Japanese Counters Used for Counting Objects

Japanese Counters Used for Counting Objects Lets figure out how to include in Japanese. Each language has an alternate method of checking objects; the Japanese use counters. They are like English articulations, for example, a cup of ~, a sheet of ~, etc. There are an assortment of counters, regularly dependent on the state of the item. Counters are appended legitimately to a number (for example ni-hai, san-mai). Following the following couple of passages, we have included counters for the accompanying classes: objects, span, creatures, recurrence, request, individuals and others. Things which are not plainly sorted or indistinct are checked by utilizing local Japanese numbers (hitotsu, futatsu, mittsu and so forth.). When utilizing a counter, focus on the word request. It is not the same as English request. A normal request is thing molecule amount action words. Here are models. Hon o ni-satsu kaimashita.æÅ" ¬Ã£â€š'ä ºÅ"冚è ² ·Ã£ â€žÃ£  ¾Ã£ â€"㠁Ÿã€‚I purchased two books.Koohii o ni-hai kudasai.ã‚ ³Ã£Æ' ¼Ã£Æ''ãÆ' ¼Ã£â€š'ä ºÅ'æ  ¯Ã£  Ã£  㠁•ã â€žÃ£â‚¬â€šPlease give me two cups of coffee.Another thing weâ want to specify is that when the Japanese gathering objects they partition them into gatherings of five and ten, in contrast to the run of the mill groupings of six and twelve in the West. For instance, sets of Japanese dishes or bowls are sold in units of five. Generally, there was no word for twelve, however it has been utilized on account of Western influence.ObjectsWhen consolidating a number with a counter, the way to express the number or the counter may change.hon æÅ" ¬ - Long, round and hollow items: trees, pens, etc.mai æžš - Flat, slender articles: paper, stamps, dishes, etc.ko 個 - Broad classification of little and smaller objectshai æ  ¯ - Liquid in cups, glasses, bowls, etc.satsu 冚 - Bound ar ticles: books, magazines, etc.dai Ã¥  ° - Vehicles, machines etc.kai éšž - The floor of a buildingken ä » ¶ - Houses, buildingssoku è ¶ ³ - Pairs of footwear: sock, shoes, etc.tsuu 通 - LettersDurationjikan 時éâ€" - Hour, as in ni-jikan (two hours)fun 分 - Minute, as in go-fun (five minutes)byou ç §' - Second, as in sanjuu-byoo (thirty seconds)shuukan é€ ±Ã©â€" - Week, as in san-shuukan (three weeks)kagetsu 㠁‹æÅ"ˆ - Month, as in ni-kagetsu (two months)nenkan Ã¥ ¹'éâ€" - Year, as in juu-nenkan (ten years)Animalshiki Ã¥Å" ¹ - Insects, fish, little creatures: felines, hounds, etc.tou é ­ - Large creatures: ponies, bears, etc.wa ç ¾ ½ - BirdsFrequencykai 回 - Times, as in ni-kai (twice)do Ã¥ º ¦ - Times, as in ichi-do (once)Orderban ç• ª - Ordinal numbers, as in ichi-boycott (in front of the rest of the competition, number one)tou ç ­â€° - Class, level, as in san-as well (third place)Peoplenin ä º º - Hitori (one individual) and futari (tw o individuals) are exceptions.mei Ã¥   - More formal than nin.Otherssai æ ­ ³/æ‰  - Age, as in go-sai (five years old)Ippon demo Ninjin is a great kids tune for finding out about counters. Focus on the various counters utilized for every thing.

Illegal Software Use Essay Example | Topics and Well Written Essays - 1250 words

Illicit Software Use - Essay Example The 2011 BSA Global Software Piracy Study uncovers that the â€Å"Business leaders who concede they every now and again privateer programming are more than twice as likely as other PC clients to state they purchase programming for one PC yet then introduce it on extra machines in their offices,†. The most recent investigation uncovers that various security penetrates stop by known programmers. On this various reports including patches and programming refreshes are introduced. In addition, an addressed is requested the nearness of connection between unlicensed programming and the tirelessness of programming is kept up or not? In such manner the CEO Robert Holleyman, president BSA says, â€Å"It can be a security issue.† Furthermore, he expresses that there is a significant social issue that leads towards utilizing pilfered programming and other security breaks. Be that as it may, in any association the security pass can likewise occur because of blunder of its product and authorizing. The unlicensed and not appropriately recorded programming are progressively inclined to offered inadequate help to the association. As per the Holleyman, the BSA report is established over the IDC advertise information. The term â€Å"gold standard† is expressed by the Hollyman that underpins the deals of PC and programming in overall markets (GNC Articles. 2012). This data is gathered and distributed by Ipsos Public Affairs. The review is held between 14,700 people that have a place with 33 nations in this manner speaking to around 80 percent of the overall programming market (GNC Articles. 2012). The overview results thought of some astounding realities. Around forty two percent of people had introduced he pilfered adaptation of programming that cost around $63.4 billion (GNC Articles. 2012). Be that as it may, this expense can't be guaranteed as the total deficit because of the obscure financial plan of legitimate or illicit introduced programming as refer enced by BSA in the product business. In the United States, the pace of pilfered programming is around nineteen rates since it is considered as the most well behaved nation rate insightful. Truth be told, for the large illicit programming partakes in the U.S. advertise the assessed total assets is roughly around $9.8 billion worth. In the runner up is China (GNC Articles. 2012). It is said that the nation privateers an approximated 77 percent of its product. What's more, this product is of worth about $8.9 billion that stands China in the second spot of unlawful programming after United States. The PC clients in China pay out on normal only $8.89 for the legitimate programming and in the United States this figure is around $127 for each PC. As indicated by the BSA these cost figures for the product associations are speaking to hazard to U.S. financial prosperity. This is because of the baseless forceful bit of leeway that is given to the businesses hence promising them to utilize th e pilfered programming. In like manner, even at the pace of 19 percent programming theft in the United States represents a significant danger to the Information and Communication Technology in the United States (GNC Articles. 2012). Right off the bat, applications or programming originating from a non-real source can be contaminated with infections, vindictive codes, Trojan pony, root units and so forth this forces an immediate danger or dangers. For example, if an activity framework has been obtained from a non-certifiable source, infections can be introduced with the working framework. In like manner, one can't believe programming gave by the merchant and it ought to be tried before actualizing in a live or operational condition of a bank or money related establishment. These fixes can be later on fixed by security refreshes. In the event of pilfered programming, update choices are killed because of the dread of Operating framework approval instruments from the producers. Once

Book Recommendations for Fans of Dream Daddy

Book Recommendations for Fans of Dream Daddy A few short weeks ago, Dream Daddy: A Dad Dating Simulator arrived on the scene and life has not been the same since. From fan art to fan fiction, these seven men (and their adorable kids) have stolen the collective heart of the entire internet. The dating sims combination of diverse characters (including a trans dad and a trans avatar for players), instantly meme-able art and dialogue, and overall charming style has everyone swooning. Dream Daddys premise is straightforward: your avatar, a lonely single dad, moves to a new town where every man he meets is also a single dad, open for romancing and thats where the fun begins! Here are some books to help you best connect with the dad of your dreams: Mat Cool Dad Sella Who is he? Avid music enthusiast, passionate coffee drinker. You can find him most days selling bean juice over at the Coffee Spoon or hanging out at the park with his amazing daughter. What to read:  His passion for music and his rebellious teen daughter make a book like Rani Patel in Full Effect by Sonia Patel a perfect choice to bond with this dad. Joseph Cool Youth Minister Dad Christiansen Who is he?  If hes not in church, you can catch this youth minister out on the open water, setting sail on the seas of adventure! He loves playing guitar and crushing his four kids at Candy Land. What to read:  If youre looking to better understand the faith of this still-married dad, perhaps try a thoughtful essay collection like  Movies Are Prayers: How Films Voice Our Deepest Longings by Josh Larsen. Craig Fitness Dad Cahn Who is he?  Dad of three, business entrepreneur, fitness enthusiast, and your avatars former college roommate. What to read:  Prep to spend more time with this dad by reading the  Hanya Yanagihara’s A Little Life, a book that explores multi-decade relationships like yours with Craig. Hugo Teacher Dad Vega Who is he?  Middle school and High school teacher, writer of scholarly articles on 18th century literature. Major bookworm. What to read:  Really get into the mindset of how books can affect your life with Ann Hoods memoir Morningstar: Growing Up With Books.  Bonus: its brand-new, so maybe Hugo hasnt read it yet and you can recommend it to him! Brian Rival Dad Harding Who is he?  Your in-game rival is super proud of his prodigy daughter. His hobbies include fishing, grilling, and construction. What to read:  Pick up some survival skills in Gabriel Tallents novel My Absolute Darling, which happens to have a young girl as its protagonist a possible way to bond with Brian over his beloved daughter. Damien Goth Dad Bloodmarch Who is he?  This dad loves long strolls through graveyards, true crime podcasts, taxidermy, Victorian fashion, and spending time with his son. What to read:  Lean into this dads love of true crime and history with City of Light, City of Poison: Magic, Murder, and the First Police Chief of Paris by Holly Tucker. Robert Bad Dad Small Who is he?  The games only dad to be estranged from his daughter, Robert can be most often found brooding into a glass of whisky. What to read:  There is no shortage of hard-drinking, damaged antiheroes in crime fiction, but wed suggest Attica Lockes Black Water Rising for the way its antihero confronts his inner demons. Save Save

Essay about Gender Stereotypes Among Childrens Toys

Gender Stereotypes Among Childrens Toys When you walk into the toy section of any store, you do not need a sign to indicate which section is the girls’ side and which section is the boys’ side. Aside from all the pink, purple, and other pastel colors that fill the shelves on the girls’ side, the glitter sticks out a lot as well. The boys’ toys however are mostly dark colors – blue, black, red, gray, or dark green. The colors typically used on either side are very stereotypical in themselves. I noticed the girls’ toys engaged fine motor skills more than the boys’ toys did. The girls have several different types and sizes of dolls to choose from – however, this also makes dolls or items used with dolls (Barbie clothes,†¦show more content†¦The boys’ toys mostly all used gross motor skills. Like the dolls in the girls’ section, the boys have equally as many types of cars or other vehicles to choose from. The boys’ side consisted of mainly three categories all together – 1) action figures, 2) â€Å"role† toys (guns – â€Å"Cops and Robbers† or â€Å"Cowboys and Indians†; ax, helmet, and badge – fireman; and miniature tools for pretending to be a construction worker) 3) cars. I discovered there weren’t really any toys in the boys’ section that didn’t fit in one of these three categories. All the boys toys were very stereotypical. The extreme concentration of cars in the boys’ toys shows the stereotypical attitude that all boys like cars. The toys that weren’t car related all promoted either an aggressive behavior or â€Å"manly† job. Like the girls’ section, very few toys didn’t promote a stereotypical idea. Few toys were aimed equally at both genders. Even board games, while intended for both sexes, usually seemed aimed more towards one gender or another. Both sections had a lot of gender- stereotypical toys. General ideas on girls’ and boys’ behaviors and interests were very prevalent in the toys intended for each gender. After really looking at the toys in both sections it is easy to understand why stereotypical ideas about both genders are so strong since these ideas are introduced at such a youngShow MoreRelatedToys And What They Signify994 Words   |  4 PagesToys and what they signify, which is the free expression of play among children, should be as open and diverse as possible.† (Dubois 2015) Specifically looking at girl stereotypes, toys targeted towards them are packaged in pink, purple and other bright colors of the rainbow. The most popular toys in this demographic are brands like Bratz, Barbie, or Disney Princesses. These dolls can push boundaries on how suggestive their marketing can get. Bratz dolls are usually dressed in skimpy clothing andRead MoreEssay on Gender Stereotype: Gender in The Toy Store1417 Words   |  6 Pagesyourself entering a toy department and noticing numerous diverse aisles. In one aisle, you encounter toys packaged in complementary and color triads colors that include building sets (such as â€Å"LEGO†, â€Å"LEGO Super Heroes†, and â€Å"Angry Birds†) and a wide selection of action figures—Spider Man, Transformers, The Dark Knight, Power Rangers, etc. In the next aisle, adjacent to the aisle with complementary and color triads colors, you find toys packaged in shades of pink and purple. These toys range from â €Å"HelloRead MoreThe Problem Among Kids Toys827 Words   |  4 Pages The Problem Among Kids Toys Having grown up with two brothers I was always around toys such as action figures and toy guns. I did not have a sister to play with, so I usually played with my brothers. 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However, the booming population of children and the growth of toy industry has resulted in the commercialization of childhood. Toys have been an effective methodRead MoreWomen s Social And Mental Development1439 Words   |  6 Pagescharacters, but creates unrealistic and falsified interpretation of what it mean to be a specific gender. As a result, it can be seen that today’s modern western pop cultural, has become globalized into an industry of gender roles in which has transformed mainstream television, commercial ads, movies and toys. Stereotypical traits have been assigned to each gender and has become a significant problematic concern among adults in raising children. With the significant rise for entertainment in mainstream filmography

Human Resource Management An Effective Management Of...

Human resource management provides way through which people can be managed within the organization. It is being considered as one of the most important function for any company (Bernardin and et. al., 2011). This is because, it is with the help of the given concept only an effective management of individual can be carried out within enterprise. In addition to this, given department has the basic function of carrying out the recruitment, selection and training and development of the employees. For the given report Qbic hotel is selected. It is small but rapidly growing hotel that operates its function in London City. It has its first branch situated in financial business centre of Amsterdam and in the year 2013 hotel had opened its second branch of Qbic in London City in Whitechapel.. The report will depict about the role that human resource department plays in achieving and raising the effectiveness of the organization. In addition to this, the study will also showcases the way thro ugh which HR related strategies and practices that can be developed by manager of Qbic hotel with an aim to ensure the success of its organization in the specific market. Further, the report will also showcase upon the way through which an effective framework for strategic human resource management can be framed by the organization. SECTION 1 TASK 1 Defining the concept of strategic human resource management The concept of strategic human resource management (SHRM) is that, the type ofShow MoreRelated HR roles and responsibilities Essay1121 Words   |  5 Pagesit is very important to remember how effective planning and development play an important role in the overall success of the organization. The ability to plan and execute an effective strategy is only as good as the people that are placed in the positions to make these decisions. It is crucial to have an aggressive team that will be both competitive and motivated to carry out the objectives set forth. Not only is it important to understand how these individuals will effect the organization but alsoRead MoreHuman Resource Management And How Does It Affect An Organization?1510 Words   |  7 Pagesquestion, â€Å"What is Human Resource Management and how does it affect an organization?† According to Management Study Guide (n.d.), human resource management is the practice of managing individuals in an organization through an organized and systematic method. Human resource management affects an organization by executing the procedures and policies and warranting that the complaints of employees are taken care of. Given the different roles taken on by the human resource management, it is vital to theRead MoreHuman Resource Management : A Competitive Advantage Essay1352 Words   |  6 PagesIV. 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Human Resource will be impacted more than any otherRead MoreSafety And Health Of Human Resource Management Essay1541 Words   |  7 Pages Safety and health in human resource management Martha Mbugua East Centarl University Safety and health in human resource management Introduction Human resource management in any organization is responsible for various aspects that concern the employees. Safety and health is one aspect the human resource professionals oversee in any given workplace environment (Clarke, Ward, 2006).Human resource professionals have a significantRead MoreAn Investigation On Hrm Practices Essay1521 Words   |  7 PagesRenjith K.P., 3 Lakshmi.K.R 1 Asst.Professor, Dept. of Management Studies, Siena College Edacochin. 2 Asst.Professor, Dept. of Commerce, Siena College Edacochin. 3 Asst.Professor, Dept. of Commerce, Siena College Edacochin. ABSTRACT Human Resource Management is a practice of bringing people and organizations together so that the goals of each are met. 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The Human Resource Management department members deliver knowledge, training, tools, administrative services, and lawful and organization advice. The HRM department is organized by very talented managers who has a mission to make sure the rest of the business has the needs for successful operation. Human

Cabeza de Vaca Free Essays

The Narrative of Cabeza de Vaca: Attitude Towards the Native Indians In The Narrative of Cabeza de Vaca, we follow the journey of Cabeza de Vaca to one of the earliest conquests to the New World. De Vaca’s perspective was not like that of conventional conquerors, but he was rather an anthropologist who accepted other cultures and traditions. De Vaca was an advocate for better treatment of Indians, which lead to him being convicted and sent to Africa. We will write a custom essay sample on Cabeza de Vaca or any similar topic only for you Order Now This action alone speaks volumes about the heightened prejudice that fueled in the minds of the Europeans against the Native Indians. In The Narrative of Cabeza de Vaca, we witness the superior and greedy attitude of the European conquistadors, which later evolves to a civil and sympathetic view. During the 16th Century, European attitude towards Indians was dehumanizing as they felt that the Native Indians were inferior to them because they didn’t have European characteristics of blue eyes and blonde hair . The European conquistadors were looking for new land in hopes to live, seek gold and gather wealth. Europeans enslaved the Native Indians and tried to force them off the land, thus the Indians had to fight back. Religious missionaries tried to convert the Indians to Christianity, they believed that this was the right thing to do because the Indians were superstitious and savage. Due to this perception of Europeans, Cabeza de Vaca suffered greatly because of his sympathy for Native Indians. Like most European explorers, Cabeza de Vaca was inclined towards their conquest. Cabeza de Vaca expressed sympathy and somewhat superiority towards the Indians, while welcoming their hospitable nature throughout the expedition in order to justify his entitlement to their land. As him and his Spanish conquistadors made their westward journey, they encountered many obstacles, such as natural disasters and the initial captivity by the Native Indians. During his almost decade long odyssey, Cabeza de Vaca went through many transformations from being a conquistador to a slave, then a trader, and then a spiritual healer who was regarded almost as God by the Native Indians. This shows how his perception and understanding changed over time, as he bonded more with the Native Indians. Although, initially, he was at the receiving end of brutality by the hands of the Native Indians, later he developed an amiable relationship with them, which resulted in him becoming an advocate for the better treatment of the Native Indians later on. Due to this, he faced great challenges and punishment, and was sent to Africa. Also, Cabeza de Vaca learned many valuable survival skills from the Native Indians during his journey there. The Narrative of Cabeza de Vaca takes us through a voyage of transforming attitudes from the initial enslavement of the conquistadors by the Native Indians, to the creation of a pleasant relationship with them later. During this expedition, we witness the changing view of Cabeza de Vaca, from a egocentric European conqueror to an advocate for the Native Indians. The penalization of Cabeza de Vaca for speaking up for the better treatment of Native Indians demonstrates the biased and repugnant attitude of the Europeans during the 16th Century. How to cite Cabeza de Vaca, Essay examples

Training And Development Training Plan free essay sample

It seems fairly obvious that the two correlate tit one another but there are many businesses that lack the vision and follow through to keep these two inseparable principles together. Admittedly, I believe my company, J. Crew, falls into the category of a business that does provide good customer service but lacks the ability to really develop its people in a way that can surpass customer service as a standard and make it a part of the culture.One of the strategic goals in our company is to increase customer service by providing a customer-centric atmosphere. Believe this goal can be accomplished with the right systems in place. Exceptional customer service is delivered by exceptional people. Before we can be sure that we are meeting the needs of our customers and providing quality service, we need to be able to retain, develop and invest in employees first.The programs and training that I would like to implement are employee incentives programs, which will consist of both financial and non-financial incentives, and a mentor program which in and of itself serves as a non- financial incentive in that it gives employees more responsibility while affirming their worth to the company. We will write a custom essay sample on Training And Development Training Plan or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It also identifies key employees as traders whose responsibility is to help develop other employees and stand in the gap where management may not be able to reach.The mentors program also bench trains potential future managers and helps cultivate the skills to be able to effectively and confidently manage a team. An extrapolation of this training can be illustrated in this order: Leadership training that both empowers and develops employees will further enhance employees attitude by upholding their worth which will lead to a higher quality and standard of customer service that ultimately will be the bridge in accomplishing the strategic objective of creating a customer-centric atmosphere while building brand loyalty and ensuring repeat business.This ripple effect can be applied throughout all businesses and as a future HRS manager believe it is important to be able to identify, assess and build solutions through training like this or comparable to it. Training Needs Analysis Organizational Analysis: In conducting an organizational analysis it was found that not only are there increases in customer complaints in comparison to last year, but there is also poor employee morale in addition to a lower employee retention rate.These exults were traced back to middle management where it was found that poor leadership and a lack of clear communication gave cause to these results. The purpose of this training will not only train managers in effective communication and leadership but will also provide the opportunity to develop potential leaders within the company. All managers will be held accountable in facilitating a successful implementation of this program. Leadership sustained by effective communication are the defining attributes that sets the rest of this training up for success.Missions and Strategies: J. CreWs corporate governance statement says that, J. Crew strives to maintain standards that will provide our customers, associates, and shareholders with assurance that our excellence resides not only in the superior design of our merchandise, but in every aspect of our business (J. Crew, 2014). On the organizational level J. Crew strives to create a Customer- centric atmosphere. The purpose of this training plan is to better align our people with that objective.After conducting an analysis, it has been decided to move forward with not only a training program that develops and empowers the employees to better cultivate a customer-centric attitude but also incentives to initiate and bolster the training received. Resources and Allocation of Resources: Capital Resources: J. Crew has decided to invest an extra one million dollars into this proposed training plan. The additional money will be invested in payroll hours to complete all necessary training and will take place inside each home store.Human Resources: Each store will have one HRS consultant for the management team who will be responsible for providing all training tools to be disseminated. The consultant and management team will work together to oversee all training processes. In addition, there will be two subordinates or mentors to the management team who will be developed by the managers and will actively participate in training as well as execute all other training needs. Organizational Environment J.Crews goal is to create a place where work, individual growth, knowledge, skill enhancement and fun meet together in a blend to reflect the very employees it strives to create. Efficient communication is vital for the continual success of this program. Top and middle managers who can effectively and efficiently communicate with customers and staff are key to insuring this training aligns with the companys objectives. Operational Analysis Several methods Of analysis including employee feedback, job observation and job questionnaires were used to collection data and identify training needs.One of the major issues that this analysis found was the lack of effective communication and follow through from managers to subordinates. This resulted in employees with underdeveloped communication and customer service skills, low morale, and therefore unmotivated to perform to the standard that]. Crew has set forth. The summary of the findings are as follows: Methods People Rest Its Questionnaires were completed Managers and associates Large gap in communicating expectations from both managers and associates. Interviews were conducted Customers In researching all customer complaints within the last year, it was found in roughly 7 out of 10 complaints, customers felt neglected during their interaction with managers and/or associates. Job Observations Assessment of job satisfaction showed most managers and associates were dissatisfied with the current working environment. Person Analysis Soaks Managers Ability to support the operation of a profitable building through successful ailing floor supervision and management of division of responsibility.Knowledge of customer focus: leads by example by providing quality customer service. Ability to take ownership of self- development Skilled in training team on J. Crew standards. Associates Ability to sell the world of J. Crew with quality and commitment. Ability to represent a helpful, friendly customer focus at all times. Skilled in effective and professional communication which upholds J. Crew standards and GU nines at all times. Some managers are lacking the necessary communication skills because they ever received the proper training or mentoring.The gap in communication has created a lack of follow through in communication from managers to associates thus leaving associates ineffective in their ability to deliver J. Crews quality service standards. The success of any associate or manager will be contingent on the development of each individual from the start. To assist in the development of individuals, the mentors program will provide support to management in communicating policies and expectations. Mentors will be able to bridge the gap in cultivating associates knowledge, skills and abilities.Performance Discrepancies Lack of clear, concise information regarding quality and standards. Little to no follow through on development of associates. Poor allocation of time and resources. No feedback system in place to objectively measure performance. Low retention rate. Low employee morale. Training Needs Minimization of overall communication. Measurement systems of employee progress and performance. Daily coaching moments on standards, quality and customer service. Improved recruitment and selection strategies. Argue focus on employee orientation. Utilization of small group training techniques. Better corrective action strategies. The attitudes and motivations of the employees are an uncontrollable element in this training. However, effective follow through and communication Of standards and expectations will greatly reduce the propensity for non-compliance with standards of employment. Leadership and Customer Service Training Design A. ) Design I. Method of Training: Training will start from designated HRS trainer within each store to management team who will then carry out the training to mentors and associates. Various methods of training will be utilized to maximize overall training. These methods will include monthly webzines, group presentations, small group discussions concerning the material in group presentations, role playing within small group setting and videos for enhanced learning. II. Time Allocation Training will occur on Monday, Wednesday and Friday for two weeks. Training will be delivered to management first and will start at 7:AMA and end at 9:AMA. Training will then be disseminated to mentors every Monday and Wednesday from 7:AMA to 9:AMA for two weeks. After the initial two weeks, J. Crew will continue to do leadership and customer service webzines ND send training tools the last Monday of every month for management to pass on to mentors and associates. Ill. Number of Trainees During the two week training period for management, the amount of trainees will be dependent upon how many managers are in a store per training session. There will always be two trainees for every mentors training session. IV. Mandatory Training All training is mandatory for J. Crew employees, especially managers. Much of the managements experience is not backed in the level of training that is necessary to be in alignment with J.Crew standards. The training is being put n place to set all employees up for success. Maximal success ultimately depends on the individual but the investment in our people is one of J. Crews focuses. The training being provided is also geared to help cultivate interpersonal skills that will lead to better relationships in every context. V. On or Off-Site Training Training will take place on site at every J. Crew location inside of the store. B. ) Training Objectives This training is essential for all J. Crew employees to receive.In order to better align with company objectives this training will serve as the bridge to any gaps that are currently hindering that process. It is especially useful for managers who may possess good technical skill but lack communication and leadership skills. L. Training Reaction Objectives After trainees have gone through the training they will know how to: Increase overall communication between management and employees. Identify training moments and know how to lead by example. Provide feedback to employees. Cultivate coaching strategies. Improve employee morale. Know how to turn negative feedback into constructive feedback. II.Learning Objectives This training will provide trainees with the knowledge and tools to successful dervish and communication skills by: Identifying top talent through recruiting and selection training to build a team of the best and brightest (Managers). Communicating quality standards effectively to peers as well as associates. Understanding how to better track employee performance and create effective action plans. Demonstrating all of the training tools learned from training in daily interaction. Improving employee retention rates. Understanding how to navigate through conflicts in the workplace with clear and concise communication. Analyzing different personality types within the am to understand how to best approach and teach individuals. Ill. Transfer of Training Objectives Once trainees have successfully completed this training program they will be able to: Manage turnover rates more efficiently Improve overall store morale and environment Be more aligned with J. CreWs standard of creating a more customer-centric atmosphere. Effectively utilize hiring and selection tools. Evaluate performance using feedback and evaluations. Demonstrate leadership and communication skills that will ultimately impact the business. Be more people-focused and develop talent within the store. Be successful and positive motivators of themselves and those around them. IV. Organizational Objectives The completion of the training will yield benefits to the organization in the following ways: Create brand loyalty through the delivery of J. Crews quality standards consistently. Increase employee retention rates thus lowering costs. Provide bench training to mentors that will create manager-ready associates. Increase employee satisfaction. Create a store atmosphere of quality and service that will noticeably affect our customers.Be in alignment with our organizational strategy of creating a customer-centric atmosphere. Training Methods Our vision and goal for this training is to fully empower our associates and deposit within them the training they need. We think the best way to accomplish this is to take a variety of methods that will bolster their learning and make it a seamless transaction from training they receive to their role in the store. Starting with the managers, all the way through the associates we want to create a team that is well rounded, knowledgeable, and empowered to make the right decision thats best for the customer in every and any situation.Through their blended learning and training J. Crew associates will have all the resources at their disposal to cultivate their Soaks. Lectures We will use lectures as the opening platform before every training session. The lecture will consist of the training objectives for the day as well as a brief overview and summary Of what the training will entail and what we hope to transfer to the associates. We will also explain what other training methods we will use that day and also use this time to give a summary of the training subject being discussed that day i. . Customer Service: How to Engage the Customer. Powering Proponents will be used as a supplemental resource during the lecture. The Proponents main purpose is to give a description, illustration, and visual representation of the training objectives. It will also serve to provide a summary of what training material we will be covering that day. Interactive Multimedia Interactive multimedia will be one of the methods used to go over and train associates on situational strategies.Some of these situational strategies will include, situational leadership, in the moment and general coaching strategies, and enhancing customer service dialogue. The objective in this raining is to psychologically immerse the trainee in the environment so that they will be equipped to handle any situation that may arise. Computer- Based Training Computer-based training will provide an in depth look at the training topic being discussed. From J. CreWs perspective, the trainee will learn what is expected and explain the importance of the training being administered.Also, CB will include top level managements vision and hope for the trainee to make for a more familial environment and hear from top executives why they believe in the training topic being discussed and how to it relates or the organizations goals. Role-Play Role-play will be used to increase retention and knowledge through interaction with other trainees and the trainer. All role-play will be used to put into practice what was gone over through the lecture as well as the interactive media and computer-based training. There will be four different types of role-play used to maximize the training objectives.These four role- play types consist of spontaneous role-play, single role-play, multiple role- play, and role rotation. Spontaneous role-play will be used to give insight to attitudes and behaviors and will be used to start the role-play training. Next, ingle role-play will allow for One Of the trainees to give a demonstration Of what topic is being learned and addressed. Then multiple role play will be used for all trainees to interact together and play out scenarios that are in conjunction with the training objective or topic that day.Lastly, role-rotation will be used to provide a fully interactive training and provide time for questions and answers during each scenario. Training Development Facilities All training will occur within each J. Crew store. The training will take place in the back of the store as well as the front before the store opens. The back of he store provides plenty of space for the lectures and e-training whereas the front provides enough for engaging in role plays and other demonstrations that offer real life scenarios for the associates. Doing the training on the sales floor allows the trainees to adapt to the knowledge and skills they are acquiring and makes for a seamless transition into their abilities. It also makes the environment familiar to be able to apply all of the training. Trainers There will be one designated HRS trainer per store. This trainer is responsible for the delivery of the training to all managers and mentors. Each trainer is experienced and qualified in their ability to effectively communicate and lead teams to become a team that is continuously improving.Each trainer has been certified in the companys Training and Development Certification test and has to be renewed every year. Each trainer also has at least two years of training and development experience and have been with company for three years or more. Trainers are well rounded in their knowledge of the company, technical skills, and their ability to communicate diversely and effectively. Equipment The following is a list of equipment that will be used to supplement and make revision for training: A U shaped table as well as chairs for small group discussions and for trainees to sit during lectures.Powering to help supplement lectures and training content. Computers for E-based training and to provide Proponents. Books, notepads, pens, and binders for all training materials. A trainers binder that contains all training subjects that will be covered. DVDs that provide instructional video. T. V. For the trainees to watch instructional videos. Refreshments during various breaks for trainer and trainees. Training Evaluation The training evaluation is the final element of the training plan. Evaluations will be conducted throughout the training as well as after the training to better asses and measure the results.Trainees will not only be expected to retain all of the information administered to them but also be able to apply it. This will be accomplished through the use of questionnaires, quizzes, and performance evaluations. The training evaluation will occur across four different levels to effectively assess overall training. Each area of evaluation will also provide insight to the trainer to better assess where the training could be most effective or where emphasis is needed. Measuring Trainees Reaction: This evaluation will be administered one to two weeks after the training which will score the training they received.Through the use of questionnaires we will ask their thoughts on the subject matter, the relevance of the training, as well as the delivery of the training from the trainee. This will also help shape feedback on where strengths and weaknesses of the training are. Measuring Trainees Learning: An evaluation of the training will be administered after each training session. The trainees will be given a quiz over the material covered which will include rue and false as well as short answer questions to better gauge measurable results. These tests will be geared towards overall retention and understanding of the material.They will also provide insight into where trainers may need to be more effective. All quizzes will be electronically based for to better track and analyze data. Measuring Trainees Transfer of Skills: This evaluation will be a measurement of behavior and progress. This will be administered 2-3 months after the training and will gauge the transfer of training and how well the associate has been able to utilize the training that was given. The evaluation will also be administered every quarter to better track progress and ensure optimal performance. The results of these evaluations will also be measured against pre-training evaluations and training deficiencies described earlier in the training plan. Organizational Rest Its: implementation and execution of training will provide the organization with the following results: Higher employee morale. Increase employee retention rates thus lowering costs. Provide the exceptional managers who will be well rounded in their technical and interpersonal skills. Deliver continual, ever-increasing personalized arrive to customers. Provide bench training to mentors that will create manager-ready associates.

Fiction and film essay

Fiction and film essay " A good filmic adaption of a novel is true to the novel's form and content". Critically examine this statement in the light of the filmic adaptions of novels you have read for this course.In this essay I will argue that a good filmic adaption must be true to a novel's form and content. I will use as my argument the novels Jane Eyre, by Charlotte Bronte, and Les Liaisons Dangereuses, by Choderlos De Laclos; and the films Jane Eyre, directed by Franco Zeffirelli and Dangerous Liaisons, directed by Stephen Frears. For a good filmic adaption to occur, the film must represent the distinction of and capture the sensations that are produced by a novel. It must allow for its meaning and portrayal to be of the same critical and expedient standard of the novel. This leads me to my thesis: A good filmic adaptation must depict the general and popular themes of the novel, and thus comply the visual imagery of the screen with the essence and imagery more strongly purports by the author of the nov el.English: Count Valmont, frontispiece for 'Les Lias...I will draw upon two elements of both novels: Concept, with the examples of feminism and passion; and form, with the examples of time, spaces and point of view.The protagonist and leading characters of the novels portray feminism, in both novels. In Jane Eyre we see a woman whose morals and dignity surpassed the pressure of society of the imposed duty of marriage for women. Marriage again becomes a strong theme in Les Liaisons Dangereuses, as the 'satanic heroine', Marquise de Merteuil, used marriage as a weapon to learn how to empower men: "The first night (with husband)...offered me only a further opportunity for experience" p183. Jane's individualism and strength, combined with the Marquise's manipulation and...

An Overview of Labeling Theory

An Overview of Labeling Theory Labeling theory states that people come to identify and behave in ways that reflect how others label them. It is most commonly associated with the sociology of crime and deviance: labeling and treating someone as criminally deviant can foster deviant behavior. Labeling someone as a criminal, for example, can cause others to treat them more negatively- and the response to being treated more negatively can be in turn for that person to act more negatively. ï » ¿The Origins of Labeling Theory Labeling theory is rooted in the idea of the social construction of reality, which is central to the field of sociology and is linked to the symbolic interactionist perspective. As an area of focus, it flourished within American sociology during the 1960s, thanks in large part to sociologist  Howard Becker. However, its core ideas can be traced back to the work of founding French sociologist  Emile Durkheim. The theory of American sociologist  George Herbert Mead, which focused on the social construction of the self as a process involving interactions with others, was also influential in its development. Others involved in the development of labeling theory and the conduct of research related to it include Frank Tannenbaum, Edwin Lemert, Albert Memmi, Erving Goffman, and David Matza. Overview Labeling theory is one of the most important approaches to understanding deviant and criminal behavior. It  begins with the assumption that no act is intrinsically criminal. Definitions of criminality are established by those in power through the formulation of laws and the interpretation of those laws by police, courts, and correctional institutions. Deviance is therefore not a set of characteristics of individuals or groups, but rather it is a process of interaction between deviants and non-deviants and the context in which criminality is being interpreted. To understand the nature of deviance itself, we must first understand why some people are tagged with a deviant label, and others are not. Those who represent forces of law and order and those who enforce the boundaries of what is considered normal behavior, such as the police, court officials, experts, and school authorities, provide the main source of labeling. By applying labels to people, and in the process creating categories of deviance, these people reinforce the power structure of society. Many of the rules that define deviance and the contexts in which deviant behavior is labeled as deviant are framed by the wealthy for the poor, by men for women, by older people for younger people, and by ethnic and racial majorities for minority groups. In other words, the more powerful and dominant groups in society create and apply deviant labels to the subordinate groups. For example, many children engage in activities such as breaking windows, stealing fruit from other people’s trees, climbing into other people’s yards, or playing hooky from school. In affluent neighborhoods, these acts may be regarded by parents, teachers, and police as innocent aspects of the process of growing up. In poor areas, on the other hand, these same activities might be seen as tendencies towards juvenile delinquency, which suggests that differences of class and race play an important role in the process of assigning labels of deviance. Research has shown that Black girls and boys are disciplined more frequently and more harshly by teachers and school administrators than  are their peers of other races, though there is no evidence to suggest that they misbehave more frequently. Similarly, and with much more severe consequences, statistics that show that police kill Black people at a far higher rate than whites, even when they are unarmed and have committed no crime, suggests that the misapplication of deviant labels as a result of racial stereotypes is at play. Once a person is labeled as deviant, it is extremely difficult to remove that label. The deviant person becomes stigmatized as a criminal or deviant and is likely to be considered, and treated, as untrustworthy by others. The deviant individual is then likely to accept the label that has been attached, seeing himself or herself as deviant, and act in a way that fulfills the expectations of that label. Even if the labeled individual does not commit any further deviant acts than the one that caused them to be labeled, getting rid of that label can be very hard and time-consuming. For example, it is usually very difficult for a convicted criminal to find employment after release from prison because of their label as ex-criminal. They have been formally and publicly labeled a wrongdoer and are treated with suspicion likely for the remainder of their lives. Critiques of Labeling Theory One critique of labeling theory is that it emphasizes the interactive process of labeling and ignores the processes and structures that lead to deviant acts. Such processes might include differences in socialization, attitudes, and opportunities, and how social and economic structures impact these. The second critique of labeling theory is that it is still not clear whether or not labeling has the effect of increasing deviant behavior. Delinquent behavior tends to increase following conviction, but is this the result of labeling itself as the theory suggests? It is very difficult to say, since many other factors may be involved, including increased interaction with other delinquents and learning new criminal opportunities. Further Reading Crime and Community  by Frank Tannenbaum (1938)Outsiders  by Howard Becker (1963)The Colonizer and the Colonized  by Albert Memmi (1965)Human Deviance, Social Problems and Social Control  by Edwin Lemert (1967)Learning to Labour: How Working Class Kids Get Working Class Jobs  by Paul Willis (1977)Punished: Policing the Lives of Black and Latino Boys  by Victor Rios (2011) Identity  andWomen Without Class: Girls, Race by Julie Bettie (2014)

Film and American Culture Studies Essay Example | Topics and Well Written Essays - 1500 words

Film and American Culture Studies - Essay Example The way a certain movie influences a certain culture it is not same way it affects another culture. Certain cultures may think that action movies may instill violence to their child. Some parents argue that children will want to practice and experience what they watch in movies. A program such as wrestling is said to nurture and build a violent person (Funk, et al, 23–39). This will not be the case to other cultures because they might find it to be educative. The Chinese and Japanese like practicing soldierly arts; hence, they will find action movies to be educative because they can learn some skills from these movies. Other cultures find action movies to be entertaining. This is because in their everyday life, they encounter many risks, for example, the Maasai culture occupation is practiced around the forest as they graze their animals. They may find these movies to be entertaining as they experience a lot of violence with the wild animals. Some parents argue that action mov ies will instill braveness in children, especially cultures that undergo painful initiation. Some cultures recommend the circumcision of their men without being sedated to show braveness in a man. The other category of movies that have both positive effects on culture is the soap operas. These movies have different sagas, typically focusing on love. Parents feel that these movies will poison their children relationship issues at an early age. They feel that their children will start engaging in sexual action at an early age. Indian culture believes that people should not engage in sex until they are married. These movies will affect their culture negatively as young people will get involved passionately. It is also Indian customary for marriages and spouses to be arranged by parents, but after young people watch these soap operas, they feel they have a right to decide on their marriage life thus violating their culture. Other cultures find these soap operas to be informative and edu cative. For instance, these cultures feel that they educate people on how solve shaky relationship because they are true reflective of what happens in real life. These movies are educative in that they answer many questions to children. Parents are sometimes shy to converse matters pertaining to love and sex. They are unable to answer questions in this area hence these movies answer children questions. The other categories of movies that have both positive and negative impacts are the drama movies. These movies show how people use their wits and knowledge to solve certain issue. For example, a movie like Prison Break show how convicts gang up and use their wits to escape from prison. Children may try to put these in practice, hence skiving and absconding classes. These influence cultures in a negative manner. Some drama movies tackle the concern of bullying. For example, a movie like American Girl Stands Strong shows how some characters bully others in the school. Children may pract ice this and use it to bull other children. This may in turn result in forming an oppressive culture where some people are made to feel oppressive. Other drama movies address relationship issue. A movie like Desperate Housewives has shown a lot of unfaithful relationship. These may result in the buildup of cultures with infidelities; hence, separations and divorce will be the order of the day. They may also influence the

Summarize Strategic Management in a Healthcare Organization Research Paper

Summarize Strategic Management in a Healthcare Organization - Research Paper Example Additionally, Strategic management has a combination of elements that are correlated and are crucial to achieving the predetermined objectives. Strategic management is important in healthcare organizations because it plays a fundamental role in correctly predicting the future and establishing mechanisms for dealing with emerging issues (Hunger & Wheelen 2010). Ideally, strategic management assist healthcare organizations in identifying potential opportunities as well as challenges and establishes mechanisms for dealing with the inherent situations (Hunger & Wheelen 2010). Strategic management is essential for healthcare organizations because it aids in planning for various activities and operations effectively discarding frustrations. Healthcare organizations are constantly faced with external threats, and strategic management provides a solution to this challenging event. Ideally, strategic management aid in determining external pressure by coming up with effective solutions to deal with the issues (Hunger & Wheelen 2010). Strategic management is important in a healthcare organization because it is growth oriented. Essentially, the role of strategic management is to constantly seek for opportunities that are effective for success (Hill et al., 2012). Healthcare organizations require strategic management plans as a consequence of remaining relevant in a dynamic environment. The tool can aid healthcare organizations in planning, monitoring development programs and the implementation of processes. Consequently, healthcare organizations are capable of predicting the future and responding to the inherent challenges and

Effects Of Work Place Ionising Radiation Construction Essay

Effects Of Work Place Ionising Radiation Construction Essay There have been increased concerns about the effects of work place ionising radiation on the health and safety of workers over the years. As we go along, this paper will show and compare legislation pertaining to work place exposure to ionising radiation in Trinidad and Tobago and the European Union. 1.1 What is Radiation? Radiation is energy that is transmitted, absorbed or emitted in the form of particles or a wave. Emissions emanating from radiation are all around us and can be absorbed readily by the human body causing adverse health effects. Radiation can be used to cure diseases and diagnose aliments. It can be transmitted from a variety of sources, be they natural (sun, cosmic, terrestrial, internal radiation or radon) or man-made (power supply, nuclear power plants, industrial activities, light sources, etc.). Radiation can be in the form of Ionising or Non-Ionising. For the purpose of this assignment we shall be discussing Ionising Radiation. 1.2 What is Ionising Radiation? Ionising radiation is radiation that is energetic enough when interacting with an atom detaches the electrons causing the atom to become ionized or charged. Ionising radiation can be broken down into three (3) different types: Alpha particles contains two protons and two neutrons and is emitted from uranium or radium, it can be stopped by sheet of paper or skin. Beta particles contains essentially electrons and is emitted from radioactive elements, it can penetrate the skin. It can be stopped by aluminum foil or plastic. Gamma rays contain pure energy and are similar to x-rays and it is also emitted from isotopes. It can penetrate (pass through) the body and can only be stopped by water, thick concrete or lead. DISCUSSION 2.1 Literature review For the purpose of this assignment we will be looking at legislation dealing with work place exposure to Ionising Radiation in Trinidad and Tobago and the United Kingdom. Trinidad and Tobago does not have a specific legislation dealing with ionising radiation. The Radiation Protection Working Group was formulated in 2006 at the request of the Ministry of Health of Trinidad and Tobago to draft such a legislation, but this have not yet become law. Taking this in mind we therefore look to the Occupational Safety and Health Act Amended 3 of 2006 which is not specific about regulations dealing with work place exposure to ionising radiation. On the other hand, when we look to the United Kingdom for legislation pertaining to ionising radiation, we find a vast source of information ranging from Ionising Radiation Regulations 1999 and the Ionising Radiation (Medical Exposure) Regulations 2000. I have chosen to look at the United Kingdom Ionising Radiation Regulations 1999 as it pertains to work place exposure to radiation. 2.2 Trinidad and Tobago Occupational Safety and Health Act Amended 3 of 2006 According to the Trinidad and Tobago Occupational Safety and Health Act Amended 3 of 2006 which states that every employer has a duty of care to his employees, he must then take all reasonable practicable steps to ensure the safety, health and welfare of said employees in his employ. In order to accomplish this, the employer must perform a suitable and sufficient risk assessment to identify all the hazards that an employee will be exposed to while performing a job or task in his employ. The employer is then required to reduce these risks associated with said hazards to as low as reasonably practicable. The Occupation Safety and Health Act Amended 3 of 2006 states that a code of practice can be adopted by the employer but does not specify, it is left solely to the discretion of the employer. When dealing with work place exposure to ionising radiation the employer can implement the best practice begin used in said field. One such best practice to manage ionising radiation in the workplace, is Occupational Health and Safety Assessment Series for health and safety management systems (OHSAS 18001 certification). 2.3 United Kingdom Ionising Radiation Regulation 1999 The United Kingdom Ionising Radiations Regulations 1999 came into full force in 2000 and replaced the 1995 Ionising Radiations Regulations. This Regulation pertains to ionizing radiation associated with the work place and not from natural sources. The Ionising Radiation Regulations 1999 has forty one (41) regulations arranged in seven (7) parts and nine (9) Schedules, They are as follows; Part 1 Regulations 1 4 Interpretation of terms and General requirements Part 2 Regulations 5 12 General principles and procedures. Regulations 5 and 6 require employers to notify the HSE if and when working with ionizing radiation, a license must be acquired for working with x-rays, etc. Regulation 7, a risk assessment is required before any work involving radiation can begin. When all potential hazards have been identified, it is the duty of the employer to take all steps that are reasonably practicable to prevent accidents, limit the consequence if said accident occurs and provide employees with the equipment, training and information to prevent their exposure to ionising radiation. Regulation 8 deals with restriction of exposure, the dose employees or any other persons may be exposed to within any calendar year. It also deals with requirements for physical means and written procedures to protect employees. Regulation 9 deals with personal protective equipment; it must meet PPE Regulations 1992. And that said equipment must be stored and kept in good working condition. Regulation 10 deals with the maintenance and examination of engineering controls (warning devices, safety features) PPE, etc. Regulation 12 requires employers to prepare contingency plans and rehearsals of said plan. Part 3 Regulations 13 15 deals with the arrangements for the management of radiation protection. Regulation 13 controls the appointment of radiation protection advisers, which can be contracted by the employer. These advisers have the duty of making local laws for safe conduct of work and ensure proper supervision of work. Regulation 14 deals with general training and information. Regulation 15 requires co-operation between employers where by if one organization is at risk because of the operations of other, the exchange of information to ensure full compliance with the Regulation. Part 4 Regulations 16 19 covers designation of controlled and supervised areas and their monitoring. Regulation 17 deals with local rules (written procedures and contingency plans) and the appointment of radiation protection supervisors. Regulation 18 deals with additional requirements for designated areas (warning signs, restrictions on access, dose assessment, radioactive contamination, records for non-classified workers, etc). Regulation 19 requires the monitoring of designated areas (tests on instruments and keeping records). Part 5 Regulations 20 26 deals with the classification and monitoring of persons. Regulation 20 deals with the designated of classified persons, (those employees who are likely to receive more than the specified dose). Regulation 21 deals with dose assessment and recording for classified persons. Regulation 22 deals with the estimated dose and special entries. Regulation 23 deals with dosimetry (measuring the dose of radiation emitted by a radioactive source) for accidents, etc. Regulation 24 requires medical surveillance to employees (classified persons, non-classified persons and persons about to be classified). Regulation 25 deals with the investigation and notification of overexposure by employers who must keep the record for at least fifty (50) years. Regulation 26 deals with modified dose limitation for overexposed employees. Part 6 Regulations 27 33 makes arrangement for the control of radioactive substances, articles and equipment. Regulation 27 states that wherever practically possible all radioactive materials should be in the form of a sealed source. These sealed sources must be tested for leaks every two (2) years and records kept. Regulation 28 requires employers to account for all radioactive substances for two (2) years from date of origination or from the date of disposal. Regulation 29 deals with the keeping and moving of radioactive substances. Regulation 30 requires employers to notify the HSE of certain occurrences (i.e. accidental release, loss or theft) and the employer must undertake an investigation to confirm these occurrence or otherwise. This investigation record must be kept for fifty (50) years if such incident never occurred it must be kept for two (2) years. Regulation 31 imposes duties on manufactures, installers and employers in relation to equipment used for medical exposure. Regulation 32 requires employers to investigate any defective medical equipment and keep record of the results for fifty (50) years if overexposure has resulted from undergoing treatment. Regulation 33 deals with the misuse or interference with sources of ionising radiation, which is prohibited. Part 7 Regulations 34 41 deals with the duties of the employees and miscellaneous provisions. Regulation 34 deals with general duties of the employees (employee must not knowingly expose themselves, where PPE is provided employee must take full advantage of said equipment, must take annual medical examination). Regulation 35 deals with the approval of dosimetry services and issues of certificate by HSE. Regulation 36 deals with defence on contraventions i.e. (Regulation 6 advance notice to HSE of intent to commence work with radiation, 7 deals with prior risk assessment if not initially met can be complied with at a later date, 27 prevention of leakage suppliers written assurance that the Regulation is fully complied with. Regulation 37 deals with exemption certificates by HSE if the regulations are not appropriate. Regulation 38 deals with extensions outside Great Britain. Regulation 39 deals with the transition from Ionising Radiation Regulation 1985 to the Ionising Radiation Reg ulation 1999. Regulation 40 and 41 deals with the modification in relation to the Ministry of Defence and revocation and saving. 2.4 TT OSH ACT AMENDED 3 OF 2006 vs. UK IRR 99 When we look at the Occupational Safety and Health Act Amended 3 of 2006 compared to the Ionising Radiation Regulations 1999, you have to understand and interpret the Osh Act when dealing with ionising radiation because you cannot say that it does not have legislation about it. It may not be specific but it is there, being ignorant of the law is not an excuse. On the other hand the IRR 99 spells out the law to you when dealing with work place ionising radiation. The Osh Act 2006 does not specify regulations to deal with work place exposure to ionising radiation, whereas the IRR 99 sets out specific regulations about handling, storing, specific dose limitations for employees (women of child bearing age, persons under 18, etc), procedures to follow (system of work, permit to work), accidental release, contingency plans, designated areas, training, monitoring, engineering controls and redesign features. The Osh Act 2006 requires employers to perform a suitable and sufficient risk assessment to identify all hazards associated with tasks undertaken by employees. The IRR 99 specifies that a suitable and sufficient risk assessment must be done before any work with radiation is to commence. The IRR 99 makes specific requirements for the employer to protect his employees from ionising radiation. The Osh Act 2006 is vague on this issue and the responsibility is left solely on the employer to ensure the safety of his employees against ionising radiation and the best practice in that industry is utilized. CONCLUSION The United Kingdom Ionising Radiation Regulations 1999 contains certain requirements that must be met on: Risk assessments and notifications Dose limitation Control methods of radioactive substances Record-keeping Regulation of work with ionising radiation Safety of articles and equipment Dosimetry and medical surveillance Monitoring of ionizing radiation This Regulation makes reference to the employer, safety representatives, radiation protection advisers and supervisors and the health and safety officers of their roles and responsibilities. Whereas Trinidad and Tobago Occupational Health and Safety Act Amended 3 of 2006 does not specify requirements for work place ionizing radiation. The Act can be interpreted as the employer must take all reasonable practicable steps to ensure safety, health and the welfare of his employees. In accomplishing this, the employer must conduct a suitable and sufficient risk assessment identifying all the hazards that an employee will be exposed to while performing a job or task in his employ. The employer must then reduce these risks associated with said hazards to as low as reasonably practicable. The United Kingdom IRR 99 Legislation was used as a guide to draft an Ionising Radiation Regulation for Trinidad and Tobago, this, as stated before has not yet become Law. The draft Ionising Radiation Regulation will set out: Frame work for emergency preparedness Safety Standards for protection of workers and the general public Road Transport Regulations Use and disposal of radioactive materials Environmental Protection Contaminated land Regulations Measures for safe use of high activity sealed radioactive sources and orphaned sources Due to the increase in the use of radiation sources in the industrial and medical sectors, this Regulation is needed to govern the use of ionising radiation in Trinidad and Tobago. Word Count: 2100 words

Formative Strictly Ballroom

Texts represent certain perspectives on belonging which challenge us to understand our own world. This is evident in the film â€Å"Strictly Ballroom† directed by Baz Luhrmann. The style of the film is â€Å"Red Curtain† cinema which means conveys the ballroom dancing world is surreal and artificial. This film explores what it means to belong or not belong to a well-defined group. This is presented through the opening sequence by showing how Scott, Fran and Doug don’t belong to the group of ballroom dancers. The director grew up in the world of ballroom competitions.Luhrmann’s purpose was to be able to tell a story in his own particular way, â€Å"telling our own stories in our own way that is what the film is about for me†. The opening scenes explore aspects of not belonging and no being accepted. The ballroom dancing group demonstrates a veneer of belonging. The group itself is the same in appearance and behaviour but lacks emotional connection wi th other. They value tradition and authority. To belong to this world means sacrificing individual identity. A high angle shot is used to show the dancers competing in the competition, it also show the walls of the room they are dancing in.This represents their confinement to the outside world as well as their conformity because they are all dancing the same steps. We understand that when people conform to a group they become restricted and separated from the rest of the world. The close ups of Barry Fife and the judges sitting above the dancers shows that they have more power. This symbolises that they have authority within the ballroom dancing group and are the people that enforce the tradition of strict rules and regulations.From this we understand that when there is authority and power in a group there are rules to be followed that stop people from having an individual identity. The make-up of the women defines them as belonging to a certain group and symbolises their values, fo r example the women of the ballroom dancing wear bright and over the top coloured make-up. This represents them as being ‘fake’ due to being part of an artificial world. The idea of them all having exaggerated make-up tells us they all belong to the one group. From this we understand that to belong to certain groups you have must conform to their ways.The idea of not belonging is also conveyed in the opening sequence. This is represented through peoples’ individual choices and the exclusion of those who do not fit in. Scott Hastings is the protagonist in the film and as an individual he chooses not to belong. He chooses to dance his own steps, meaning he doesn’t conform and therefore does not belong. Scott shows rebellion in the first scenes where he challenges the authority by breaking the rules. He does this because he is looking for his own identity away from the group. The close up of Scott’s shoes when he dances show he is about to dance his ow n way.This demonstrates his desire for freedom and individual identity as well as his rebellion against a restrictive type of belonging. This gives us the understanding that when people wish to find their own identity they rebel and makes choices which can lead to exclusion. Scott’s costume is black pants and a white singlet which is what he wears when he dances his own steps. This indicates his difference to the group and the authenticity of his motivation as he attempts to create his own identity. Lighting affects the mood in the film and Scott is often shown in close ups with low key lighting which is more natural.In the scene where he dances in and out of the spotlight indicates his developing sense of independence from the group. Fran and Doug are two other characters who also do not belong to the ballroom dancing group. Fran is excluded because of her different attitudes to the others. Her costume is plain and simple. She wears a long T-shirt and black tights, large gla sses and no make-up. This is contrasted to the other women who wear a lot of bright make-up making them look false whereas Fran appears more natural and this makes her isolated from the group. Doug first appears as a dull man on the outside of the group.However, in these scenes we find out he also dances his own steps in the secrecy of the studio. He dances in the shadow and a single spotlight and quirky music which gives mystery and difference to his dancing. We are positioned to understand that not belonging can be caused by having different attitudes and values or it can be cause voluntary by not conforming to the rules. From the film’s opening sequence we learn that sometimes to belong to a group you have to lose your individual identity. If you rebel against conformity to a group it can result in isolation. You can also be excluded from a group due to different attitudes and values.

E Bike Marketing Plan - 3132 Words

* EXECUTIVE SUMMARY : This marketing plan examines the launch of a human-electric hybrid bicycle called e-bike by the world’s largest motorcycle manufacturing company HONDA, in China. We all know that the Global Warming is a serious issue to be addressed. This is the right time to realize the importance of eco-friendly products to save the earth from global warming and its ill effects. Unfortunately the automobile emissions are the second largest contributors for the green house gases. Honda with a vision to become the world leader in environment and energy technologies launches this innovative and futuristic eco-friendly product called e-bike. This zero CO2 emission mobility is certainly a head turner which is stolen from the future,†¦show more content†¦This boom was triggered by Chinese local governments efforts to restrict motorcycles in city centers to avoid traffic disruption and accidents. By late 2009 motorcycles are banned or restricted in over ninety major Chinese cities. Users began replacing traditional bicycles and motorcycles and, in e-bike became an alternative to commuting by car. * LEGAL AND REGULATORY FORCES - In China electric bikes currently come under the same classification as bicycles and hence dont require a drivers license to operate. Previously it was required that users registered their bike in order to be recovered if stolen, although this has recently been abolished. Due to a recent rise in electric-bicycle-related accidents, caused mostly by inexperienced riders who ride on the wrong side of the road, run red lights, dont use headlights at night etc., the Chinese government plans to change the legal status of illegal bicycles so that vehicles with an unladen weight of 20 kg or more and a top speed of 30kmh or more will require a motorcycle license to operate, while vehicles lighter than 20 kg and slower than 30kmh can be ridden unlicensed. In the southern Chinese cities of Guangzhou, Dongguan and Shenzhen, electric bicycles, like all motorcycles, are banned from certain downtown districts. There are also bans in place in small areas of Shanghai, Hangzhou and Beijing. * SWOT ANALYSIS – Strengths †¢ Honda Motor Company, Ltd has the abilityShow MoreRelatedE Bike Marketing Plan3122 Words   |  13 Pages* EXECUTIVE SUMMARY : This marketing plan examines the launch of a human-electric hybrid bicycle called e-bike by the world’s largest motorcycle manufacturing company HONDA, in China. We all know that the Global Warming is a serious issue to be addressed. This is the right time to realize the importance of eco-friendly products to save the earth from global warming and its ill effects. Unfortunately the automobile emissions are the second largest contributors for the green house gases. Honda withRead MoreCadbury1549 Words   |  7 Pagese.) 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Fidelity Is Not A Sense Of Fidelity - 2126 Words

Fidelity is faithfulness to a person, cause or belief demonstrated by continuing loyalty and support. It seems that we as humans strive to obtain a sense of fidelity, yet they cannot when it comes to their relationships with others. Individuals are incapable of remaining committed in relationships. This has been proven through not only psychological research, but in literature as well. In the scholarly articles from Psychology Today, it states that Americans seem to value the idea of fidelity and faithfulness, but have a hard time achieving it. The researchers believe that individuals suffer from marital myths, that in turn can cause a partner to commit acts of adultery. This happened directly with the character John from The Miller’s†¦show more content†¦They find a different outlet for their need. Humans cannot seem to find happiness with only one person, they stray off showing that they cant be loyal or committed to anything in life. Temptation was also a resoundin g reason throughout the article. Individuals see someone else, who they may see as a challenge or simply someone who draws their attention, and lack of better judgement kicks in. â€Å"†¦Many of us are tempted by the delights of the new, especially those of the sexual variety.† People become unsatisfied and indulge in pleasure with a new partner. According to the researchers, individuals seem to be incapable of following through to the promises they made to their significant other. The vow of for better or for worse seems to be forgotten because they cannot commit to the meaning behind those words. They contradict themselves, they say they love their partner, but are unfaithful behind their back. But sometimes infidelity can root in simply just not being happy with who you are with anymore. They just don t make you feel the way you felt when you had first gotten together. The relationship is no longer enjoyable and becomes a burden. Essentially, individuals are susceptib le to cheat, and sometimes the temptation and curiosity becomes too overwhelming to fight. Many of these ideas are