Creating Behavior Goals for Early Intervention Programs

Creating Behavior Goals for Early Intervention Programs Managing difficult behavior is one of the challenges that makes or breaks effective instruction. Early Intervention Once young children are identified as needing special education services, it is important to begin to work on those learning to learn skills, which importantly, include self regulation. When a child begins an early intervention program, it is not uncommon to find that parents have worked harder to placate their child than to teach them the desired behavior.   At the same time, those children have learned how to manipulate their parents to avoid those things they dont like, or to get the things they do want.    If a child’s behavior impacts his or her ability to perform academically, it requires a Functional Behavioral Analysis (FBA) and a Behavior Intervention Plan (BIP) by law (IDEA of 2004.) It is wise to attempt to identify and modify behavior informally, before you go to the lengths of an FBA and BIP. Avoid accusing parents or whining about behavior: if you gain the cooperation of parents early on you can avoid another IEP team meeting. Behavior Goal Guidelines Once you have established that you will need an FBA and BIP, then it’s time to write IEP Goals for behaviors. Write you goals positively as much as possible. Name the replacement behavior. Instead of writing â€Å"Zachary will not hit his neighbors† write â€Å"Zachary will keep hands and feet to himself.† Measure it through interval observation, noting the percentage of 15 or 30 minutes with hands and feet free behavior.Avoid preachy, values freighted words, especially â€Å"responsible† and â€Å"accountable.† When discussing with the student â€Å"why† feel free to use these words, such as â€Å"Lucy, I’m so happy you’re being responsible for your temper. You used your words instead!!† Or, â€Å"James, you’re 10 now, and I think you’re old enough to be accountable for your own homework.† But goals should read: â€Å"Lucy will tell a teacher or peer when she is angry and count to 10, 80 percent of the day (interval objective.) â€Å" â€Å"James will return completed homework 80% of days, or 4 out of 5 days.à ¢â‚¬ (frequency objective.)There are basically two kinds of objectives as noted above: interval and frequency goals. Interval goals are measured across intervals, and imply an increase of replacement behavior. Frequency goals measure the number of occurrences of a preferred or replacement behavior during a time period. The goal of behavior goals should be to extinguish, or eliminate, undesirable behavior and replace it with appropriate, productive behavior. Focusing on the target behavior may reinforce it and inadvertently make it stronger and more difficult to eliminate.   Focusing on the replacement behavior should help extinguishing the behavior. Anticipate an extinction burst before behavior improves.Problem behavior is not usually the result of reflective, thoughtful choices. It is usually emotional and learned- because it has helped the child get what he or she wanted. That doesn’t mean you shouldn’t talk about it, talk about the replacement behavior and talk about the emotional content of good behavior. It just doesn’t belong in an  IEP. Examples of Behavior Goals When prompted by the teacher or teaching staff, John will line up, keeping hands and feet to himself in 8 of ten opportunities as documented by teacher and staff in three of four consecutive days.  In an instructional setting (when instruction is presented by the teacher) Ronnie will remain in his seat for 80% of one minute intervals over 30 minutes as observed by teacher or teaching staff in three of four consecutive probes.  In small group activities and instructional groups Belinda will ask staff and peers for access to supplies (pencils, erasers, crayons) in 4 out of 5 opportunities as observed by teacher and teaching staff in three of four consecutive probes.

Ten tips for perfect punctuation - Emphasis

Ten tips for perfect punctuation Ten tips for perfect punctuation More people are unsure of their punctuation than would ever care to admit it. Use our quick guide to make sure youre not one of them. Never use its with an apostrophe unless it means it is or it has – its amazing how many people use it wrongly. Beware also the greengrocers apostrophe (peas, carrots) when forming plurals. Apostrophes should usually only be used to show possession or omission. The exception is to avoid confusion when forming plurals of letters (eg As, which looks like As if you leave out the apostrophe). Some people object to using and or but at the beginning of sentences. But this probably has more to do with lingering fears of that scary old English teacher you had years ago than any real grammatical rule. And thats all there is to it. If you dont believe us, look again at a Shakespeare play – or even a well-respected business magazine such as The Economist. Semi-colons (;) can replace and or but. They denote a pause thats longer than a comma but shorter than a full stop (or period). Think of them as super commas if it helps. Dont overuse them, though (see below). Colons can replace so, therefore and because. The full stop (period) is the readers best friend – and it could be yours. It shortens sentences, making them easier to read. And it can get you out of a pickle when youre trying to find a clever way of saying two or three things in the same sentence: just use two or three sentences instead. Use semi-colons, brackets and dashes sparingly, as theyre stylistically heavy. If in doubt, split the sentence. If you put additional information in a sentence, like this, remember to use commas or dashes either side of the information. Its hard for the reader if theyre left out. Using all capitals on headings is hard on the eye, as it removes the all-important shape from words. (We use shape to recognise words more than you may realise.) So use initial capitals only. Too many exclamations are irritating!

Business policy & strategy Case Study Example | Topics and Well Written Essays - 1000 words

Business policy & strategy - Case Study Example McDonald should also consider adding healthy options. For instance, they should focus on healthy fruit juices instead of Pepsi and Coca-Cola. Deals in their menus right now offer the standard cold drink along with Fries and burgers. The restaurant should consider offering fresh juices in their deals also. McDonalds should launch a campaign focusing on the steps it has taken to combat environmental claims against the company. An image of caring company should be developed and fostered in such campaigns. Consumers are aware of what McDonalds is offering in terms of product, now the campaign should focus on what the company offers in terms of emotional value. McDonald should open more of its McCafes and expand these cafes internationally. McDonald’s has a strategy of aligning its product with the local tastes and culture of the country in which they expand. Considering this, McDonald should pursue the same strategy when opening its cafes in other regions. For instance, in India, breakfast consists of chutneys along with the main breakfast. McDonald should therefore offer chutney in its breakfast menu in India. McDonald should continue expanding into new geographical regions and adapt menus to serve the local tastes of the consumers. It should focus on eating as a family by offering a wide range of products such as baked potatoes along with fried potatoes. The organization chart illustrates the divisional structure. Divisional structures are usually organized based on geographic areas, markets or products (Phillips and Gully, 2011). In the case of McDonalds, the division is based on geographic area with each division responsible for their own area. In this structure, it is easy to evaluate which regions are most profitable and this makes accountability easier. Marketing, Finance, Human Resource are separate divisions that help develop a unitary policy for the company in terms of their marketing, finance and human resource

How does Wholefoods use it's sustainable and ethical business Essay

How does Wholefoods use it's sustainable and ethical business practices to motivate their employees - Essay Example Background of the study Sustainability is a term which has been used since time in memorial. Nevertheless, this term has been used also by food sector to embrace the impression of sustainable development though its definition remains complex. Its complexity has been a great challenge to translating the concept of sustainability into specific actions as well as sustainable business practices for food industries. Nevertheless, the company has acknowledged the criticisms on their contributions towards unsustainable reduction of resources. Wholefoods intends to promote the implementation of quality and sustainable business practices through the self-regulation and voluntary initiative. Since attitudes are closely linked to behaviour and actions, the managers’ attitudes towards responsibility and sustainability for supportable development are prone to investigations by scholars. The study therefore will try to investigate how Wholefoods use its sustainable and ethical business prac tices to motivate their employees. On the other hand, the efficacy of the initiatives shall not be investigated, but will remain a field for future research. The main aim for the execution of sustainable business practices is mainly based on the managers’ or the companies’ philosophy and closely related to the likelihood of cost saving. However, high commitment of employees and satisfaction and good public relations will also be mentioned as some of the key benefits. Research Objectives 1) Examine how Wholefoods uses its sustainable and ethical business practices to motivate their employees 2) Establish barriers to sustainable business practices in Wholefoods Market Company 3) Investigate strategies for sustainable business practices in the Wholefoods Company Scope of the study The scope of this study lies behind what the wholefood employees are being exposed to by the good sustainability and ethical business practices by the managers. The main interest is on the exten t to which the managers can enhance sustainable and ethical business practices in motivating the employees which has proved to be ripple effect in most of the food industry Limitation of the study Any business can be limited in its implementation due to various factors that may go beyond control. Some of the expected barriers for effective enactment of sustainable business practices are costs, time, lack of information support and the complexity associated with the subject matter. These barriers will hinder the researcher from carrying out the researcher effectively. As a result, the overall results may not be precise as possible. LITERATURE REVIEW Strategic implementation of sustainable business practices For implementing successful sustainable business practices, sustainability holistic principle should be well understood and amalgamated into the strategic planning of that particular business. In case the initiatives of sustainability are viewed as add-ons, the full paybacks of su stainable business practices shall be realized (Soper, 2007). Strategic sustainability symbolizes a full commitment shown by the executive management that can move beyond efficiency and compliance to minimize costs and risks. The incorporation of sustainability into strategic design and planning requires businesses to advance a longevity focus thus helping them to scrutinize extortions and opportunities, observe interactions outside the environment and make use of the current trends. This call for a system that discerns

Globalization of business operations and industries Essay Example for Free

Globalization of business operations and industries Essay Globalization of business operations and industries has created a new challenge for organization penetrating in international markets. Several factors require management when firms focus on diversifying its product/service offering in international markets. Especially limiting the viewpoint to human resource requires managing the workplace diversity, employee selection mechanism, cultural differences, and managing the intercultural communication requires assessing the capabilities of organization to address these issues. International market business operations present the companies with acquiring new set of skills and transformation in human resource policy in order to perform the services with flexibility that doest not hinder in goals achievement. Workplace diversity management is the essential and important issue that needs to be address by an organization entering in international markets. Since diverse workforce consist of people belonging to different culture, races, having different ethnic background, a different way of learning; thus providing different ideas merging in organization. This enables organization to utilize and focus on enlarge business challenges in different business markets. Strategic HRM policy structure gives flexibility to organization for changing its focused principle in consideration of market needs; such as cultural dimensional factors identified by Hofstede on various dimensions helps identify the factors to be addressed by organization based on the market needs. Cultural differences have strong implications for organization expanding in international markets. Therefore, organization needs to give autonomy and flexibility to employees that will serve organizational purposes in international markets by leveraging the HRM policies. This can be done by regulating the rewards and compensation package structure for employees who will need to be relocating in different workplace locations due to their skills required to penetrate and serve in international markets. In relation to managing cultural differences, organization must define a comprehensive and decentralized decision making structure through defining the hierarchy management channel in its policy for international markets. Since few activities of firm remain limited in centralized location, so in order to comprehend the objective proper decision making style will enable accuracy and timeliness of activities. Decentralization of decision making structure will reduce the possible delay in decision making due to multi-level hierarchy structure of an organization and will also result in better assessment of any situation due to diverse workforce. Communication between departments and stakeholders is highly significant when concerning the international operations of an organization. Effectiveness of organizational culture for performing international operations is based on the communication style related to information processing, decision convey ability, surpassing the imperative information related to business decision making, and matters related to managing intercultural communication barrier. Ambiguous and unstructured problems require managing the barriers to improve the interdepartmental sharing of information for goals accomplishment. This issue can be addressed by initiating equal employment opportunity program for international business which would limit the selective culture growth of organization and encourage workplace diverse. Frame of reference affects the cross-cultural communication due to selective visionary capabilities of employees to foresee the potential growth possibilities. Therefore organization must initiate a formalized recruitment program focusing on viewing various individual dimensions in its SHRM policy structure to normalize the responses towards reducing frame of reference. Stereotypical response by employees increases the biasness that affects the communication at international level increasing the chances of intergroup conflict affecting the effective goals accomplishment of organization. In association to this, chances of misunderstanding increases when firm do not address discrimination issue in its HRM policy to manage international operations functionality. Impartiality of decisions thus contributes towards progressive growth pertaining to employee contribution. At international level, cognitive dissonance is also a big challenge for firms to manage as ambiguity in information sharing leads towards strong misunderstanding among departments which may be depicted in actions leading towards wrong objectives setting. Company must address the corporate culture issue and coordination mechanism in its HRM policy to reduce the impact of cognitive dissonance on organizational goals accomplishment. Sony Corporation has developed a communication structure identified in its HRM policy to increase the effectiveness of communication among its employees in regional offices and production sites located in China. Employees are given combined training sessions, and encouraged to participate in workshops which increases the communication among employees belonging to different cultures and understand their potential issues that may arise due to operations in international markets. Human resource ethical issue also has implication for firms either they operate locally or in international markets. Employee privacy, job safety, health standard, workplace environment and condition, legislation for employees’ rights protection are essential duties for senior management to address in strategic HR policy. This although may create certain challenges to address by management but provide job satisfaction to employees; policies amendment concerning addressing the ethical issues differ of country basis due to differing working demand and obligations by country law. However, an organization can standardize the procedure and policies giving protection to employees as its ethical responsibility. SHRM policy can emphasize on employee welfare concept that aimed at addressing the factors leading to increased employee living standard; consequently, employee involvement in work increases and firm’s penetration power in international markets also strengthen due to direct participation of employees in organizational objectives achievement.

The Disturbing Tone of Rapunzel Essay -- Grimm Rapunzel Essays

The Disturbing Tone of Rapunzel The story of "Rapunzel" has been passed throughout generations in the form of a fairy tale. Typical fairy tales come to a resolution ending ‘happily ever after’. It seems that there is always a villain, always a hero, and some sort of a moral or lesson to be grasped from each story (Rhetoric 102K/L class discussion/lecture, January 18, 2001). Most of the traditional fairy tales involve a ‘damsel in distress’, in which she is happily rescued by a true love. These types of stories leave readers feeling that those who are in pain and anguish will eventually rise above and be granted pure happiness. It is this break in the traditional style that sets the Grimm stories apart from others. Using the formalistic approach allows for the Grimm version of Rapunzel to be analyzed closely. For starters, the way a story begins and the first impression upon the reader are extremely important. The authors creatively set up a situation in which they manipulate the minds of their readers. They have to pave the road they want their readers to follow in order to have a greater impact. The road starts with the title, which is a direct indication of the main character, Rapunzel. While reading the story the authors have already given the reader a previous insight of what is to come. The story begins describing the situation of â€Å"a man and his wife, who had long wished for a child, but in vain†(Grimm 514). This opening line begins to unfold much of the story and reveals the main part of the story, how Rapunzel was the center of their wishes. The names of the characters are insightful for the reader to relate the events and make connections. In th... ...ere no one else can go without permission. They climb a golden ladder to discover beauty. Rapunzel is perceived as innocent and pure. When the witch discovers her sin of connecting to the world and ruining this purity, her beauty is lost. Hence, the loss of her famous trait, her locks of hair. This version of Rapunzel is still a fairy tale. It has the villain, the 'damsel in distress', the hero, and the happy ending. However, the tone of the story is more disturbing. The prince has a genuine affection for Rapunzel despite the loss of her gorgeous hair. The story explains how he seeked finding her originally because her "song had entered his heart"(Grimm 516). The word choice here is very effective. The prince liked her before the display of her beauty. This is a typical fairy tale idea that they are meant to be together through fate.

Islam and Christian Traditions Essay

Christianity and Islam see recurring themes in beliefs and practices. They share stories from past prophets that declare they know the word of God. God tells prophets about a time before earth and gives them knowledge to spread to man. Life holds sanctity that is not for man to wander and do as their physical bodies might allow. Both Islam and Christian traditions make examples and tell the history of how God desires man to live. There are foretellings of vast destruction when man lives among evils and sin. Muslims say that, like God, Allah will see and end of man and will only accept the faithful into paradise. Traditions of Christianity and Islam can relate to each other by commemorating a higher power as known as God. The higher power in Christianity is known as God, while the higher power in Islamic traditions is known as Allah. In Islamic traditions, Allah shouldn’t be confused with the God known in Christianity because the word Allah is translated as â€Å"the God† in Arabic. Christian and Islamic traditions have cosmogony, eschatology, afterlife, moral codes, and duties that serve the purpose in their existence. Both Islamic and Christian traditions will see some similarities and recurring prophecies that exist in their practices. Christian traditions and cosmogony can be found in the Bible. The Bible is many stories that contains passages from prophets of God and is compiled of several books. The book of genesis describes how God created the universe. He made light, darkness, heaven, earth, fruits and vegetables. On the fifth and sixth day of the week to create the universe and earth, God made beasts and made man that resembles the appearance of God. Genesis 1:29 said to man, â€Å"I give you every seed-bearing plant on the face of the whole earth and every tree that has fruit with seed in it. They will be yours for food† (BibleGateway, 2011). God warns Adam and Eve, the first of all mankind, that there is forbidden fruit that cannot be touched. Genesis 3:3 says, â€Å"But of the fruit of the tree which is in the midst of the garden, God hath said, Ye shall not eat of it neither shall ye touch it, lest ye die† (King James Bible Online, 2013). When Adam and Eve consumed the forbidden fruit despite God’s warning, Adam and Eve were cursed by God to multiply the earth. Eve, the first woman, was created by God to provide Adam, the first of all man, companionship. It was in her mistake that Adam fell under temptation to then be commanded by God to take power of beasts and man to begin the teachings of God on earth. Prophets of God taught man to obey commandments in order to be prepared for the end of the world. Prophets, pastors, preachers, or bishops in Christian sects will preach the gospel of the Bible that predict when Christ will return to earth and reach final days before heaven. Most interpretations of the Bible explain how there is good and evil; Evil will cause suffering for mankind. Christians believe that Christ will return and save those who are faithful to God when there is a final judgment of man. Matthew 24:14 reads, â€Å"And this gospel of the kingdom shall be preached in the whole world for a witness to all the nations, and then the end shall come† (Christian Bible Reference, n.d.). Evil will be taught through deception, so God will need true believers. There will be a place in heaven for Christians to live with God after their trial on earth. Man will be accepted into heaven if he upholds morals and duties that Christians are taught. Many Christians believe that heaven is a place on earth. The book of Luke (21:32-33) reads, â€Å"Truly I say to you, this generation will not pass away, till all be fulfilled. Heaven and earth will pass away, but my words will not pass away† (King James Bible Online, n.d.). In heaven there will once be so much evil that the wicked will overpower the good through violent wars. Like earth, God will create a new heaven for the blessed people. Heaven will be free from evil for many years until its end of days only through destruction and misery upon its holy place. In heaven killing is much of a sin as earth. God commands man not to sin such as killing, adultery, worshiping idols, and stealing among other things. If man upholds these morals and duties, he will be accepted to heaven when salvation c omes. Traditions in Islam are similar religious practices that are commemorated through the Qur’an and are told how the earth and man were created. Like Christians, Muslims believe that Allah, or the God, created a heaven, a world, and the universe with all materials in it that are living or not. The book of Surat Al-Baqarah (2:29), in the Qur’an, reads, â€Å"It is he who created for you all of that which is on the earth. Then he directed himself to the heaven, (his being above all creation), and made them seven heavens, and he is knowing of all things† (Quran, n.d.). Islamic traditions began when the prophet Muhammad spoke with Allah. Allah told Muhammad of the creation of the first man on earth, who is known as Adam, who had a female companion. Allah also told Muhammad how Adam ate the forbidden fruit when he was restricted not to do so. Muslims’ eschatology tells how there will be an evil presence who will be violent and cause destruction. There is also an afterlife of heaven and hell as Christians believe. Although the evil are wicked, they too will be brought to heaven and see a final judgment from Allah. â€Å"And as for those who disbelieves, I will punish them with a severe punishment in this world and the hereafter, and they will have no helpers† (Quran, n.d.). Islamic traditions say how there will be an end of time. There will be warnings from Allah on earth. An antichrist will appear before the last day who will be cruel to man. Followers of the antichrist and the unbelievers of Allah may never reach heaven. Heaven will be a paradise that the Qur’an describes, â€Å"No empty talk will they hear there, nor any call to sin, but only the tiding of inner soundness and peace† (Religious Tolerance, 2005). Morals and duties are important to Muslims in order to avoid sin and reach heaven. Allah tells prophets of his commandments so that man will be holy and plentiful. â€Å"The ones who break the covenant of Allah even after its (binding) compact and cut (off) what Allah has commanded to be held together and corrupt in the earth, those are they (who are) the losers† (Quran, n.d.). Allah tells man not to steal, murder, disobey parents, covet, or commit adultery among other things. When man disobeys Allah, they are expected to know sin from righteousness and should repent for forgiveness. â€Å"..Except for those who repent after that and correct themselves. For indeed, Allah is forgiving and merciful† (Quran, n.d.). The man who doesn’t repent may be a sinner for life and will be questioned on judgment day. The Islam and Christian traditions both believe in a God that share similar interests for mankind. God and Allah teach man how they can return to heaven after their days on earth after Adam and Eve’s tribulations. Prophets will spread the knowledge to man from God as a lesson not to fail under certain temptations and have faith in God to live in paradise with him one day. After time, the rise of evil is bound to cause awfulness when man turns to disobedience and non believing even during a salvation. Heaven will be free from sin and man can live in a peaceful place until it is once again ruined by tribulations. God will continue to confide with man in order for glory to persevere.

Organization And Management Essay

INTRODUCTION Control is the process of assuring the efficient accomplishment of enterprise objectives. In the turbulent environment faced by management, power and control is necessary to anticipate problems, measure performance against standards, take corrective actions for deviations from plans and if necessary, modify plans. The term control may have some negative connotations for some. In the management process, it is a facilitating function aiding the organization to accomplish the set objectives. The primary responsibility for exercising control rests with management at HQ division with the execution of plans. In an organization, control consists in verifying whether everything occurs in conformity with the plans adopted, the instructions issued and principles established. Its object is to point out weaknesses and errors in order to rectify them and prevent recurrence. It operates on everything, things, people, and actions. It is wrong to assume that only top management has the responsibility for power and control and that there is little need for control at lower levels of management. While the scope for control may vary to some extent depending upon the position of an employee in the hierarchy, all those who have responsibility for the execution of plans need to exercise control too. M/s Engineering Products is an engineering company, based in UK, manufacturing mechanical tools for various industrial manufactures .Due to the marketing trend and policy change, the company sometime in 1980 did some major deviations by closing and selling some units and presently in the trade of defense, industrial services and auto parts. The company is in the line of exporting components to different countries. It has processed for expansion, 50% of the employees are stationed in Western Europe and North America. Bulk of the sales is taken care by Western Europe and America and a very small portion by UK. AIMS AND OBJECTIVES The major prerequisites of control are two: a plan and a structure. a) Plan: controls must be based on plan. The more clear and complete the plans are the more effective controls can be; plans become the standards by which the actions are measured. b) Structure: There is need for a structure to know where the responsibility rests for deviations and corrective action, if any needed. As in the case of plans, the more clear and complete the organization structure is, the more effective control can be. Controls, to be effective, should share the following basic characteristics: Appropriate: Controls should correspond to an organization’s plans. Controls designed for a Management Executive are inappropriate for a supervisor Strategic: Control should serve a strategic purpose and provide spotlight on positive and negative exceptions at critical points. Acceptable: Controls will not work unless people want them to. They should be acceptable to those to whom they apply. Reliable and objective: Controls should be accurate and unbiased. If they are unreliable and subjective, people will resent them. THE POWER AND CONTROL PROCESS In the Engineering Products the control process used  Ã‚     involves three steps: (a) establishing standards. (b) measuring performance against these standards, and (c) reinforcing success/correcting deviations. a) Establishing Standards: Standards mean criteria of performance. Standards may be of many kinds and include verifiable goals set in qualitative or quantitative terms. Engineering Products has established standards in areas such as: (a) Profitability (b) Productivity (c) Market Share (d) Worker Performance (e) Innovation (f) Social Responsibility Standards are based on past performance, managerial judgment or scientific analysis. Standards are used to measure performance and judge success or failure. b) Measuring of Performance: Essentially, it is a comparison between â€Å"what is† and â€Å"what should be† the performance. Ideally, measurement should be done on a forward-looking basis to predict probable deviations from standards rather than merely be used as a post mortem exercise. c) Reinforcing Success/Correcting Deviations: When plans and organization structures are clear, it is easy to reinforce success and avoid failures. When deviations are noticed or apprehended based on warning signs, the reasons can be analyzed and appropriate corrective actions taken promptly. LITERATURE REVIEW POLICIES AND DESIGN CHOICES IN CONTROL Engineering Products are following three options in exercising control: centralization or delegation formal or informal direct or indirect preferences for one or a mix of all options are matters of judgment. Each option has relevance in a particular situation Centralization or Delegation Centralization is an approach where control is exercised by the HQ or the top management group.   Thus, functional autonomy will be lacking at operating levels. Delegation, on the contrary, manifests transfer of decision-making authority downward and outward within the formal structure. Sometimes, decision-making power is transferred downwards in a hierarchy prescribing limits on the scope and type of decisions. Centralized Control: makes it easier to coordinate the activities of various subunits/departments in an organization. seeks to achieve balance among various functions because the top management can be expected to have a broad organization-wide perspective. proves more useful because control will be in the hands of senior, experienced top executives. is necessary to meet extraordinary situations. is economical since duplication in activities and resource use can be avoided. Delegation and decentralization too have positive features: they relieve the top management from overload. motivate individuals to give better performance due to opportunities for individual freedom, discretion and control. contribute to the personal and professional development of managers.†¢ people at operating Direct or Indirect There are two ways of controlling. One way is to supervise subordinates’ activities closely, trace deviations to the persons responsible and get them to correct their practices. This is called indirect control The other way is to develop high quality managers who will properly understand and apply managerial principles, functions, techniques and philosophy, make few mistakes and initiate corrective actions, wherever necessary, themselves. This is called direct control. The higher the quality of managers and their subordinates, the less will be the need for indirect controls. Conflict and Negotiation Life is a never ending process of one conflict after another. Conflict has always been widespread in society but it is only recently that it has generated a lot of interest and has been the focus of research and study. Employees have become more vociferous in their demands for a better deal. Various departments in an organization face a situation full of conflicts due to a number of reasons like goal diversity, scarcity of resources or task interdependence etc. Negotiation is an attempt to find a solution that reconciles or integrates the needs of both parties who work together to define the problem and to identify mutually satisfactory solutions. In negotiation, there is open expression of feelings as well as exchange of task-related information. The most critical ingredients in successful negotiation are: 1 Definition of the problem should be a joint effort based on shared fact finding. 2 Problems should be stated in terms of specifics. 3 Discussions between the groups should consist of specific, non-evaluative comments and questions should be asked to elicit information. 4The groups should work together in developing alternative solutions. 5All agreements about separate issues should he considered tentative.   Without trust, each group will fear manipulation and may not reveal its true preferences. Secondly, integrative problem solving takes a lot of time and can succeed only in the absence of pressure for a quick settlement. Direct control hastens corrective actions, lightens the burden caused by indirect control and subordinates feel less concerned about superior’s subjectivity in rating their performance because in indirect control one would feel a close relationship between performance and measurement. METHODOLOGY The central HR function at Engineering Products had been placed on a different platform after the other units placed at different places are moving towards international integration. integration. A system is being formed for interaction of different managers of different units and how international postings to be managed HR department at HQ office desires to play a more forceful role rather than doing only doing routine administrative work. The Dynamics of Personnel/Human Resource Management (P/HRM) is a dynamic discipline as it mostly deals with ever-changing work settings, characterized by people having varied cultural, social and religious backgrounds, diverse goals, multifarious expectations and attitudes. The personnel scene itself has been changing quite dramatically over the years. State regulations, competitive pressures, unionization of employees, do exert a strong influence on the way the personnel function is carried out in various organizations. Over the years, employees have become more sophisticated in their demands for high quality work environments, adequate benefits, proper training and career growth opportunities. All these factors compel human resource professionals to look for ways to improve their interactions with employees, other managers and outside groups in order to maximize worker productivity and satisfaction. Changing Role of Human Resource in View of Social Factors: A number of environmental factors influence the work of HR office.They cannot perform  Ã‚   in a vacuum. These factors influence the organization through human resources. External factors separately or in combination can influence the HR function of any organization. The job of a HR manager is to balance the demands and expectations of the external groups with the internal requirements and achieve the assigned goals in an efficient and effective manner. The HR manager has to work closely with these constituent parts, understand the internal dynamics properly and devise ways and means to survive and progress. Local and State Factors State is the custodian of industrial and economic activities. The emergence of problems on the industrial front in the form of trade union movement, failure of many employers to deal fairly with workers, non-fulfillment of plan targets forced the states to intervene in human resource management and to enact various pieces of labor legislation.    Unions Unions have also gained strength. At present, these organizations constitute one of the power blocks in many countries. With the formation and recognition of these organizations, the issues relating to employee interests are no longer determined by the unilateral actions of management. These have to be discussed with union representatives invariably.   In consequence, the scope of managerial discretion in personnel activities has been narrowed down. Changing Work Values   Organizations must now advance from general affirmation and enthusiasm for the career development of their personnel to greater precision. The concepts and goals development programmes must be more precise, more widely understood, reflected in formal policy statements and translated into institutional and personnel practice. Alienation from the job, increasing counter-productive behavior, rising expectations and changing ideas of employees are some of the other factors responsible for the changing values and roles of human force. Consequently it has become imperative for the management to include  Ã‚   benefits to improve morale, introduce a machinery to redress grievances, encourage employee participation in decision-making and the like to pave the way for industrial betterment and to meet the ever increasing demands of workforce. Culture In Organization Every organization has some characteristics which are common with any other organization. At the same time, each organization has its unique set of characteristics and properties. This psychological structure of organization and their sub-units is usually referred to as Organizational Culture. Organizational culture is a relatively enduring quality of the internal environment that is experienced by the members, influences their behavior, and can be described in terms of values of a particular set of characteristics of the organization. Organizational culture is the set of characteristics that describe an organization and that (a) distinguish one organization from other organizations; (b) are relatively enduring over time and (c) influence the behavior of the people in the organization. Organizational Culture is a relatively uniform perception held of the organization, it has common characteristics, it is descriptive, it can distinguish one organization from another and it integrates individual, group and organization system variables. ORGANISATIONAL STRUCTURE. Organization structure refers to the formal, established pattern of relationships amongst the various parts of a firm or any organization. The fact that these relationships are formal implies that they are deliberately specified and adopted and do not evolve on their own. Of course, it may sometimes happen that given an unusual situation, new working relationships may evolve and which may later be adopted as representing the formal structure.   Only when relationships are clearly spelled out and accepted by everyone, can they be considered as constituting a structure. This does not mean that once established, there can be no change in these relationships. Changes may be necessary with passage of time and change of circumstances, but frequent and erratic changes are to be avoided. References Peters, Thomas, J. and Waterman, Robert H., 1999. Management of Development Programmes, Harper and Row: New York. Elbing, A.1998. Behavioral Decisions in Organizations, Scott Foresman: Glenview. P.0.1991. A Stud .of Decision Making Job Choice. MIT Press: Cambridge. Vroom, V.1-I and Yetton, P.W.1997. Organisational Leadership and Decision Making. University of Pittsburgh Press: Pittsburgh. Barnard, C.l.l997. The Functions of the Executive. Harvard University Press: Cambridge. Behling, 0, and Schriesheim, C. 1996. Organisational Behavior. Theory, Research and Application. Allyn and Bacon: Boston. Elbing, A.1988. Behavioral Decisions in Organizations, Scott Foresman: Glenview. Vroom, V.H. and Yetton, P.W.1983. Leadership and Decision Making. University of Pittsburgh Press: Pittsburgh. Stephin Robbins. et al. Action-research as applied to Development, in Organization Development and Research (Ed. Wendell L French et al) Business Publications Inc., Dallas (1998). Eager G., Change Agent Skills: Assessing and Designing Excellence, University Associates California (1998). Fohman, Mark.A. et al. Action-research as applied to Development, in Organization Development and Research (Ed. Wendell L French et al) Business Publications Inc., Dallas (1998). Chris Argyris, Management and Organization Development: The Path form X4 to YB, McGraw Hill, New York (1991). Beckhard, R. Harris, R. T Organization transitions: Managing Complex Changes, Addison Wesley (1997). Cascio, W.F., Fundamentals of Modern Organisations, McGraw-Hill Book Company, New York,1992 Purecell J.,Boxall P., Organisational Management, Plagrave, Macmillan, New York,2003

Smoke Magic Trick - Smoking Fingers

Smoke Magic Trick - Smoking Fingers Would you like to try a simple smoke magic trick? It easy to make your fingers smoke when you rub them together and glow in the dark. All you need is a matchbox and a way to burn the striker portion. Theres also a video of the smoking fingers project, if youd like to see what to expect. Difficulty: Easy Time Required: about a minute Materials The key materials for this project are matches, a matchbox with striker, a metal surface, and a way to make the metal cold. Matchbox of safety matchesCold water faucet or chilled panScissorsLighter One easy way to get cold metal is to run cold water through a faucet. If the water out of your tap isnt particularly cold, another option is to refrigerate a metal pan or set it onto a dish of ice. Perform the Smoke Magic Trick Cut out the striker portion of a matchbox from a box of safety matches. Trim off any paper around the striker.Fold the striker in half, striker-sides facing each other.Set the folded striker on top of the running cold water faucet or a refrigerated metal pan.Use a lighter to set fire to the striker. Ignite both ends. Then run the lighter along the length of the folded striker. It wont burn to ash, which is fine.Discard the burned striker.You will see a brown residue that has been deposited along the top of the faucet or metal pan. Run your fingertip along the residue to pick it up.Slowly rub your finger and thumb together. If you do this in the dark, your fingers will have a greenish glow. Very, very cool. Tips for Success Wash your hands after doing this, and try to avoid breathing in the smoke. The trick probably involves white phosphorus, which can be absorbed through your skin and is toxic.If you dont have scissors, you can do this trick by tearing off the striker portion of the matchbox with your fingers. Its just easier to cut out the striker, if you can.You could use the matches in the matchbox, rather than a lighter, of course. How the Smoking Fingers Trick Works Are you interested in the science behind this smoke trick? Its commonly believed the smoke is vaporized white phosphorus. Heres how it works: Phosphorus is a chemical element that can take several forms, called allotropes. The type of phosphorus in the striker of match boxes is red phosphorus. When you burn the striker, the phosphorus is vaporized and condenses into a solid onto the cool metal surface. This is white phosphorus. The element has not changed identify, just the structural arrangement of the atoms. Rubbing your fingers together produces enough heat from friction to vaporize the phosphorus into what appears to be smoke. The smoke glows green in the dark. While you might assume this is phosphorescence (since youre using phosphorus, after all), its actually an example of chemiluminescence. Phosphorus reacts with oxygen from air to release energy in the form of light. The reason scientists know the red phosphorus from the striker vaporizes into white phosphorus is because of the green glow. Only white phosphorus glows in the dark! White phosphorus readily reacts with oxygen in air to form a flammable compound. Because of this, one of the earliest uses of the purified element was to make matches. Early friction matches have been around since Robert Boyle made them back in 1680, although they did not become popular until 1830. The early phosphorus-based matches were dangerous, containing enough phosphorus to poison a person. Modern matches are called safety matches because they dont use highly toxic chemicals. Smoke Trick Safety The smoking fingers trick used to be a popular school science demonstration. It is not performed much any more because of concerns about the risk from the phosphorus, but if you do the trick infrequently, the dose of phosphorus is small. While red phosphorus is the form of the element that is essential for human life, white phosphorus can cause chemical burns and have a negative effect on bones. You can lessen the exposure by wearing thin, disposable gloves and taking care not to breathe the vapor. Disclaimer: Please be advised that the content provided by our website is for EDUCATIONAL PURPOSES ONLY. Fireworks and the chemicals contained within them are dangerous and should always be handled with care and used with common sense. By using this website you acknowledge that ThoughtCo., its parent About, Inc. (a/k/a Dotdash), and IAC/InterActive Corp. shall have no liability for any damages, injuries, or other legal matters caused by your use of fireworks or the knowledge or application of the information on this website. The providers of this content specifically do not condone using fireworks for disruptive, unsafe, illegal, or destructive purposes. You are responsible for following all applicable laws before using or applying the information provided on this website.

How to Hang in for the Long Haul

How to Hang in for the Long Haul Why do I love C. Hope Clark’s protagonist Carolina Slade? She’s relentless in the pursuit of truth. She steps around those who say â€Å"no.† She’s a maverick tuned straight into reality - a heroine with her feet in clay, not ether. Writers need this persistence. We shrug off rejection, doubt, and the unknown. This gig ain’t for flakes. Most days, nobody cares what you do. But anything worth doing plays Think about the Nobel Prize recipients in Physics. Englebert and Higgs discovered the Higgs-Boson, aka the God particle, in 1954. Fifty-nine years passed with no one knowing their names. What’d they do in the meantime? Kept working. Followed their passion. Writers in it for the long haul know work never stops; the mountaintop is never â€Å"achieved.† No matter who notices, we must love the invisible toil. In a culture where fans scream for blood after a few losses and ba When I began reading FundsforWriters, I had a pile of unknown stories and a novel languishing after 15 years. Hope’s words comforted me, as did leads from Poets Writers. I began submitting to contests and magazines. Every time I got a submission confirmation, I got a ping of validation. Since childhood I’ve read voraciously, so I made time for this love. I embarked on my personal MFA to study great writers, annotating religiously. Then I returned to my rough stuff, inspired. I found supportive writers’ groups. People said nice, tough things, motivating me to revise. In 2008 a small-circulation magazine accepted a story. Then in 2009, I won a contest. I spent the money on a laptop. This inspired me to start a novel about a teen girl obsessed with Michael Jackson. I got up mornings before work and in six months wrote a draft. I had no idea there would be 25 more. I continued to follow Hope’s journey. Through her I found Nathan Bransford’s and Rachelle Gardner’s blogs. I joined Querytracker. I began querying agents and after 150 emails, found one in 2011. I was a finalist for the James Jones Fellowship and denied a grant. I parted ways with my agent in 2012. I re-applied for the grant in 2012 and got it. (FundsforWriters lead!) Now I’ve published two books: a YA novel and a short-story collection. I have a beautiful website (thank you, Shaila Abdullah!). Check out my trailer, signings, and other news at lynhawks.com. I’ve learned to love The Slog this way: Subscribe to newsletters like FFW. Submit to publications, contests, and grants. Make deadlines and new drafts. Have a goal each day and week. Check off lists. See progress. Make sacred writing time. Defend it like your firstborn. Go for The Personal MFA. Revel in words. Talk to artists who celebrate ups and suffer downs. (I married a musician.) Keep your beloved pet near Find beta readers to keep your story alive. Celebrate what goes well, like the encouraging rejection. Give yourself a daily reward, like a lattà ©. (Caffeine Rewards Program) Find every way to fan the flames of writing love. Be a true fan of you. That’s how this writer does the long haul.

LED-Based Stage Light Capable of Control via DMX512 Dissertation

LED-Based Stage Light Capable of Control via DMX512 - Dissertation Example DMX is an acronym of "Digital Multiplexing†. The DMX founded lighting control is premeditated to create, organize and dispense information to DMX-well-suited lighting fixtures. DMX512 is a regular reference for digital communication arrangements that are usually utilized to direct stage illumination and special effects. It was initially proposed as a standardized plot for scheming light dimmers, which, earlier to DMX512, had used assorted unsuited, proprietary procedures. Conversely, it later became the chief technique for connecting not only controllers and dimmers, but also supplementary sophisticated fixtures and special effects strategies for example fog machines and automated lights and has also extended to implications in non-theatrical architectural illumination; DMX512 has been utilized starting from the beauty of Christmas lightening to billboards which are electronically operated through LEDs. Microcontrollers are utilized in routinely manipulated products and applian ces, for example vehicle engine management systems, operational medical appliances, distant controls, office equipment etc. By minimizing the dimension and expenditure evaluated against a design that utilized a detached memory chip, memory, and input/output accessories, microcontrollers formulate it reasonable to electronically organize extra appliances and processes. In this project, the intended objective is to design a system of illuminating stage LEDs controlled by DMX 512. The same protocols as defined by DMX 51 are employed in this project. TABLE OF CONTENTS Number Topic Pages 1 Introduction 1 2 Project Aim 2 3 Project Approach 2-3 4 Operating Components 4 i. Serial UART 4-5 ii. USART Registers 5-11 iii. HyperTerminal 11-12 iv. USB-RS485 Board 13-16 v. RS485-ATMEGA8 Board 17-19 vi. LEDs 19-21 5 Software Implementation 22-23 6 Conclusion 24 Bibliography 25 1. Introduction DMX in general is a mechanism of scheming "smart" lighting fixtures and dimmers. Technically, DMX is a furt her contraction for DMX512-A, updated by Entertainment Services Technology Association abbreviated as the ESTA. DMX512-A is the Standard for controlling illumination equipment and connected appliances.1 In current years, the DMX customary is being utilized more commonly in Architectural illumination projects, as well as lightening of building outer walls, inflection lighting, wide-ranging usage building organization and housing lighting. This is appropriate chiefly to the elevated fame of LED founded on lighting fixtures, which are commonly manipulated through DMX electronic pointers. An extensive diversity of illumination control consoles, manipulators and additional appliances that produce DMX signals can be utilized to attach to an even better diversity of illumination fixtures and appliances that can be manipulated by DMX. DMX manipulated lighting schemes are utilized in many specialized events, for example concert illumination, stage automated lighting, studio lights, and theme park illumination etc. In this project, three colors i.e. RGB-Red, Green, and Blue LEDs are utilized where each region is applicable to all three colors. The DMX manipulator regulates the strength i.e. in intensity of each of these colors so that any required color can be formed. One or more LED drivers are concentrated on to exclusive DMX channel, and those drivers, against the DMX channel instructs, put the intensity value of the LEDs they control. 2. Project Aim The project aims to devise a stage-style light which utilized LEDs as the light resource and is alterable by means of the standard DMX512 protocol, and is competent of producing a variety of output colors. The major endeavor of this project is to organize the color of LED radiance through a DMX controller. The DMX controller discussed in this project is entirely automated through a computer. A simple logic of a program is also founded during the project. 3. Project Approach DMX is separated into four sectors or zones in which every sector comprises of

Political science Essay Example | Topics and Well Written Essays - 1250 words - 1

Political science - Essay Example The U.S. victory can be attributed to their decisive plans for naval control on the western pacific wing during the World War II. This operation was carried out with little knowledge of modern operational ideas. It is for this reason that both sides experienced tactical shortcomings that halted the entire mission and objective of the operation. This paper shall analyze the battle for Leyte Gulf with its main focus on the principles and art of military operation by the U.S. and Japan. In this regard the paper will focus on command decisions by the U.S. and Japanese naval commanders with a view of coming up with modern principles that can be applied in future operations. Principles of operation The success of any warfare mission depends solely on the ability of the commander to identify the aim, decipher the strategic factors of his operation, select and organize his forces and design a plan to achieve the objective of the operation. Normally, the commander’s role involves integ ration and coordination of an operation in a way as to inflict shock, disrupt and defeat the enemy. This is possible when the entire operation injects force on a totally different measure. In so doing, the commander ought to choose the correct course of action as dictated by ground factors by selecting factors pertinent to operations guided by the philosophy of operational art. The planning, synchronization and the conduct of operational functions have some impacts on the belligerents. This paper intends to discuss the aftereffects of the operational functions of the military in relation to planning, synchronization and execution. To achieve this aim, the impacts of the operational functions to belligerents in the Leyte Gulf operation will be discussed. The Leyte Gulf operation, also termed as the battles for Leyte Gulf, was a battle that occurred during the Second World War, from the 23rd to the 25th of October 1944. It aimed at the liberation of Philippines. Allied forces of the U .S.A and Australia and the Imperial Japanese Navy were the protagonists in the battle (Adamsky, 2010). The battle started with the invasion of Leyte’s island by the ground forces of the allied forces led by general Douglas Mac Arthur. The Japanese fleet took up the battle to defeat the invasion, but got defeated by the U.S. seventh fleet led by Vice Admiral Thomas Kinkaid and the fleet led by Admiral William. The battle got divided into four engagements which were the battle of Samar, the battle of cape Engano, the battle of Surigao strait, and the battle of the Sibuyan Sea. Preparation and Planning The main objective of the operation was to capture Leyte Gulf. The U.S. naval forces approached the attack using two axes, one under the leadership of Admiral Nimitz. This was designed to advance its operations towards a westerly strategic axis with the sole purpose of capturing the Marianas, Palau, Gilbert and Marshall Islands. The second set of forces, the southwest pacific forc es, under the command of General Douglas followed a northwesterly tactical axis all the way through Guinea and Morotai. The two axes were expected to intersect at Leyte. According to the leading commanders, the intersection would act as a stepping stone for effective takeover of Philippines. This was a strategic move in the heart of the operation as this was designed to cut off communication of Japanese sea lines disadvantaging their retaliation. In