a couple of weeks late, but I’m keeping honest – even though I feel a bit scared to do so since I am not on track to meet some of my goals. My invitation to you is to do an honest assessment of where you are in achieving your New Year’s goals. The first step is to remember what they were! Then evaluate your progress. 2014 â€Å"Ressaylutions† and Current Status: Increase college essay / personal statement portion of my business to 25% of business. I took action on this goal but have not reached the goal (so far this year I’m at 5%; projected 10% by end of year). Actions taken: Gave interviews for an article in the Catholic Herald and another one in The Educated Mom blog. Advertised a summer program for rising high school seniors to work on college essays, but received no inquiries. Will be speaking at the NRWA Conference this week about how to write a standout college essay. I’m letting more resume writers know about my services so they know they can refer clients to me if they do not do personal statement coaching themselves. Roll out a new â€Å"responsive† (mobile-friendly) website. This project has been delayed numerous times despite starting work on a new website in December 2013. I just transitioned to a new company and I’m hoping to have a new website by the end of the year! Choose a CRM and project management system. I decided to implement Infusionsoft and I am working with an Infusionsoft expert to do it. We are plugging away and the plan is to launch the new website and the Infusionsoft functionality all at the same time. I look forward to having things run seamlessly by Q1 2015! Serve 250 clients. Last year The Essay Expert worked with 200 clients to find new jobs, get into school, and achieve business results. Total clients this year is 119. I am not on track to reach my goal. I will be looking at my lead generations strategies and expect that my new website and Infusionsoft implementation will support The Essay Expert’s expansion to a wider client base. Generate 214 success stories. I have not met this goal (we’re at 45) and will need to step up my follow-up efforts with clients to increase this number! As you can see, I am likely not going to fulfill all my Ressaylutions for 2014. However I can still use them to motivate myself to action – and I will! When I make my 2015 resolutions, I will be taking a hard look at both my successes and failures from 2014, as well as my priorities for the coming year. I hope you will too. What were your New Year’s Resolutions and have you held yourself accountable? Please share! Category:Life and LeadershipBy Brenda BernsteinSeptember 15, 2014

3 Crazy Interview Questions and How to Prepare for Them

3 Crazy Interview Questions and How to Prepare for Them Are you prepared for any odd questions an interviewer may throw your way? Career marketing is at its height as hiring managers search for new means to find the right candidate for the job. Whether it’s social media, such as behemoth career networking site LinkedIn, or traditional recruiting, the world of human resources is changing. And so must those searching for the right fit.Recently, major companies such as Dropbox, Google, Dell, and Apple have started polishing its interview policies. Gone are the days where hiring managers only asked questions about experience, skills, education, and job readiness. Now they mix in a little craziness just to shake the candidate and see where their mind is. Here are a few examples of crazy interview questions and why employers ask them.Shipwrecked with ChoicesIf you were shipwrecked on a deserted island and had to choose from three people to help you, who would you choose. You can choose from ten people: the lawyer, the doctor, the carpent er, the ship’s captain, the politician, the high school teacher, the cook, the scientist, the soldier and the policeman.This question may seem silly at first, but it tells the hiring manager about the candidate’s ability to adapt and their overall drive and personality. For example, if the person chooses the high school teacher, doctor, and carpenter, it would suggest they are planning to rebuild and start a new society. This shows the hiring manager the person is capable of bouncing back from a situation.On the other hand, suppose the candidate chooses the ship’s captain, lawyer, and carpenter. This shows a strong inclination the person values strong leadership over individual talents. But the ultimate scenario desired is the candidate who chooses the carpenter, the ship’s captain, and the soldier. This shows they are planning to get off the island and turn lemons into lemonade.Extra CargoIf you were asked to unload a Boeing 747 full of jelly beans, what would you do first?This question gauges the candidate’s ability to think outside of the box. A person who answers that would ask for help shows a strong inclination to team building. Some would say they would schedule time to unload the pile more efficiently. According to Bose, one of the most popular answers indicated the person’s creativity, compassion towards others, and ability to solve problems on the spot. The person who received the highest praise said they would open the belly of the plane and dump the entire contents on a poor, starving country.Others said they would order the cargo staff to unload the plane, while one even attempted to hide the beans. Whatever the answer, employers learned whether the candidate was able to make solid decisions on the spot or whether they could excel in a fast-paced atmosphere.Clash of TitansWho would win in a fight between Superman and Batman?While this is the age-old question of comic book geeks everywhere, this simple ques tion also shows the thought process behind answering strange questions. First Superman is super strong, able to fly, has heat vision and blizzard breath, and is virtually indestructible. On the other hand, while Batman is strong and fast, he is nowhere near as strong or fast as Superman. But Batman does have superior fighting skills, a utility belt full of dangerous surprises, and the cunning and wit of the best insane criminal.One candidate said Batman’s alter-ego, billionaire Bruce Wayne, has enough money to buy kryptonite and create a weapon to wound or even kill Superman. This shows the job seeker as an individual who doesn’t give up until they have found a solution to a serious, unsolvable problem. This out of the box thinking is what helps these candidates succeed.Get ready for the hard QuestionsHow can a candidate prepare themselves for these type of questions? Simple answer is there is no way to prepare for the unknown. It’s how you work with the informa tion that’s important. The following do’s and don’ts will help candidates make the best choice and win the job.Do:Take time to understand what they are asking.Ask questions to see if more information is available.Consider the outcomes.Don’t:Overthink the question.Go for the obvious answer.Say you don’t know.No matter what the question, hiring managers have learned these often silly and strange questions cause candidates to use brain power they normally wouldn’t exhibit. Any interviewer can ask them to solve a problem in their specialty, but what does that prove? Asking questions that force candidates in an uncomfortable and impossible situation brings out their true abilities and skills.Note: this article was originally published on TopResume.TopResume is a Talent Inc. company, the personal branding destination for all career-driven professionals. Through our extensive network of professional writers, we offer career advice and analyze and w rite more resumes and LinkedIn profiles than any other service in the world. Ready to get started? Request a free resume critique today.

The Pros and Cons of Screenplay Competitions

The Pros and Cons of Screenplay Competitions Screenplay competitions have long served as a means for fledgling screenwriters to call attention to their talent, especially if they have little else to draw from in the way of Hollywood relationships. As a former literary manager and screenplay competition judge, I can confidently say that the most skilled storytellers will ultimately get noticed in such settings. However, there are a few thing screenwriters should know before submitting. First, not all competitions are created equal. In fact, only a small handful will truly mean anything when it comes to advancing your career, and even then, only if you place in at least the top 10 percent. So, what competitions are worth your hard-earned 50 bucks? Below is a list of what I believe are the top 10 screenplay competitions today based on credibility and access they provide to the industry: 1.  Ã‚     Academy Nicholl Fellowship oscars.org/nicholl 2.  Ã‚     Sundance Screenwriters Lab sundance.org/programs/feature-film#labs 3.  Ã‚     Final Draft Big Break Contest https://store.finaldraft.com/big-break-contest.html 4.  Ã‚     TrackingB trackingb.com/contests/?contest_id=36 5.  Ã‚     Launch Pad https://www.tblaunchpad.com/ 6.  Ã‚     Slamdance http://showcase.slamdance.com/Screenplay-Competition 7.  Ã‚     Scriptapalooza scriptapalooza.com/home.php 8.  Ã‚     PAGE International https://pageawards.com/ 9.  Ã‚     BlueCat bluecatscreenplay.com/ 10.  Ã‚     Austin Film Festival https://austinfilmfestival.com/submit/screenplay-and-teleplay-submissions-2/ What makes these competitions so widely trusted compared to others in the marketplace is their long history of rewarding quality writing and the high caliber of judges they hire – many of whom are respectable producers or managers. This translates to greater industry access for top finishers in addition to generous cash and other prizes. Several of these competitions, such as Slamdance and BlueCat, also provide written feedback to all entrants; so even if you don’t place, you get some constructive criticism that can be used to better your material for the next one. Another key takeaway: it means more to do well in one or two highly respected competitions like the Nicholl or Sundance than to do well in dozens of lesser-known competitions. Industry types are more apt to trust the informed opinion of a few accredited peers than a bevy of unknowns. Furthermore, entry fees for preeminent competitions aren’t higher on average than less notable ones, meaning you’re spending less and getting more value for your dollar So then, what scripts typically do best in competition? Readability is key. Proper formatting, spelling and grammar alone will elevate your material above half the submissions. After that, the focus is on craftsmanship. A coherent three-act story structure coupled with compelling characters, clever plotlines and crisp dialogue will catapult you to the quarter- or even semi-finalist stage. Reaching this level is all but guaranteed to generate reader requests and perhaps even some phone calls from interested parties. However, the screenplays that advance to the finalist level and beyond – the ones that get you in-person meetings – often have one very special, very ironic ingredient: they boast unfamiliar ideas and storylines that may not be marketable enough to get the film made. Numerous colleagues of mine, from Nicholl judges to professional script consultants, have confirmed as much. Essentially, there’s a disconnect between scripts that place highly in competitions and those that get produced because competitions look at creative writing skill over marketability and reward highly original ideas that eschew the very market trends and genre conventions production companies seek. Bottom line, screenplays that win competitions are less likely to get made than they are to serve as calling cards for agents, managers and producers who want talented writers-for-hire. While it may not be the path you planned, it’s still a step toward becoming a professional screenwriter. And a very viable one for those with real talent.

Reflection on CORE Essay Example | Topics and Well Written Essays - 500 words

Reflection on CORE - Essay Example ritically read a text, I always come up with different meanings and this helps me to grasp the context of what the writer would be intending to convey to the readers. I have observed that there can be different meanings attached to a certain reading and this can only be possible if you read the text critically. This helps the reader to criticise some of the ideas portrayed by the writer. However, the major disadvantage I can talk about is that the core has a lot of work to do. A lot of essays need to be written and I at times find it difficult to complete them since some topics do not fit in the subject area under discussion. The other important core topic I have learned pertains to ethics and environment. Our life is mainly shaped by the environment in which we live since we obtain all the basic needs that sustain our lives from it. There is a strong relationship between human kind and the environment. The other important issue I have learned is that our actions often impact on the environment and it should be our responsibility to ensure that we do not harm it. The more we act negatively, the more we cause harm to the environment. Therefore, the major lesson I have learnt from this core is that it is our responsibility to protect the environment for the benefit of the future generations to enjoy the same environment. Due to improved communication technology, I have discovered that we are now living in what is commonly known as the global village. As a result of globalisation, people from different parts of the globe can engage in business and it is also possible to communicate instantaneously as a result of the improved communication and technology. Globalization has greatly helped to promote trade among nations and this is beneficial to different countries. It also helps to promote culture exchange where people from different parts of the globe can benefit from the cultures of other countries. However, the only negative aspect about globalization is that some

Western Imperialism Essay Example | Topics and Well Written Essays - 750 words

Western Imperialism - Essay Example Western imperialism is a recurrent theme in much of the historical and anthropological literature.By looking at a map of Africa, we can see a graphic example of how imperialism has affected the evolution of African countries and how the period of the "great empires" has devolved to "spheres of influence" in Africa today (Kindersley).The irony in analyzing imperialistic settling in Africa is that Africa provided the starting point for humanity over 2 million years ago. The great age of colonization from Europe started with the explorations of the Portuguese, shortly followed by the Spaniards, the Dutch, and then the rest of Europe.The English started the slave trade in the well-known "triangle" route between the UK, Africa and the Caribbean, starting in the early 1600's. On the route from the UK to West Africa, the ships' captains transported rum and trinkets, and sometimes firearms. They picked up slaves in West Africa, generally dealing with the coastal tribes who kidnapped or trade d for slaves from the interior of the Continent. The slaves were then transported to the Caribbean, generally to work on sugar plantations. At that point, the ships dropped off slaves and bought rum to transport back to the UK. The French began a similar trade, sourcing slaves for their plantations in the Caribbean.The rest of Africa was largely ignored until the Dutch settlers-the Boers-came to Southern Africa in the late 1700's. They co-settled with the English and engaged in wars against the tough native Zulus, Bantus and other tribes of the southern part of the Continent. The "golden," or "infamous," depending on your viewpoint, age of colonization was the 1800's. During that period, slavery declined but other forms of exploitation thrived. The discovery of gold and diamonds in South Africa and Rhodesia led to a renewed interest by Great Britain in that area. King Leopold of Belgium took over the Congo in the 1860's and ran it as a personal fiefdom for its mineral wealth. France took over what is now called French Africa (centered around the Ivory Coast), while Germany took what was then called Southwest Africa, but is now called Namibia. They also took Zambia. In East Africa, the British took Kenya and Tanganyika (now part of Tanzania), but failed to take the Sudan (Kitchener's famous routing in Khartoum). The French failed to take Madagascar, but took Reunion as an important naval base. They took Algeria, first as a French colony in the 1800's, then as a French "dpartement outre-mer," or non-contiguous state within France itself. The US only had a marginal role, with the 1820's founding of Liberia as a home for freed slaves. The capital of Liberia, Monrovia, was named after President James Monroe. In the early 1900's, the Italians managed to take Ethiopia. Their control was always loose, and generally limited to the Coptic Christian part of the country. During the Mussolini years of the 1920's and 1930's there was a constant low-level war, which resulted in Italy's loss of Ethiopia in the early 1940's as they pulled back their troops to the home country. Imperial rule in Africa varied from one conquering country to another. By far the worst human rights atrocities were committed by Belgium's King Leopold and his successors in the Congo and Rwanda, the two Belgian colonies in Africa. Brutal suppression by mercenaries kept the population down while the land was mined for copper, diamonds and gold. Probably the best (post-slavery) administrators were the French, who inculcated the West African colonies with language, investment and promotion of locals to important government posts. With independence in 1960 and beyond, the European colonists gradually abandoned their colonies. Portugal (Angola), Germany (Namibia) and Belgium (Congo and Rwanda) have the least to do with their former charges. France has retained stronger contacts through the CFA zone (there is

The Human Beings and the Evolutionary Process Essay

The Human Beings and the Evolutionary Process - Essay Example The names and contributions made by Lamarck and Darwin appear to be at the top of the list of the anthropologists-theorists rendering the most noteworthy services in the discipline of evolution and biological-cultural anthropology. Renowned nineteenth-century English biologist-naturalist Sir Charles Darwin (1809-82) presented his distinguished Theory of Evolution in his illustrious work On the Origin of Species (1859), where he articulated the unique idea that humans could have shared the same ancestry associated with the other species existing on the face of the earth. By this Darwin perhaps does not mean to challenge the Biblical mythology or ridiculing the religious beliefs in order to hurt the sentiments of the followers of Abrahamic faiths (i.e. Judaism, Christianity, and Islam). On the contrary, he just looks for elucidating the relationship between man’s physical and mental growth through adaptation according to the changes taking place within the natural, physical and social environment. In other words, Darwinian anthropology asserted a meaningful relationship between the workings of nature and the conscious actions of animal breeders (Marks 1999). Though aptly criticized by Darwin’s contemporary theologians and dogmatists, he was not the pioneer in respect of articulating the evolution theory. On the other hand, his predecessor Jean-Baptiste Lamarck (1744-1829) had already presented the similar notion that various species, including the human beings, observe significant transformations in their biological and social traits according to the physical and cultural phenomena existing around them. Not only this that the species adopt these changes according to the circumstances, but also they maintain the ability to transfer the same characteristics to their young ones through a hereditary process (Bowler 2003). Somehow, Darwin dedicated himself in respect of unearthing the realities regarding the changes species experience during the course o f time. These changes, according to the theorist, occur because of the biological needs and requirements of the species. Darwin claims to have followed the induction canon, according to Ayala (2009), prevalent among his contemporary British philosophers and economists, including J.S. Mill, Francis Bacon, and others. Hence, he concentrated upon multiple similar species and applied his hypothesis upon different species too in order to draw out conclusions paving the way towards his marvelous theory of evolution seeking one and the same ancestry for the species sharing similar physical traits. Darwin accumulated scientific evidence in support of his evolution theory by concentrating upon two points; first, whether or not evolution has taken place in the biological and social life of the individuals; and secondly whether the evolution has undergone various stages for adopting the present shape and form developed by the species. Consequently, the in-depth investigation made by this great science giant i.e. Darwin was not confined to mere speculation or the limited study confined to some specific species only. Rather, the study focused upon insects and mammals, vertebrates and invertebrates, fowls and fish, and animals and fish at large. Though the dogmatists opposed Darwinian perspective to a great extent.

Strategic Analysis Research Paper Example | Topics and Well Written Essays - 3750 words

Strategic Analysis - Research Paper Example Strategic Analysis It is best known for its Office software and Windows. It also develops and produces consumer electronics like game system and tablets. It is easily accessible thus making people hear, see and use technology. The company aims at enabling businesses and people worldwide to realize their full potential, a mission that they have succeeded in realizing. Nearly all businesses and individuals use their products. There are committed to their customers as they strive to design technology that is easily accessible to everybody. It is one of the industry leaders in building safe and easy to use products. Facebook, Inc., on the other hand, is an internet company that operates the social networking website Facebook. It is world’s largest social networking website with more than one billion active monthly users. It aims at making the world more connected and open, a mission that it has realized due to the rising number of Facebook users. It has offered people the power to share information. The CPM analysis shows that Microsoft is the leading player in the industry. It has relative strengths in market share, product quality, product design and price competitive. On the other hand, Google Inc. prevails in innovative culture and product quality. Oracle Corporations is the weakest of them all. It does not have any relative strength against the rivals in the industry. The companies, therefore, need to create strategies in accordance with their strengths and weakness and enhance their ratings in the most crucial areas of the industry.

Analyse the Impact of the Changing Strategic Environment on delivery Essay

Analyse the Impact of the Changing Strategic Environment on delivery of Air Power - Essay Example Security challenges are featuring jumbled and confusing situations loaded with diverse and multi-shaped threats. There is a long list of threats, which is by no means exhaustive. Some of these threats include not only international war and conflict but also the local violence, well planned crime, terrorism and weapons of mass destruction. The other threats with equally disastrous impacts are the high incidence of poverty. All these threats have the potential to undermine substantially the fabric of the nation state system. Globalization is also the most compulsive factor of sprinkling risks by means of deactivating the muscles of a nation and preparing the ground where the prophecy about conflict would be hard to make. In a capitalism driven world, global media and new innovations facilitating them will affect both national and global politics and will in turn cultivate the socio-economic power and security accordingly. Additionally, the intertwined links that hold together the key players present in the battlefield of the contemporary world like military machines, NGOs and multinational companies pose a bigger challenge for military forces. It is becoming more obvious with each passing day that the immediate future would visit the militaries of this century with dynamic and greater requirements. This is the going to be the frame of reference in which we have to carve a niche for the key role of air forces. If air forces are to remain relevant in face of the changing world, they will have to correspon d to the entirety of threats armed with the arsenal of precision, discrimination and reformed performance. The Role and Utility of Military Force in Achieving Strategic Objectives in a Constantly Changing Setting Warfareisemployedto bring about or to resist political, social, or economic changes. History provides evidence of such tangible, and frequently interrelated, causes as religious conflict, protection of dynastic succession, or acquisition of territory. War for acquisition of land is directly related to the necessity of providing food for a nation or a group. In antiquity and during the Middle Ages, wars were often based on the desire to subjugate other peoples and to increase wealth by exacting taxes and tributes from them. Wars are also often linked to a desire for security, on the theory that a so-called first strike prevents an enemy from carrying out threats. According to some much disputed theories, such as those of the Austrian zoologist Konrad Lorenz, innate aggressive drives are responsible for human beings' frequent recourse to warfare1. In spite of the diversity of reasons why conflicts are waged, three things remain true. First, this social phenomenon occurs because of the desire to attain certain strategic objectives that can either bring the nation stability and continued existence or supremacy in the world's state of affairs. Second, the military will always be an indispensable part of a nation. Third, the increasing complexity of war due to the advances in technology, political alliances, media coverage, international laws and commitments and global markets poses challenges to the armed forces in the conduct of their operations particularly in the field of international security strategy. The role of the military especially that of the air force in achieving strategic objecti

Strategic Analysis Research Paper Example | Topics and Well Written Essays - 3750 words

Strategic Analysis - Research Paper Example Strategic Analysis It is best known for its Office software and Windows. It also develops and produces consumer electronics like game system and tablets. It is easily accessible thus making people hear, see and use technology. The company aims at enabling businesses and people worldwide to realize their full potential, a mission that they have succeeded in realizing. Nearly all businesses and individuals use their products. There are committed to their customers as they strive to design technology that is easily accessible to everybody. It is one of the industry leaders in building safe and easy to use products. Facebook, Inc., on the other hand, is an internet company that operates the social networking website Facebook. It is world’s largest social networking website with more than one billion active monthly users. It aims at making the world more connected and open, a mission that it has realized due to the rising number of Facebook users. It has offered people the power to share information. The CPM analysis shows that Microsoft is the leading player in the industry. It has relative strengths in market share, product quality, product design and price competitive. On the other hand, Google Inc. prevails in innovative culture and product quality. Oracle Corporations is the weakest of them all. It does not have any relative strength against the rivals in the industry. The companies, therefore, need to create strategies in accordance with their strengths and weakness and enhance their ratings in the most crucial areas of the industry.

Managing Change in Contemporary Organization Essay

Managing Change in Contemporary Organization - Essay Example The environment, which engulfs an organisation, provides the resources and opportunities for the organizations existence. At the same time, the environment itself imposes sanctions determining what an organization can or cannot do. If an organization is to survive, grow and remain prosperous, if must adaft to the demands of the environment, since these demands are constantly changing, organizations must also change. The last decade has brought with it a time of totally unprecedented change. In every direction businesses are in turmoil, from computing to financial services, from telecommunications to health change is an accelerating and yet there is fundamental dilemma. People need time get used to change, but there is not anytime anymore. The pace of change is now so fast that business face constant market change and must respond very rapidly if they are to survive. Many don't make it. Evidence suggests that the average corporate life styles may be shrinking because of a mobility to change and adopt fast enough. For this reason managing change has now become a crucial part of competitive edge (Clarke, 2002). Organisational change is the alternation of work environment in the organisation. It implies a new equilibrium between different components of the organisation technology, structural arrangement, job design and people. Thus organisational change may have following features. 1. When change occurs is any part of the organization, it disturbs the old equilibrium necessitating the development of a new equilibrium depends on the degree of change and its impact on the organization. 2. Any change may affect the whole organization. Some parts of the organization may be affected more, others less; some parts are affected directly, others indirectly. 3. Organizational change is a continuous process. Newstrom and Davis (1997) have explained the impact of a change in any part of the organization of the total organization. They have illustrated it by comparing an organization to an air filled balloon. They have concluded that the whole organisation tends to be affected by the change in any part of it (Newstrom & Davis, 1997) However, the change in the organization does not occur purely on mechanical relationship. While managers as a change agent want to bring changes in the organization employees want to maintain a status quo. Factors in Organizational Change : Organizational changes are required to maintain equilibrium between various external and internal forces to achieve Organizational goals. Therefore,

English Departmnet Essay Example for Free

English Departmnet Essay APA REFERENCING WORKSHEET STUDENT HANDOUT (1) ? APA REREFRENCE LIST FOR BOOKS, ARTICLES FROM THE INTERENET, MAGAZINE AND THE NEWSPAPER. ? BOOKS: A. A book with one author: Last name of the author, First letter of the author s name. (Year of publication). The title of the book (Should be Italicized). The place of publication. Example: Author: Martine Stephen Title of the book: English Literature: A student guide Year of publication: 2000 Place of publication: Pearson Education, London Stephen, M. (2000). English Literature: A student guide. Pearson Education, London. M ( E L A s g P E L B. A book with two authors: Last name of the first author, First letter of the first name of the author. , Last name of the second author, First letter of the first name of the author. (Year of publication). The title of the book (Should be Italicized). The place of publication. Example: Title of the book: Reason to write, strategies for success in academic writing Name of the authors: Robert F. Cohen and Judy L. Miller. 1 | P a g e ENGL1111/1222 MRS. UMAMA AL KALBANI ENGLISH DEPARTMNET IBRI COLLEGE OF APPLIED SCIENCEs Year of publication: 2003 Place of publication: Oxford University Press, New York Cohen, R. , Miller, J. (2003). Reason to write, strategies for success in academic writing. R M J ( R t w s f s i a w Oxford University Press, New York. U P N Y C. A book with three authors. The last name of the first author, The first letter of the first name of first the author. , The last name of the second author, The first letter of the first name of second the author. , the last name of the third author, the first letter of the first name of the third author. (Year of publication). The title of the book (Should be Italicized). The place of publication. Example: Title of the book: Writing A college Workbook Name of authors: James A. W. Heffernan, John E. Lincoln and Cindy Moore. Year of publication: 2001 Place of Publication: USA ? Write the reference of the previous book using the provided information?__________________________________________________________________ __________________________________________________________________ __________________________________________________________________ ? ARTICLES FROM THE INTERENET: It is recommended that when you search for articles from the internet to select that articles that have authors and the year of that submission date of that article. Some students only write the website name of the source that t hey get from the internet in which it is not enough. You need to cite the article from the internet in the correct APA format. So in your search for articles from the internet you have to select articles that have authors and date of submission. The next possibility is to go for articles that are written by well-Â ­? known organizations such as educational, scientific, governmental or 2 | P a g e ENGL1111/1222 MRS. UMAMA AL KALBANI ENGLISH DEPARTMNET IBRI COLLEGE OF APPLIED SCIENCEs ministerial organization. The last choice is to go for articles that are writing by anonymous (No name of authors) or that may have no submission date. A. Article from the internet with one author: The last name of the author, The first letter of the first name of the author. (Submission date). Name of the article (Italicized). Retrieved month date, year, from the website. Example: The article name: The importance of the internet for teens. The author of the article: David Thelan Submission date: 2002 Website name: htt://4teachers. org/kidspeak/theland/index. shtml Retrieved Date: 3ed October 2011 Thelan, D. (2002). The importance of the internet for teens. Retrieved October 3ed, D ( T i o t i f t R O 3 2011, from htt://4teachers. org/kidspeak/theland/index. shtml. f h B. Article with two authors: The last name of the first author, The first letter of the first name of first the author. , The last name of the second author, The first letter of the first name of second the author. (Submission date). Name of the article (Italicized). Retrieved month date, year, from the website. C. Article with three authors: The last name of the first author, The first letter of the first name of first the author. , The last name of the second author, The first letter of the first name of second the author. , the last name of the third author, the first letter of the first name of the third author. (Submission date). Name of the article (Italicized). Retrieved month date, year, from the website. 3 | P a g e ENGL1111/1222 MRS. UMAMA AL KALBANI ENGLISH DEPARTMNET IBRI COLLEGE OF APPLIED SCIENCEs D. Article with no author and no sponsored organization: Anonymous (No author). (Submission date). Name of the article (Italicized). Retrieved month date, year, from the website. ? Write the APA reference for the following articles from the internet: Article One: Article name: Integration of students in the teaching process. Name of authors: Jorgen Erik Christensen and Kirsten Ribu Date of submission: July 23, 2006 Website name: http:// www.icee. usm. edu/icee/conference/icee2006/papers/3387. pdf Retrieved Date: 9th October 2010 Article two: Article name: Transcript of Andrew Rawsnley s interview with the Prime Minister (BBC Radio 4 s The Westminster Hour) The name of author: No author but this article is sponsored by BBC News UK Edition. Date of submission: 6th February 2005 Website name: http://news. bbc. co. uk/go/pr/fr/i/hi/programmes/the_westminster_hour/4241787. stm Retrieved Date: 25th May 2005 P a g e ENGL1111/1222 MRS. UMAMA AL KALBANI ENGLISH DEPARTMNET IBRI COLLEGE OF APPLIED SCIENCEs.

Effects of Demographics on Performance Appraisals

Effects of Demographics on Performance Appraisals 23 Geddes This study examined the effects of demographic similarity and dissimilarity on perceptions of performance appraisals and reactions to negative feedback. When organizational members accept task-relevant feedback, they are more likely to maintain and/or modify their behaviors in ways that will improve future performance. In contrast, when employees reject supervisor feedback, more common when an evaluation indicates performance deficits, they may respond unfavorably (Fedor et al., 2001; Ilgen Davis, 2000). Fedor, D.B., Davis, W.D., Maslyn, J.M. Mathieson, K. Performance improvement efforts in response to negative feedback: The roles of source power and recipient self-esteem. Journal of Management, 2001, 27, 79-97. Ilgen, D. Davis, C. Bearing bad news: Reactions to negative performance feedback. Applied Psychology, 2000, 49, 550-65. 9 Catano The limitations of performance assessment, such as inflated ratings, lack of consistency, and the politics of assessment (Tziner, Latham, Price, Haccoun, 1996), often lead to their abandonment. Managers responsible for delivering performance reviews who are uncomfortable with the performance rating system may give uniformly high ratings that do not discriminate between ratees. Poor ratings detract from organizational uses and increase employee mistrust in the performance appraisal system (Tziner Murphy, 1999). Employees on the receiving end of the appraisal often express dissatisfaction with both the decisions made as a result of performance assessment and the process of performance assessment (Milliman, Nason, Zhu, De Cieri, 2002), which may have longitudinal effects on overall job satisfaction (Blau, 1999) and commitment (Cawley, Keeping, Levy, 1998). legally sound performance appraisals should be objective and based on a job analysis, they should also be based on behaviors that relate to specific functions that are controllable by the ratee, and the results of the appraisal should be communicated to the employee (Malos, 1998). Second, the appraisals must be perceived as fair. Procedural fairness is improved when employees participate in all aspects of the process, when there is consistency in all processes, when the assessments are free of supervisor bias, and when there is a formal channel for the employees to challenge or rebut their evaluations (Gilliland Langdon, 1998). In addition to perceptions of fairness, participation by employees in the appraisal process is related to motivation to improve job performance, satisfaction with the appraisal process, increased organizational commitment, and the utility or value that the employees place on the appraisal (Cawley et al., 1998). Tziner A, Latham GP, Price BS, Haccoun R. (1996). Development and validation of a questionnaire for measuring perceived political considerations in performance appraisal. Journal of Organizational Behavior, 17, 179-190. Tziner A, Murphy KR. (1999). Additional evidence of attitudinal influences in performance appraisal. Journal of Business and Psychology, 13, 407-419. Milliman J, Nason S, Zhu C, De Cieri H. (2002). An exploratory assessment of the purposes of performance appraisals in North and Central America and the Pacific Rim. Asia Pacific Journal of Human Resources, 40, 105-122. Malos SB. (1998). Current legal issues in performance appraisal. In Smither JW (Ed.), Performance appraisal: State of the art in practice (pp. 49-94). San Francisco: Jossey-Bass. 60- Maurer Structured interviews can be quite demanding for interviewees, combining social and cognitive processes (Campion, Palmer Campion, 1997, Dipboyes, 2005) 55 Levinson Because management by objectives is closely related to performance appraisal and review, I shall consider these together as one practice, which is intended: To measure and judge performance, To relate individual performance to organizational goals, To clarify both the job to be done and the expectations of accomplishment, To foster the increasing competence and growth of the subordinate, To enhance communications between superior and subordinate, To serve as a basis for judgments about salary and promotion, To stimulate the subordinates motivation, and To serve as a device for organizational control and integration. Major Problems. According to contemporary thinking, the ideal process should proceed in five steps: 1) individual discussion with the superior of the subordinates own job description, 2) establishment of the employees short-term performance targets, 3) meetings with the superior to discuss the employees progress toward targets, 4) establishment of checkpoints to measure progress, and 5) discussion between superior and subordinate at the end of a defined period to assess the results of the subordinates efforts. In ideal practice, this process occurs against a background of more frequent, even day-today, contacts and is separate from salary review. But, in actual practice, there are many problems: No matter how detailed the job description, it is essentially static that is, a series of statements. However, the more complex the task and the more flexible an employee must be in it, the less any fixed statement of job elements will fit what that person does. Thus, the higher a person rises in an organization and the more varied and subtle the work, the more difficult it is to pin down objectives that represent more than a fraction of his or her effort. With pre-established goals and descriptions, little weight can be given to the areas of discretion open to the individual but not incorporated into a job description or objectives. I am referring here to those spontaneously creative activities an innovative executive might choose to do, or those tasks a responsible executive sees need to be done. As we move toward a service society, in which tasks are less well defined but spontaneity of service and self-assumed responsibility are crucial, this becomes pressing. Most job descriptions are limited what employees do in their work. They do not adequately take into account the increasing interdependence of managerial work in organizations. This limitation becomes more important as the impact of social and organizational factors on individual performance becomes better understood. The more employees effectiveness depends on what other people do, the less any one employee can be held responsible for the outcome of individual efforts. If a primary concern in performance review is counseling the subordinate, appraisal should consider and take into account the total situation in which the superior and subordinate are operating. In addition, this should take into account the relationship of the subordinates job to other jobs. In counseling, much of the focus is on helping the subordinate learn to negotiate the system. There is no provision in most reviews and no place on appraisal forms with which I am familiar to report and record such discussion. The setting and evolution of objectives is done over too brief a period of time to provide for adequate interaction among different levels of an organization. This militates against opportunity for peers, both in the same work unit and in complementary units, to develop objectives together for maximum integration. Thus, both the setting of objectives and the appraisal of performance make little contribution to the development of teamwork and more effective organizational self-control. Coupled with these problems is the difficulty that superiors experience when they undertake appraisals. Douglas McGregor complained that the major reason appraisal failed was that superiors disliked playing God by making judgments about another persons worth.[1] He likened the superiors experience to inspection of assembly-line products and contended that his revulsion was against being inhuman. To cope with this problem, McGregor recommended that an individual should set his or her own goals, checking them out with the superior, and should use the appraisal session as a counseling device. Thus, the superior would become one who helped subordinates achieve their own goals instead of a dehumanized inspector of products. Every management by objectives and appraisal program should include regular appraisals of the manager by subordinates, and be reviewed by the managers superior. Every manager should be specifically compensated for how well he or she develops people, based on such appraisals. The very phrase reporting to reflects the fact that although a manager has a responsibility, the superior also has a responsibility for what he or she does and how its done. 57 Lievens High structured interviews appear to be less frequently used in personnel management practice than might be expected given their good reliability and validity. Meta-analytic research has demonstrated that low structure interviews are considerably worse than high structure interviews in terms of reliabilitry (Conway, Jako and Goodman, 1995) and criterion-related validity (Huffcutt Arthur, 1994 Marchese) 6- Brewer Organizational commitment is the extent to which employees identify with their organization and managerial goals, show a willingness to invest effort, participate in decision making and internalize managerial values[10]. 10. OReilly, C. and Chatman, J., Organisational commitment and psychological attachment: the effects of compliance, identification and internalisation on prosocial behaviour, Journal of Applied Psychology, Vol. 71, 1986, pp. 492-9. 3 Baruch The process of performance appraisal (PA) is of most importance in human resource management (HRM). In a broad sense, PA systems are used for two main purposes: as a source for information for management; and as a feedback instrument for individuals employed by the organization. In the first case, the applications of the use of PA serve a variety of management functions. These could be decision-making about promotions, training needs, salaries, etc. Where feedback is the main goal, the fundamental purpose is to provide the employee with information that will improve personal performance and effectiveness. Recently the second approach has gained more attention. Providing the employee with feedback is widely recognized as a crucial activity. Such feedback may encourage and enable self-development, and thus will be instrumental for the organization as a whole. 47 Kuvaas Performance appraisal (PA) is among the most important Human Resource (HR) practices (Boswell and Boudreau, 2002; Judge and Ferris, 1993) and one of the more heavily researched topics in work psychology (Fletcher, 2002). PA has increasingly become part of a more strategic approach to integrating HR activities and business policies and may now be seen as a generic term covering a variety of activities through which organizations seek to assess employees and develop their competence, enhance performance and distribute rewards (Fletcher, 2001) failure (see, e.g. Cardy and Dobbins, 1994; Murphy and Cleveland, 1995). 44 Klehe The distinction between what people can do (maximum performance) and what they will do (typical performance) has received considerable theoretical but scan empirical attention in industrial-organizational psychology. The distinction between typical and maximum performance holdwide -researching practical and theoretical implications for performance appraisal and research validating fundamental assumptions of the typical-maximum performance distinction is as yet unavailable. 31 Harung Management is by nature a holistic profession. Management calls for the necessary understanding of a wide spectrum of factual knowledge and theories (economics, finance, technology, law, etc.). It calls for competence in the particular type of business one is managing and the ability to take part in and oversee manifold processes such as communication, team building, group decision and production. 39 Ivancevich Feedback of performance appraisal information has received increasing attention in the applied organizational behaviour literature (Latman Wexley, 1981). Ilgen, Fisher and Taylor (1979) in a thorough review of the literature discussed the nature of feedback, element of the feedback process and the implications of feedbacks in the work environment. Another related approach to providing feedback is the use of goal setting procedures. There has been an increasing number of studies that indicate that goal setting can be an effective approach for improving attitudes and increasing performance (). 82 Tziner Investigations of performance appraisal instruments have focused primarily on their psychometric properties (Bernardin, 1977, Borman 1979, Tziner, 1984). The result of the field experiment provided strong support for the proposition that a performance review consisting of performance feedback followed by goal setting would favourably influence work satisfaction and organizational commitment to a greater extent than performance review comprising feedback only. A plausible explanation as to why performance feedback has an impact rests with the fact that people are basically feedback seekers (Ashford, 1986). Feedback is a vehicle trough which the appraisee receives information about how well he meets organizational expectations and work requirements. Performance feedback followed by goal setting caused nonetheless a considerable magnitude of improvement. Most researchers have reported little or no training of appraisal with regard to proposed appraisal instruments. 65 Meyer To say that the performance appraisal feedback problem has been an enigma for managers and personnel specialists is probably a glaring understatement. The appraisal and feedback program is one of the psychologists and personnel specialists popular topics in the personnel literature. Problems experienced with performance appraisal programs are myriad. Significant eyidence has shown that most managers find the program onerous and distasteful. Feedback regarding job performance seems necessary to justify administrative decisions, such as whether a salary increase is awarded and the size of the increase, or whether an employee should be transferred to another job or scheduled for promotion. Feedback should contribute to improved performance. The positive effect of feedback on performance has always been an accepted psychological principal. For employees who are not in an obviously dependent role, an appraisal discussion designed to serve communication, motivation, and development purposes should be based on the subordinates self appraisal. To improve the value of a feedback discussion based on self-review, the grading aspect should be eliminated. If a goal setting program is being used, such as Management by Objectives, this annual review discussion is not the best place to establish detailed job goals for the year. Training supervisors to handle this type of discussion could be valuable. It need not be any more extensive than the training given for conventional appraisal programs, 29 Gunn A boss should ensuring privacy, removing distractions, setting context, providing specifics, allowing time for dialoguebut thats all blocking and tackling. It fails to address the fundamental problem: a blurred line between feedback and criticism. Even if we simply point out or describe another persons behaviour as a neutral observer, we are acting as a critic. Feeling judged, the person to whom we are giving feedback is likely to head south emotionally. Open-ended questions help maintain the right frame for the conversation. Feedback is truly a gift.. .but its the giver who receives it. In the process of delivering feedback in an open-minded way, we are invited to explore our own thinking, our mental assumptions, with another person. 58 Lindenberger They fear performance evaluations, so they avoid giving feedback. They dread the emotional part, so they refuse to risk saying anything that might make their colleagues unhappy. When they do give feedback, they send the wrong message by emphasizing only poor performance. 61 maylett Feedback has been used for decades as a measurement of past performance and behaviours. However, it wasnt until the mid-1980s that extensive use of 360-degree feedback became common for identifying strengths and development needs that might not be exposed in traditional performance evaluations. Similar to the 360 degrees of a circle, with the participant figuratively at the center of that circle, feedback is gathered from those most familiar with that participants performance: supervisors, peers, and direct reports. Most 360-degree feedback assessments and employee engagement initiatives fall under the umbrella of training and development, organizational development, or HR departments. It is important that these professionals understand the connections these instruments have to the bottom line. 13 Cook The importance of people to organizational performance has long been recognised (Pragald and Hamel, 1990), yet according to Fletcher (1993) more than 80 percent of UK organizations surveyed in the UK express some dissatisfaction with their performance appraisal systems, perceiving that they fail as a mechanism to develop and motivate people. The Achilles heel of the entire process, according to Kikoski (1999) is the annual performance review interview; line managers are under-preparated to handle the interview and reluctant to give negative feedback, leading to a situation where the people being appraised receive incomplete and inaccurate messages about their performance. The litterature suggests that people will only be satisfied with a performance appraisal peocess if it fulfils the criteria of fairness. It has also been suggested that a lack of appraisee trainibg in the PA process may cause discrepancies between expected and actual performance assessments which will contribute to dissatisfaction with the system (Bretz et al. 1992). People have been identified as the source of competitive advantage for organizations by numerous researchers (McGregor 1960, Barney, 1995, Prahalad and Hamel, 1990, Storey, 1991). People who are not appraisers, but are asked to provide input to another persons annual review, should also receive training to allow them to provide effective. The importance of training people to partecipate to PA is stressed by Bretz et al (1992) who advocate that it should be an ongoing process to achieve maximum effectiveness. Effective training should increase the effectiveness of the PAS and ultimately lead to greater organizational effectiveness. 50- Laird Mayfield documented that 90 percent of the people who had been evaluated expressed satisfaction with the performance appraisal procedure. While the idea of performance appraisal is almost universally accepted, its actual operation in some instances has failed to live up to its promise as an effective managerial tool. 64 Messmer Performance reviews can be a powerful tool for motivating team members to higher performance levels and improving relationship between managers and employees. - 16 deGregorio Research to date has clearly found that performance feedback is necessary in order to maintain and/or improve job performance (Catano, 1976; Erez, 1977; Kim Hamner, 1976; Komaki, Barwick, Scott, 1978). A self-appraisal instrument can provide a vehicle through which subordinate participation in the feedback process is ensured (Bassett Meyer, 1968; Kay, Meyer, French, 1965). The results indicated that performance appraisal based on a self-review was more satisfying to managers and subordinates than manager-prepared appraisals. Employees who have not previously participated in performance discussions are not always satisfied with the self-appraisal approach. In Bassett and Meyers study, such employees stated that when top-down appraisals were used, supervisor expectations were much clearer. 17 Dobbins If ratees are dissatisfied with the appraisal system or perceive it as unfair, they will be less likely to use evaluations as feedback to improve their performance (Ilgen, Fish Taylor, 1979). Similarity, dissatisfaction with appraisal procedures could potentially lead to employee turnover, decreased motivation and feeling of inequity. Past research suggests that appraisal satisfaction is a function of both the level of evaluation and the feedback provided by the evaluation. Ratees are also more satisfied with appraisal systems that provide useful feedback about job performance. As noted by Carroll and Schneier (1982), one of the primary purposes of the formal appraisal is to provide clear, performance-based feedback to employees. As noted earlier, it is widely recognised that appraisal system can provide employees with feedback concerning the adequacy of their job performance (Bernardin Beatty, 1984). Feedback can be defined as a subset of information that allow employees to judge the appropriateness or correctness of behaviours for attaining various goals (Ashford, 1986). 76 Segalla The future looked likely to prefer high performance, well trained and multi-lingual managers. 43 Jaworsky Supervisory feedback is a useful mechanism for controlling salespeoples performances (Teas 1983, Tyagi, 1985, Walker, Churchill and ford 1977). Importantly, supervisory control can be exercised at the input, process or output stages (Jaworsky, 1988). Further, given the positive feedback can pertain too to outputs or behaviours, the issue of comparative effectiveness of alternative types of supervisory feedback takes on greater complexity. The typology of supervisory feedback used in our study is drived from two dimensions. The first dimension is the locus of feedback, whether feedback pertains to a sales persons output or behaviour. The second dimention is the valence of feedback, whether feedback is positive or negative. Feedback is argued to improve performance through it informational and motivational effects. 35 Hiltrop Employees are expected to do their work and think of ways to improve it, achieve new levels of performance, contribute to change efforts and manage their own ongoing learning processes (Mohrman and Mohrman, 1993). Organizations will become more complex and ambiguous place to work (Handy, 1989) The role of the manager will become more lateral, with much more focus on people, customers and processes. As Cannon (1996) points out: managers are being asked to show their worth on a more decentralized workplace, worth valuated in terms of effectiveness in creating conditions in which people can deliver the best results. Most commentators agree that managers of the future will require a more extensive mix of skills and competencies than their processors. For instance, Allred et al. (1996) argues that, as more companies adopt some type of networked structure, managers need to have not only strong collaborative, partnership and relationship skills. In the organization of the future, managers role have been portrayed as those of portfolio specialists, whose work and income comes first and foremost from having high expertise in a particular field or subject that is essential to the business (Nicholson, 1996). Managers of the future will have to develop a much wider range of skills and competencies than their predecessors. According to Carson and Carson (1997) many organizations are burdened with workers who want to jump ship, but who stay firmly on board grasping for long-term security in the face of widespread job cuts. There is no doubt that the successful managers for the future will need a very different set of skills and competencies than their predecessors. 42 Jawahar A primary purpose of formal performance appraisals is the provision of clear, performance-based feedback to employees (Carroll Schneier, 1982; Ilgen, Fisher Taylor, 1979). The significance of feedback to the appraisal process as well as to the broader management process has been widely acknowledged (e.g., Bernardin Beatty, 1984; Ilgen et al., 1979; Lawler, 1994; Maier, 1958; Murphy Cleveland, 1995). Performance feedback has the potential to influence future performance (Ilgen et al., 1979; Kluger DeNisi, 1996), and significantly impact job and organizational attitudes (Ilgen, Peterson, Martin Boeschen, 1981; Pearson, 1991; Taylor, Fisher Ilgen, 1984). Thus, feedback is not only important to individuals but also to organizations because of its potential influence on performance and a variety of attitudes and behaviors of interest to organizations. Satisfaction with appraisal feedback is regarded as one of the most consequential of the reactions to appraisal feedback (e.g., Dorfman, Stephan Loveland, 1986; Giles Mossholder, 1990; Keeping Levy, 2000). For instance, Giles and Mossholder (1990) and others (e.g., Organ, 1988) have asserted that satisfaction as a measure of employees reactions is a more encompassing indicator of reactions to appraisal feedback than more specific, cognitively oriented criteria, such as perceived utility and accuracy of feedback (e.g., Keeping Levy, 2000). In summary, the central role of feedback to the appraisal process and the importance of examining ratees satisfaction with appraisal feedback are widely acknowledged (e.g., Ilgen et al., 1979; Keeping Levy, 2000; Murphy Cleveland, 1995). Satisfaction with appraisal feedback is likely to enhance employees feelings of selfworth and their feelings of positive standing within the organization (Lind Tyler, 1988). If organizations are to realize the benefits of performance feedback, they should take the appraisal process and particularly the feedback discussions between the rater and ratee seriously. Although satisfaction with feedback has been a focal construct in a number of studies, its nomological net is not well understood. The significant relationship between satisfaction with feedback and organizational commitment became non-significant when the influences of job satisfaction and satisfaction with manager on organizational commitment were statistically controlled. Results of this study indicate that the extent to which ratees are satisfied with the performance feedback benefits the ratee, rater and the organization. Ratees benefit as satisfaction with feedback is positively related to their job satisfaction and influences their future performance. Raters benefit as ratees satisfaction with feedback is positively related to ratees satisfaction with them, negatively related to turnover intentions, and influences future performance of ratees. 32 Heathfield Every method of assessing employee performance has its positive and negative characteristics. The traditional process of performance appraisal reflects and underpins an old-fashioned, paternalistic, top-down, autocratic mode of management that relies on organization charts and fear of job loss to keep troops in line. The traditional performance appraisal process treats employees as possessions of the company, fails to create a dialogue and rarely results in positive employee development and progress. Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed and ends when its determined why an excellent employee left the organization for another opportunity. In a performance management system, feedback remains integral to successful practice. The feedback however becomes a discussion for both progress and personal business goals. 56 Liden Very little work has been done on the poor performers reactions to the leaders responses. Liden (1981) found that subordinates and leaders reported that the most common leader response to ineffective performance was to simply discuss the incident with the poorly performing subordinate. In such a discussion the leader is essentially giving negative feedback to the poor performer. Ilgen, Mitchell, and Fredrickson (1981a) found that poorly performing subordinates perceive specific feedback to be more helpful than general feedback. Similarly, results of a field study indicated that feedback timing, specificity, and frequency are all associated with subordinate satisfaction and perceptions of appraisal helpfulness (Ilgen, Peterson, Martin, Boeschen, 1981b). It was predicted that subjects would rate feedback containing consistency, distinctiveness, and consensus information (i.e., specific feedback) more positively than feedback containing information on none of these three dimensions (i.e., non-specific feedback). Subordinates rated specific feedback more positively than nonspecific feedback. Feedback including consistency, distinctiveness, and consensus information was rated higher than feedback containing information on none of these dimensions. This result supports the Ilgen, Fisher, and Taylor (1979) suggestion that subordinate misperceptions and nonacceptance of negative feedback might be corrected by providing more specific feedback. 19 Falcone In an era where intellectual capital defines any companys ability to stand out from its peers, measuring that human capital as a true asset may dictate the organizations ultimate success or failure. In reality, though, this challenge has gone mainly unresolved because managers see pertbnnance appraisal as an exercise that focuses only quantitatively on individual performance as the core foundation and building block of the performance review process. So much for the Golden Cycle of Performance Management, which is: Goal setting and planning. Ongoing feedback and coaching. Appraisal and reward. Under the current way of handling appraisals, the first two steps rarely get addressed, leaving the culmination in the third step more theory than reality. 27 Grensing-Pophal Many CU managers and business experts note that performance evaluation is perhaps the most important part of the interaction between supervisors and managers. 62- McGregor Formal performance appraisal plans are designed to meet three needs, one for the organization and two for the individual: 1. they provide systematic judgments to back up salary increases, promotions, transfers and sometimes demotions and terminations 2. they are a means of telling a subordinate how he is doing, and suggesting needed changes in his behaviour, attitudes, skills or job knowledge, they let him know where he stands with the boss. 3. They are also being increasingly used as a basis for the coaching and counselling of the individual by the superior. McGregor found that one of the bosss resistance to effective appraisal interview is related to the lack of skills needed to handle the interview. Training programs designed to teach the skills of appraising and interviewing do help, but they seldom eliminate manager

The First World War (WWI) Essay -- World War 1 I One

World War I   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Nothing was a bigger disaster than what happened in World War I. This was such a bad war because everyone in the world has allies, and the allies are in oath to help there ally when things get rough or that country is going to war. What I am here to inform you about is how one of the major countries and why one of the biggest powers in the world played a big part in World War I. This country is no other than France, a country who has a lot of say in Europe, and has many allies through out the world.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  The war officially started when the assassination of Austria's Archduke Ferdinand on June 28 in Sarajevo. After this France came in on the side of the Russians and Serbians. As an ally of Russia they were forced to defend them, and after this other big powers got involved such as the Germans, Italians, Russians, Americans, and Japan. The true reason why France got involved was because Germany declared war on them. None of the states that went to war realized how long it would last or how terrible the cost might be. Most thought it would be over in a few short months and that peace would return in 1915.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  After this the war got real nasty and the countries stood for no mercy. The French discharged 180,000 kg of chlorine gas from 5,730 cylinders on the line between Steenstraat on the Yser Canal, through Bixschoote and Langemark, to Poelcappelle. This was the beginning of Chemical warfare.   Ã‚  Ã‚  Ã‚  Ã‚  When the war starts the Germans are nearly wiping the French out of the war rapidly taking out there soldiers. But the French forces were successful in achieving their objective at the Battle of Mons and the Battle of the Marne. As each side tried to outthink the other, France began to try and take over the Swiss border apart of France. With this great positioning it would be hard for the Germans to attack them from different angles.   Ã‚  Ã‚  Ã‚  Ã‚  The French thought the war would end quick, because of the great advantage the allies thought they had over Germany and their other countries on there side. As soon as the Americans got involved in the war many people thought it would end even faster. Between the two armies in a ten month span, Bri... ...ost many of their best troops.   Ã‚  Ã‚  Ã‚  Ã‚  At this time the French were doing well considering the Germans were fighting them face to face on one front, and the Germans had a better trained military than the French. On July 1, 1916, the British and French launched an offensive wave, which put an end to any German thoughts of continuing the Verdun Offensive, was launched against some of the heaviest German armies on the entire Western Front. The British commander, The French had a new campaign which gave the first use of tanks, and was preceded by the war's greatest artillery barrage. Despite these advantages, the general slaughter of allied troops which occurred is famous, with the British suffering 65,000 casualties on the first day alone.   Ã‚  Ã‚  Ã‚  Ã‚  When the October rains finally put an end to the prolonged carnage, 400,000 British, 200,000 French and 450,000 Germans had become casualties. The Allies only captured a few miles of ground, and the Germans soon withdrew to their new Line in early 1917. Then the great French commander Sir John wasted no time to continue with his offensive ideas and gave the Germans no time to retreat and rest.

Stoichiometry of a Precipitation Reaction

|| || Data Tables: Step 3: Show the calculation of the needed amount of Na2CO3 Convert 1. 0g of CaCl2-. 2H2O to moles of CaCl2-. 2H2O 1. 0g x 1 mole CaCl2-. 2H2O 147. 0 g CaCl2-. 2H2O = 0. 00680 moles CaCl2-. 2H2O The mole ratio is 1:1 Hence if we have 0. 00680 moles of CaCl2-. 2H2O we will as well need 0. 00680 moles of Na-2CO3 Convert moles of Na-2CO3 to grams of Na2CO3 = 0. 00680 moles Na-2CO3 x 105. 99g Na-2CO3 1 mole Na-2CO3 = 0. 72g This means that we need 0. 72g of Na-2CO3 to fully react with 1g of CaCl2-. H2O Step 4: Mass of weighing dish_0. 7___g Mass of weighing dish and Na2CO3__1. 4__g Net mass of the Na2CO3 __0. 7__g Step 6: Mass of filter paper __0. 7__g Step 10: Mass of filter paper and dry calcium carbonate__1. 2__g Net mass of the dry calcium carbonate_0. 5___g (This is the actual yield) Step 11: Show the calculation of the theoretical yield of calcium carbonate. The mole ration between CaCl2-. 2H2O and CaCO3 is 1:1 that means that if we have 0. 00680 moles of CaCl2-. 2H2O we will get 0. 00680 moles CaCO3Convert the moles of CaCO3 to grams of CaCO3 = 0. 00680 moles CaCO3 x 100 g CaCO3 1 mole CaCO3 = 0. 68g CaCO3 Show the calculation of the percent yield. = Actual yield/Theoretical yield x 100 = 0. 5/0. 68 x 100 = 73. 5% Conclusion: The objective of the experiment is to predict the amount of product produced in a precipitation reaction using stoichiometry. Secondly, the experiment accurately measures the reactants and products of a reaction. Also, the experiment is to determine actual yield vs. theoretical yield and to calculate the percent yield.For example in this experiment, we were able to predict that we need 0. 72g of Na-2CO3 to fully react with 1g of CaCl2-. 2H2O. Another example is that, we calculate the amount of theoretical yield of Calcium Carbonate to be 0. 68g and the percentage yield to be 73. 5%. The scientific principles involved here was that when two or more soluble substances in separate solutions are mixed together to form an insoluble compound they settles of a combined solution as a solid. The solid insoluble compound is called a precipitate.For example in this experiment, we combined sodium carbonate and calcium chloride dehydrates to produce a precipitate of calcium carbonate. The formula mathematically is Na2CO3(aq) + CaCl2. 2H2– = CaCO3(s) + 2NaCl(aq) + 2H2O. Sources of Error and ways to minimize them: There may still be some solid particles in the beaker thereby we will not be able to get the correct mass (quantity) of the Calcium Carbonate. To minimize the error we should use an instrument that can be able to scoop out the entire solid from the beaker.Also if the water in the Calcium Carbonate is not properly dried, the net mass of the Calcium Carbonate can be extremely high. To solve this we must make sure the Calcium Carbonate is well dried. Error of approximation: the molar mass if not well approximated, can lead to an error in the calculation. To minimize this error the instruction sho uld indicate how many decimal point or how significant figure to approximate to. I am highly impressed with the experiment.

Fat Sam and Cadillac Joe

Fat Sam and Cadillac Joe There was a mobster named Fat Sam and his partners; â€Å"Funky Don† Parsons, Howard â€Å"Big Bill Bass and Pat Willey had spotted a right ulna of a human arm. After a couple of hours of digging Bill Bass and other men had found two thoracic vertebrae, fifteen teeth, four fragments of an They had decided to kidnap a man named Monty Hudson and his wife Liz Hudson.Not only did he kidnap them, but Monty Hudson was killed. Monty Hudson and his wife Liz Hudson, who was six months pregnant at the time, were kidnapped in broad daylight at gun point at the hotel, Holiday Inn by three men. They left in two different cars. One car Liz wastaken in and the other car, which just so happened to be his own car, Monty was taken in. Liz was released a couple days later in Nashville. Liz Hudson was very uncooperative, hoping that if she would not say anything that they would not kill Monty.Liz had told the FBI that the kidnapping had been a simple misunderstanding and that Monty had left on a business trip. She could not tell them when he would be back or where he was at. About five months or so went by and investigators got a tip about Monty. According to an informant, Monty was in a shallow grave some seventy-five miles south of Nashville, on a farm near the Alabama border in Lawrenceburg, Tennessee. By 1980, Fat Sam already had a bad record for counterfeiting , money laundering, marijuana farming, drug distribution, and trafficking in stolen property.When Fat Sam got indicted for counterfeiting, his partners knew they were not far behind. Earl Carroll, figuring he would be the first to snitch, would get the best deal. Carroll offered to tell about Fat Sam's crimes, including the kidnapping and murder of Monty Hudson. Carroll went on to tell about how Monty Hudson was a con man whose nickname was, Cadilllac Joe, because he had a thing for stealing Cadillacs. It all started because Hudson had offered to sell him more than thirty pure silver bar s.Each bar was a good foot and a half long and six inches wide. The bars werenearly a hundred dollars a piece. Silver at this time was selling for fifty dollars an ounce. Just one of the bars could be worth $80,000 a piece. Monty was willing to sell Fat Sam all of them for $20,000. Fat Sam did not trust Monty so he had his partner, Funky Don, check it out because he had some expierence with special metals. Fat Sam had it resampled after he had bought what he had thought was pure silver was really zinc.Which was not even worth $200. At this point Fat Sam was furious. Monty had made a comment in the back of the car that just ticked off either Sam or his partner who was sitting in the front seat. Now here is where things started going wrong. Sam did not have the heart to kill Liz and her unborn baby so he called one of his friends to get the job done. Unfortunately, Sam's friend had said, â€Å"No matter what kind of a sorry son of a bitch I am, I can't kill no pregnant women. † After that they had released her.Sam had ordered his partners to dig two graves one for Monty and one for his Cadillac right outside Laweranceburg, said Carroll. Bill Bass and Pat Willey had spotted a right ulna of a human arm. After a couple of hours of digging Bill Bass and other men had found two thoracic vertebrae, fifteen teeth, four fragments of an occipital, five fingers, toe bones, fragment of a long bone, human hair, empty pupal casings, tatters of cloth, and a bullet, which i had learned about where all these bones were located in anatomy. Dr.Bass had to determine the Big Four: sex, age, race, and stature. Most the time it is easier to determine the sex by the pubic bone, hip bone, or face. In this case they had determined the sex by how massive the ulna was and how pronounced and bore heavy muscle markings were of the occipital bone, which was charecteristics of a man's neck muscles. The age was hard to judge since the only thing they had was the ulna, finger, toe bones, and the thoracic vertebrae that showed the first stage of osteoarthritic lipping, which showed he was in between 30-50 years old.Without a face or cranial vault theycould not figure out his race. The stature was a little bit easier for them to figure out they had; one long bone, ulna, and the distal. After measuring everything out they figured out that the man had to be around six feet one to six feet two. Monty was finally discovered by the x-rays of his teeth. I knew what every bone Dr. Bill Bass was talking about and where it was located. I remember learning in class that x-rays of teeth is a great way to help identify who a person is if they have records at a dentist facility.What also helped Dr. Bass identify Monty was by knowing that it was a male. We had learned in class the differences in the hipbone and the pelvic bone of a female and a male's. In my opinion after reading through the book anthropoligists never know what they are going to be dealt. Every death has its own m eaning behind it weather it is caused naturally or on purpose. It is amazing how you can discover gender, race, and age just by bones and teeth and a lot of times anthropoligists do not have much to work with.