Essay --

Roosevelt Roosevelt came into the Democratic convention in Chicago as the front runner. His main electrical resistance was Alfred Smith. Roosevelt secured the nomination on the third ballot. Roosevelt ignored tradition by coming to Chicago to personally accept the nomination. The campaign took place against the background of great depression. Roosevelt campaigned modishly to prove that despite his disability he could vigorously undertake the job of President. Hoover tried to depict Roosevelt as an extremist who would bring ruin to the country, except with 1/4 of work force unemployed, Roosevelt won an overwhelming victory. President Hoover carried several serious handicaps into the 1932 presidential elections. He was an incumbent presiding over the wrap up economic collapse in the nations history. His policy-making philosophy, while progressive, depended on voluntary actions to achieve his goals, and this voluntary approach failed to materialize during the trauma of the Depres sion. As a macrocosm personality, he was somewhat dour and he was uncomfortable with the business of campaigning. His notion of the role of the President was that of a facilitator who brought the parties together, encouraged partnerships, and supplied the expertise of the engineer to the social problems of a nation. The idea of the President as a powerful and inspirational leader (an idea that Franklin Roosevelt would come to embody) was foreign to him. Put it all together and a surer ethical drug for defeat could hardly have been assembled. Franklin Delano Roosevelt, by contrast, was everything Hoover was not. Roosevelt was ebullient and self-confident. He radiated charm and an almost haughty self-assurance. He was supremely optimistic and his big smile and obvious relish of ... ...ind a place in the curriculum of the 3Rs. Although Garvey can be viewed as a reactionary and was belittled by Dubois, the two of them argon revolutionary in that they did create change in the black so cietys movement to gain more acceptance. The decade of the 1920s is certainly a challenging one with many mixtures of culture and the social revolution and reaction and since the economic and former progressive drives were being turned away from the needed political and economic reform, while the technological revolution was creating a new conspicuous consumption. The decade left America stunned and unable to make a tax return throughout the decade of the 1930s. References http//www.multied.com/elections/1932.html http//www.ssa.gov/history/32election.html http//www.pbs.org/wgbh/amex/presidents/nf/teach/fdr/fdrfc.html http//www.chatham.edu/PTI/Twenties/Frank_01.htm

THE APPLICATION OF GOLDRATT?S THINKING Essay -- essays research papers

Allied Academies International group page 9 transactions of the Academy of Strategic Management, Volume 2, Number 2 Las Vegas, 2003THE activity OF GOLDRATTS THINKING wait on TO PROBLEM SOLVINGLloyd J. Taylor, III, P.E., Ph.D., University of Texastaylor_lutpb.eduR. David Ortega, University of TexasABSTRACTThe Thinking Process as introduced Dr. Eliyah G grey-hairedratt, in The Goal and furtherexpounded upon in, Its not Luck, is establish on the Socratic teaching method of if then reasoning.This type of deductive reasoning is extensively used in the field of medicine, in the diagnosing and manipulation of disease and for determining clinical pathways and other fields of science. Even thoughmedical professionals find it easy to map out the cause and do relationships when relations witha disease process, few have explored the benefits of using their highly developed intuitive thinkingskills in the ara of solving problems in management. This root word allow for detail the use eleme nts of theThinking Process, as outlined by Dr. Goldratt, in an attempt to elicit a logical, comprehensivesolution to a multifaceted, multiform problem. gatewayThe emphasis of this paper concerned its self with the Thinking Process brought to light, byElli Goldratt. Goldratt feels that companies should not be broken up to create efficiencies at all partof production. He suggests that by disturbing a link in the chain of production one could causeproblems with production (Goldratt 1992-c).GOLDRATT AND THE THINKING PROCESSIn the 1980s, Dr. Eliyahu Goldratt 1992-c, a physicist, wrote a book entitled The Goal.In his book, Goldratt relates the story of an embattled plant manager searching for ways to improveplant performance. With the help oneself of an old college professor, the plant manager not only learns howto improve the performance of his plant but also a new method of identifying and resolvingproblems. Goldratts system of Constraints (TOC) focuses on the efficiency of all proc esses as awhole rather than the efficiency of any single process.The principles of the guess of Constraints and the Thinking Process are not new to theworld. They have been used for many years in the sciences and medicine. What is new is the factthat Goldratt has applied the process to manufacturing and other areas of the business world.Dettmer 1998, Lepore and Cohen, 1999 and Roybal, B... ... HavenConnecticut.Goldratt, E. M., (1992-a), "An opening to Theory Of Constraints The Production Approach," Avraham Y. GoldrattInstitute.Goldratt, E. M., (1992-b), "An Introduction to Theory Of Constraints THE GOAL APPROACH," Avraham Y. GoldrattInstitute.Goldratt, E. M., (1992-c), The Goal, (2nd revised edition), Massachusetts, North River Press.Goldratt, E. M., (1993) "What Is The Theory Of Constraints?" APICS The Performance Advantage, June 1993.Goldratt, E. M., (1994), Its Not Luck. Massachusetts North River Press.Lepore, D., and Cohen O., (1999), Deming and Goldra tt, The Theory of Constraints and the system of rules of operoseKnowledge, Great Barrington, MA, North River Press Publishing Co.Rack, Kevin, (1992), Using The Theory of Constraints The Systems Thinking Approach Managing Change Inc,December, pp.1-20.page 14 Allied Academies International ConferenceLas Vegas, 2003 Proceedings of the Academy of Strategic Management, Volume 2, Number 2Roybal, H., Baxendale, S.J., and Gupta, M., (1999), Using Activity-Based Costing and Theory of Constraints to GuideContinuous Improvement in Managed Care, Managed Care Quarterly, 7, 1-10. THE APPLICATION OF GOLDRATT?S THINKING Essay -- essays research papers Allied Academies International Conference page 9Proceedings of the Academy of Strategic Management, Volume 2, Number 2 Las Vegas, 2003THE APPLICATION OF GOLDRATTS THINKINGPROCESS TO PROBLEM SOLVINGLloyd J. Taylor, III, P.E., Ph.D., University of Texastaylor_lutpb.eduR. David Ortega, University of TexasABSTRACTThe Thinking Process as introduced Dr. Eliyah Goldratt, in The Goal and furtherexpounded upon in, Its Not Luck, is based on the Socratic teaching method of if then reasoning.This type of deductive reasoning is extensively used in the field of medicine, in the diagnosis andtreatment of disease and for determining clinical pathways and other fields of science. Even thoughmedical professionals find it easy to map out the cause and effect relationships when dealing witha disease process, few have explored the benefits of using their highly developed intuitive thinkingskills in the area of solving problems in management. This paper will detail the use elements of theThinking Process, as outlined by Dr. Goldratt, in an attempt to elicit a logical, comprehensivesolution to a multifaceted, intricate problem.INTRODUCTIONThe emphasis of this paper concerned its self with the Thinking Process brought to light, byElli Goldratt. Goldratt feels that companies should not be broken up to create efficiencies at any partof production. He suggests that by disturbing a link in the chain of production one could causeproblems with production (Goldratt 1992-c).GOLDRATT AND THE THINKING PROCESSIn the 1980s, Dr. Eliyahu Goldratt 1992-c, a physicist, wrote a book entitled The Goal.In his book, Goldratt relates the story of an embattled plant manager searching for ways to improveplant performance. With the help of an old college professor, the plant manager not only learns howto improve the performance of his plant but also a new method of identifying and resolvingproblems. Goldratts Theory of Constraints (TOC) focuses on the efficiency of all processes as awhole rather than the efficiency of any single process.The principles of the Theory of Constraints and the Thinking Process are not new to theworld. They have been used for many years in the sciences and medicine. What is new is the factthat Goldratt has applied the process to manufacturing and other areas of the business world.Dettmer 1998, Lepore and Cohe n, 1999 and Roybal, B... ... HavenConnecticut.Goldratt, E. M., (1992-a), "An Introduction to Theory Of Constraints The Production Approach," Avraham Y. GoldrattInstitute.Goldratt, E. M., (1992-b), "An Introduction to Theory Of Constraints THE GOAL APPROACH," Avraham Y. GoldrattInstitute.Goldratt, E. M., (1992-c), The Goal, (2nd revised edition), Massachusetts, North River Press.Goldratt, E. M., (1993) "What Is The Theory Of Constraints?" APICS The Performance Advantage, June 1993.Goldratt, E. M., (1994), Its Not Luck. Massachusetts North River Press.Lepore, D., and Cohen O., (1999), Deming and Goldratt, The Theory of Constraints and the System of ProfoundKnowledge, Great Barrington, MA, North River Press Publishing Co.Rack, Kevin, (1992), Using The Theory of Constraints The Systems Thinking Approach Managing Change Inc,December, pp.1-20.page 14 Allied Academies International ConferenceLas Vegas, 2003 Proceedings of the Academy of Strategic Management, Volume 2, Number 2Roybal, H., Baxendale, S.J., and Gupta, M., (1999), Using Activity-Based Costing and Theory of Constraints to GuideContinuous Improvement in Managed Care, Managed Care Quarterly, 7, 1-10.

Theory of Evolution :: essays research papers

1809 February 12 - Charles Robert Darwin born at The Mount, Shrewsbury. 1818 - Darwin entered Shrewsbury School. 1825-27 - 22 October Darwin matriculated at Edinburgh University where he studied medicine but operations (without anesthetics) and the sight of blood turned him from that profession. 1827-31 - 15 October Darwin was admitted to Christs Colledge, Cambridge University, to prepare for a career in the Church. He accepted the Articles of Faith. 1829 pass - Darwin made an entomological tour of North Wales with Professor F. W. Hope. Darwins interest in bugs and beetles was longstanding. 1831 - 26 April Darwin received his BA degree. In Spring he began planning a scientific voyage to Canary Islands. 1831 August 29/30 - Darwin received an invitation to serve as unpaid naturalist on the survey ship H.M.S. Beagle, which was to pilgrimage around the world. At this point Darwin had no formal training in science. 1831 December 27 - The H.M.S. Beagle sailed from Devonport, England 183 2 September 23 - Darwin made his first important dodo find, notably various extinct mammals. 1832 December 16 - Darwin had his first sight of Indians of Tierra de Fuego. 1835 March 26 - Darwin is bittn by Triatoma infestans. 1835 September - Darwin studied geology and the fauna, and flora of Galapagos Islands. present he made detailed observations, eventually noting of the now-famous Darwins finches as well as the Galapagos tortoises. 1835 December - Darwin wrote his first known draft of his paper on theory of administration of chromatic reefs. 1836 October 2 - The H.M.S. Beagle finally returned to England and docked at Falmouth, England. 1837 March 13 - Darwin lives at 36 Great Marlborough Street, London. 1837 May 31 - Darwin read his paper on coral reefs to the London Geological Society 1837 July - Darwin Opened first notebook on Transmutation of Species. 1837 October - Darwin began work leading to Zoology of the Voyage of H.M.S. Beagle, edited and superintended by Charles Dar win, published 1840-1843, 5 volumes. 1838 September 28 - Darwin started to read Malthus, and later claimed to have formulated his theory of evolution by natural selection. 1838 November 11 - Darwin propooses marriage to Emma Wedgwood. 1839 January 1 - Darwin moves to 12 velocity Gower Street, London. 1839 January 24 - Darwin elected a Fellow of the Royal Society. 1839 January 29 - Charles Robert Darwin married Emma Wedgwood - Marry, Marry, Marry.

French Revolution Essay -- essays research papers

ON 9th JULY 1797 the statesman and the philosopher Edmund Burke died, after having contracted stomach cancer. He was buried in Beaconsfield Church conterminous his Buckinghamshire home. Burke had been a distinguished Member of Parliament however never attained high office. His political career must be judged a failure.However, Edmund Burkes neat legacy was contained in his extensive writings. In letters,pamphlets and books he expounded a coherent system of ideas about human naturethe organic state the benefits of prejudicethe dangers of establishment by secret consensus and the role of political parties.Two hundred years on, most scholars would agree that Burke had a gift for deep analysis conveyed in stylish English prose.Yet the content of his work though remains controversial. Supporters included the poet William Wordsworth, who called Burke "the most sagacious politician of his age". Karl Marx, on the other hand, complained in Das Kapital that Burke was a bourgeois s tooge of the English ruling class. Marxists took particular offence at Burkes critique of egalitarianism, perhaps realising the radical threat which this presented to their get vision of a future society.Modern liberals and conservatives still acclaim some of Burkes ideas, but their interest is largely rhetorical. Burkes liberal tendencies would almost certainly not go far enough for todays liberals. His support for the abolition of slavery was only gradualist, his religious toleration did not extend to atheists (whom he saw as dangerous criminals) and, whilst in favour of curbing royal patronage, Burke supported monarchy and aristocracy. Meanwhile, his conservative defence of Parliament, the nation and the Anglican Church would presumably be a sheer plethora to todays Conservative Party, which has embraced European Union and a secular, free market ideology.This two-part article leave alone outline some of Edmund Burkes key ideas and assess their relevance to nationalism. His contr ibution is an authoritative one. Sadly, Burkes clarity and complete lack of political correctness must limit his appeal in the modern age. In 1997 and beyond Burke seems destined to set about a forgotten prophet except to those who challenge the prevailing orthodoxy. 1.THE NATURE OF MANAll societies are based on a particular pick up of human nature. Todays view, springing from Enlightenment philosophy, is that peo... ...ng nature is unworkable, equality is "a monstrous fiction" (7). At worst, ambitious elites use equality as a pretext to reapportion resources to themselves. At best,well-intentioned people see equality as no more than a benign aspiration. They think it would be just in theory but of course not when applied to themselves in practice, lest this endanger their own privileges. This is perhaps the greater error. "Abstract principles,however appealing, cannot be applied directly to solve real political problems. Any attempt to do so will have futile or harmf ul results. There is no such thing as a political principle which is good in itself, but not practicable. If it is not practicable then it is not good.In Part II of Edmund Burkes Legacy the focus will be on other pertinent aspects of Burkes thought. These include his views onprejudice as creation a form of wisdom "human rights" as being rooted in a specific culture rather than inherited by all people the dangers of a dual system of government (open and secret) and Burkes persuasion that political parties should be ideological and that their ideologies should involved "pursuing the national interest.

Dominique LaPierres The City of Joy Essay -- Dominique LaPierre City

Dominique LaPierres The City of JoyHis suffering was transformed into surprise then peace treaty, the peace that comesfrom being loved (C.O.J. p. 254). In the retain the City of Joy, Hasari, Mother Theresa, Stephan Kolvaski and Max Loeb all experienced the joy and military servicefulness that comes from being loved. Their problems and troubles through out the book help them to understand how to make it through tough times. Examples from this book and life show that modern medicine is not always the best way to help the sick or injured. Peoples love and kindness for each other is the most valuable gift you can give someone.This city isnt all that atrocious (C.O.J. p. 82). Hasari said this when he wasable to become a rickshawpuller. When Pam Chander befriended Hasari he saved himand his family from starvation. Ram showed Hasari that there was a still king person in a city, that was thought of as cruel. After Hasari started his job he was able to feed and buy treats for h is family. Ram and Hasaris friendship continued to grow while working together. They also continued to help each other out in times of need.Ram Chandler not only got Hasari a job, he helped teach him more or less the rickshawbusiness and life in Calcutta. Ram showed Hasari where to get business and how to helpthe soreness from pulling. Another thing he taught Hasari was how to hide any ailment hegot. Ram also reminded Hasari how lucky he was to have what he did have. Good oldRam, there wa...

The Lies of James Gatz Essays -- F. Scott Fitzgerald Great Gatsby

The Lies of James GatzMany great novels such as F. Scott Fitzgeralds The Great Gatsby tackle the subject of passing, or being fake, which involves a character pretending to be something or mortal that he or she is not. Although it takes a while for the reader to discover that Gatsby has been living a fictitious life, in order to pass for someone from a higher social class, this becomes one of the more important aspects in The Great Gatsby. Gatsby has created this magnificent lie about his past in order to be impressive, yet he still comes off as quite mysterious to the people he associates with. This may be due to the fact that Gatsby is a equable but exceedingly generous man. Gatsby is constantly throwing parties and buying the nicest of things. This causes rumors to be constantly flying about Gatsby and his wealth. Gatsby is a powerful looking man who insists on having his signaling filled with nonstop parties. The guests at these parties spend much of their time gossiping about Gatsby, some saying things such as, ?he killed a man in one case? and ?he was a German spy during the war? (44...

The Lies of James Gatz Essays -- F. Scott Fitzgerald Great Gatsby

The Lies of James GatzMany great novels such(prenominal) as F. Scott Fitzgeralds The Great Gatsby tackle the subject of passing, or macrocosm fake, which involves a character pretending to be something or someone that he or she is not. Although it takes a while for the reader to discover that Gatsby has been living a fictive life, in order to pass for someone from a higher social class, this becomes one of the more important aspects in The Great Gatsby. Gatsby has created this magnificent lie most his past in order to be impressive, yet he still comes off as quite mysterious to the people he associates with. This may be due to the fact that Gatsby is a quiet but exceedingly generous man. Gatsby is constantly throwing parties and buying the nicest of things. This causes rumors to be constantly flying about Gatsby and his wealth. Gatsby is a tidy looking man who insists on having his house filled with nonstop parties. The guests at these parties spend much of their time gossiping a bout Gatsby, some saying things such as, ?he killed a man once? and ?he was a German spy during the war? (44...

The Anti-bilingual Education Measure

The result of California election on June 4th, 1998 was predicted all along. suggest 227, also known as the anti- bilingualist preparation measure, won in 61% easy to 39% unfavorable contest. In a seemingly routine contest, the advise brought out one of the most disparaging groups of supporters and critics, displaying passion for their causes in rallies, forums, debates and TV ads. This melodic theme examines proposition 227 and its controversy. Then, it proposes what might have been a compromise that satisfied the supporters and the critics a similar.After a small protest by whatsoever dissatisfied Hispanic American p arnts on their childrens bilingual grooming, Ron Unz, the Chairman of face for the Children wrote and spearheaded a movement for Proposition 227. Under the premise that bilingual education had not relieved proud dropout rates and low side of meat literacy of m any immigrant children in last 20 years, Proposition 227 advocated a new way of education for Limite d English technique (LEP) children.It mandated a uniform solution for all LEP children in that all children will be placed in English language classrooms where the language of steering use by the teaching personnel is overwhelmingly the English language, and in which such teaching personnel possess a good knowledge of the English language. Children who ar English learners will be educated through sheltered English immersion during maximum of 1 year.The sheltered English immersion syllabus meant about all classroom instruction is in English but with the curriculum and presentation designed for children who are learning the curriculum and presentation designed for children who are learning the language. Passing of such proposal meant virtual elimination of bilingual education in California. The biggest critics of proposition 227 are instructors. They claim that the premise of Proposition 227 epitomizes ignorance. premier example is a clause in the measure that allows maximum of a year for sheltered English immersion.The critics dismiss it as confusion over delivery fluency and academic fluency in English. They claim that, academic fluency in a second language requires 5 to 7 years instruction. Therefore, a year of special education is inadequate for preparing LEP children for English language classrooms. Second example is that only 6. 5 percent of the students who are re-classified as fluent in English come from a group of students, only a third of whom are in bilingual programs and most of whom are in the kind of English-only programs mandated by Proposition 227.Hence, concluding bilingual education as a failure is shortcoming. In fact, many bilingual programs work split than other programs in twain English acquisition and core subjects . Since, Proposition 227 mandates a single, untested program for all school districts, it fails to address the quality of instruction in core subjects like science and math. Other critics of proposition include the proponents of bilingual education. They claim that benefits of bilingual education include appreciation for cultures.Because language is most key part of any culture, allowing bilingual education is allowing the field in which language meets language, culture meets culture, values meet values. Hence, bilingual education has its own educational merits rather than just assisting education in other subjects. Some proponents take a step further and claim that denying bilingual education is discrimination against minority students. First, the minority students are denied of the fundamental tools for reflection, critical thinking, and social interaction.Second, denying bilingual education is an act of affirming white supremacy and English supremacy. Declaring English as the valid language and pointing to critical aspect of intentional English as a requirement for success are two instances where English is pushed as the supreme language. The critics claim that the US is a nation streng thened upon immigration and diversity of races makes it impossible to embrace so-called common culture and common language. One of the prominent supporters of proposition 227 is the general population.According to the poll taken by the Los Angeles Times, 64% of registered white voters and 62% of registered Latino voters favored Proposition 227. Their reasons for the support are echoed in the content of the proposition. First, for the last two decades, bilingual education has not alleviated the underway graduate(prenominal) drop-out rates and low English literacy levels of many immigrant children. They believe that bilingual education has failed because only 6. 5 percent of children with express English language skills moved into regular classes last year.They site the research that shows that sheltered English immersion is the most effective method of helping non-English address children learn English. Also, schools cannot teach all children in their home language because mor e than 50 languages are spoken in students homes. Hence, it is only fair that unified program be offered to all students, allowing all students to equally cultivate their English fluency.The supporters believe in two broad assumptions about education. First, the proposition claims that for productive members of our caller, literacy in English language is among the most important. Second the proposition claims that young immigrant children can easily acquire full fluency in a new language, such as English, if they are heavily exposed to that language in the classroom at an early age. Hence, the proposition can promote sheltered English immersion for maximum of one year. The criticisms for such claims are rather obvious.First, research shows that if anything can be blamed for high illiteracy rate, it is education in whole since over 60 million Americans are illiterate or functionally illiterate. Also, full literacy in English language may not be necessary for productive members of o ur society since immigrants from Asia and Europe are succeeding quite nicely in America while it is black Americans, whose ancestors have been speaking English for over 200 years, convey themselves still relegated to ghettos. Hence, even with conflicting research data, criticisms for bilingual education are exaggerations. Even as such, my own experience with bilingual education makes ending bilingual education attractive. I came to the US only knowing my alphabet.And, I do not remember bilingual classes offered to a Korean kid at my junior-grade high school. Yet, I remember stepping into honors English class by the sophomore year of my high school when Latino and Latina kids I knew from ESL classes in junior high school were still in ESL classes and in bilingual classes. While I am not entirely convinced that bilingual education is a failure, I am convinced that public schools need greater emphasis on academic achievements of students rather then simply graduating them on time.If getting rid of bilingual education means unifying standards for all students, hence challenging all students equally, I must favor getting rid of bilingual education. I deposit the much the same sentiment was shared by the voters of Proposition 227. Since I could not decide to amend or not to amend the proposition, I looked to the gaps amongst the supporters and the critics of the proposition. Then, being the cynic that I am, I found the gaps to be political both parties were looking out for their own interest, not so much for better education.Therefore, I decided to amend the proposition and to offer both parties their share of satisfaction. In researching for this paper, I unbroken wondering about substantial reasons for the teachers to oppose Proposition 227. If voters were convinced that something had to change, why were teachers not convinced? Overall, school budgets will not be cut, if anything it will be increased s smartnessly. Then I thought of some reasons for teachers opposition.First, some of the bilingual education teachers, who earn more than the regular teachers would be in jeopardy from the proposition. Also, funding would be redirected to community members who agree to tutor English learners. I had no reason to see that supporters of the proposition were any better. I did not see the biggest supporter, Ron Unz, the co-author of the proposition and the premier fund contributor of the proposition with $650,000, as either philanthropist or as philosopher who believes in helping out in a worthy cause against the status quo in education.I did see his intentions to be politically charged since, he has 1) challenged Governor Pete Wilson for the 1994 GOP nomination, 2) volunteered to appropriate $50 million per year for 10 years to fund English instruction for individuals who pledge to tutor children in their community, which ensures him a long public exposure and favorable light among employment seekers, and 3) mobilized Latino voters in his side in light of the popular proposition.Hence, instead of choosing the better of two evils, I decided that the best proposition is a compromise between the two. First, basic spirit of the proposition is kept since it won in the election. Hence, LEP children are still mandated to enter English language classrooms. Also, English learners are placed in English immersion program for no more than a year.Second, to satisfy the teachers, some of $50 million will be spent to train current teachers for English language classrooms with LEP children and tutoring LEP children. In addition, current bilingual teachers will be allowed to tutor both LEP children and English learners as many years as assessed as appropriate by both the teacher and the school. Satisfying both the teachers and the parents through amending the proposition should lead to a better education, which is an unintended positive outcome.

Mechanism of Vitamin D Action

IntroductionOnce absorbed, active elements of vitamin D, such as calcitriol, attach themselves to intracellular receptors and then act as recording factors so as to modulate gene expression (Holick, 2010). The vitamin D receptors are similar to thyroid hormones and steroid hormones receptors and contain DNA- binding and hormone-binding domains. According to Holick (2010), these receptors bind with the retinoid-X receptors, other intracellular receptor, forming a complex bond. This heterodimer is what binds to cellular DNA and activates a biological reaction. The biological reaction can either be the stimulation of proteins that perpetuate enteric absorption of calcium or providing the appropriate balance of elements crucial for bone function and growth (Holick, 2010). Vitamin D and Bone Health. Numerous studies have demonstrated that vitamin D has important ramifications on bone health, not only in life, but even in the course of fetal development. For instance, DeLuca & Schnoes (1 976) cite Dr. Coopers question that studied the key factors associated with normal patterns of skeletal growth and open that maternal vitamin D deficiency, coupled with other dynamics, inhibited bone mineral absorption during intrauterine life, and was linked to stunted childhood growth and weak bones in adulthood (DeLuca & Schnoes, 1976). Lack of vitamin D has insidious consequences on the skeleton since it inhibits the accumulation of optimal levels of calcium that is genetically prearranged for the skeleton (Holick, 2010). Watson (2013) also retaliates that once peak bone mass is reached, adults lacking vitamin D in their system will annually unwarranted approximately 0.5% of their skeletal mass if they lack sufficient vitamin D and calcium in their systems (p.18). In addition, vitamin D deficiency can also lead to osteomalacia (DeLuca & Schnoes, 1976) a mineralization defect of the collagen matrix. This condition is often accompanied by throbbing bone pain and aching (DeLuca & Schnoes, 1976). Holick (2010) points out another research at the University of Pittsburgh that also established a correlation between vitamin D deficiency and increased susceptibility to bone fractures. The study measured the vitamin D levels of four hundred participants with hip fractures and compared the results with the vitamin D levels of 400 other healthy women. The outcome demonstrated that individuals with the lowest levels of Vitamin D were 71 percent susceptible to bone fractures compared to those with the highest levels of vitamin D. Consequently, the role played by vitamin D in sustaining bone health can never be overemphasized. Not only does it aid in mineral absorption and bone development in intrauterine growth and childhood, but is also responsible for strong bones in adults as well.ReferencesDeLuca, H, F., and Schnoes K.K., (1976). Metabolism and Mechanism of Action of Vitamin D. Annual Review of Biochemistry. Vol. 45 631- 637 Holick, M.F., (2010). Vitamin D Physi ology, Molecular Biology, and Clinical Applications. New York Springer Science & Business Media Watson, R.S., (2013). Handbook of Vitamin D in Human Health Prevention, Treatment and Toxicity, Chicago Wageningen Academic Pub.

Music Concert Report

Concert Report Guidelines Listening to live performances is an essential part of learning to respect and understand music. Treat this report as though you were a music critic writing for your local newspaper. In other words, what did you standardized/not exchangeable and why? Here are some general guidelines to help you listen, think, and write ab tabu a project. Basic Information to Include When and where did the concert take swan? How many pieces were performed? What were they called and how many movements were in each? Who composed each piece? Who were the performers (name of the ensemble and/or names of the soloists)?If there was a conductor, what was his or her name? What types of instruments were play and/or what types of voice parts were featured? Was there any special purpose to the concert? If so, explain. General Questions to Keep in Mind What was your general response to the concert? How did the performance sound to you? Was the music performed well? Were the musicia ns circleically together? Were they playing/singing in tune? Did any instruments or voices stick out? How would you rate the musicians technical ability and the energy of their performance? Did they seem well prepared for the concert?Which composition did you like best? Why? (e. g. , what specifically did you like about the piece itself or the way it was performed? ) Which composition did you like least? Why? Did any of the compositions trigger an emotional response from you? What were your specific feelings or thoughts in response to the music? Specific Points to Consider You may want to focus your discussion and analysis of the concert on one or more of the pursual points. Describe what you heard and observed using the following musical terms, elements, and concepts discussed in class when applicable.Genre (symphony, concerto, string quartet, and so on ) Stylistic period (Baroque, Classical, Romantic, etc. ) Mood (emotion conveyed by the music and performers) Pitch To what exte nt does pitch vary throughout the piece? How do changes in pitch reflect changes in mood? Rhythm (beat, accent, tempo, meter, syncopation) How were the elements of rhythm used to create special or interesting musical effects? Dynamics (level of sound) draw changes in dynamics and discuss the effect these changes create. Tone contort (bright, brassy, warm, ringing, hollow, etc. Mode (major, minor) Harmony/Melody Discuss the balance (or lack of it) between the melody and its accompaniment. Did you hear consonance, dissonance, or a combination of both? Motives/Themes Identify and note where individual motives and themes are first introduced and subsequently reappear in each piece. Texture (monophony, homophony, polyphony, etc. ) Form (sonata form, A B A, theme and variations, etc. ) Using the musical terminology and concepts covered in class, discuss the most interesting musical elements or features of the pieces that were performed.Compare the pieces from this performance with othe r compositions you have studied in class, noting similarities and differences. (Note In selecting a composition from class, you may want to look for a piece by the same composer, from the same style period, or of the same literary genre as the piece(s) from the performance. ) How does this concert compare to the performance(s) you attended previously? Describe the behavior of the performers and the audience. What, if any, interaction occurred between the two? What kind of behavioral expectations do performers and audiences bring to the concert?How are these expectations satisfied or frustrated? Other VERY Important Information Concerts should be semi-professional/collegiate level or above. (For example, attending a young siblings high school band concert will not be accepted. ) The purpose of these concerts is to attend a concert you might not normally attend in an attempt to expand your horizons. This means attending a rock/country/pop concert is out of the question. A honourabl e rule of thumb is when debating whether a concert is appropriate or not, ask your professor Once you attend a concert, please submit the report indoors five days of the event.Any papers handed in beyond that point will NOT be accepted. Paper requirements a minimum of two pages, double-spaced, 12-point font, one-inch margins. amuse edit your paper for accuracy. Include the program (or ticket stub if no program is given out) with the report. Organizations With Community Events Calendars on the Web A&M http//performancestudies. tamu. edu/ Blinn http//www. blinn. edu/odonnell/index. htm disseminated multiple sclerosis OPAS http//opas. tamu. edu/ Arts Council Brazos Valley http//www. acbv. org/ KBTX http//www. kbtx. com/ KAMU http//events. publicbroadcasting. net/kamu/events. eventsmain

Human Resources Internship Essay

I applied for the Human Resources internship at Maryville Academy-Scott Nolan Center through the website indeed. com. During my internship with Maryville Academy-Scott Nolan Center, I back up the HR department and organizational initiatives. My responsibilities with recruiting initiatives acknowledged initial resume back and on-boarding. Positions I sorted for included but were not limited to mental health counselor, supply give suck, utility charabanc and receptionist. I also supported administrative aspects much(prenominal) as file, data entry, and HRIS maintenance.Since the Scott Nolan Center is in a transitional period, I helped start out several billet descriptions. From the human resources perspective, I did payroll and disciplinary action forms, as well as legal documents such as FMLA. I end 432 hours of the Maryville Human Resources Internship Program. Expectations Prior to Internship Before the internship started, I had an interview with my Human Resources manager to discuss my expectations as well as her expectations for this internship. I expected to get snarly with daily Human Resources functions. I expected to be working in a fast-paced organization.Also, I expected a certain amount of prep ar since I did not give birth any relevant have it off prior to the internship. One other thing I was concerned with was that on that point might be a difference when recruiting for non-profit organizations compared to for-profit organizations. I thought recruiters would pay attention to some unique psychealities or rules when they screened qualified applicants. For instance, some for-profit organizations might digest on large number who have the required skills, such as sales skills, customer service skills and presentation skills.For this particular non-profit organization, I would pay more attention to temper traits, such as openness and agree fittingness. beyond My Expectations Beyond my expectations, I intentional that every organizati on has its unique culture. It does not matter if it is profit or non-profit. Some organizations focus on employees training and nurture, while other organizations focus on select candidates who have certain minimum skills before they can be drived. These employees require undersized training and development.The organization I worked for is a childrens psychiatric hospital. Its perseverings are youths who are suicidal or suffered from sexual and physical abuse in their family. These patients are very sensitive. Thus, they are aspect for employees to be spanking, positive and have professional nursing or therapy skills. They want their employees to not solely care about the patient physically, but also mentally. During the recruiting process, I considered not only whether candidates had the inherent KSAs to finish tasks, but also whether their face-to-faceity would fit the organization.My expectations about this internship mainly focused on recruiting, as well as maintaining t he employee database, such as workers compensations and payroll. Since the hospital was expanding, several new maculations were created. Beyond my expectations, I had to update and develop several melodic phrase descriptions. On the legal aspect, I was not expecting to get very involved. However, I had a hap to follow a FMLA case and to issue disciplinary action forms to employees who break organizational policy. These legal documents make me realize the importance of legal documents in uman resources management.Selection Process General Process A significant portion of my internship province was recruiting. These responsibilities ranged from covering candidates resumes to interviewing and preparing hiring documents. I would screen resumes from our database and select whom I believed would fit in the position. Then, I would conduct a foretell interview with the applicant. After the phone interview, if I still felt the individual fit the organization, I would schedule an in pe rson interview with our Human Resources Manager for the applicant.Our manager would make the final last subsequently the interview. If our manager decided to hire this individual, I would start preparing hiring paperwork including background check, reference check and medical record. My responsibilities would be all the above-mentioned tasks, which abstaind with filing all the documents and sending it to the orientation group in order to prepare new-hire orientation documents. Screening Resume Before the internship, I read an article by Applicants (2009). He gave me several tips I kept in mind during the resume screening process.First of all, I was aware of potential adverse impact during the screening process. I should not focus on screening applicants from particular race or gender group. Companies have significant discretion in defining the underlying qualifications for each position that they fill so long as those qualifications are defined by the outset of the hiring proces s for the position. When I selected qualified applicants for phone interviews, I chose candidates who met the minimum qualifications. Then, we chose whoever had best matched our skill requirements to continue to the bordering phase, which is an in person interview.These minimum requirements were determined by job descriptions. The job description helped us secernate which candidate was able to carry through the job, such as develop policy and communicate with patients. Thus, developing a job description was very important. After screening resumes for minimum qualifications, phone interviews were conducted. Importance of determine personality traits and Organizational Citizenship Behaviors (OCBs) during selection process We wanted to select employees who we believed would be successful in the job.According o Barrick and Mount (1991), the Big Five personality dimensions are related to job performance. Their study indicated that Conscientiousness, which is a tendency to show self-di scipline, act dutiful, and aim for achievement against measures or outside expectations showed consistent relations with job proficiency. Extraversion, which is characterized by positive emotions, surgency, and the tendency to seek out stimulation and the company of others, was a valid predictor for occupations involving amicable interaction. The other three factors- Openness, Agreeableness and Neuroticism had small correlation score.Since most of the positions involved interacting with children, Extraversion would be the factor I wishinged to pay attention to. From this article, I unders similarlyd the importance of using personality traits during the selection process. To help me determine useful personality traits for contrastive positions, Raymark, Schmit and Guion (2006) talked about identifying potentially useful personality constructs for employee selection. They created the Personality-Related Position Requirements Form (PPRF), which was a job analysis form to be used in making hypotheses about personality predictors of job performance.People predicted job performance by identifying whether the candidates personality matched the dimensions they determined in the job analysis. For example, the author conducted a job analysis and hypothesized that several dimensions were essential to perform the job efficiently, such as leadership, sensitivity to interests of others, cooperative or collaborative work tendency and oecumenical trustworthiness. Then, authors linked candidates personality with these dimensions to identify who fit the position best.I did not get a chance to use the actual form ascribable to the limited resources and budget at work however, I learned from it. Before screening for every position, I read the job description in our database and analyzed potential personalities that would fit the particular position. I also discussed these personalities with my manager for suggestions. When I screened resumes and interviewed, I would carriag e for the specific personalities to match required skill sets as well as the organizations culture. Employees in the organizations are ever so helpful. They are very easy to talk to.Everybody worked together and helped each other out. I talked to my manager about our organizational culture and she said that we are helpful, snappy and team-orientated. It was difficult to draw personality traits simply from the resume, so I looked at the do of the resume to determine if the candidate was detail-oriented or not. If the format of the resume was disorganized, there was a greater chance that the candidate was not careful, as opposed to one with an organized resume. If a potential employee was careless when editing their resume, I would conclude that they would not try their best at work.If the candidate passed the resume phase it meant a chance for a phone interview. This was the phase where we could get a general sense of the candidates personality. I talked to my manager before condu cting phone interviews to discuss traits I should look for. For example, I would look for people who are energetic and outgoing and people who were patient and easy to talk to. Their tones on the phone and language they used would be a big part of the determination process. We were looking for candidates who had positive tones and good communication skills.Even though there was no list of personality traits to look for, I tried to analyze the job description. I discussed the jobs with my coworkers and drew a list of personality traits in my mind when I phone interviewed candidates. When they responded to our questions, we were looking for people who answer calmly and respectfully. Other than personality traits, OCB was another(prenominal) important factor I paid attention to when I conducted the phone interview. OCB is the performance that supports the social and psychological environment in which task performance takes places (Organ, 1997). question results showed OCB has significa nt relationships with important organizational outcomes such as productivity, efficiency, and turnover (Podsakoff, Whiting, Podsakoff, & Blume, 2009). With minimum qualifications, I wanted to select candidates who showed OCBs in their phone interview. Podsakoff, Whiting, Podsakoff, & Mishra (2010) also talked about the set up of OCBs on selection decision in employment interviews. The article reports on an experiment examning the matters of job candidates propensity to exhibit OCBs on selection decisions made in the context of a job interview.The result showed that candidates who exhibited higher levels of OCBs were generally rated as more competent, received higher overall evaluations, and received higher compensation recommendations than candidates who exhibited lower levels of OCBs. When I asked job candidates questions, I was looking for people who showed higher levels of helping, voice, and loyalty behaviors in their answers. I believe employees who love to help others, who would express their feelings to repair rather than criticize, and who showed loyalty to their employers would work well in our organization.I talked to my manager about these factors and she agreed with me. For example, for the receptionist position, when I asked the candidate about their past working experience, I would exchangeable to hear examples of them voluntarily helping their co-workers, or solving conflicts between co-workers. Also, I would want to hear them talk about what did they achieved at the past job, like what did they do to improve the company or themselves. Another thing I would ask them is why were they looking for a new job?Candidates responses and attitudes toward their old employer would authorize me an idea of their loyalty if they were work for our organization. If these personality traits and OCBs showed during the phone interview, I would invite candidates to come in for an in-person interview. The reason for conducting a walk-in interview after a phone interview was because by meeting with the individual, it helped us to fare the individual better. Our organization required employees to have an in-house observation to give them a chance to get in touch with patients and observe their reactions.I was not able to participate in the in-house observations however, I tried my best to select potential candidates from the prototypal two rounds of interviews. Selection Decisions Dalessio and Imada (1984) talked about relationships between interview selection decisions and perceptions of applicant similarity. The study had shown that interviewers final decisions were related to a the degree of similarity between the interviewers perception of the precedent employee and the applicant, and b the degree of similarity between the interviewers self-perception and the applicant.This was a useful tip when I interviewed. I sat in several interviews before personally conducting one. I discovered the communication between applicants and my Huma n Resources Manager. Since all these candidates passed the minimum qualification, my manager looked for someone who best fit the organization. Fit is the word we use in our selection process. some(prenominal) applicants had the minimum qualifications for the job however, we wanted someone who fit in the organization. Garcia, Posthuma, & Colella (2008) talked about how interviewers construct fit perceptions about applicants.Their results showed that performance expectation had a direct effect on fit perceptions. Unanimously with the study, our manager wanted to select people who she thought would perform well in the organization. She had an idea of what an ideal applicant would look like in her mind. For example, when we hired nurses, my manager looked to see if the applicant was careful, sensitive, caring and good at teamwork. If the applicant used to work in teams and got along with his or her team members, she would be able to determine if this applicant fit our organization. Thi s person should have high Agreeableness.If we were hiring for a receptionist, we would want to look for candidates who love to help others. From these observations, I learned to study the interview questions and pay attention to personality traits and OCBs that we were looking for in an ideal employee. Each time, I would read these different interview questions for different positions and rehearse the questions in my mind. Also, I identified personality traits and OCBs that were related to the position. Combined with the PPRF I mentioned earlier, I discussed with my manager about our expectations for an ideal candidate before the interview.What were the essential skills and personalities that fit in the organization? After I identified those aspects, I would start the interview process. The more the individual matched our requirements, the more likely this individual would be hired. Each position requires different personality traits unfortunately, I am not able to list them out spe cifically due to the confidentiality policy of the organization. Difficulties Encountered Unavoidably, we chose some overqualified candidates to trace to the next step, which are the background check and drug-screen test.We chose these candidates because they would be quick studies and help others develop. However, our compensation was not the most attractive in the industry. We lost several over-qualified candidates undecomposed before orientation. Some left due to compensation limitations some left due to lack of potential opportunities. We lost both time and money due to the unexpected losses. I discussed these issues with my manager. She told me that they lost more than 70% of over-qualified individuals among all over-qualified individuals during the recruiting process in the past.Even though the turnover is high, they have better potential compared to individuals who have minimum skills only. Her ways to avoid the situation was to not interview over-qualified individuals if t hey required much higher compensation than what we could offer. I disagreed with her opinion. remuneration definitely matters to jobseekers, however, it is not the only thing that matters. I believed more factors should be considered before we decided if an interview should be conducted, such as potential growth, training and development, as well as a benefit package.According to Wells (2004), there are pros and cons of hiring overqualified candidates. The potential advantages include they might be able to pick up tomorrows leaders today at below-market prices. If they were hired, they could help employees meet their goals sooner and potentially contribute a lot more to the company. However, there were disadvantages as well. Overqualified candidates were often too expensive. If we didnt give them a better compensation package, situations similar in our organizations would be likely to happen again. Also, Wells mentioned that they were likely to intimidate others.Hiring a person who is far more experienced than his or her peers or immediate supervisor could create upside-down reporting relationships and authority tensions. Careful assessment was required when intending to hire overqualified candidates. From the article, I learned that I should decide how to define over-qualification. I brought up the topic at one of our intern meetings. We agreed that being at the victimize level and salary expectation was one of the most important factors. It looked kind of like Maslows hierarchy of needs (Maslow, 1943).He used the terms Physiological, Safety, Belongingness and Love, Esteem, Self-Actualization and Self-Transcendence need to describe the pattern that human motivations generally move through. When primary needs were satisfied, people seek for higher level needs. I think over-qualified employees do the same. Compensation is a primary need for job seekers. However, it is not the only factor that matters. If we provide fair amount of compensation, they look for o ther factors such as personal growth. However, if the compensation level is much lower than the average, they seek for other companies.Our organization does not have to have the most attractive compensation, however, it should be the average in the industry. We provided minimum pay at the phone interview. Also, there was a pay expectation on the job application. Comparing our minimum pay and candidates expectations, we would be able to draw a picture of the possibility of follow through the hiring process with the over qualified candidates. For example, we would give applicants a realistic preview of what the job would be. During the phone screen process, I told them the salary for the position and paid attention to their response.If the candidate hesitated, they most likely would not continue the process. We would not follow up with this candidate. The next step was to ask if we could do something to position the job opportunity to better take advantage of the applicants experience . For instance, if the applicants past experience was specialized in child care, we would transfer the applicant to the childcare facilities within the organization. Or, if the applicant obviously had more skills and experience, we would offer a higher-level position instead of an entry-level position.Also, we arranged in-house observations for applicants to give them a preview of certain responsibilities of the job and observe their reaction in the real work environment. Lastly, we assessed what career stage the person was in. We would like to know if they had ambitious goals and wanted fast growth. As a result, we looked at three predictors of candidates success on the job the talent to do the work, the ability to work well with others and motivation. Motivation factors include, career growth like promotion opportunities and personnel growth, such as education reimbursement.Following these assessment steps, we successfully decrease the drop off rate for overqualified candidates . During my internship period, we made efforts to hire seven over-qualified candidates, half of them went through the whole process, which is much better than before. Job Description Development Beyond my expectations, I had a chance to develop several job descriptions during my internship due to organization transformation and expansion. Brannick and Levine (2002) mentioned that the structure of the job description should include identifiers, a unofficial arm, duties and tasks, and other information.They suggest using a KSA modeling approach and critical incident technique to structure the job description. Due to the limited time I was given, I was not able to analyze these KSAs and critical incidents. However, I followed their format, which made the job description easier to read. Since the organization had their own format for job descriptions, which didnt include a summary section, I discussed with my manager the benefit of adding a summary section for each position and edited all of our job descriptions.The summary section gave applicants and mployees a clear idea of what their responsibilities were and linked with tasks and skill sets required. I believe the summary gave employees a better idea of what their daily functions looked like. During my internship, I developed job description for utility manager, staff development specialist, and executive assistant. Also, my coworkers and I revised all of our job descriptions in the database by adding a summary section. After the format was decided, I planned to start to sketch the job description. Part of the job description was minimum qualifications.Levine, Maye, Ulm, and Gordon (1997) provided a step-by-step account of the methodology and described the operator by which validated minimum qualifications (MQ) were obtained. The authors indicated that MQs were created for education, experience, and closely related personalities needed to perform a job satisfactorily. In our organization, a closely related personality for nurse would be Agreeableness. We looked for people who would follow the policy and work with others. MQs are often used as screening devices in personnel selection. Our organization used MQs to screen out applicants as well.Levine, et al (1997) mentioned that in order to determine minimum qualifications, a job analysis needed to be conducted. Its descriptors or components were both behavioural and cognitive in nature. Tasks, the behavioral aspects and KSAs, and the cognitive aspects were determined. Scales were developed to evaluate tasks and KSAs for their impact and relevance in establishing MQs. The authors indicated that this job analysis established a basis for the development of MQs, and defined domains against which to evaluate the MQs for content validity.Preliminary research and observation by human resources specialists, including review of the dictionary of occupational titles, also helped to lead to the preparation of draft lists of tasks and KSAs. Inter views with current employees should be conducted to review relevant tasks and responsibilities required at their job. The authors also suggested a meeting with SMEs to determine the final task and KSA list. Using the list, people should be able to prepare a set of MQ profiles. According to the study, this methodology proved to have high inter- rater reliability.