Out Among The Stars by Johnny Cash free essay sample

Johnny Cash is path past one of music’s most noteworthy stars. His design, nearness and honesty made him the American legend that he despite everything is right up 'til the present time. At first,he was simply J.R. Money living in Arkansas. At that point the Great Depression hit and crushed provincial families like his own and a lot of America’s economy. The Cashes reestablished their ranch and kept on working through confounded occasions. Later his more established sibling, Jack Cash, had passed on in a sawmill mishap. This left J. R. Money with a lasting agony. Music had then become his shelter. Almost 60 years after his profession authoritatively started and twelve years after his own demise, â€Å"The Man In Black† proceeds to â€Å"walk the line.† Johnny Cash has discharged one more collection. His child as of late found the unheard studio collection from a chronicle meeting during the 1980s. â€Å"Out Among The Stars† resembles getting trapped in a fantasy. We will compose a custom exposition test on Out Among The Stars by Johnny Cash or on the other hand any comparative point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page The melody is relatable due to reality in the verses. He sings, â€Å"Travellers get tired. They have weights and scars, and we think they’d love to start from the very beginning and fly like falcons out among the stars.† â€Å"I Came To Believe† shares a the same significance. The young men both had issues and were accustomed to aggravating them. Be that as it may, when one of the young men approached the LORD for help, his issues gradually dissipated. He was given solace, discovered simpler ways, and trust in the basic pleasure of being alive. There’s without a doubt going to be innovativeness whether he’s a singing a melody about affection, his home, church or regardless of whether he’s recounting to a story through that profound and serious voice of his. His lone single on the â€Å"Out Among The Stars† collection, â€Å"She Used To Love Me A Lot†, informed a story regarding two previous darlings. Numerous years after the fa ct he saw her and began contemplating their once before relationship. The man figured they could resume from the last known point of interest previously. Inverse of his contemplations, the woman simply convoluted and left. Other than departure, â€Å"Tennessee† is about a man who went gaga for a young lady and found a home with her. They settled down and he winds up naive with her. While on the opposite â€Å"Rock and Roll Shoes† is tied in with attempting to discover ones self and not being characterized by another. The man’s consistently out and about and he doesn’t ever want to quit moving. Various melodies from Johnny Cash are essentially an assortment of his dreams. His innovativeness is the thing that pulls the audience members in and causes them to fathom his musings. Prevalent convictions and the inventiveness of Johnny Cash himself, had allowed him a chance to seek after an expert profession out of what he had consistently trusted in. He sang tun es of his own and tunes that had been formed by others. Be that as it may, he likewise took his voice and worked together with skilled specialists. There were three two part harmonies on this CD incorporating two with his better half, June Carter, and another with Waylon Jennings. Any music Johnny Cash produces encourages us to put stock in the capacity to be free and see past reality yet still comprehend the truth of life. John Carter Cash, Johnny’s child, had stated, â€Å"When I heard these chronicles without precedent for such a significant number of years what I promptly saw was the delight in his voice?his soul was taking off. I heard the lively bliss. At the point when these accounts were made he was as brimming with energy and love as some other time in his life?at a genuine prime. These accounts have never been heard at this point. So tune in for him and inside you, locate a genuine image of who the man truly was.† Johnny Cash stays a legend. At whatever point you wind up feeling any sort of feeling, put him on the radio, dust off your stereo, or even a matured tape. The icon’s voice is ageless and â€Å"Out Among The Stars† is the latest†¦ and conceivably last collection ever of Johnny Cash. He might be gone yet in the event that you listen intently he’s directly close by us. In the long run we’ll have the option to meethim â€Å"out among the stars.† But for the time being his music’s the main substantial thing left of him.

Ethics Reflection Essay

The expanding decent variety and necessities of today’s customers has permitted numerous organizations to open and encourage more noteworthy obligation in seeking after shared objectives and goals. This procedure takes into account the plan of explicit moral standards and adherence to the capacity to upgrade corporate social obligation. These two procedures stay vital as it plots dynamic intends to strengthen open doors for development and improvement. By trying to comprehend these measurements, it permits any up and coming supervisor to encourage and adequately sustain abilities advancement and responsiveness to today’s current patterns. Surveying the job of morals and social obligation in cultivating a vital arrangement, it very well may be seen that these two standards fill in as a guide in advancing and investigating proficient practice that is progressively receptive to the necessities of the social condition. It is in here that the objectives investigated supplement supportability and administration in the earth. Such angle at that point presents better decisions and dynamic in methodologies utilized by an association as well as inside the extent of how an organization impacts the social domain and the general condition (Management Help, 2009). So also, the making of moral principles inside the key arrangement additionally injects responsibility among partners. This implies suitable rules as indicated by moral commitments and expert guidelines are set up to ensure that it saddles fitting reactions from every individual from the association (Management Help, 2009). In like manner, these arrangement of standards and rules likewise fills in as a guide on what conduct is considered important to address destinations. Such elements at that point improves the probability of responsiveness and opens up open doors for getting able in existing patterns inside the framework. Relating the definition of a socially mindful and moral key arrangement to partner needs, it very well may be derived that it serves to supplement and serve their wellbeing. Since expanded duty, responsibility, and correspondence is normal among individuals from an association, it permits partners to get or give items/benefits that are responsive and viably addresses the requirements of customers. These bearings thusly help shape compelling intends to advance ideal activities, where duty is shared, correspondence is open, and individuals try to hold fast to one regular norm and approach. Pondering how my moral point of view rotated during the program, it very well may be seen that I had gained significant ground in recognizing explicit issues and giving proper arrangements that not just tends to the interests of the couple of. Or maybe, it is a greater amount of following the conditions and changes intelligent of proposing arrangements that can profit all on-screen characters included. The elements of the course just as the readings opened up new points of view concerning morals and how it very well may be applied in the business setting. Moreover, proposing methodologies was additionally another procedure I learned and procured all through the course. It produced a moral viewpoint that is compatible inside the association I am into. Since moral standards are deciphered and applied distinctively among organizations, it is then critical as far as concerns me to adjust and react to these territories as needs be. Permitting this technique to produce results achieves extensive elements comparable to crossing over the holes identified with the perfect and the genuine situation/s that are going on. By and large, the course was successful in depicting the conditions forming morals and how it can affect associations and organizations both in the short and long haul. By effectively submerging in a few moral issues, I believe I had gained significant ground in perceiving issues as well as characterize my administration style that is increasingly dependable, intelligent, and responsible to the necessities surprisingly. It is through these that one can pick up the capacity to get versatile to the consistently changing patterns of the 21st century business condition. Reference Management Help (2009) Complete Guide to Ethics Management: An Ethics Toolkit for Managers. Recovered from http://managementhelp. organization/morals/ethxgde. htm#anchor41892

Are You Up on the Top Resume Cover Letter Trends of 2012-2013

Are You Up on the Top Resume Cover Letter Trends of 2012-2013 Are you up on the top resume cover letter trends of 2012-2013? Many articles posted on line are old and outdated. Thankfully, each year Career Thought Leaders releases an up-to-date report on current job search trends and the 2012 report has been released! Findings of 2012 Global Career Brainstorming Day: Trends for the Now, the New the Next in Careers covers topics including Career Marketing Communications (my focus), Job Search, Career Planning Management, Career Counseling Coaching, The Changing Employment Landscape, and Challenges for Career Professionals. I invite you to read the full report to get a picture of job search trends in all these areas. What follows is a summary of top trends in Resumes Cover Letters, LinkedIn Profiles and Video/Multimedia presentations. The Essay Expert will be following these recommendations and I hope you will too! Resumes Cover Letters Resumes are not dead, despite the fact that some people do get interview offers based solely on their social media profiles and video presentations. In most fields, resumes remain the central career marketing document, around which all other materials (LinkedIn profile, networking resume, bio, etc.) revolve. Ideal length is two pages for most mid- to senior-level professionals; the presentation must be such that the information is readily absorbed in 6-10 seconds. A portfolio of additional, consistently branded materials, including an Executive Summary for senior players, is welcomed by decision-makers; this compilation paints a full picture of what an accomplished applicant offers. An exact street address is no longer necessary, but a LinkedIn URL is recommended. Numbers speak louder than words, so include any you can! Also include CAR (Challenge-Action-Result) or STAR (Situation-Task-Action-Result) stories to demonstrate your value. Each resume must be tailored to the job description. You will need multiple versions to be truly effective. Quotes/testimonials are becoming more and more acceptedâ€"and perhaps even expectedâ€"on resumes. Photos are still a no-no in the United States for anyone looking for full-time employment; in Europe and the UK, however, photos remain standard. Document Format requirements vary depending on your audience. Some organizations and job search sites accept fully formatted resumes in .doc or .pdf format; others require Word documents or text-based files. Gmail addresses are the standard, and aol addresses are seen as antiquated, especially for tech jobs. Brief, tailored cover letters are still welcome by some HR and hiring managers, so best practice is to include one that makes you stand out. The old “snail mail” tradition of sending a resume on nice bond paper is also not dead! You can make an impression by doing so and get some attention. If you are working with a recruiter, do whatever the recruiter directs you to do. You can use your more highly formatted resume when interacting directly with hiring managers. LinkedIn LinkedIn is absolutely essential to your job search strategy. Sure, you can be on facebook, Twitter and Pinterest, but LinkedIn is the one non-negotiable. Did you know that recruiters will often accept LinkedIn connection requests even though they will not read an unsolicited resume? Once on LinkedIn, recommendations are as follows: Prioritize keywords and recommendations (vs. endorsements). Update your profile and activity status regularly. There is no need to purchase a Premium account in order to get value from your LinkedIn presence. LinkedIn is not a silver bullet! Simply having a great profile does not guarantee success; you must participate in discussions and “take it off line” to get full value from the site. Your LinkedIn profile should complement, not copy, your resume. VideoBios, Web Portfolios, Visual CVs Other Multimedia Tools Web portfolios are becoming common, especially for those in the graphic arts field. A web presence may soon be expected for job seekers in some fields! Consistent branding is key. Video resumes are more accepted and utilized on the West Coast than elsewhere, but they have not taken off as anticipated. It seems social media profiles such as LinkedIn are still winning out. Some recruiters like video resumes/bios and Skype. Word to the wise: If you choose to present yourself through video, make sure you use high level technology! A poor quality video image, whether in a video or a Skype conversation, can be worse than no video at all. I hope the above “hot-off-the-press” advice from top career professionals supports what you’re already doing or encourages you to head in a new direction. Read the full report here. If The Essay Expert can help, let us know! We are available at 608-467-0067 or through our Web Form.

Transcultural Literature And Contemporary World Literature

Arianna Dagnino in her essay Transcultural Literature and Contemporary World Literature points out that â€Å"with the denationalizing wave of globalization, even national literatures are under pressure to find new arrangements of form and content to adapt to a changed cultural and social paradigm. In other words, a mutation is under way within the global acumen of letters where new notions of belonging, as well as definitions of selfhood and identity are externalized through new creative artistic and literary processes. Within this emerging social, cultural, and literary scenario, scholars feel the urge to identify new relevant literary paradigms, especially when dealing with the so-called New Literatures in English represented by the works of, say, Zadie Smith, Hanif Kureishi, Kamila Shamsie, Michael Ondaatje, or Joy Nozomi Kogawa† or recently through Anime with its heavy borrowing of motifs from western canonised literature and its gradual popularity as an emerging form of literary creativity. According to Merriam-Webster dictionary, anime is a style of animation originating in Japan that is characterized by stark colorful graphics depicting vibrant characters in action-filled plots often with fantastic or futuristic themes. While Oxford Dictionary dictates anime as A style of Japanese film and television animation, typically aimed at adults as well as children, the Urban Dictionary explains anime as a style of animation that originated and is still heavily centered inShow MoreRelatedEssay on Culture Clash and Dispossession and Indigenous Australians2009 Words   |  9 Pagesdispossession, and contemporary health issues faced by indigenous people. Subtopics on the models of health and the transcultural theories protruded by the study are covered by this analysis. For a better understanding of what this analysis is all about, culture has been defined by Collins, W. (1990, p187), as an aspect in a particular society that consists of ideas, customs and art that are produced by such a society. The applications of the models of health and the transcultural theories and theirRead MoreTranscultural Nursing Essay3519 Words   |  15 PagesApplication of Nursing Theory Leininger’s Transcultural Theory The practice of nursing in today’s multicultural societies calls for nurses to identify and meet the cultural needs of diverse groups of people; to understand the social and cultural reality of the client, family, and community; to develop expertise in the implementation of culturally acceptable strategies for the provision of nursing care, and to identify and use appropriate resources for health teaching that is acceptableRead MoreThe s Theory Of Culture Care Diversity And Universality2241 Words   |  9 Pagesfor their health, wellbeing, and healing, and to help face disability and death (McFarland, Wehbe-Alamah, 2015, p. 6).† Utilizing the seven chosen criteria listed in Willis (2002, pp.119-122) â€Å"Overview of Grand Nursing Theories,† including the contemporary social, political, and economic realities, I will be describing and analyzing Madeleine M. Leininger’s Theory of Culture Care Diversity and Universality. I will also discuss how Leiningerà ¢â‚¬â„¢s theory guides my personal practice, potential barriersRead MoreThe Global Work Force And Cross Cultural Negotiation1940 Words   |  8 Pagesfear, but fear itself. How ever true this might be, it is human nature to feel fear, and more importantly fear of the unknown. Often fear leads to mistrust, which can finish a negotiation before it has even begun. IN today’s increasingly globalised world, being culturally prepared and culturally aware allows negations to at least commence smoothly and efficiently. Globalisation has brought everyone on earth closer together, we can be chatting to someone in Argentine, and emailing someone in ShanghaiRead MoreThe Social Construction Of Contemporary Youth Cultures2156 Words   |  9 Pagesthe social construction of contemporary youth cultures (i.e. information technology, communication, fashion). As we know, globalization is considered to be the process of ideas, goods and communication flowing cross-border with unprecedented speed, range and volume. It is regarded as the presence of the same lifestyles, products, consumption patterns, and cultural experiences across the globe, across many economically AF fluent or economically poor countries of the world. (Firat A F, 1997) This globalizationRead MoreThe Black And Black British Diaspora2184 Words   |  9 Pagesdiaspora. This will be discovered by looking specifically at the political state of blackness in the UK and exploring the more contemporary situations but mainly focusing on UKIP in the 2015 political party debates. This will help to understand how the concept of ‘race’ has changed and how the Black British diaspora are now identified and represented in the modern world. A new perspective on ‘race’ The term ‘diaspora’ is progressive, deeply associated with migration and recently referredRead MoreDefination of Globalisation12291 Words   |  50 PagesThis paper will attempt to provide a comprehensive overview of the existing definitions of globalization and introduce our proposed definition: â€Å"Globalization is a process that encompasses the causes, course, and consequences of transnational and transcultural integration of human and non-human activities.† All copyrights are reserved by the authors. 2 Dr. Nayef R.F. Al-Rodhan Ambassador Gà ©rard Stoudmann Definitions of Globalization: A Comprehensive Overview and a Proposed Definition IntroductionRead MoreEssay on pop culture2997 Words   |  12 Pagesthe student also needs to have knowledge of the informal language and social structures that might not be as present in the literature the schools provide. These issues can be however found within popular culture such as media from television or music, in order to engage in the situations of their life where they have to adapt their language to the various domains of their world (Lambirth, 2003, p. 11) In teaching languages, the introduction of popular culture is a method of creating motivationRead MoreOppression and Colonization: Degrading the Position of First Nations Women in Canada2616 Words   |  10 PagesDegrading the Position of First Nations Women in Canada Today, we think that Canada could not possibly be still harboring some of the negative ramifications of colonization. In our color-blind state, many of us assume that all is right with the world, and that the wrongs of colonization have already been righted. However, this couldnt be further from the truth, especially for the women of the First Nations. These indigenous women have suffered sexual exploitation and oppression under colonialismRead More Jean Watson’s Theory of Caring Essay2512 Words   |  11 Pagesexplanatory theory. (Fawccett, 2000) The central point of which is on the human component of caring and actual encounter between the client and the caregiver. Jean Watson has stated that her work was motivated by her search of a new meaning to the world of nursing and patient care. â€Å" I felt a dissonnance between nursing’s (meta) paradigm of caring-healing and health, and medicines’s (meta) paradigm of diagnosis and treatment, and concentration on d isease and pathology†. (Watson, 1997,p.49) Jean

Charles Darwin s Theory Of Evolution - 918 Words

Charles Darwin’s Theory of Evolution is the most successful theory of it’s kind. Darwin’s idea of Natural Selection has found success not just in the organic world, but also in human society. This is no coincidence. After Darwin’s Beagle voyage, he returned to England during the Industrial Revolution. As a man of wealth, Darwin acted as a first-hand witness to the societal changes occurring around him. The Industrial Revolution, along with the corresponding economic theories played a large role in influencing Darwin’s theory of evolution. The Beagle voyage lasted for five years, during that time Darwin had no idea that London was going through a period of extreme urbanization. The city became a sewage filled wasteland where people lived in squalor, overcrowding paved the way for roaring epidemics, and the Thames River was so dirty it resembled â€Å"Monster Soup†. Darwin, being from a wealthy family, distanced himself from the poverty, which allowed him to see the enormous stratification of social classes. He connected what he saw in London, the competition for resources and the struggle for survival, and applied those ideas to the organic world as the basis for his evolutionary theory. The massive industrialization and it’s impact on the city of London created a new social dynamic, one that reflects itself in the animal kingdom. The Industrial Revolution was not the only cultural influence for Darwin. Many economic theories emerged at this time in correspondence with theShow MoreRelatedCharles Darwin s Theory Of Evolution984 Words   |  4 PagesCharles Robert Darwin was a British man who became one of the greatest contributors to the study of evolution. He was a naturalist who was able to develop a theory of evolution based on biological changes that he witnessed occurring in varieties of samples on his travels all around the world. Charles Darwin is valuable in science history, simply because he was the first geologists who had come the closest for closing the gap on how and why biological changes occurred. The naturalist and geologistRead MoreCharles Darwin s Theory Of Evolution801 Words   |  4 PagesThe theory of Evolution is one of the greatest intellectual revolutions of human history. It can drastically change our perception of the world and our place in it. Charles Darwin created a coherent theory of evolution and amassed a great body of evidence in support of this theory. During this time, most scientists fully believed that each organism and adaptation was the work of the creator. A fellow scientist Carl Linnaeus created a system of classifications that we still use today. Charles RobertRead MoreCharles Darwin s Theory On Evolution Essay1074 Words   |  5 Pagesand how did life start, along with the creation of the universe and Earth? Charles Darwin’s theory on evolution, which is called natural selection, is based on the idea of species naturally adapting to their surrounding environment to better the species chances for survival. Creationism, on the other hand, is the belief that the universe and living organisms originate from specific acts of divine creation. Both are theories on life, and how such life came to be thing we all know. It is not the strongestRead MoreCharles Darwin s Theory Of Evolution1750 Words   |  7 PagesCharles Darwin is remembered for his theory of evolution. Much controversy surrounds Darwin s theory. Questions abound. Is evolution a four billion year old process, creating life forms primarily at random but each shaped by an ever-changing and complex environment, that has resulted in all of the wondrous life forms that surround us? Or are all of those beautiful elements of our nature, along with the vastness and majesty of the entire universe, a creation of an intellect of vast intelligence andRead MoreCharles Darwin s Theory Of Evolution1055 Words   |  5 Pages Charles Darwin was an English naturalist and geologist, he was known greater for his contributions for the evolution theory. Darwin wrote a book in 1859 it was published and became the greatest and well known book. The name of the book was â€Å"On the Origin of Species†. In the book he wrote about his theory of evolution by natural selection, he discovered how the process of how organisms change as time goes on. Changes in traits and the organism’s physical behavior. Darwin believe change happensRead MoreCharles Darwin s Theory Of Evolution951 Words   |  4 Pagesmore vigorously than in America’s public school science classrooms. Of particular concern for school administrators and the educators whom they supervise, are the repeated efforts of Christian fundamentalists to replace the teaching of Charles Darwin’s Theory of Evolution by Natural Selection with Biblical Creationism. During the past ninety years, many legal cases have further defined the bo undary of that wall of separation. In response, the methods employed by the proponents of Biblical CreationismRead MoreCharles Darwin s Theory Of Evolution1737 Words   |  7 PagesThe theory of evolution is one of the great intellectual revolutions of human history, drastically changing our perception of the world and of our place in it. Charles Darwin put forth a coherent theory of evolution and amassed a great body of evidence in support of this theory. In Darwin s time, most scientists fully believed that each organism and each adaptation was the work of the creator. Linneaus established the system of biological classification that we use today, and did so in the spiritRead MoreCharles Darwin s Theory Of Evolution1957 Words   |  8 Pagesdiscusses the theory of evolution in detail. Topics this paper will address include defining the theory of evolution and explaining how the theory has evolved over time, as well as highlighting the strengths and weaknesses of the theory and e xamining how effective the theory is in today’s world. I. Description of the theory The theory of evolution sets forth an explanation of how all of the living species on Earth came to be. The theory as we know it today, written by Charles Darwin, states thatRead MoreCharles Darwin s Theory Of Evolution2319 Words   |  10 PagesCharles Darwin is commonly known for writing On the Origin of Species, published in 1859. Based on his findings, Darwin concluded to â€Å"the theory of evolution, [by which] is the process of which organisms change over time as a result of changes in heritable or behavioral traits† (Than, 2015). Certain changes that occurred in the organism s’ environment allowed it to evolve, survive, and produce offspring with those developed traits. He recorded his findings while aboard the second voyage of H.M.SRead MoreCharles Darwin s Theory Of Evolution Essay2312 Words   |  10 Pages Darwin and his Followers Charles Darwin is one of the most well known names in the United States for good reason. His theory of evolution through natural selection was not only revolutionary in the scientific world, but were also applied to society by some of his followers in this country. Some of these applications were beneficial to society while others simply allowed people to use his teachings for their own goals. While not apparent at first, Darwin does believe in a meaning in life similar

Democracy †Essay Free Essays

That is to say we want to analyze the meaning of democracy and its efferent forms, study its efficiency (so to say), ponder over its limitations and compare It to other forms of government. Whether democracy was conceived of In Athens, Sparta or India Is not a topic of Interest In this paper (although there may be references to historical events In the evolution of the Idea when pertinent). What does democracy mean? Democracy comes from the Greek â€Å"rule of the people†. We will write a custom essay sample on Democracy – Essay or any similar topic only for you Order Now But as I searched for a definition of democracy in the course of research for this paper, a consistent deflation of it seemed to elude me. So we must examine some of these definitions ND try to find a core to the idea of democracy, if there exists one. Bunch of different ideas and quotes are out thro on internet †¦ Put about 4-5 of them here and discuss if them from a current or historical perspective.. Vive written down one for u: â€Å"The right to dissent without repercussions to one’s personal well-being is the core value of Democracy’ * Nathan Shrank Discuss quotes such as this to evaluate how these Ideas are Implemented In practice.. All this should take up about 500 words.. The only core value seems to be people get to elect their government.. How much of he peoples rights are respected after that greatly varies.. Forms of democracy Representative.. Constitutes parliamentary and liberal(most democracies are these) Constitutional Direct Socialist Totalitarian .. Discuss all these†¦ About 300 words.. A critique of democracy An illusion â€Å"There was no stone-pelting, nothing. There was no curfew They fired indiscriminately. † (http://www. Lengthened. Co. UK/news/world/salsa/Kashmir-burns- again-as-India-responds-to-dullest-Walt-violence-2045905. HTML). The above was said by Abdul Rasher, a Kashmir youth whose friend was gunned down by Indian army officials for holding a peaceful, nonviolent, anti-government rally in the summer of 2010 But tons was not an anomaly In ten process AT democracy In IANAL . Kashmir still remains the most militaries zone in the world with about a half a million troops on active duty (for the sake of comparison, the United States had about 165,000 troops in Iraq at its peak)(I read these fugues on CIA. Gob.. I don’t remember the exact link ). How is that a government for the people is killing its own citizens for holding a nonviolent demonstration? How is such a huge implementation of a province in a democracy justified? Even a basic understanding of the ideas of freedom and liberty that democracy entails shows how abhorrent these actions are. But these things happen, not Just in India, but in other developed counties like the United States Pansies Americans in 1942), where the rights of their citizens are violated Just when they would want to exercise them. So one must ask, are democracies really for the people? A study of history of government brutality in countries like India and the United States seem to suggest otherwise. The almost forceful takeaway of land by the Indian government in eastern India from farmers (actions which directly led to the Nasality-Moist insurgency, something the current prime minister of India called â€Å"the single biggest internal security challenge ever faced by our country. â€Å"( http:// www. Ploughshares. Ca/libraries/Execrate/CAR-Lillian. HTML)), seem to suggest otherwise. The locking up of Japanese Americans in internment camps in 1942 by Franklin Roosevelt and the Unites States government seem to suggest otherwise. The indiscriminate shooting of unarmed, nonviolent Kashmir youths (some as young as 9 ears old)shouting â€Å"Acadia! Said! â€Å"(â€Å"freedom! Freedom! â€Å") by Indian security officials seem to suggest otherwise. One gets the idea. So maybe people like Vilified Parent and Agitate Masc. are correct after all. The masses are always characterized by apathy and division, the powers to be by drive and unity (Femme, Joseph V. â€Å"Against the Masses†, Oxford 2001). Maybe all democracy does is shift the power scale, from domination by a despotic leader to manipulation by a democratic government. Maybe the people don’t really have much of a say after all. Maybe it’s Just an illusion. Majority rule Majority always gets its way.. Discuss gay rights.. Civil rights in us.. Women’s rights historically.. Religious parties like ship seen in Iambi.. Rising intolerance of secularism in India.. Majority rule can get tyrannical and the minority issues ignored when people get to decide resolutions to minority issues. The irrational voter â€Å"The best argument against democracy is a five minute conversation with the average voter. † – Winston Churchill Talk about how the common man is largely ignorant about serious issues and hence can vote against his/her interests.. An greatly discuss the recent midterms in us to make this point†¦ Basically our saying if we must solve economic issues we talk to economist.. If we must solve environmental issues we talk to climate scientists.. If we are talking bat what to teach in science class we take the consensus of scientist not what the common people of the state think (talk bat teaching creationism in school s.. A lot of states in us have majority of it people wanting creationism be taught as science even though almost no scientist believe it to be science)†¦ Not everything should be up for a vote†¦.. Economically inefficient Our a better person to write bat this Idealistic now Its Nora to apply macerate principles In practice†¦ Corrupt officials.. Apathetic citizens.. Uprisings etc.. Instable Frequent elections make the government instable†¦ Castillo of examples on the internet bat this.. Best we have? â€Å"It has been said that democracy is the worst form of government except all the others that have been tried. â€Å"- Winston Churchill Compare democracy to other forms of governments like dictatorships, communist states, anarchist, socialist,etc.. Define ND discuss each with respect to western liberal democracy.. Eve done some of it for anarchist Anarchist – Anarchists are those who advocate the absence of the state, arguing that common sense would allow people to come together in agreement to form a functional society allowing for the participants to freely develop their own sense of morality, ethics or principled behavior. (from wisped). One such current s ociety is Somalia, and it would not be hyperbole to suggest they are not doing very well. The lack of a state and police have led to nationwide lawlessness, violence and parallel the country into utter chaos. I think Somalia really characterizes the severe consequences of not having a state and is not a direction one would want their country to go in. Giving people all the power has resulted in the most powerful and the most brutal of them to take power and the rest of people losing all freedom(ironically). Conclusion/reflections Every form of government has been deemed the best by its people at its peak of popularity (the soviets considered socialism to be the best form of government until the collapse of USSR). Democracy might be the best we have, but not the best we could do. It needs to evolve as times and conditions change. When fissures arise in its implications, they must be aptly addressed instead of wallowing in the supposed preferences of democracy by saying things like â€Å"Hey, its the best we have†. But most of all people need to realize that the power that comes with democracy is not a privilege, it’s a duty that must be exercised to give it any real meaning. People need to understand the violent convulsions the state of things have gone through so they ay live in a democracy, it is not something to be taken for granted. People need to substitute their subservience with an exertion of their hard won independence. But I must confess, all the above paragraph may Just be an empty howl to the tamed and the satisfied population that constitutes most modern democracies. We may have already fulfilled Aloud Huxley prophecy of us becoming a trivial culture, drowning in a sea of irrelevance (Brave new world-aloud Huxley). So even as gays are treated as second class citizens and young gay teens are committing suicide by significant embers, Americans are more busy voting for the next American idol than care for Prop 8. Even as corruption and immorality in Indian politics continues to eat away at the nations very fabric of the nation, its citizens are preoccupied with arguing about the squad that was picked for the Indian cricket team’s next tour of wherever and pondering which Plywood movie must they see next. Hence, for all of Lemon’s passionate singing about power to the people, the hard truth might Just be that the people don’t want power, they want pleasure, and therein lies the inherent flaw of democracy. How to cite Democracy – Essay, Essays

Dynamic Leadership and Organizations

Question: Discuss about the Dynamic Leadership and Organizations. Answer: Introduction: Leadership is a continuous process. In course of time, an ordinary person can become an extra ordinary leader, with the help of his traits, skills, behaviors and decision-making power. This reflective essay is dedicated to explore and discuss the leadership journey of the writer. From a short sighted, autocratic decision maker, the author has gradually become a democratic and transformational leader. It is a journey, which is continuously evolving and developing the leadership skills of the author. A leader can inspire and motivate others to identify their own goals (Dvir et al. 2015). The author is also striving to achieve the greatness of an inspirational and transformational leader in the course of his journey of being a leader. Reflection: Leadership can best be identified as a journey. As mentioned by Avolio and Walumbwa (2014), it is an art of motivating, inspiring and persuading people to act towards achieving a goal. My own leadership pattern has been evolving with my life. A number of situations, challenges and peoples have made me enrich myself with the qualifications of a good leader. in the initial years of my career, I had an idea that a leader need to make his followers do the tasks set by him. However, with the course of time and experiencing failure in leading people I have realized that it is the task of a leader to inspire people to set their own goal and achieve it with their own motivation. In the initial years of my professional career, I have tried to control all my employees, but it led me to experience employee dissatisfaction and loss in profitability. I have also found the employees, who were adaptive to the control I exercised, but in course of time, I have found that it as being impossible to challenge the status quo and experience growth in the company with them. Here, I realized that it is important for a leader to be democratic and let people communicate and express their views. As mentioned by Trivellas and Drimoussis (2013), unlike a manager, a leader strives to achieve innovation to grow farther. For achieving this goal a leader, needs to make the employees come up with their ideas and communicate in an open manner. MBTI Assessment: Self-awareness is typically needed for the growth of my leadership style and personality. As mentioned by Furnham and Crump (2015), self-assessment provides better insight into the personal and leadership style of an individual which is helpful in improving (Bales 2016). A number of strategies can be used for executing a self-assessment. The Myers-Briggs Type Indicator (MBTI) can be used to identify my own personality or leadership style. As mentioned by Bales (2016), based on the type theory of Carl G Jung, Katherine Biggs and Isabel Myers developed the MBIT model of self-assessment. As per the dichotomies set by the model, I can place myself in the ISTP level. As per my own sense and exercised leadership style, it can identify me as an introvert, as I focus on the thoughts, emotions and experiences of others and myself. With the course of time, I have realized that it is important for a leader to concentrating on listening that speaking. On the other hand, I prefer sensing dichotomy. For the decision-making, I prefer using experience and the learned skills. I believe on to be realistic even while being visionary for the future. Hence, while opting for a new strategy, I love to be democratic, as it helps me in looking at the big picture, which is hard for me as a sensing personality. I know, I need to develop the N dichotomy while making decision. Moreover, in the T-F dichotomy, I can place myself in the thinking position. I prefer to make decision based on the logic or situation. I like to be truthful in my interaction with the followers. I consider impartiality and fairness as the utmost value of life. Lastly, for the J-P dichotomy I found myself as perceiving. I love to take challenges and I do not fear the unpredictable odds. It helps me in growing for future and provides me the confidence to implement new things in life and in the context of my career. Hence, I can count myself as an ISTP leader. According to the MBTI chart, it makes me open to face challenges (Bales 2016). Feedback: One of my partners has identified that I am being too much calculative while making decision as a leader. It is hampering my risk taking capability. Moreover, as mentioned by Chemers (2014), it is important for the leaders to take risks sometimes. It helps them discovering future. Moreover, as per my partners feedback, my ability of taking risks and the behavior of being too much logical and responsible, it is being contradictory. Hence, I need to make a subtle choice, between them, so that it helps me in actualize my leadership goals. Providing Feedback: While mentoring my partners leadership style, I have identified that he is a situational leader, which helps him to modify his approach as per the situational requirements. However, in order to maintain good organizational culture, a leader should maintain one particular approach (Trivellas and Drimoussis 2013). Therefore, I have mentioned that he must identify his leadership approach and organizational requirement in order to avoid risk. For my partner, I can suggest him to be more considerate before acting. As a leader, the team and his followers are his responsibility. It is good to use the trial and error in life, but with the responsibility of others, it cannot be counted as a good step. Moreover, I would suggest him from my own experience that is important to look at the big picture for future growth in life. As mentioned by Tourish (2014), most of the eminent and popular leaders were intuitive in their personal lives. It helped them to create future for their own rather walkin g on the path carved by someone else. It was their intuition that made them memorable even today. Hence, I would suggest my partner to be more intuitive in his leadership style and personal life as well. Influence of culture: I accept that the national and various organizational cultures have developed my leadership pattern for today. Hence, I believe that the national and the organizational culture have a deep influence on a leader and his leadership style. As mentioned by Trivellas and Drimoussis (2013), culture is about values, norms, and practices. Hence, by identifying what is right and what is wrong, the national and the organizational culture can influence a leadership pattern. According to my own idea, an effective leader needs to be democratic. It is important for them to make people aware of the decisions and include them within it. It helps in creating faith and a sense of security within the followers. National democracy fundamentally induces people to be democratic in their personal dealing. Moreover, as mentioned by Erkutlu (2012), an organization, which believes in autocratic decision-making, no future leader will come up with a democratic attitude. Moreover, I personally like a transformational leadership pattern. As mentioned by Girma (2016), a transformational leader welcomes the idea of others, which helps them to be innovative. However, in a core bureaucratic organizational culture it is hard to exerciser this leadership pattern. Moreover, a nation, which is orthodox it its culture, innovation is not much supported and encouraged. Hence, it is important for the organizations to be democratic and participative in its decision making process to support the transformational leadership style. The communication skills: Communication skills obtain a significant role in the effectiveness of a particular leadership pattern. As mentioned by Mikkelson et al. (2015), only a good communicator can be a great leader. Listing: As mentioned by Martins et al. (2013), to be an effective leader, it is important to be a great listener. With listing, commitment from the followers can be gathered. Trust and respect can be interacted via active listing. Moreover, with this skill, the concerns and idea of the followers can be gathered which will be helpful in transformational leadership. Non-judgmental attitude: As opined by Hackman and Johnson (2013), an effective leader is open to all emotional possibilities. I need to be apt in putting my own emotions and paying focused attention. It will help me in obtaining confidence of my followers. Open communication channel: It is important for the leaders, to uphold an open horizontal and liner communication channel. With an open communication channel, it will be helpful for me to collect feedback from my followers about my leadership and they will be directed in a better manner (Martins et al. 2013). One to one communication: As mentioned by Martins et al. (2013), by observing one to one communication I will be able to understand each of my followers and it will help me to know the motivating factors for them. Thus, a one to one communication strategy will be helpful for me to be a successful transformational leader. Theories and analysis: There are a number of leadership theories and models, which can be discussed for analyzing my own leadership pattern. As mentioned in the trait theory, there are a certain qualities, which make a leader different from his/ her followers (Chemers 2014). As mentioned by Trivellas and Drimoussis (2013), the trait theory considers honesty and integrity as one of the major traits of an effective and successful leader. It makes them different from his followers as people often find it difficult to be honest. I have this particular quality within myself. It has helped me to gain confidence from my followers. My quality of maturity and intelligence can be considered as the traits those will be helpful in lead people. On the other hand, Avolio and Walumbwa (2014) stated that the behavioral theory the pattern of actions of a leader differentiates him/her from their followers. As discussed by this particular theory, the inner traits of a leader will not be helpful for him to be an effective leader, if the behavioral part of him does not make him different from the others. As per the Ohio State Studies, the behavior of a leader can be dignified as two different characters: initiating structure and consideration. As discussed by Trivellas and Drimoussis (2013), in initiating structure, the leader is concentrated on supervising the activities of the employees. On the other hand, the in consideration, a leader focuses on supportiveness, welfare of the employees and respect. As mentioned in the Michigan studies, the behavior of the leaders can be identified as employee centered vs. task centered (Avolio and Walumbwa 2014). As opined by Girma (2016), an employee-oriented leader emphasizes on the interpersonal relation and accepts the individual differences among the members. On the other hand, a task-oriented leader emphasizes on rigid work standard and considers the employees as the tool of accomplishing goals. Here, my democratic leadership behavior will make me different from the others. I personally believe that a democratic leader is more likely to gain the confidence and ideas from the employees. It helps them in encountering various contingent situations. Moreover, my employee centric approach will make me a considerate and employee centered leader. The theories of leadership talk about various kinds of leadership styles. I personally prefer the transformational leadership style. According to Dvir et al. (2015), a transformational leader initiates change within the followers. As discussed by Chemers (2014), these leaders highly self motivated. I have this particular quality within myself. It helps me in motivating others. Moreover, as mentioned by Hackman and Johnson (2013), a transformational leader is inspirational. They do not confine in providing formal acknowledgments but treat each employee as a valued individual and understand what motivated them. I need to grow this quality within myself. It will help me in creating motivation among the employees within themselves. Last but the most importantly, a transformational leader leads with vision. As discussed by Chemers (2014), they then communicate the vision effectively to their followers, and also inspire a sense of commitment and purpose. I want to develop this power of int uition within me. Being an ISTP leader, I lack this quality. However, a transformational leadership can be counted as the best for modern day career approaches. Hence, I need to develop this particular leadership quality within me. Conclusion: Hence, from this above discussion, it can be noted that my leadership journey can be considered as a journey from an autocratic to democratic transformational leader. However, I have not achieved the inclusive qualities of a transformational leader, but I am trying to be one. My leadership journey has made me understand that by exercising effective leadership skills, success can be achieved. With a personality assessment, I have found that I have the qualities of a successful leader. However, it is needed for me to develop certain behavioral pattern to be successful in inspiring and motivating others. References: Avolio, B.J. and Walumbwa, F.O., 2014. 16 Authentic Leadership Theory, Research and Practice: Steps Taken and Steps that Remain.The Oxford handbook of leadership and organizations, p.331. Bales, R., 2016. Using the Myers-Briggs type indicator for personal and professional development in the Miller Business Honors Program. Chemers, M., 2014. An integrative theory of leadership. Psychology Press. Dvir, T., Eden, D., Avolio, B.J. and Shamir, B., 2015. The impact of Transformational Leadership. Erkutlu, H., 2012. The impact of organizational culture on the relationship between shared leadership and team proactivity.Team Performance Management: An International Journal,18(1/2), pp.102-119. Furnham, A. and Crump, J., 2015. The Myers-Briggs Type Indicator (MBTI) and Promotion at Work.Psychology,6(12), p.1510. Girma, S., 2016. The relationship between leadership style, job satisfaction and culture of the organization.IJAR,2(4), pp.35-45. Hackman, M.Z. and Johnson, C.E., 2013.Leadership: A communication perspective. Waveland Press. Martins, A., Donald Ah, P. and Martins, I., 2013. Communication and leadershipDialectical tensions in virtual communities of practice.Management,68, pp.23-30. Mikkelson, A.C., York, J.A. and Arritola, J., 2015. Communication Competence, Leadership Behaviors, and Employee Outcomes in Supervisor-Employee Relationships.Business and Professional Communication Quarterly,78(3), pp.336-354. Tourish, D., 2014. Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory.Leadership,10(1), pp.79-98. Trivellas, P. and Drimoussis, C., 2013. Investigating leadership styles, behavioural and managerial competency profiles of successful project managers in Greece.Procedia-Social and Behavioral Sciences,73, pp.692-700.

Handel Essays - Operas, George Frideric Handel, Opera Seria, Messiah

Handel George Friedrich Handel was one of the most accomplished Baroque composers in his time. Born in Halle, Germany in 1685, he was the son of a wealthy barber who wanted his son to become a lawyer. However, he displayed such musical aptitude with the harpsichord, organ, oboe, counterpoint and fugue, he became an assistant with Friedrich Zachav, organist of the cathedral of Halle. However, Handel entered the University of Halle, but quickly withdrew, and left for the University of Hamburg, to study music. In 1706, Handel journeyed to Italy to further enhance his music. While there, he was greatly influenced by Alessandro Scarlatti and Arcangelo Corelli. Then in 1710, Handel was appointed "Kapellmeister," or Musical Director, to the Elector of Hanover, and received a commission to write an opera for London. Italian opera was all the rage in London, and Handel's soon became a quick success. However, Handel greatly longed for being in England, and returned in 1712. London provided a generous audience for Handel, and from 1712 to 1741 he produced thirty-six operas. In 1713, Te Deum and a Jubilate was performed by Handel at St. Paul's Cathedral, London, to celebrate the Peace of Utrecht. Queen Anne also granted Handel a handsome lifetime pension of two hundred pounds per year. Including Water Music, for George I, which was first performed in 1715 on the Thames at London. While most of Handel's operas were based on either historical, mythological, or legendary subjects, Serse, was one of his rare endeavors into comedy. Handel's operas were all sung in Italian, and adhere to the musical conventions of the day. There is little use of choruses or large ensembles, since one of the main objectives of this genre, called ?opera seria,' is the demonstration of vocal ability by individual singers. Also, for 18th century audiences, the main attraction in Handel's operas lay in the incredible feats of the ?castrati,' male singers whose soprano voices had been surgically preserved from childhood. These artists combined the soprano voices of women and the lung power of men, producing singers whose vocal feats became legendary. In England, Handel tried to start opera companies on a number of occasions, but these attempts to become a music executive failed miserably. On account the gradual decline in popularity of Italian opera in England, Handel turned to writing oratorios, which became the preferred taste. These works, sung in English, take their texts from the Bible. Handel's most famous oratorio, his best-known work in any genre, is Messiah, written in 1742. In addition to operas and oratorios, he wrote passions, secular choral pieces, anthems, cantatas, chamber sonatas, harpsichord suites, concerti, and orchestral pieces. Beyond composition, Handel was the first the real businessman in the world of music. He had a hand in organizing opera companies, obtaining financial support, and finding singers. He was also in constant demand at parties where he entertained guests with his lusty personality and exceptional abilities the keyboard. Of all composers, Handel was probably the most esteemed and appreciated in his own time. He rose to a position of the highest eminence in the musical world. His oratorios were the toast of the country, and of the continent as well. Toward the end of his life, Handel was plagued by ill health. From 1753, he was totally blind, though this did not stop his activities altogether. He died in 1759, and was buried with full state honors in Westminster Abbey. Bibliography "Classics World Biography: George Frederich Handel." 1997:Online. Internet. October 4 1998. Available WWW: http:://classicalmus.com/composers/handel.html Brimhall, John. My Favorite Classics. Miami Beach, FL.: Chas. H. Hansen Music Corp., 1969. "Handel, George Frideric." The Concise Columbia Encyclopedia. 1995.

An Overview of Facts About the U.S. Constitution

An Overview of Facts About the U.S. Constitution The U.S. Constitution was written at the Philadelphia Convention, also known as the Constitutional Convention, and signed on September 17, 1787. It was ratified in 1789. The document established our nations fundamental laws and government structures and ensured basic rights for American citizens.   Preamble The preamble to the Constitution alone is one of the most important pieces of writing in American history. It sets up the basic principles of our democracy, and introduces the concept of federalism. It reads:   We the People of the United States, in Order to form a more perfect Union, establish Justice, insure domestic Tranquility, provide for the common defence, promote the general Welfare, and secure the Blessings of Liberty to ourselves and our Posterity, do ordain and establish this Constitution for the United States of America. Quick Facts The nickname for the U.S. Constitution is Bundle of Compromises.The Chief Draftsmen of the U.S. Constitution is  James Madison and Gouverneur Morris.The ratification of the U.S. Constitution happened in 1789 with the agreement of 9 out of 13 states. Eventually, all 13 would ratify the US Constitution. Overall Structure of the U.S. Constitution There are seven articles followed by 27 amendments.  The first 10 amendments are known as the Bill of Rights.The U.S. Constitution is currently considered the shortest governing document of any nation.The U.S. Constitution was organized secretly, behind locked doors that were guarded by sentries. Key Principles Separation of Powers:  An act of vesting the legislative, executive, and judicial powers of government in separate bodies.Checks and Balances:  Counterbalancing influences by which an organization or system is regulated, typically those ensuring that political power is not concentrated in the hands of individuals or groups.Federalism:  Federalism is the sharing of power between national and state governments. In America, the states existed first and they had the challenge of creating a national government. Ways to Amend the U.S. Constitution Proposal by convention of states, ratification by state conventions (never used)Proposal by convention of states, ratification by state legislatures (never used)Proposal by Congress, ratification by state conventions (used once)Proposal by Congress, ratification by state legislatures (used all other times) Proposing and Ratifying Amendments To propose an amendment, two-thirds of both houses of Congress vote to propose and amendment. Another way is to have two-thirds  of the state legislatures ask Congress to call a national convention.To ratify an amendment, three-fourths of the state legislatures approve it. The second way is for three-fourths of ratifying conventions in states approve it. Interesting Constitutional Facts Only 12 of the 13 original states actually took part in writing the US Constitution.Rhode Island did not attend the Constitutional Convention, though they eventually were the last state to ratify the document in year 1790.Benjamin Franklin of Pennsylvania was the oldest delegate at the Constitutional Convention at the age of 81-years-old. Jonathon Dayton of New Jersey was the youngest in attendance at just 26-years-old.Over 11,000 amendments have been introduced in Congress. Only 27 have been ratified.  The Constitution contains several misspellings, including the misspelling of Pennsylvania as Pensylvania.

Quest Diagnostics Inc Essay Example | Topics and Well Written Essays - 2500 words

Quest Diagnostics Inc - Essay Example The company offered specialized esoteric testing on both coasts with acquisition of American Medical Laboratories (AML) in 2002. The company acquired Unilab Corporation in 2003 and exhibited its presence in California State. Later in 2005 the company made its presence felt in Kansas and Ohio by acquiring LabOne (Our History). EDGAROnline (Page 1) stated that Quest Diagnostics Inc. is a national leader in the healthcare sector providing diagnostic and allied services. The company leads in clinical laboratory testing, esoteric testing, molecular diagnostics; non-hospital based anatomic pathological services and analysing drug abuse. According to Reuters, the company has more than 2000 patient service centres and 35 principal laboratories in major metros and about 150 smaller "rapid response" laboratories all over the nation with wide range of services and helping physicians detect, diagnose, evaluate, monitor and treat diseases with the help of information technology solutions. The company processed more than 144 million requisitions as of the year ending December 31, 2005 and net revenue of 78% from routine testing and 17% from esoteric testing thus summing up to 95% net revenues for clinical laboratory testing. ... nd times." In addition to above the company also provides Risk Assessment Services to life insurance industry in the US and Canada and Clinical trial testing in the US, UK, Australia, Singapore and South Africa. The company manufactures and markets diagnostic test kits and systems for esoteric testing through its subsidiary Nichols Institute Diagnostics. According to Quest Diagnostics the company's vision reads as follows "Dedicated people improving the health of patients through unsurpassed diagnostic insights and innovation." The company's mission being "We will be the undisputed world leader of diagnostic testing, information and services" and the values are "Quality, Integrity, Innovation, Accountability, Collaboration and Leadership"(Our Vision, Mission and Values). According to Quest Diagnostics, Nichols Institute was the first laboratory in North America to achieve ISO 9001 certification in 1998 (Our Commitment to Quality). According to QMI Registration services ISO 9001 is based on the following eight Quality Management Principles, which are incorporated within the requirements of the standard, and can be applied to improve organizational performance: 1. Customer focus 2. Leadership 3. Involvement of people 4. Process approach 5. System approach to management 6. Continual improvement 7. Factual approach to decision making 8. Mutually beneficial supplier relationships The standard covers all aspects of an organization's activities, including identifying its key processes, defining roles and responsibilities, policies and objectives, documentation requirements, the importance of understanding and meeting customer requirements, communication, resource requirements, training, product and process planning, design processes, purchasing, production and service,

Law for Business Essay Example | Topics and Well Written Essays - 2000 words

Law for Business - Essay Example ng that â€Å"we shall be holding you responsible for any claims brought against us by any customers who have suffered loss as a result of use of the toy.† In a different case, Toys4U posted an advertisement in the newspaper a vacancy for a sales assistant. Amanda applied for the job. She was called for an interview at the store. After the interview, Amanda was told that her application failed since she did not have the ‘right attributes.’ The Sale of Goods Act 1979 specifically section 14 protects purchaser of goods against latent defects. In the outset though, there is a need to determine whether the transaction between Mrs. Sharma and Toys4U falls within the law’s protection by establishing that the sale was made â€Å"in the course of a business.† While this is not defined in SoGA 1979, UCTA 1977 explained that the phrase in the course of business indicates that the sale be an integral part of the business (Koffman & Macdonald, 2007). In this case, Mrs. Sharma bought the toy in Toys4U, a retailer selling toys in the normal course of its business. Quite clearly, the transaction was not a mere private sale. The claim which Mrs. Sharma may file against Toys4U involves the breach of implied terms in the purchase of the toy Polaris Missile under section 14 of the Sale of Goods Act 1979. There may be liability by Toys4U with respect to its implied conditions to the product’s ‘fitness for purpose’ and ‘satisfactory quality’ since it was the proximate cause of Pritam’s injury. Section 1 (1) of the Sale and Supply of Goods Act 1994 which amended s. 14 (2) of SoGA 1979 provides that "where the seller sells goods in the course of a business, there is an implied condition that the goods supplied under the contract are of satisfactory quality† (cited in Chantry, n.d., p. 130). As laid down in s.1(2A) of the 1994 Act, â€Å"goods are of satisfactory quality if they meet the standard that a reasonable person would regard as satisfactory, taking account of

Training and development

Training and development Training and development Human Resource Development (HRD) can be universally recognised as a very effective approach to improve performance within training. Training consists of a variety of experiences that intend to enhance and develop skills and knowledge in order to accomplish organisational objectives, to improve and change organisational aspects within the work place (Bramley 1996; Broad Newstorm 1992). According to Manpower Services Commission (1981) training is a planned process to modify attitude, knowledge, skills, or behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose in work situation is to develop the abilities of the individuals and to satisfy the current and future needs of the organisation. In the same way development is a type of progression in which persons may find it more effective when learning through experiences. It is a procedure that helps people make use of the skills and knowledge that their past teachings and training has given them, this helps not only in present jobs but also anything that may come up in the future. It personifies theories and ideas connected with psychological growth, greater immaturity and increased confidence. According to Ivancevich (2004), training and development are processes that provide (or at least try to) a personnel with information and skills they need in order to understand the organisation and its goals. They are designed to help a person continue to make positive contributions in the form of good performance. Training helps personnel do their current work better while development prepares them for the future. Training is an important process to every personnel. It is a systematic process in which an individual is aided to alter his behaviour in a direction that will achieve the organisations goals. Ivancevich (2004) describes the goals of training as training validity, transfer validity, intra-organisational validity, and inter-organisational validity. Training validity determines if the trainees learn skills or acquire knowledge or abilities during training while transfer validity determines if these learned skills or acquired knowledge or abilities result to improvement on job performance. Intra-organisational validity determines if the job performance of a new group of trainees in the same organisation that developed the program comparable to that of the original training groups job performance. Finally, intra-organisational validity determines if the validated training program in one organisation can be applied with successful results in another organisation. Noe (2003) defines training as â€Å"planned effort by a company to facilitate personnel learning of job-related competencies† including knowledge, skills, or behaviours that are critical for successful job performance. Training helps personnel master knowledge, skills, abilities and behaviours emphasised in training programs and to apply them in their day-to-day activities (Noe 2003). As argued by Noe (2003), training is a process which not only needs basic skills, which would be skills that are sufficient enough to perform ones job, but also needs skills at an advanced levels which enables a person to use high technological information and share it with other personnel. This would be perfect in order to gain competitive advantage. A good understanding of the customer and the system is also a key aspect within training. Al of these put together collectively defines intellectual capital. A training initiative which requires generating intellectual capital is a training which goes by the name of high -leverage training. According to Carnevale (1990), high-leverage training, which is linked to strategic business goals and objectives, uses an instructional design process to ensure the effectiveness of training programs, and compares or benchmarks the companys training programs against other companys training programs. According to Richard M. Hodgetts and Fred Luthans (1976), training is a procedure of changing behaviour and attitudes in a way that increases the success of reaching ones targets. According to both theorists culture, customs and work habits of the local people should also be taught in training process. And if all the above mentioned factors along with other factors are considered properly it would boost towards the success of any establishment. Formal training programs are not seen to be enough in accordance to todays fast moving world, this is the thought contributed by the author Hall (2004). A few other things the author believes is that in order to uphold certain standards that are commercial and cost effective, the people should be execution experts. A lot of senior executives believe that budget will stay tight, even after a full economic recovery, and that headcount, time. IT support, and other resources will continue to be in short supply. The opportunity and demand for enterprise-wide initiatives to bring about wholesale change will only increase. If you are a leader of learning, your future and the future of your organisation depends on your ability to make significant initiatives happen despite the challenges of day-to-day work. To acquire this you need to become an execution expert. Todays best-in-class learning professionals operate differently than those who came before them. Their thoughts are focused on 3 areas: business strategy, resources, and execution. (Hall 2004, p65-6). Two different training methods are identified by the authors (Ferris et al, 2006), the first set of training is described as the routine training which is given to all level of working staff. The other set of training however, is a type of training in which political skills is the main and important component of training and development process and is aimed mainly for senior executives. As the work force moves up the chain of command to higher jobs at wider scales, technical capability is less important and political skill takes its place. When the centre for Creative Leadership studied why once-promising executives failed on the job, lack of social effectiveness emerged as a leading cause. The political skill which is mentioned quite a bit, is a type of skill that distinguishes successful and efficient managers from those managers who are inefficient. It is also an ability which merges together social intelligence which facilitates and adjusts to situations where differentiation and changes are of demand. In return this helps in developing and advancing the working conditions. Training and development at individual level:- To identify each persons own knowledge, skills and abilities in order to assess each individual and progress them at the pace According themselves. Psychology theorists e.g. Likert (1961), Mayo (1933) cited by Younglin (2001) entails that employee satisfaction and well being are related to performance, but in those theories they did not explicitly hypothesize about the appropriate level of analysis, for example individuals, groups or organizations. Assessments and one to one meetings allow employees to reflect on their own learning needs in relation to their work aims. It also provides well controlled learning experiences linked to professional and administrative needs, goals and job requirements. Individual levelled training and development is the base and the stepping stone of any needs assessment. All managers have different emphasis on specific needs collaborating with their job description, level of education and intelligence experience and personal choice. Focusing on employees individual needs appraisals makes it easier to compile personal development plans that suit each employee according to their own level of competency. Training and development at organisational level:- It is vital for organisations to focus on peoples capability to foresee, adapt and respond to sudden changes in the environment. Training and development will have to join together it with corporate goals. It must be accurate with what the business leaders are trying to achieve. In order for training to seem more appropriate, its programme will revolve around business related matters for the future. In practice, its achievements will shoulder on developing apparent training objectives from the tactical issues of the business. Effective managers are created in an environment where there is continuity in the learning manner. A high level of experience, expertise and mind power of the internal as well as external trainers is essential, along with their commitment and capability to maintain a healthy relationship committed to management maturity. The method of learning can often engage unlearning certain behaviours and attitudes. certainly, in relation to organisations (Hamel Prahalad 1994, cited in Cole, 2000, p268) found that ‘creating a â€Å" learning organisation† is only half the solution. Just as important is creating an â€Å" unlearning organisation†to create the future, a company must unlearn at least some of its past. According to Cole (2000) training and development of workforce is a concern that is faced by more or less all the establishment. The quantity and excellence of training carried out varies a lot from organisation to organisation. Therefore most of the establishments are adapting systematic approach to the training and development of their employees. Organisations use systematic training cycle to perform a logical sequence of activities commencing within the organisations starting with the training policy, assessment of training needs, carrying out training and evaluations. Cole (2000, p.278) summarises that this training cycle is quite beneficial within an organisation. The systematic approach to training and development arises from the amount of internal and external stress for alteration in the organisation. Firstly in a systematic approach is to develop a policy statement to act as a channel to the organisations intentions regarding the weight and track to be given by to training and development. Secondly initialise a set of roles for those in charge for implementing the policy and thirdly to set up a appropriate structure of training posts and procedures, and to allocate adequate funds to the training establishment. As all the steps are followed with completeness then one can focus on the analysis of training needs, evaluation and review of training carried out. Training policy Establishments mostly deal with a wide range of policies dealing with human resources. Policies are set by the establishments to develop their employees and to monitor their performance by certain training and development programs and courses, conducted internally or externally. According to Cole (2000),training focuses on learning needs and are mainly associated to existing responsibilities and duties which are narrowly linked to short, medium and long term business plans and are seen as an key element of an establishment to prove to its consumers, training and development are the key to success of any organisational goals which indicates the overall plan of an organisation, execution of training and development programs provides a direct link to the organisational goals for those who are accountable for the best possible results. Most of the organisations have a extended tradition of raising their own managers and professionals and providing them with in-house courses according to organisational needs. Some of the organisations rely on external management trainings and courses. Training needs Needs assessment is the process of determining if training is necessary (Noe 2003) and identifying the organisations training needs (Ivancevich 2004) and answering the question of whether training addresses the organisations needs, objectives and problems (Arthur et al. 2003). According to Noe (2003), if the needs assessment phase, the first phase in the instructional design process, is poorly conducted, training will not meet the desired outcome or financial benefit for the company, regardless of the training method and the learning environment. According to Boydell (1985) there are three levels of training needs which are to be studied before putting the programs in to practice. This three-step process consists of organisational analysis, person analysis and task analysis. There are a few factors linked with organisational analysis, such as when given the company resources is the relevant training appropriate, where is training needed in the organisation, which goals can be accomplished through personnel training, and if to determine as to wether or not training can be used to improve a companys success ( Noe 2003, Arthur et al. 2003, Ivancevich 2004). When assessed at an organisational level we must see the general weaknesses the organisation has perceived in its priorities and what would be the prescribed remedy that would be required in alteration of the organisational culture. According to Noe (2003), there are three factors to be considered before choosing training as a solution, these three factors being, the companys strategic direction, managers and peers support for training activities and the training resources available.(Noe 2003) Training to some level should help a company achieve its business strategy. If one was to define a business strategy, it is said that this is an approach which refers to a plan that joins together the companys goal, policies and actions (Meister 2000). Noe (2003) also mentions that â€Å"the strategic role of training influences the frequency and type of training, and how the training function is organised in the company.† (p 42) it is more likely the regularity of training will be higher in companies where training is expected to be a factor in the achievement of the companys business strategies and goals as a post to those companies where in training is done randomly or unplanned. Also it is said that the higher the strategic role of planning, it is more likely that the company will organise the training purpose using a virtual training organisation or corporate university models. (Noe 2003) The managers and peers support for training activities is a critical factor in considering a training programme. To be successful, managers and peers should have a positive attitude in participating a training activity. Furthermore, managers and peers should be willing to provide trainees with information on how they can effectively use knowledge, skill or behaviours learned in the training activity (Bramley 1996). To determine the initiation of a training activity it is essential for the company to have all necessary resources. For example if a company decides to hire a consultant for training purposes it is vital for that consultant to provide a high quality level of training. According to Noe (2003), it is advisable that a company use request for proposal (RFP) because it helps to identify the consultants or vendors who qualify for the criteria. RFP includes the type of service the company is seeking, the type and number of references needed, the number of personnel to be trained, the funding for the project, the follow-up process used to determine the level of satisfaction and service, expected date of completion, and the date when proposals must be received by the company (Noe 2003). Person analysis is a procedure which helps the establishment to identify the personnel and how they need to be trained. The analysis verifies all the necessary personnel readiness for training and development, such as personnel abilities, attitudes, beliefs, and enthusiasm. All these factors are vital for the person to learn from the training activity and apply it to the job. Being ready and fully aware for training also means that the work atmosphere will aid with learning and will not hinder with any kind of performance (Noe 2003). The present abilities (skills, knowledge and attitudes) of each staff member concerned had to be assessed against the higher standards needed to carry out their work satisfactorily and any short falls remedied through training. An indicator of the need for training is poor performance measured by customer complaints, low performance ratings, or on-the-job incidents such as accidents and unsafe behaviour. Job changes are also an indicator of the need for training. Job changes can be improvement of the current level of performances or the need for personnel to complete new tasks. (Noe 2003) According to Rummler and Brache (1996), factors such as, person characteristics, input, output, knowledge, consequences and feedback control personnel performance. Persons qualities are what construct the knowledge, skills and abilities of the personnel. The above mentioned factor of input refers to the directives that enable the personnel to know when, what and how to perform but at the same time also, the resources such as equipment, time or budget contributes also to the performance. Output is the standard according to the personnel of how the job is performed. A consequence is an aspect that gives encouragement to the personnel when they perform well. Feedback is the information the personnel receive while they are performing (Noe 2003). Ivancevich (2004) describes task analysis as the identification of the tasks, knowledge, skills and behaviours that should be covered in a training program. According to Schneier, Guthrie and Olian (1988), there are four steps involved in task analysis. First, select the job or jobs to be analysed. Then, build up a preliminary list of tasks performed on the job. This can be done by interviewing and observing expert personnel and their managers and talking with others who have performed a task analysis. Third, confirm the preliminary list of tasks by asking several questions regarding the tasks a group of subject matter experts in a meeting or through a written survey. Through this, the management can determine which tasks must be included in the training program. Important tasks that are frequently performed and of moderate to high level of difficulty should be included in the training while tasks that are not important and infrequently performed should not be included. However, since there are tasks that are important but are less frequently performed, managers and trainers should determine whether these tasks should be trained for. (Noe 2003) The last step is to identify the knowledge, skills or abilities needed to successfully perform the tasks identified. Similar in identifying the tasks to be trained for, knowledge, skills or abilities necessary can be learned through interviews and questionnaires. It is important to know the level of difficulty in learning knowledge, skills and abilities (Bramley 1996). Ivancevich (2004) points out that these assessment categories are important. However, training assessment should focus on the personnel needs because it is at the individual or group level that training is conducted (Ivancevich 2003, p114). According to Kirkpatrick, there are four ways to determine the personnel needs for training. These are through observation of the personnel, listening to the personnel, asking the supervisors about their personnel needs, and examining the problems the personnel have with regards to their job (Kirkpatrick 1996). Michalak and Yager (1979) further stresses that by doing this, the manager is actually conducting a performance analysis. There are steps in performance analysis. First step is the evaluation of the personnel performance and determining if there is a behaviour discrepancy in the personnel performance. Next, the cost and value of correcting the identified behaviour discrepancy should be determined. Then, determine if the personnel can do the expected job if he wanted to (Ivancevich 2004). Then, establish a standard and communicate this clearly to improve job performance. Then, remove obstacles that might cause behaviour discrepancy. Next, the manager should give the personnel time to practice the skills, knowledge and abilities needed in performing their job. Next, decide if the job should be redesigned. If all else fails, the managers should take matters to the next level and decide whether to transfer the personnel to another department or to terminate his contract. However, performance analysis may result to a problem in the driving force. Corroborations such as reward, punishment, or discipline may be essential to create stimulus for the whole work force. Performance analysis may also lead to recognising a need for training and development. However, some organisations avoid doing training needs assessment. According to Schneier, Guthrie and Olian (1988), the possible reasons for this are lack of information on conducting training needs assessment, management scepticism on the effectiveness of training needs assessment, poor planning and lack of time in doing training needs assessment. But Schneier, Guthrie and Olian (1988) stress that training needs assessment should be done because there are many benefits that result from doing this such as improving the training function, tying in with other personnel/human resource management (P/HRM) programs and improving their efficacy, and increasing legal defensibility. Training Process Though typically the shortest phase in the training process, the training program itself encompasses a myriad of details which must be thought about carefully in order that a program will run smoothly, remain true to its defined objectives, and facilitate the transfer of knowledge. Coordinating the logistics of a training program is a detailed and essential step in planning a successful training program. As Van Wart, Cayer, and Cook (1993, p.235) point out, careful planning results in substantially fewer problems, headaches, and even disasters. Countless items such as facilities, room set-up, scheduling, registration, snacks, name tags, audio-visual needs, correspondence with trainees, social events, and the compilation of training materials must be taken into account to insure a successful program. In addition, it is important to plan in advance how to open and close a training session, to avoid awkward transitions and a poor climate during the session (Nadler Nadler 1994). Another important consideration is the materials and kit which will be used to communicate information to the participants. Handouts, textbooks, manuals, and other visual aids (VanWart, Cayer, Cook 1994) enhance the training environment and give participants tangible records of their training to take away and refer to when a refresher is necessary. There should be plenty of materials for all of the participants and extras for those who may register at the last minute. Equipment should be checked to make sure it is in good working condition prior to the program (Nadler Nadler 1994). And finally, as with most things in life, it never hurts to have a contingency plan. A training program may incorporate many different types of strategies for communicating information and fostering a learning environment. Lectures, group activities, discussions, videos, games, guest speakers, case studies, presentations, panel discussions, outdoor interventions, and hands-on skill training are but a few examples of the variety of methods which exist for use in training situations. Beary (1994) suggests that trainers should use questions in training to serve as icebreakers, determine knowledge levels and attitudes, stimulate discussion, share knowledge, make transitions, and build teams. Harris (1994) puts forth his P.R.A.C.T.I.C.A.L. model for better-than-average presentations which calls for attention to be paid to: Partnerships, Rhetorical questions, the Ability to be spontaneous, Conversational style, Tone of voice, Involvement, Creativity, Acute relevance, and Lucidity. Harris also provides four verbal tools which can be used to vary presentations through language. Analogies, alliteration, plays on words, and rhymes can be useful ways to draw attention to material which may require spicing up. A trainer would certainly want to consider his or her audience before using some of these tools. A group of firemen may not be impressed by rhyming skills, while a group of writers might find it very refreshing. Kaeter (1994) suggests several ways to create a training culture, which, she explains, will enhance the environment and may even help a trainer to deal with the ever-present resistant trainee. Her ideas include: researching the situation in advance, making knowledge relevant to those situations, facilitating rather than lecturing, making a clear link between the person, the job, and the goals of the organisation, not ignoring resistant participants, deflecting attacks by drawing in the group, and being available after training for questions and one-on-one discussions. Given that in almost every training situation, there will be one or two individuals who are resistant to the ideas being presented, (or to the very idea of being at a training program) it is important to create a culture which deals proactively with resisters and allows learning to occur for everyone. In addition to those presented here, there are hundreds of other useful approaches to conducting effective training programs. The important thing to recognise is that each method and strategy has inherent strengths and weaknesses, and that there is not one method or strategy whose use will result consistently in a flawless training program. A combination of methods, strategies, and techniques makes for a rich, diverse, cooperative, and instructive training situation. In any training situation, it is important to appreciate the variety of ways that people learn, and to use techniques, which will meet the needs of a diverse group of learners (Armstrong 1988). While some individuals may learn kinaesthetically, others may be more receptive to visual or auditory techniques. A trainer must design his or her program to incorporate elements which will be useful to all types of learners, also taking into consideration the knowledge, skills, abilities, and motivation that trainees bring to the training situation. (VanWart, Cayer, Cook 1994, p 139) According to Bramley (1996), learning situations should be sequenced so that various styles of learning are integrated into the whole. A useful model, based on adult experiential learning, is the Kolb (1984) cycle of learning (see Figure 2). This model requires that activity in all four stages take place for effective learning to occur. Training which is designed with a variety of learning styles in mind will greatly encourage trainees to incorporate the knowledge into their own way of thinking, and transfer the training into the workplace. After logistics and strategies are determined, the designer must decide the most appropriate method for gathering evaluations and feedback from the participants. This step can be used to identify opportunities for further training, to enhance learning, to identify problems and possible solutions, to assess the impact of the training, and to monitor changes in thinking related to the training (Brinkerhoff Gill 1994). Such information can be obtained through observation of reactions to training programs, through learning reviews provided by participants (Bramley, 1996), or through pre and post-testing of skills, attitudes, and behaviours. In addition, there are a variety of questionnaire types which can be utilised for evaluations. Regardless of the type of questionnaire, which is used, however, it is crucial to gather feedback from as many of the participants as possible, to give them a forum for providing the most honest and detailed feedback possible, and to take future action based on the responses (Kirkpatrick 1996). Another valuable method of gaining feedback from participants is to speak with them individually, perhaps at some point during the program, or in a scheduled meeting or discussion group held shortly after the program takes place. It is vital to remember that changes in attitude do not necessarily equals change in behaviour. While information about attitudes may drop light on trainees immediate reactions and learning, such information alone is not necessarily a good indicator of long term changes in behaviour or overall results of training. As demonstrated by this study, it is important to collect a variety of data at several differing intervals, in order to gain the best understanding of the training and the outcomes of it. Evaluation of Training The final stage of the systematic training process is the evaluation of training. This can be done by comparing the results, especially the benefits, with the objectives of the training program set in the assessment phase (Ivancevich 2004). As mentioned in the introduction chapter, many companies are increasingly concerned if training adds value to organisations and training departments are continuously justifying the effectiveness of training (Phillips 1996; Holton 1995). Preskill (1997) asserts that the most appropriate method to determine the effectiveness of training is through training evaluation. As Jones (2006, p.42) said, â€Å"It is essential for HRD practitioners to use the training evaluation method in order to determine whether an organisation receives a significant return on investment in terms of human resources, time and money.† There are many reasons as to why training evaluation should be done. Evaluation can be a tool for informing the trainees of their progress, modifying and improving programs and instructor performance, and providing evidence to managers that problems and issues have been addressed and solved (Laird 1985). Training effectiveness is also a measure of the training departments credibility (Kirkpatrick 1996). Other benefits brought about by doing training evaluation are increased confidence in the trainers claim, increased legitimacy of the training function in organisations, justification for continued support, valuable feedback for improving training methods (Phillips 1996, Jones 2006). Noe (2003 p98-9) summarises these reasons in the following: to identify the programs strengths and weaknesses; to evaluate whether the content, organisation and administration of the program contribute to learning and the use of training content on the job; to identify which trainees benefited most or least from the program; to gather data to assist in marketing the program to determine the financial benefits and costs of the program; to compare the costs and benefits of training and non-training investments; to compare the costs and benefits of different training programs to know which training program is best to use. As with any other evaluation process, criteria should be established for easier evaluation. Ivancevich (2004, p77) points out the three types of criteria — internal, external, and participants reaction. However, participants reaction can be included in the internal criterion. The internal criteria are concerned with the content of the training program. The external criteria are concerned with the ultimate goal of the program. Many training evaluation models were developed. The most popular of which is Donald Kirkpatricks (1994) four-level evaluation criterion. According to thi

Physica Lab

Suellen Fonseca Physics 151 April 3, 2013 Questions and Answers: 1. Define uniform circular motion. ? A. Is an object in uniform circular motion accelerating? ? B. Define centripetal acceleration, and state its magnitude and direction. (2. 0 points) Ans: An object moving at a constant velocity around a circular path is performing a uniform circular motion. The object’s path is considered to be tangent to the circle due to the fact that it is constantly changing position as it goes around the circle.Therefore the velocity would also be tangent to the circle. [A] The object in uniform circular motion is experiencing acceleration due to the fact that is it changing direction constantly. [B] This is the centripetal acceleration. It’s directed towards the center of rotation. Is magnitude is calculated by V2r where v is the tangential velocity and r is the radius of rotation 2. A car is driven around a circular track. Which would have a greater effect on the magnitude of its acceleration, doubling the speed or moving to a track with half the radius?Please show your proof or calculations. (1. 0 point) A. Define centripetal force (F c) ? B. Which object is providing the centripetal force in this experiment? Ans: Cense acceleration is given by V2r doubling the velocity has a greater effect then dividing the radius by 2. [A] The force the supply the acceleration is called centripetal force. This force is also always directed towards the center of rotation. [B] The object providing the centrifugal force in this experiment is the tention in the rope. 3.When you go around a corner in a car, do you feel centripetal or centrifugal (Fg) force ? acting upon you? (1. 5 points) Ans: The car is experiencing centripetal force thus it does not â€Å"fly of â€Å" the streat. 4. Explain why ? F=mg? =? Fc=4? 2 M f 2 r? in our experiment. (0. 5 point) Ans: It worked because the balancing force is the tetion In the string which allows the wheight to move in a circle. 5. List the data and sample calculations obtained in lab. (0. 5 point) | r (meter) | m (kg)| f (sec^-1)| a_c = 4(? ^2)(f^2)r (m/s^2)| F_c = mg (N)| 1| 0. 49| 0. 4| 1. 271| 9. 502| 3. 92| 2| 0. 16| 0. 45| 1. 348| 11. 478| 4. 41| 3| 0. 175| 0. 55| 1. 416| 13. 852| 5. 39| 4| 0. 197| 0. 79| 1. 608| 20. 109| 7. 742| 6. Plot the graph of Fc vs. ac . A. What is the expected slope of the line graphed (and explain why you expect this result)? B. Calculate the actual slope of best fit line. Also calculate the percent error for the slope, and ? state and explain the sources of error. (4. 5 points) [A] the expected slope id 0. 4 [B] the actual slope from the best fit line is 0. 106. One sores of errow would be the timing of the number of revolutions. An erro on the radius mesurament | Uncertainty| Slope|  ±0. 01522| y-intercept|  ±0. 2177| 7. What do you expect the y-intercept of the line from question 6 to be? Find the actual y-intercept for your best fit line. (show calculations) (1. 0 point ) 8. Imagine that a much harder spring (spring with higher spring constant k) is used in the experiment. Explain how the centripetal force F c and the period f of the hanging mass will change. i. e. if they will increase or decrease) (1. 0 point) Ans: If we had a harder spring the frequency would be bigger therefore the centripetal force would also be bigger. Conclusion: In this lab we were trying to prove that fc=mg. according to my calculations the results were close but not perfect. This can be because of lost of energy due to friction or simply error in calculations. As predicted every time there was a change in radius or the frequency the centripetal force changed.