Between That and Which

BETWEEN THAT AND WHICH Having to choose between that and which is one of those tricky little grammar rules that  used to trip me up constantly as I wrote. To spare you the same aggravation, Im sharing the words definitive usage guidelines: 1. That That is used solely in restrictive clauses, meaning it introduces specific, essential information in a sentence. As a general rule of thumb, that is usually used in sentences without commas. For example: The cat that was on the porch slept all day. The shoes that she bought yesterday were very expensive. Both of these sentences contain restrictive dependent clauses, giving us specific information about what is happening. The first sentence â€Å"restricts† the subject â€Å"cat.† It is used to separate the cat on the porch from other cats that may be in the bedroom or on top of the refrigerator. Put another way, you could say that â€Å"only the cat on the porch slept all day.† Same scenario in the second sentence, where that restricts the shoes she bought to yesterday only, and doesn’t include any of the shoes she may have bought on any other day. 2. Which Which is used to introduce a non-restrictive clause, a clause that gives us extra information that may be interesting or incidental but does not define the subject. A fun way to remember this: which clauses can â€Å"fly away like a witch,† meaning they can be cut from the sentence without changing the meaning. In order to form a restrictive clause, use which and insert two commas around the clause. The cat, which was on the porch, slept all day. This sentence tells us essentially the same thing, a cat is sleeping, with one key difference: the cat just happened to be on the porch. Adding the non-restrictive clause gives us extra information about the cat – that he was on the porch – but it does not  alter the meaning of the sentence, â€Å"The cat slept all day.† Notice the commas that bracket off this new information. And you can reconstruct the form in the second example in the same way: The shoes, which she bought yesterday, were very expensive. The reader knows that someone bought shoes; the fact that she bought the shoes yesterday is just an extra piece of information bracketed off from the rest of the sentence. Again, we have commas separating the non-restrictive clause from the rest of the sentence. As a general note, that can NEVER be used in a non-restrictive clause. To say â€Å"The cat, that was on the porch, slept all day,† is incorrect because of the comma usage. Also, when speaking of people, always use who rather than that or which. 3. Combining the Two Don’t be afraid to combine that and which once you have the correct usage down. For example: The shoes that she bought yesterday, which cost more than  $500, were very chic.

Word Choice Eventually vs. Ultimately - Proofread My Paper

Word Choice Eventually vs. Ultimately - Proofread My Paper Word Choice: Eventually vs. Ultimately â€Å"Eventually† and â€Å"ultimately† have plenty in common. Both are ten letters long. Both have â€Å"-ly† at the end. And, crucially, both refer to something that happens (or is expected to happen) after a certain period of time. It’s this final overlap which causes most confusion, with some people using â€Å"eventually† and â€Å"ultimately† interchangeably. However, there is an important difference, so you won’t want to mix up these words in your written work. Eventually (Some Time Later) We’ll begin with â€Å"eventually,† which generally means â€Å"some time later† or â€Å"finally,† especially after a prolonged delay: The queue was long, but we reached the front eventually. If you queue for too long, petrification can set in. It can also be used more generally to indicate an unspecified amount of time, even where no specific delay occurs: I’m new to ballet, but I’m hoping to eventually turn professional! In both cases, â€Å"eventually† emphasizes the passage of time, either in relation to something that has happened or that is expected to happen. Ultimately (In the End) â€Å"Ultimately† can mean â€Å"finally† or â€Å"in the end,† too, but specifically refers to the finishing point in a process or series of events: Although it seemed benign to begin with, the virus ultimately spread to other countries. A second meaning of â€Å"ultimately† is to indicate something as a fundamental or basic fact: Ultimately, tiddlywinks is a game of thrills and spills. Tiddle that wink! [Image: Hannes Grobe]Even in this second use of â€Å"ultimately,† there is a strong sense of finality, as it suggests something is beyond dispute or conclusive. Eventually or Ultimately? When used to mean â€Å"finally,† there are situations in which â€Å"eventually† and â€Å"ultimately† can be used interchangeably. However, even then, each word emphasizes something different. If we say something happened â€Å"eventually,† it’s usually the passage of time we are stressing. Hence â€Å"eventually† is normally used when describing something that happens after a delay. If we say something happened â€Å"ultimately,† on the other hand, the emphasis is on finality, so this term is best saved for referring to something that happens at the end of a process. For example, the ultimate fate of all sausages. When â€Å"ultimately† is used to mean â€Å"fundamentally,† moreover, it’s even more important to use the correct term, since â€Å"eventually† wouldn’t make sense in this context.

Apps of psychology ( application of psychology) Essay

Apps of psychology ( application of psychology) - Essay Example These principles govern the functioning and the growth experienced by the organization. Rationalism is a principle that expresses decision making and analysis in deductive and logical patterns. This principle emphasizes objectivity and logical patterns that are very useful in identifying the best procedures that will lead to enhanced productivity. Pragmatism is a principle that defines the need for emphasis on results, and the need to identify the procedures most effective in delivering the said end goal. Existentialism on the other hand is a principle that guides development towards individual and team growth through enhanced understanding of needs, values and goals. These philosophical constructs are very real to the process of Organizational Development. Freud’s Psychoanalytic constructs are best applied to individuals, but are also useful in understanding the motivations of an individual within an organization. His description of anxiety and defense mechanisms like projection denial and action formation have been found to be applicable to organizational settings; while the concepts of fixation, transference and regression have been found to adequately explain issues faced by individuals in the resolution of these said problems. Freud’s theory breaks life into stages, and the resolution of the dilemmas Faced by the person at each stage becomes a key component in the personality they form by the time they reach adulthood. Using this information, it is possible to select individuals who are equipped for certain jobs, and the avoid placing individuals in positions which will draw out their anxieties and inhibit their ability to work better. The understanding of personality afforded to us by the work of Sigmund Freud helps is in choosing the right individual for the right job, for understanding and resolving the anxiety and dilemmas faced in work groups; and to understand

Economics Essay Example | Topics and Well Written Essays - 2500 words - 3

Economics - Essay Example Some of the other factors as determinants of demand have been introduced in the theory of demand recently. The traditional theory of demand starts with the examination of the behaviour of the consumer since the market demand is assumed to be the summation of the demands of the individual consumers. Thus, the demand for a given commodity is the horizontal summation of the demands of the individual consumers. In other words the quantity demanded in the market at each price is the sum of the individual demands of all consumers at that price. The responsiveness of the demand in relation to the price or income of the consumer is referred as the elasticity of demand. There are as many elasticities of demand as its determinants. The most important of these elasticities are (a) the price Elasticity, (b) the income elasticity, and (c) the cross elasticity. The concept of elasticity of demand is important in that it s being used by the economists to explain the consumer behaviour in different market conditions. With this background this paper illustrates the importance of different kinds of elasticities of demand and the ways in which they are helpful to the economists to report on the consumer behaivour... The laws of demand and supply are an important part of in the study of economics. They help the economists to measure the relative changes in the demand due to changes in prices with the concept of elasticity of demand. (Pink Monkey) The price elasticity is a measure of the responsiveness of demand to changes in the commodity’s own price. Depending on the magnitude of the changes in demand it can be termed as either point elasticity or arc elasticity of demand. If the changes in the prices are very small, the point elasticity of demand is used as the measure of responsiveness of demand. If the changes in the prices are large then arc elasticity of demand is used as the relevant measure of responsiveness. The laws of demand and supply form the basic

Major point Essay Example | Topics and Well Written Essays - 500 words

Major point - Essay Example ession especially after training has been accomplished, for instance a child taught and graduated in medicine to become a doctor has no point in time that children can think of training again in order to become an athlete. In this context, school children are taught on how to be morally upright but majority of parents in the United States are concerned by the morality of their children because they do not practice it at home which is in contrary to what is expected of them. This shows that teachers in school only teaches but does not ensure that what he taught is practiced by the children. In addition, It has also been observed that children who performs better in school and attain good grades are unable to solve basic problem. This is especially true if the problem they were solving is twisted in one way or another (Taylor 153). This shows that children acquire intellectual knowledge alone in the school and if children are only academically equipped then there are going to be ill-equipped in the society since Schools teach children to solve a problem by use of formula whose behavior can be controlled and be predicted. When these children finally graduate they expect to solve life problem using formul as in their area of profession. However, not all those who graduate eventually get jobs and to apply these formula in real situation and therefore, end up becoming frustrated in their lives because they cannot cope up with challenges of life in the real world. In some cases what the school teaches the children is not connected to his future, for example some topics in school syllabus are not relevant in the children life e.g. solving a matrix question, most children will not make use of this learnt knowledge this topic only makes them intellectually knowledgeable but when it comes to life, they will not have knowledge in solving real life issues and challenges that face them. It also noticeable that school is not connected to the feature of the children, this is

Effective Professional Managers and Management Model

Effective Professional Managers and Management Model The reflection on and critical analysis of effective professional managers in relation to an effective management model. (Wilber, 2015) In this report, we look at the UN Model (profile of an effective manager). I choose to use the UN Model as my base for this assignment because I find it easy to understand with the way that its broken down levels of managerial experience and because of the values it holds. I also interview 2 experienced managers and asked them about their roles, their success and how they improved as a manager. I reflected and rated myself on the UN Model to get a feeling for how well I would do in a managerial role.       Values the driver of managerial effectiveness The values of a professional manager according to the UN Model includes Integrity, Professionalism, and Respect for diversity. To sum up the middle managers role per the UN Model they must be a role model to staff, be decisive and understand cultures differences. As a Senior Manager, the UN Model expects resilience in the face of external pressures (S.A.R.L, ND), continuous improvement and to intentionally build a diverse workforce (S.A.R.L, ND). To the UN Model being an Organisational leader means building a culture of integrity. Emotional competence To the UN Model having emotional competence means to be Self-aware, have self-confidence, emotional self-control, to be conscientious, optimistic, achievement oriented, to have empathy and discretion. As named by the UN Model; Detailers are managers that dont follow these guidelines. Being a manager doesnt mean only managing employees work but also means managing how they feel in the workplace. Conceptual competence To the UN Model having conceptual competence means always having an eye on their environment and the world beyond it (S.A.R.L, ND). These managers practice talking to people around them keep a clear understanding of the work and organisational environment. Effective managers apply their knowledge of concepts, system thinking and pattern recognition. Technical/substantive competence The UN Model tells us that middle managers must be able to apply and share their knowledge (S.A.R.L, ND). Senior managers should create knowledge sharing and learning mechanisms (S.A.R.L, ND). Organisational leaders should be able to develop a knowledge sharing and learning culture (S.A.R.L, ND). The fundamentals of technical/substantive competence per the UN Model are Knowledge and information management, knowledge networks, knowledge sharing, coaching and developing others and continuous learning and development. Managing people In the UN Model, being able to manage people means having great communication, teamwork, motivation, and means being able to manage individuals performance. A middle manager should be able to effectively manage people. The expectation of senior managers is for them to create an enabling environment. At an organisational level, managers should be able to create a high performance culture (S.A.R.L, ND). Managing action and change To the UN Model; managers should have strong and reliable action and change management, decision-making, creativity and innovation, they should also be client and result oriented. At the middle manager level; managers should be able to make things happen and support change. At the senior manager level; managers should be able to anticipate and lead change. Organisational leaders should drive for excellence and create a culture around searching for positive change. Managing across organisational boundaries Effective managers have a finely tuned understanding of the departments surface and deeper structures (S.A.R.L, ND). The UN Model pushes for strong organisational awareness, building networks and alliances, and positively influencing in the work environment. Section Rating (1 = bad, 10 = great) Explanation/critical analysis Values Integrity 8/10 I do what I say Im going to do when Im going to do it. I say what I think is ethical even if its not the popular opinion. Professionalism 5/10 I make myself at home and sometimes assume people are fine with me being so comfortable at work. Respect for diversity 7/10 I like meeting knew cultures and working with them. I have a bit of a lack of knowledge when it comes to understanding sensitive topics and cultural differences. Emotional Competence Self-awareness 8/10 Interested in learning more about myself and how I am during work. Am aware of my emotions and understand what I can do to make myself feel better. Self confidence 6/10 Am decisive. Can sometimes be unsure about where I fit in and can be easily effected by something someone says. Emotional self-control 7/10 Can deal with someone difficult without raising my voice. I can be tactful. Conscientiousness 10/10 Keep promises. Careful in work. Accept responsibility for mistakes. Optimism 6/10 Try to constantly look at both sides. Can sometimes be lost in disadvantages of doing something. Achievement orientation 5/10 Dont always push for the absolute best. Can sometimes lack motivation. When there is something I need to do, I work at it until it is fully done. Empathy 8/10 Am tactful. Could take body language on board more. Discretion 7/10 Respects privacy. I can keep things confidential if needed. Conceptual Competence Use of concepts 7/10 I can apply concepts to many different things. Systems thinking 5/10 Cant always predict consequences of quick fix solutions. Pattern recognition 7.5/10 Can apply concepts to a new situation. Can identify patterns quite easily. Technical/substantive competence Knowledge and information management 7/10 I can identify trends and best practice. Knowledge networks 8/10 Can make formal and informal connections. Knowledge sharing 9/10 Try to share my knowledge as much as possible and in many ways. Coaching and developing others 8/10 Am interested in helping others learn Continuous learning and development 8/10 Interested in new developments. Keen to learn. Managing people Communication 9/10 I can communicate clearly with many different cultures. Teamwork 8/10 Work well with others. Try to include everyone. Motivation 6/10 Can sometimes leave things that dont feel as necessary behind. Managing individual performance 7.5/10 I use praise accordingly. Find it easy to address poor performance. Managing action and change Action and change management 7.5/10 I like making sure things get done. Decision-making 8/10 I am very decisive. I can say no when it is needed. Creativity and innovation 7/10 I try to think of new ways of doing things all the time. Client orientation 8/10 I can anticipate clients needs before they decide they need it. Results orientation 6.5/10 I am interested in rewarding good results and try to keep the focus on the result and how we get there. Managing across organizational boundaries Organizational awareness 4/10 Need work on understanding the legalities and limits of organisations Building networks and alliances 8/10 I am interested in building strong and positive alliances inside and outside of the company. Influencing 6.5/10 I try to positively influence people to do the right thing by example. In this investigation we asked questions about the interviewees management rolls. In both interviews, we asked the same questions: What business are/where you in? How long have you been working in this field? How successful was/is the business? How did you help the success of the business? What do you do when people start a job? What do you think makes a good manager? How do you improve yourself as a manager? Do you have any advice for someone going into management? In the first interview, we talked to a man named Arwyn. His answers to our questions were as follows: He was the head of department at a university for 16 years, also a senior lecturer. He has been working in the education field for 25 years. He was in the business from 15 students all the way to 400 students. He had many long-standing staff and says teamwork and collective responsibility were ways he contributed to making the business successful. When somebody starts working under his management he conducts training, he observes their ability, he assigns a mentor and monitors their progress. He said that good managers are loyal to the organisation, honest, teamwork oriented, they have integrity, they understand the organisation and they think about what they can do for the organisation; not what the organisation can do for them. He says that managing is always a learning process and involves sharing experiences with others. His advice for someone going into management was to be humble and patient. Relation to un model It seems Arwyn put great value on empathy, knowledge sharing, coaching and developing others, teamwork and influencing staff positively. He took the interview very seriously and presented himself professionally. This shows that he has great values as a manager. In the second interview, we talked to a woman named Parvinder. Her answers to our questions were as follows: She worked in a Cafà © 7 days a week as a manager. She has been working in management for 15 years. The business was very successful for a number of years but the recession hit the business hard. She feels she helped the success of the business by keeping with the times. When people start the job, she goes through an introduction, an orientation and training. She said a good manager should motivate, inspire and lead. As a manager, she improved herself by learning from her mistakes and by looking for new ways to innovate. Her advice for people going into management was that it isnt easy, you need people skills and a passion to lead. Relation to un model I believe Parvinder has strong conceptual competence and organisational awareness by the way she looks for ways to improve, I think she tries to provide a place for teamwork to thrive. How I felt In both interviews, I felt confident in the questions I was asking, I feel that I could have asked more conversational questions to make both me and the interviewee feel more comfortable. What I saw When Arwyn came into the room he asked if he could sit down and he also put on a tie. Both interviewees where slightly reserved at the start but near the end they both felt more comfortable. What I thought I thought both interviewees where very knowledgeable about management, I noticed they hardly gave closed answers and that they held strong values around professionalism. What I learnt I learnt the value of working as a team, being professional and having integrity. I also learnt that being a manager or working in general is more about what you can do for the organisation more than what the organisation can do for you. What I would do differently in an interview setting I would try and make more small talk at the start to try and make the interviewees more comfortable, I would also try tailoring my questions to suit the interviewees better by implying certain answers. What I could/would do better in management If I were a manager I would try to hold strong value on presenting myself professionally, managing with teamwork and clear communication. I would make sure empathy was one of my main goals to make sure my team was in a positive mindset and happy. I think that both interviewees where very knowledgeable about management. They both put great value on teamwork and developing a communication culture. I feel Arwyns management style was much more collective and team oriented while Parvinders style was more about leading and resembled a more classic idea of management. In this report, we looked briefly at the Kotter Model and more in depth into the UN Model. We looked at my personal reflection on the UN Model and applied the model to two interviews with managers with a lot of experience. References       S.A.R.L, M. (ND, ND ND). ProfileManager_v4. Retrieved from HR Portal: https://hr.un.org/sites/hr.un.org/files/Profile%20of%20an%20Effective%20Manager_0.pdf Wilber, K. (2015, December 15). A Brief Look At Management Practices. Retrieved from Linkdin: http://staffingstream.wpengine.netdna-cdn.com/wp-content/uploads/2012/12/supplier-management.jpg

Tis Pity Shes A Whore by John Ford Essay -- John Ford Tis Pity Whore

"Tis Pity She's A Whore" by John Ford In this play it would be impossible to accurately assess this idea commenting on Annabella and Giovanni as a single entity. They are extremely different characters with their only common ground being the love they have for each other, and even this is expressed in distinctly different ways with subsequently different consequences. These consequences build up to the conclusion referred to in the question, and so it would also prove hard to answer it directly without having previously discussed what has come before and created such conclusion. At the beginning of the play, I believe that the audience is intended to sympathise with Giovanni. Although his actions are described as 'devilish atheism', this is counterbalanced by his modest language which contrasts greatly to later on in the play. He refers to the Friar as 'Gentle Father' and this humble way of addressing him gives the audience the impression that Giovanni is genuinely asking for help and wants to be 'cured'. Although he argues against much of what the Friar says, his respect for him is obvious as he agrees to take his advice. This may not have carried much weight for the Caroline audience for which this would have been performed, however, as the religion of the English at this time was Protestant, making Catholicism not the favoured denomination. It has even been stated that Ford presented the characters in this play so faulted because of their religious beliefs and nationality, both of which were seen as the enemy. Throughout this scene, Giovanni is attempting to justify his actions and convince the Friar that what he is doing is right, by playing on the religious idea that there is one father, and ... ...how compassion about the consequences of this distorted self-image. (I know I've missed out a bit here, but I think 4 pages is enough and I don't think I could sit here for another  ½ hour.) In conclusion, at the beginning of the play sympathy is possible for both characters. Annabella earns more than this during the course of the play, and is likely to be admired by the audiences from both eras, though would probably have been seem as more promiscuous in the time of writing than would be perceived now. Giovanni on the other hand, through use of apocalyptic figurative language shows a too high opinion of himself and is presented as too self-absorbed to induce anything other than contempt. This is accentuated by the death of Annabella being caused by such traits and highlighted by the irony that she had remained to true to him just to die by his hand.

Rich Con

As a president off company, Marty should have concentrated on overall management of the company and lead it to meets its strategic goals. Instead, she became intimately involved in integrating the new IT system which demanded more than 75% of her time which she did not plan for. If Sawyer had appointed a board with IT expertise as well as Individuals with industry and process expertise, she could have been moderately involved with the project with more time to spend on the operations of the company.Deliverables from this IT am would then be from selection of an IT system based on Rich-con's need to flawless implementation of the system and then follow through its effectiveness for a period of time to make sure It Is working properly for all conditions. Lack of Fit-Gap Analysis: The business requirements were not defined to the vendor. The vendor did not care to understand the structure of the company, or the IT systems that Rich-Con already has in place. They were not familiar with t he knowledge and expertise of the staff and the expectations of the customers.Marty and Rich-Con Pete for an â€Å"off-the-shelf† software package to implement in their organization. The selection process of the new IT system was based on some factors true for metal industries and some generic questions posed by Marty. By doing so, Rich-Con failed to recognize the Incompatibility risk of the replacement IT system. C. Omitting test phases and pilot launch prior to mass deployment of the new IT system: Any big change implementation should go through several testing phases with progressive maturity of features.Rich-Con failed to work with their vendor to customize the new system and test it out at multiple phases. They also did not go through a pilot launch phase to pick up a portion of its operations, rather than forcing the whole operations Into this new system all at once. With test phases and plot launch, employees would nave gotten ten opportunity to test out ten system, of fer important feedback which would have resulted in minimal disruption to overall operations, should something go wrong. D.Insufficient training for transition to the new system: Marty Sawyer relied on the vendor to train her employees to learn he new IT system. There was no incentive for the employees to learn this system since they did not understand how their Jobs would change once the new system was in place. The vendor did a very poor Job in offering training since they took a push vs.. Pull method to offer help. They waited to be asked questions on features and usage rather than establishing a standard implementation methodology and guide the customer through that.The frustration of Marty showed in her comment, â€Å"We had people come in and do training. It Just never really took on a life of its own. † e. Lack of customization of application software to fit the need: Even though the vendor indicated that they would accommodate requests to modify the software, Marty di d not take advantage of that. Rich-Con did not get the software tailored to fit its unique needs. In comparison, Marty spent time to configure the software to align with Rich-con's business needs and importing all existing information to its database.Overall, to replace Rich-con's antiquated IT system, Marty took a centralized decision making approach, rather than decentralization it to engage leads from every functional apartment of the organization. She lost important inputs from different work groups in that process. Other issues that Marty needed to manage simultaneously were to address Union problems, ensure that management of making the newly purchased Round operational, and address the reason of dropping sales figures and the inefficiency of the new management team.All these issues compounded and created a disaster for Rich-con's operations. Question 2: Which CUBIT governance processes might have prevented these problems? The CUBIT governance processes that could have prevent ed these problems lie within Planning and Organizing' and ‘Acquiring and Implementing the software implementation process at Rich-Con Steel. Although ‘Delivery and Support' and ‘Monitoring and Evaluation' are critical components following the implementation of new software, the problems could have been avoided if the two former processes were defined and followed.

Lauriers greatest gift to Canada essays

Lauriers greatest gift to Canada essays The Manitoba schools issue, the Boer War, the construction of a Canadian navy and the proposed reciprocity treaty with the United States were all issues that provoked emotional debates between French Canadians and English Canadians. French Canadians were fighting to preserve their culture outside Quebec and opposed any rapprochement with England; English Canadians were fighting to confine francophones to Quebec and supported any move toward closer ties with England. For more than 15 years, Laurier's policy of compromise earned him the nickname of the "Great Conciliator", and kept him at the head of the country. One of Laurier's first acts as Prime Minister was to implement a solution to the Manitoba Schools Issue. Laurier developed a compromise with Thomas Greenway, Premier of Manitoba. They agreed that Catholic education would be permitted in public schools, and French would be used in teaching, but only on a school-by-school basis depending on the numbers of French-speaking students. In 1899 Britain expected military support from Canada, as part of the British Empire, in the Boer War. Laurier was caught between demands for support for military action from English Canada, and a strong opposition from French Canada, which saw the Boer War as a reminder of its own defeat in the Seven Years' War. Henri Bourassa was an especially vocal opponent. Laurier eventually decided to send a volunteer force, rather than the militia expected by Britain, but Bourassa criticized him anyway. The British were alarmed by the German arms build-up, and Canada was forced to define its naval policy. Ontario wanted Canada to contribute to the British navy, but Quebec wanted no part of it. As so often before, Laurier sought a compromise, proposing the creation of a Canadian navy to be built and trained in accordance with British naval requirements and placed under British command if Canada chose to enter a war as an ally of Britain. This proposal sat...

Sports World Should Be Drug Free Essays - Drug Control Law

Sports World Should Be Drug Free Essays - Drug Control Law Sports World Should Be Drug Free Critique on The Sports World Should be Drug Free This article was derived on the question: Why the sports world should be drug free? Barry McCaffreys answer to this question is based on a simple assumption that drug usage in sports has a direct impact on children which will ultimately lead to downfall of sports. The essay takes on the belief that all or most kids look up to athletes. And if these athletes do drugs then kids will do drugs. It is directed to the athletes themselves, coaches, and the parents of all children. McCaffrey states that after the death of athlete Len Bias, youth cocaine use suddenly dropped (page 1). It seems that this is a safe assumption because after a death of a famous athlete, people as well as children learn the disastrous effect of drug use. He also believes that when athletes use drugs and are rewarded for their athleticism kids get the misimpression that drugs are not dangerous to their well being, dreams and aspirations (page 1). This essay is compelling and also logical. We as a culture know that children look up to all athletes. They are pictured on cereal boxes, sneaker ads, cartoons, etc. The author makes the natural assumption that if these athletes use drugs that kids will get the picture that it is alright for them to use them as well. His argument is very convincing especially for a parent. He gives evidence that professional organizations are know getting involved to take a stand against drug usage. McCaffrey states, Eighteen Major League Baseball teams are showing anti-drug public service announcements in their stadiums at home games. Major league soccer is sending strong anti-drug messages to its young fans. On October 23rd , as part of the Office of Drug Policys athletic initiative, the first ever National Coachathon Against Drugs will see coaches across the nationfrom pee wee to the big leaguesstarting practices with messages against drugs (page 2). The only thing about McCaffreys argument is that he didnt consider the other sides point of view. He must of thought they did not have a relevant case to even consider their view. He did a good job researching and making a firm strong point. Bibliography McCaffrey, Barry R. The Sports World Should Be Drug Free St. Petersburg Times. September 9, 1998. p. 12A

Congo Conflict Research Paper Example | Topics and Well Written Essays - 5000 words

Congo Conflict - Research Paper Example Lack of resources and labor and strategic planning prevented the country from effectively controlling mining areas, which could have starved off funding for numerous illegal groups. The country has historically been at conflict since independence from Belgium in 1960. The United Nations has been present in the country from that time although its activities were restarted after the 1994 genocide in Rwanda. The Congo conflict has created many security and economic complications in the great lakes region. The United Nations has played and continues to play a crucial role in peace building and development in the democratic republic of Congo, with the major aim of creating a stable government and ensuring basic human rights are maintained in the country. The conflict in the DRC is complex and has many actors with very many historical injustices mostly a legacy of colonialism. Colonial injustice forms the root cause of the conflict. This paper will argue that the international response to the Congo conflict has not been successful. The paper will highlight the successes and failures MONUC and show that the United Nations and the International Community have not understood the underlying causes of the conflict. Addressing the root causes will help solve the crisis. Introduction Violence experienced in the Eastern Parts of the Democratic Republic of Congo is due to various ethnic and political differences. Peace has been elusive in the DRC and the United Nations is still running missions to maintain peace and stability to a region that has experienced more than one war with violence still flaring up even today. The country has lost over millions of lives to various wars with millions more people having being internally displaced and over thousands of citizens seeking refuge in other countries due to consistent violence in volatile areas including North and South Kivu, Katanga and Itori1. Sexual violence in the region is the most prevalent problem in the country with th ousands of rapes having being documented from 2005 to 20072. The country circumstances are unique because it is landlocked and surrounded by nine other nations. Intermittent violent conflict in the DRC causes regional instability in the region due to a weakened government. The country runs in an over stretched budgets due to constant military activity. Rwanda and Uganda constantly stir violence in Congo due to their constant forays into the DRC for economic reasons. The United Nations influence became critical in 1999 when many of the democratic republic of Congo neighbors became embroiled in the conflict. The United Nation Peacekeepers were tasked with enforcing the Lusaka Accord. The United Nation created the United States Mission in the Democratic Republic of Congo commonly known as MONUC in 2000. The major responsibilities of MONUC were to implement and monitor the ceasefire agreement. MONUC was also mandated to collectively facilitate the recognition and observation basic of hu man rights in conjunction with other Non-Governmental Organizations. Despite the presence of the peace keeping forces, the conflict in the region never ended and consequently MONUC mandate has been extended several times with their mandate being constantly reviewed. The peacekeeping force is now required to protect Congo citizens from violence and maintain arms embargoes placed in the region.

NURSING LEADERSHIP & MANAGEMENT FIELD EXPERIENCE Essay

NURSING LEADERSHIP & MANAGEMENT FIELD EXPERIENCE - Essay Example Much worse is the fact that many patients are missed out of diagnosis that will follow the emergency care of these patients (Attard Biancardi, 2013). The American cardiology college, American heart association and the European society of cardiology, jointly recommended the minimum time of intervention on ST elevated myocardial infarction patient as 90 minutes from the time of medical contact (Brodie, et al. 2010). They went further to make it a policy used to predetermine the quality performance on patients with myocardial infarction by hospitals. The findings on the hospital performance are recorded in the registry hence used to assess the performance of the respective hospitals. However, from records obtained from hospitals participating in the national registry of myocardial infarction, there is a small percentage of compliance to the guidelines. For instance in the year 2009, there was 35 percent of patients with ST elevated myocardial infarction attended to within the first 90 minutes and less than 15 percent of the participating hospitals had a median of 90 minutes in the time taken to attend to the these patients as Correi a, et al.(2013) observed . Willson et al. (2010) established that there are different subgroups of patients that are more susceptible to delays than others are. For example, most patients that are brought in during the off hours (weekends and during the night) experience more delays than those brought in during the day and the week. Second are the patients referred forms other facilities of acute care, since there is a problem in coordinating the two facilities on the emergency basis. According to the observations made by Cheskes et al. (2011), every minute of delay in patient with STEMI affects one-year mortality. In fact, the 1-year mortality rate is elevated by over 7.5 percent for every 30 minutes delay as observed by Pitta, et al. (2010). Explanation