Spartan Education Essay Example For Students

Spartan Education Essay When examining any society, one of the most important aspects of its civilization to identify is the education of the youth. Children yearn to please their instructors. Therefore, when all children throughout a society are taught a certain way to live and think, when they grow up, the society itself models these values instilled upon the children. Naturally, when using this ideal to study the history of the Ancient Greeks, focus falls upon its two major city-states, Athens and Sparta. As in almost every aspect of comparison, the difference between the education of the warlike Spartans compared to the education of the philosophical Athenians is like comparing black to white. The main focus of a Spartan education was not to focus on literacy. Instead, as a result of the system of helotry practiced in Sparta, fitness, obedience, and courage had to be taught in order for the Spartans to retain the militaristic supremacy that they had over the rest of the Peloponnesus. We will write a custom essay on Spartan Education specifically for you for only $16.38 $13.9/page Order now In contrast, an Athenian education was devoted to the three basic categories of literacy, music, and physical education in hopes of creating intelligent, well-rounded citizens who could responsibly participate in the Assembly. For purposes of comparison, the education of both societies can be broken down into three distinct periods of age in which certain traits were taught and which certain schools were attended. When education was complete, the society had successfully refined another child into its strict system of beliefs and principles.In the eighth century B. C., Sparta was in need of more fertile land to support an ever-growing population that demanded food. Consequently, Sparta was forced to do what any ancient civilization did when in need of

The Origins of the Boxer Uprising essays

The Origins of the Boxer Uprising essays The Origins of the Boxer Uprising was published in 1987 by University of California Press. Since the 1960s, the Qing archives in both Beijing and Taiwan have been opened to scholars. Additional sources such as Jiao-wu jiao-an dang (Archives on Missionary Cases) and documents from Shandong have been made public. The author, Joseph W. Esherick, was intent on using the new resources available to disprove previous notions about the Boxer Uprising. Esherick stated in the preface of the book that he intended on disproving the ideas of Victor Purcell. Purcells The Boxer Uprising: A Background Study, published in 1963, was the last serious treatment on the subject of the origins of the Boxers until Eshericks time. The major problem in Purcells book was that Purcell believed there to be an alleged Boxer shift from an anti-dynastic to a pro-dynastic stance. (pg xvi) Esherick sought to prove that from the very beginning the Boxers were a loyalist movement, and there never was an anti-dynastic phase. The authors sources came from both parts of the world, places such as Shandong University, the First Historical Archives in Beijing, the Palace Museum in Taiwan, the East Asian Library of the Hoover Institution, the Stanford University Library, the University of California Library, Harvard University Library and others. Esherick also included oral history told by the people of Shandong and other focal points of Boxer activities. A key factor for some of the sources is that they werent available to the scholars until that time. Esherick restate that fact repeatedly throughout the book. The book began with detail background of the cults that eventually spawned the Boxers themselves. Afterwards, Esherick started a narrative of an overview of economic and political conditions in Shandong between 1898 and 1899. There is also a description of the hist ...

Antiquated Nemesis

An in-depth study of the novel The Rebel by Albert Camus. This paper examines Albert Camus novel The Rebel. The paper discusses the philosophical concepts that are present in Camus writing and supports these ideas with other philosophers writing, such as Thomas Paine and Nietzsche. This paper is well-researched and written at a high level by bringing together philosophy and literature. Table of Contents I. A Child Prometheus: The Irrelevancy of Antiquity II. The Post-Apocalyptic Reflecting God III. The Monkey, the Man, Then the Gun: A Perusal of Modern Philosophy IV. The Meridian: The Atom of Eden The Rebel, by Albert Camus, is a distinctly modern book. There is very little written here that would have been defensive, or even coherent, in the light of the world as it was just 200 years ago. This is a book illuminated by the informed by the libraries of Nuremberg and illuminated by the fires of St. Petersburg and Hiroshima. It takes most of its subject matter from the intelligent and passionate perusal and perusal of the greatest works of romanticism, nihilism, and revolution in philosophy, art, and history. It seeks to comprehend and encompass physical and metaphysical history, yet with the entire goal of transcending it. Hence there is no set of teachings presented, no artwork or philosophy portrayed, which is not taken with a lovingly ironic grain of salt, approached not only with awe but also an expression of trembling hesitation. This transcendent discrimination is applied as surely and gently to Nietzsche and the Bible, and even extends its light to the classical works of which Camus is obviously so fond.

More on Thinking Well Essay Example | Topics and Well Written Essays - 250 words

More on Thinking Well - Essay Example Even such informal writing as blogging has a certain structure with its own requirements of links between sentences and paragraphs, that are much different from the requirements of formal writing, but it is this difference that distinguishes blogging from the formal writing. Without a proper structure or proper linkage between the sentences and paragraphs, a piece of writing is just a mess of words, conveying ideas in a haphazard manner, thus making it taxing for the readers to continue reading and leaving them confused and undone. Besides, writing any kind of paper is baseless if it does not serve the purpose. Every kind of writing whether it is a letter, legal writing, or a journal paper has a set of principles that must be adhered to so that the writing qualifies in that category. Writers make utmost effort to conform to those principles so that it is accepted for publishing in the intended

Problems The Eurozone was Facing in 2011-2012 due to Poor Performances Essay

Problems The Eurozone was Facing in 2011-2012 due to Poor Performances of Some Members and Their Resolving - Essay Example political, economic, financial and social challenges facing the Euro zone along and also explains the measures that can be taken to solve the crisis threatening the collapse of the Euro zone single currency – the Euro. Current political, economic, financial and social challenges facing the Euro zone Political problems in Eurozone Stiglitz (2011) has pointed out that more of political in nature rather than economic. In his opinion, â€Å"If Europe issues Eurobonds, debts are manageable. Even a 150 per cent debt to GDP ratio can be handled if interest rates are low enough, but if rates are high they cannot be†(Stiglitz, 2011). Many people have the illusion that the Eurozone problems are caused by economic factors rather than political factors. Such people believe that Europe is comparatively a stable political region and therefore political problems have fewer roles in causing any challenge to the functioning of Eurozone. However in reality, as in the case of many other r egions in the world, political problems are causing more damages to the ambitions of Eurozone to become the strongest economic power in the world. For example, Greece is one Eurozone country which is facing huge financial problems now. Kotios et al, (2011) have pointed out that the inconsistent economic policies of Greece have contributed heavily to the downfall of Greece (Kotios et al, 2011, p. 263). Greece adopted some kind of economic policies which were unsuitable to the needs of the current economic climate. Their inconsistent economic policies affected Greece as well as Eurozone. â€Å"The European Central Bank is under pressure to bail out indebted countries by printing more euros. But it really isn't as straightforward as that† (Obama Accuses Eurozone of "Problem of Political Will", 2011).... This paper describes the full range of political, economic, financial and social problems, that the Eurozone was experiencing in the years, following the global financial crisis. The crisis exposed weaknesses in Greece economy, as well as in economies of some other members. That economic problems in turn became the threat to the existence of the single currency. The paper also reviews set of economic measures introduced by the members in 2011-2012, that were aiming at overcoming the aftermath of the global crisis The member of Eurozone countries have adopted Euro as their currency in order to reduce the formalities in money transactions of economic transactions between these countries. In short, Eurozone can be defined as a geographic and economic region that consists of all the European Union countries, that have fully incorporated the euro as their national currency. The inconsistent economic policies of Greece have contributed heavily to the downfall of Greece. Greece adopted some kind of economic policies which were unsuitable to the needs of the current economic climate. That affected Greece as well as Eurozone. The ECB was under pressure to bail out indebted countries by printing more euros. Still, many of the European countries were against printing more euros to assist Greece like nations. The absence of centralised political management was causing problems to the functioning of Eurozone. Each member countries were functioning independently and the political control of Eurozone over member countries was negligible. Economic problems in some Eurozone member countries were causing problems in all the other members. Some ot them believed that the poor performances of Spain and Greece were retarding their growth also.

Maximising profits and meeting objectives Essay Example for Free

Maximising profits and meeting objectives Essay J D Wetherspoon owns pubs right across the UK. It is now the UKs fastest growing company. They serve good quality food at knockdown prices. They also clear your plates away quickly afterwards and ask if the food was to your satisfaction. Wetherspoons employs approximately 11,200 staff who work either part or full-time. The company believe that there is a direct link between the high performance of their staff and their approach to staff recruitment, training, development, and motivation. Each pub operates with skilled management, who are fully supported by bar and kitchen staff. Their mission statement is to have by far the best CBSM (cleanliness, beer, service, maintenance) standards in the pub world; to be the best company to work for; and, by doing these things to be the most profitable. McDonalds McDonalds have over 1000 restaurants across the United Kingdom. Three quarters of these are run by managers on behalf of the company and the other quarter being run as franchises. McDonalds is the worlds largest franchising company, with seven out ten outlets being a franchise, and being owned and run by independent entrepreneurs. McDonalds sell burgers and chicken with a variety of different desserts and hot and cold drinks, served by friendly and helpful team members. One of McDonalds stated aims is to provide a friendly service in a relaxed, safe, and consistent restaurant environment. J D Wetherspoon J D Wetherspoon uses Maslows hierarchy of needs as the bases of their motivation techniques. Maslows hierarchy of needs gives the managers clear and useful insights into how best they should motivate their staff. J D Wetherspoon aims to provide each individual employee with the skills and knowledge, which will help them to gradually climb the ladder of hierarchy permanently. Maslows pyramid can help Wetherspoons with this. They believe in creating a work force, which is committed and motivated. This workforce should be made up of people who can achieve personal fulfilment via the freedom that they get through their work. Realising that they will not be able to keep all their employees for all of their working life, J D Wetherspoon wants them to grow a sense of loyalty to the company They promote their staff through the different levels of employment status in the business, from bar/kitchen associates, to pub managers, to general managers to help motivate them. They pay each of the employees more than their competitors are paying their staff, so that the all associates (employees) feel motivated and will stay with the company for as long as possible. They believe that once their employees know that they are being paid more than the minimum wage for their work, they will become more motivated. The company bases its pay on reviews of performance of each of the staff; the better the performance the better the pay. The company also provides a bonus scheme for its workers. Each member of staff receives a bonus depending upon the performance of the pub in which they work. To get each member of staff to work to their full potential, the business runs many incentive schemes. One example of this is a monthly draw for examples of excellent customer care. The winner will receive an all expenses paid holiday for two in New York. Along with this, the business offers a share option scheme to each of its employees, enabling them to buy shares in the company at an assured price. The company do this in the belief that it will make the staff have a sense of belonging in company and will want to see the company succeed. McDonalds McDonalds method of motivation involves using rewards, goals, and promotion prospects for their members of staff. Although the company motivates their staff via reward methods, goals and promotion prospects, they use F.W. Taylors Scientific Management motivation theory. McDonalds splits their staff into teams, so that there is a team of people in each of the areas of the restaurant. There are also team members who walk round the restaurant and clear tables of empty food boxes and drinks cartons. Julie Room, a General Manager from a McDonalds restaurant says that McDonalds are continually hiring new members of staff, as their staff members are always leaving. McDonalds have high promotion prospects for their staff, with all the managers who work for the company once being crewmembers, and 80% of the top managers were once crewmembers. The president of McDonalds Ltd, also worked as a crewmember in a restaurant. This gives the current members of staff aspirations for the future. To help each member of staff, the company trains them in the restaurant that they will work in. Each staff member is trained in all 16 areas of the business including grill, buns, dressings, filets, and pies, drive-thru, front counter, and back room. This is all on the job training. This means that the staff can experience job rotation within their work. This leads to job motivation for the staff. Therefore, the team members are more likely to stay with the company for longer. This is very similar to the motivation theory of Douglas McGregor. J D Wetherspoon J D Wetherspoons management is of a democratic style. The management encourages the staff to take part in decision-making through the multi-channel communication system, which the company has in place. Wetherspoons believe that many of the projects that they adopt stem from the ideas put forward by their associates. This is because they are on the front-line of the company. They can see where things need to be improved and changed. These things tend to obvious to the people who are in contact with customers on a day-to-day basis but are not quite so obvious to the managers, higher up in the business who are very rarely seen by the customers. The changes and improvements that the associates would like to see are communicated to their line manager, who refers them to the pub/restaurant manager. Within a few weeks, the good ideas are put into practice to make to the pub/restaurant appear better to the public and possibly to attract more customers. Every fortnight, they hold a big meeting where over 100 employees attend. This includes people like the company chairperson, company directors, and pub managers and some associates from many pubs/restaurants. Here, all the employees can voice their opinions on the companys over all performance and the ways in which they think it can be improved. Everyone who attends, gets to vote whether a certain route for a promotion of an offer the company is participating in, gets the go ahead or not. Many of the people who work for Wetherspoons carry a high level of commitment and many are proud to work for Wetherspoons. The company strongly believes that one of the key factors, which differentiates the company from its rivals, is the high quality of customer service/care that is achieved, from employing a number of committed employees. McDonalds McDonalds management style is more autocratic. This is because the members of staff are told which part of the restaurant they will be working in and they are told what they have to do. However, some of the approaches that McDonalds use can be seen in McGregors Theory Y. This is people centred and the managers are more democratic. The managers give the teams responsibility for each of the sections, awarding them appropriately, as they meet and exceed targets. They also believe that their staff want to work and are not lazy. However, the members of staff at McDonalds can also come under McGregors Theory X. This is because the teams have to be controlled and monitored. They have to be told what to do and are often watched to make sure that they are performing correctly. They are often seen to slack and to be lazy. Thus, they need some motivation to inspire them to work. It is only the managers that get a say in what the company does. The employees, which are seen everyday, unlike the managers, do not get any input into company and the decisions it makes what so ever. Therefore, the team members feel undervalued. This can then result in the management team lacking in motivation to motivate their staff. J D Wetherspoon Wetherspoons business culture is one orientated around their associates at the lower levels. This is because these people see the areas that can improved. The managers rely on these people to report any problems and successes. Wetherspoons encourages their staff to challenge existing ideas and practices to continually improve the company. The changes that are raised are adjusted little by little rather than in one big change. Many of these changes are suggested by the employees, who base them upon their experience whilst at work. However, these sorts of things can only occur in an open culture. Nothing is disclosed within Wetherspoons approach and is based upon the understanding and the belief in some of the key ideas of human motivation. Their approach to the way things are done resembles Charles Handys Role Culture. This is because of the structure that the company takes; this is much like a pyramid with the chairperson at the top and the associates at the bottom, very rarely speaking to one another (see below). McDonalds McDonalds business culture is orientated around the tasks that the staff have to carry out. This is because without these people the company could not function efficiently. These people also see the day-to-day running of the business, the taking of the money, serving of the food etc. The approach that the company takes resembles Charles Handys Task Culture. This is because of the company structure. The Task Culture is represented by a matrix, which looks like a grid (see right). The company splits its employees into project teams. Within these teams, they have to solve problems, which may arise. In addition, everyone can cross boundaries within the business. This means that they can work in other departments as well as the one they are employed in e.g. some one working on the front counter, could work in the kitchens. This culture also uses individual talents in each area i.e. people on the front counter need to use people skills, need to have good communication skills and confidence, whereas on the other hand, the people who cook the burgers need to be good at time keeping, cooking the burgers, and keeping up with the demands. J D Wetherspoon The company is committed to providing the highest standards of training and development to all employees. They aim to encourage, motivate, and support all the employees to achieve the companys mission statement and to fulfil the personal ambitions. There are different programmes, which the company use to train and develop. Generally, when people start working for the business they start as bar/kitchen associates. They start with the training for this job, as they progress in the business, they receive development training. This is for team leaders, shift managers, kitchen managers and pub managers. Each of the positions have their own set of training programmes. For example, for someone to train as a shift manager, they have to go through twelve types of training; induction, food hygiene, health and safety, kitchen training, customer management, personnel policies and procedures, people skills, interview skills, and stock management. They also have to do a National Licensees Certificate. Whereas to train as a bar/kitchen associate, they have to do food hygiene, health and safety, and kitchen training. J D Wetherspoons develop their staff. They do this because the staff that already work for the company know the way the business works. Also, training staff that already work for Wetherspoons, to higher positions in the company can mean that the costs of recruiting and training new staff will be reduced. It also helps to ensure staff loyalty and can reduce many future uncertainties in the company. This can then, in addition ensure that the company will not run out of skilled people; i.e. a bar/kitchen associate who has been promoted to a shift manager can always help out in the kitchen because they would have had the correct training to be able to work in the kitchens. Therefore, they have the skills and the company has not lost them. Training existing staff can help gain a competitive advantage. This means the company can gain more customers and more customer loyalty. In theory, and in many cases, in reality, this can help to motivate the managers, which in turn will help them to train their staff better, and can motivate them too. The companys training and development programme is a combination of on and off the job training courses. The companys training centres round career development. McDonalds McDonalds hire their staff on a three weeks probationary period. The company have the right to end employment of at any time during these three weeks. It is only after these three weeks, and if their performance has been acceptable, that the member of staff becomes part of the team. It is said that the company takes six months to train a full-timer and 11 months to train a part-timer. This is because of the sixteen areas in which everyone has to be trained on. These include the grill, buns, dressings, filets, and pies, drive-thru, front counter, and back room. They also have a buddy system. This is where a new employee to the company is paired with someone else who has been with the company for a while and have experience. This person will be one of the training squad and will look after the new team member for their probationary period. Eventually the trainer will decide whether or not the new team member is capable of carrying out the work in the area. When this has been decided the staff member would have received a gold star (this system existed in 1999, it no longer exists). The company thought that the teams found this system of rewarding good work, motivational. McDonalds, like J D Wetherspoons like to develop their staff. In the article by Susan Curtis, it says that there is a set hierarchy of jobs for crew members to work their way up: (1) Crew member (2) Five star crew member (3) Training squad member (4) Hourly-paid floor manager (5) Salaried floor manager (second assistant manager) (6) First assistant manager (7) Store manager (8) General manager (only in larger stores). They develop their staff for the same reasons that J D Wetherspoons do. They do it to save money and to give staff more opportunities within the business. J D Wetherspoon J D Wetherspoons encourage their staff to work in teams. This is because team working means that there is a more efficient and effective production team. It is also believed that working as a team, can satisfy the social needs of people. Many managers delegate power among the people who work underneath them. This is in the belief that delegation meets the employees ego and self-actualisation needs from the motivation theory of Maslow. In addition, working as part of a team means that people can job rotate, to give them a bit of variety. This means that they can be more motivated towards their job, knowing that there is a possibility of job rotation within their teams, even if it is cooking a different part of a meal. Wetherspoons encourages this because they want their staff to achieve as much as possible in their work. They also want their members of staff to have a sense of belongingness to the company. Wetherspoons recognise that the feeling of belongingness is an employee need and therefore they set out to meet it. McDonalds McDonalds also encourage their staff to work in teams. This is because they, like J D Wetherspoons, have a more efficient and effective work force this way. McDonalds staff are encouraged to work as teams so that all the work is covered and completed, whether it is morning at breakfast, mid-day at lunchtime or in the evening at tea time. This also helps to satisfy the staff at McDonalds and helps to maximise the involvement of the staff. The teams are usually functional. Also within the teams, the staff can swap jobs with someone else and change department that they work in. Team working means that the staff can become multi-skilled. This makes it easier to do someone elses job. They can also meet shared objectives, i.e. serve each customer within a minute. J D Wetherspoon J D Wetherspoons is a pub/restaurant. They sell both drinks and food. This means that they need enough stock to supply their customers. The company have to ensure that each of their pubs has enough beer barrels in their cellar and enough wines and spirits to last them at least a week. The company will have at least a delivery of beer every few days or so as the beer will go off very quickly once the barrel has been opened. The company always has just enough stock to cater for all their customers, whether they be eating or drinking. They bring many different types of beers to their customers throughout the year via beer festivals. Wetherspoons work along side Cask Marque (a quality standard for real beer) and CAMRA (Campaign for Real Ale). This means that the company brings in new beers and rotates them throughout the year to offer their customers some variety. They also offer many spirits and wines as well. All these alcoholic beverages are kept in stock with strict quality standards, upheld inside the pub. This is to make sure that the customers can enjoy their drinks. This applies to the beers especially. The company offer fifty plus different meals per day, they therefore need to make sure that they have enough ingredients for these meals. They need to make sure that the stock they have does not go out of date to quickly either. They have many meals on their menu, which contain meat (beef, pork, chicken, and lamb) and fish. To keep this from going off they need to put the meats and fish in a chiller. They have to order enough of each ingredient for each of the meals on their menu, as if they are to sell many of the same meal. They do this for both the beverages and food so that they never run out of stock. If they were to run out of stock then there is a possibility of losing customers and future customers. The method of stock control that they use, in my opinion is Just in Case. This is because they can never be sure how much of each meal option they need to make and they never know how much of a particular beer or spirit they are going to sell, so they need enough stock just in case some one buys a meal or a drink. McDonalds McDonalds, on the other hand, operates in a different way. They stock up on all their burgers, salads, deserts, and fries although they use J.I.T. The restaurants are always very busy during the day. Therefore the company gets through many burgers, and fries each day. They have to rely upon their suppliers to deliver in time for rush hours i.e. lunch time as they know they will need more stock. They estimate their level of sales for each item on the menu using previous figures, doing this they can predict how much they need to order. To use J.I.T. McDonalds need to know exactly what they need. They need pretty good knowledge of their customers requirements. They also need to have excellent relationships with their suppliers, and need to have accurate understandings of production requirements. J D Wetherspoon J D Wetherspoon have to assure quality in both food and the drink. They ensure this by buying the highest quality ingredients for their meals from their suppliers. To guarantee this, they make sure that they build strong relationships with the suppliers. They also have a food guru, who works closely with the food team. Once a month he reviews the companys menu and the ingredients which they use, and he gives his personal seal of approval if he believes they are at the highest standard that people would expect from J D Wetherspoons. To ensure that the beer they sell is to the highest standards, they employ beer tasters. These people test the beers on four areas; appearance, aroma, taste and aftertaste. These are usually marked out of 10, so each beer can get a maximum of 40 marks. All of the beers which the company supply must meet their tasting standards, before any orders can be placed. Whilst in stock, there are strict quality standards in place which are maintained within the free house, to ensure that customers enjoy the beer at its best. This process also applies to the wines and spirits. As with the beers, the wines and spirits have to meet the companys high standards. The wines and spirits are also tested for appearance, aroma, taste and aftertaste and again if they dont meet Wetherspoons standards then they are not sold in any of the pubs/restaurants. They also train their staff to a high standard of work to ensure the quality of customer service. They do this by training their staff in customer management and in people skills. McDonalds Serving more than 2.5 million customers each day makes quality a consistent goal. They work with leading suppliers across the UK from potato farmers in Lincolnshire and Norfolk to dairies in the South and Midlands to bring customers the tasty products that customers expect from McDonalds. McDonalds attempt to certify quality from crop to counter. Therefore they require the highest standards and specifications, not just for product ingredients; every detail of production, transport, delivery, preparation and service is carefully monitored. A focus on quality pervades every aspect of the business. Their standards top the food industry, and they continue to work with government and health officials to investigate improvements to their foods. Both companies have their different approaches to maximising profits and to meet its objectives. The way in which each company goes about it is effective to them. Both companies are, although in the same area of trade, are completely different. They operate in different ways, have different kinds of people working for them and generally have different clientele. The people who work for McDonalds are generally those who can work in the conditions that are found in a McDonalds restaurant. They tend to be able to deal with pressure a little easier then those working at Wetherspoons and vice versa. These people have a different kind of objective to aim towards, that is appropriate to the different companies. Again the approach each company uses helps to achieve these very well and can sometimes help them to exceed them. The companies approaches, however, both lead to them maximising their profits. This is because of the efficiency and effectiveness of the staff in both companies.

Measuring Rate of Rater Uptake by a Leafy Shoot :: Papers

Measuring Rate of Rater Uptake by a Leafy Shoot The water uptake can be measured easily and because very high proportion of the water taken up by a stem is lost in transpiration, it enables the rate of transpiration to be measured. Key Factors to be kept Constant: - ================================== v Temperature - room temperature (approximately 25Â ºC) v Wind speed - No artificial wind was produced to affect results v Light intensity - Extra light was not used v Humidity - it was not humid on the day experiments were conducted The water uptake for the control Experiment. Time (minutes) Initial meniscus position of the air bubble (cm) Final meniscus positionof the air bubble (cm) Water uptake (Distance moved) (cm) Total water uptake (cm) 1 10.0 10.7 0.7 0.7 2 10.7 11.5 0.8 1.5 3 11.5 12.3 0.8 2.3 4 12.3 13.0 0.7 3.0 5 13.0 14.0 1.0 4.0 6 14.0 14.8 0.8 4.8 The water uptake when Vaseline is applied on the top surface of the leaves. Time (minutes) Initial meniscus position of the air bubble (cm) Final meniscus positionof the air bubble (cm) Water uptake (Distance moved) (cm) Total water uptake (cm) 1 6.0 6.6 0.6 0.6 2 6.6 7.2 0.6 1.2 3 7.2 7.9 0.7 1.9 4 7.9 8.5 0.6 2.5 5 8.5 9.2 0.7 3.2 6 9.2 9.7 0.5 3.7 Time (minutes) Initial meniscus position of the air bubble (cm)

Nature vs nurture Essay

There has always been a big debate on nature verses nurture. It is a debate that is still going on today. Many psychologist and other professions still trying make an agreement for one or the other. I believe that is it both nature and nurture because it cannot be just one overpowering the other. I believe that both nature and nurture intertwine with one another for every human since birth. Psychologists such as Erickson believed that nature determines the sequence of the stages and it sets the limits within which nurture operates. But is this really true? To me it felt that Erickson believed it intertwined some but he was more on the nature side more. I don’t think nature determines it mainly because nurture could do the same thing. It depends on the situation. One of the psychologists that I agree with the most is Vygotsky. Vygotsky is a developmental psychologist. Most developmental psychologist believe that nature and nurture combine to influence development, biological fa ctor play a stronger role in some aspects of development, such as physical development, and environmental factors playing a stronger role in others, such as moral development. His theories are theories that seem to be more relatable and approachable than the other psychologist who are leaning more to nature or more to nurture. Vygotsky views on cognitive development was Intellectual development can only be understood in terms of a child’s historical and cultural context. Also, Development depends on the sign systems that individuals have available to them. Vygotsky assumed that adults could convey children through conversations how their culture interpret and respond to the world. He believed that every culture has transmitted physical and cognitive tools that are used in daily lives. He believed that thoughts and languages become more interdependent in the first five years of a child’s life. There are complex mental processes that begin as a social activity and child are able to transform the processes that they use in a social activity in their own internalization of activity. He believed that children can perform more challenging activities when they have someone there to help them who are more competent (Ormrod,2008). Around the same time Vygotsky was doing this making his own theories, there was another man who was from Russia as well named, Piaget, who had his own ideas. Piaget and Vygotsky were similar in some ways but they also had some differences. Piaget assumed that children are active and motivated learners. He feels that children are curious about  their surroundings. He assumed that children construct knowledge through experience. He believed that they gained this by the physical and social environment, which is critical for cognitive growth. Piaget had his own stages of cognitive development. The first one is sensorimotor, which occurs from birth until the toddler is two years of age. Sensorimotor is when they start forming objec t permanence and they have progress from reflexive to goal-oriented behavior. Second, the preoperational stage which is from age two to seven years old. This is when they develop the ability to use symbol to represent an object. Third, is concrete operational from ages seven to eleven years of age. They are thinking more logically in this stage. They are less egocentric. Lastly, it is formal operation which starts at eleven and goes to adulthood. They are able to think abstract and can solve problems through a system of experimenting (Ormrod, 2008). I believe what Piaget and Vygotsky had implanted because when I am talking to little kids, it is easier to talk to them to see how they see things. Having that open communication as an adult, I get a feeling on where they are coming from and try to go from there. They are things that the environment cannot teach a child. I feel there are things that are already innate in them while they were in the womb and after they came out. It is ver y hard to choose that one conquers the other because they play out equally. Weather it is nature or nurture, it is very important when it comes to human development. It is very clear that they play a big role in everyday life and it will continue to play a role until the day that we pass away. I am a firm believer that both nature and nurture plays a role in life. Everything that Piaget and Vygotsky said is very true. Even other psychologists that are more on the nature side or more on the nurture side, they all bring valid points. References Ormrod, J. E. (2008). Educational Psychology: Developing Learners, 6th. Upper Saddle, NJ: Pearson. Merrill, Prentice-Hall. Slavin, R. (2003). Educational Psychology: Theory and Practice and Practice, 7th. Boston, MA: Allyn and Bacon. Miller, P. (1983). Theories of Developmental Psychology. San Francisco: W.H. Freeman and Company. Santrock, J.(1996). Child Development. Dubuque, IA: Brown and Benchmark Publishers.

Preventing accidents to children Essay

One of the hazards in the nursery is wires. To minimize the risk of children tripping over wires, wires should be tidied away out of the areas where the children are to prevent them from tripping up over them. Also, cable management systems such as cord covers could be used to cover the wires which make it less likely that the children could trip over them. The Healthy Working Lives website advises to ‘try to place equipment to avoid cables crossing pedestrian routes and use cable guards to cover cables where required’ (Healthy Working Lives, 2013). Slips/ Trips and fall is another hazard in a nursery and to minimise it so that service users are not at risk you can make sure that such hazards are put onto a side where it is not in the way of children. For e.g. if toys are in the walkway then tidy them away to a side. The Safety and Health website says that to prevent slips trips and falls you should ‘clean up spills immediately. If a spill can’t be cleaned up right away, place â€Å"wet floor† warning signs for workers. Keeps walkways and hallways free of debris, clutter and obstacles. Keep filing cabinets and desk drawers shut when not in use. Cover cables or cords in walkways. Replace burnt-out light bulbs promptly. Consider installing abrasive floor mats or replacing worn flooring. Encourage workers to wear comfortable, properly fitted shoes’. (Safety and Health, 2016) Another hazard in a nursery Weather/ Room temperature. To minimise the risk of children professionals and other in the setting suffering from hyper/hypothermia the nursery should ensure that the setting is suitable for service users to be in. This can be done by nursery staff making sure that the setting has an appropriate temperature for e.g. if its cold outside then they should ensure that the nursery is nice and warm for the service users’ and others who work or maybe visiting the nursery. If the temperature outside is too hot then The Nursery World advises to ‘avoid physical activities on very hot days to minimise the risks of heat stress, heat exhaustion and heatstroke.’ (Nursery World, 2015) Hazardous substances – cleaning products, beach etc. is one of the major hazards in a nursery as the harms and severity are very critical. In order to minimise the risk of this hazard substances and cleaning products should be placed out of children’s reach or placed in a locked cleaning cupboard. The Health and Safety Executive website advises to ‘Use good work techniques that avoid or minimise contact with harmful substances and minimise leaks and spills. Store cleaning products safely.’ (The Health and Safety Executive, No Date) In a nursery Doors/ stairs is also another hazard. In order to ensure that no service users are harmed by this hazard and the risk of potentially being harmed to be reduced the nursery should place some control measure to prevent them and they could be things such as door-slam stoppers or jammer. The Safe Kid website advises to fit hinges with protection strips ‘these devices cover the hinge where the door is joined to the wall. They are a long strip of plastic, easily fitted, that bend with the door when it opens, preventing children from slotting their fingers in.’ (Safe Kids, 2015) Open windows can be hazardous for service users as well as other people in the setting. The risk can also be very severe for this the nursery should try to minimise the risk of children being harmed. This can be done by placing some barriers such as gates around the window so children can jump out, this can also help safeguarding as no intruders will be able to enter. The Baby Centre website advises to ‘fit locks to prevent your child from opening them from the bottom. Fix low windows so that they don’t open more than 12.5cm.’ (Baby Centre, 2017) Faulty electrical equipment’s are another hazard in a nursery. This hazards has an overall rating of 12 but it can severely affect service users, professionals and others in the setting. In order to minimise this risk all electrical equipment’s should be regularly tested, any electric’s that are broken or can be hazardous to people should be disposed of or put out of use. This is supported by The Nursery World website that says ‘All electrical and gas equipment to be maintained and subject to annual inspections. The service histories of appliances should be recorded in a log book.’ (Nursery World, 2017) Medication or drugs lying around in the nursery is another hazard. To minimise professionals should keep an eye on service users to ensure that they don’t do anything that could place them in harm. This can be done by professionals making sure that the setting is safe for the children. Any medication that are in the premises should be authorised by the nursery nurse or it should be a prescribed by doctors. These medication should be kept by professionals and given to service users as prescribed. The Kids Health website advises to ‘Store all medicines, prescription and non-prescription, out of sight and out of reach of children, preferably in a locked cabinet. Even items that seem harmless, such as mouthwash, can be extremely dangerous if ingested in large quantities by children. Just because cabinets are up high doesn’t mean kids can’t get their hands on what’s in them, they’ll climb up (using the toilet and countertops) to get to items in the medicine cabinet.’ (The kids Health, 2017) Climbing frames/ broken toys can also be hazard in a nursery as service users can be harmed during playtime or when doing activities. To minimise this risk the nursery should make sure that all their equipment’s have a risk assessment done, make sure that the toys in the nursery aren’t harmful to the children, broken toys can be a hazard as service users may fall of them and gets hurt or it may drop on them depending on what toy it is. When children are playing on the climbing frames a professional should keep an eye on them or help them on this activity as they may fall from it and get injured. Toys with sharp edges should be avoided and the nursery should have age-appropriate toys. The safe Kids website says that ‘Useful points to consider include what to look for when buying toys, understanding safety marks and labelling, ensure that the right safety checks have been carried out, and considerations when giving and receiving used toys.’ (Safe Kids, 2011) Another potential hazard in a nursery is the event of a fire. If the nursery have control measures in place then the likelihood of a fire can be reduced. Control measure could be equipment’s that may cause a fire being checked and tested regularly, cookers and gas check should also be up to date and recorded on a logbook. The Kids Health website supports this by saying that making sure all electrical appliances are tested, making sure that wires are in good condition and sockets are safe to use. Fire alarms, fire doors etc. should be installed in the case of a fire and the Safety website says that the three P’s are recommended, they are: †¢ ‘PREPARE – Reduce the risk of fires by eliminating hazards. †¢ PRACTICE – Practice a fire evacuation plan and general fire safety practices. †¢ PREVENT – The Unthinkable’

Professor Says…25 Motivational Quotes about Studying

Professor Says†¦25 Motivational Quotes about Studying Weve scoured and crawled through endless droves of digital archives to find the top 25 motivational quotes about studying. Here there are. And†¦you may want to take some notes! 1. A mind of moderate capacity which closely pursues one study must infallibly arrive at great proficiency in that study. Mary Shelley, from Frankenstein 2. Excellence is a better teacher than mediocrity. The lessons of the ordinary are everywhere. Truly profound and original insights are to be found only in studying the exemplary. Warren G. Bennis 3. There is nothing, Sir, too little for so little a creature as man. It is by studying little things that we attain the great art of having as little misery and as much happiness as possible. Samuel Johnson 4. It is not that Im so smart. But I stay with the questions much longer. Albert Einstein 5. Study hard what interests you the most in the most undisciplined, irreverent and original manner possible. Richard P. Feynman 6. If we let ourselves, we shall always be waiting for some distraction or other to end before we can really get down to our work. The only people who achieve much are those who want knowledge so badly that they seek it while the conditions are still unfavorable. Favorable conditions never come. C.S. Lewis 7. The expert knows more and more about less and less until he knows everything about nothing. Mahatma Gandhi 8. No art or learning is to be pursued halfheartedlyand any art worth learning will certainly reward more or less generously the effort made to study it. Murasaki Shikibu 9. I will study and get ready, and perhaps my chance will come. Abraham Lincoln 10. Those who do not study are only cattle dressed up in mens clothes. Chinese Proverb 11. No man ever reached to excellence in any one art or profession without having passed through the slow and painful process of study and preparation Horace 12. You dont want a million answers as much as you want a few forever questions. The questions are diamonds you hold in the light. Study a lifetime and you see different colors from the same jewel. Richard Bach 13. Training is everything. The peach was once a bitter almond; cauliflower is nothing but cabbage with a college education. Mark Twain 14. A man who has never gone to school may steal from a freight car; but if he has a university education, he may steal the whole railroad. Theodore Roosevelt 15. No student knows his subject: the most he knows is where and how to find out the things he does not know. Woodrow T. Wilson 16. Our delight in any particular study, art, or science rises and improves in proportion to the application which we bestow upon it. Thus, what was at first an exercise becomes at length an entertainment. Joseph Addison 17. Wealth and honours, which most men pursue, easily change masters; they desert to the side which excels in virtue, industry, and endurance of toil, and they abandon the slothful. John Milton 18. If youre trying to achieve, there will be roadblocks. Ive had them; everybody has had them. But obstacles dont have to stop you. If you run into a wall, dont turn around and give up. Figure out how to climb it, go through it, or work around it. Michael Jordon 19. Lost wealth may be replaced by industry, lost knowledge by study, lost health by temperance or medicine, but lost time is gone forever. Samuel Smiles 20. Study is the bane of childhood, the oil of youth, the indulgence of adulthood, and a restorative in old age. Walter Savage Landor 21. Recruit your pet as a study partner. Cats are usually more than happy to do this in fact, you may have trouble keeping them off keyboards and books and dogs will often serve as well. Few things are more relaxing than having a warm, furry creature next to you as you study. Stefanie Weisman 22. No policeman had ever arrested anyone for over-reading; but ignorance prosecutes those who under-read. You begin to stop growing on the day you stop learning, so why not keep learning and keep growing! Israelmore Ayivor 23. Learning is acquired by reading books; but the much more necessary learning, the knowledge of the world, is only to be acquired by reading man, and studying all the various editions of them. Lord Chesterfield 24. Whoever raises his voice while studying will find that his learning endures, but one who reads silently will soon forget Unknown 25. Nobody can discover the world for somebody else. Only when we discover it for ourselves does it become common ground and a common bond and we cease to be alone. Wendell Berry How about you? We all see things differently, so what quote out there has helped propel you through some grueling studying?

The Journal of Social Psychology Essay Example | Topics and Well Written Essays - 2500 words

The Journal of Social Psychology - Essay Example Also, people are more likely to notice consistent feedback more than inconsistent feedback and to interpret ambiguous feedback as consistent with their own self-conceptions. However, sometimes people receive self-inconsistent feedback. According to Self-Verification Theory (Swann 1987, as cited by Collins and Stukas), people are likely to reject such feedback. Nevertheless, there are some situations in which self-change is promoted and self-inconsistent feedback is meant to be taken seriously and scrutinized. In particular, the therapeutic clinic is a context for such change, which is often set in motion by the delivery of self-inconsistent feedback. However, Self-Verification Theory had already demonstrated that people in need of therapeutic change (e.g., depressed people) may show a preference for negative (self-consistent) feedback over positive (self-inconsistent) feedback. Indeed, in the setting of therapy, clients may be more willing to accept self-inconsistent feedback, althou gh other factors--such as therapists' statuses and clients' attitudes toward therapy--may moderate acceptance. This is why Collins and Stukas (2006) tried to study the effects of experimentally manipulated personality feedback that they--in the guise of therapists--e-mailed to participants on the degree of their acceptance of the feedback. Consistent with Self-Verification Theory (Swann, 1987), participants accepted feedback that was consistent with their self-views more readily than they did feedback that was inconsistent with their self-views. What they did was to randomly assign participants in receiving self-inconsistent or self-consistent feedback, and they simply returned their evaluations of the feedback to us by e-mail. Collins and Stukas (June 2006) hypothesized that (a) participants would be more willing to accept self-consistent feedback than self-inconsistent feedback, (b) participants would be more willing to accept self-inconsistent feedback from a high-status therapist than from a low-status therapist, and (c) participants with positive attitudes toward therapy would be more w illing to accept self-inconsistent feedback than would participants with negative attitudes toward therapy. Although Collins and Stukas (June, 2006) obtained results that are consistent with past researches, the thing is that they chose a very minimal operationalization of the therapeutic context, one that allowed us to manipulate both therapist status and feedback without concern for the potential influence of other variables that are normally found in this setting (e.g., dynamics of an actual interaction, appearance of the therapist and therapist's office, actual psychopathology of the clients). They also used a very short measure to assess participants' self-concepts. This reductionistic approach worked well from both a practical standpoint and an ethical one, but doing research in the real setting might prove more difficult. This research from Collins and Stukas (June 2006) might be helpful in terms of the modern methodologies used in this study. We could use similar approach in determining Self-Feedbacks by electronic mail to our respondents. Schmitt, D.P. and Allik, J. (2005, October). Simultaneous Administration of the Rosenberg Self-Esteem Scale in 53 Nations: Exploring the Universal and Culture-Specific Features of Global Self-Esteem, Journal of Personality and Social Psychology. 89(4): 623-642. In Schmitt and Allik's study

Fundamentals of Information and Information Systems Essay

Fundamentals of Information and Information Systems - Essay Example This report pertains to the current position of Hewlett Packard (HP) Information Systems, its current business problems and the way ahead for this business organization. My first impression at the outset of the ESS Information System (E-Services Solution)group is to point out that this venture may be successful at the outset given the period 1999 until 2000 but it has all the ingredients of becoming a victim of its own success and potentially damaging the work culture of HP with the so called aim of "infecting" the entire spirit.(see Case Study 2000).I would reach such a bleak conclusion for many reasons which I will discuss below but the pith and substance of my analysis as a management consultant is that "small is beautiful" but once it gets large it becomes ugly. And this is true for HP's future if the ESS information system which is under discussion here is allowed to grown into its organizational management and Information System culture. ... And this is true for HP's future if the ESS information system which is under discussion here is allowed to grown into its organizational management and Information System culture. It can be seen that in 1999 alone through the efforts of the ESS Information System,HP has achieved the status as a leading manufacturer of computer products, including printers, servers, workstations, and personal computers and is generating a revenue of $42.4 billion and net income of $3.1 billion.It has over 80,000 employees worldwide and a strong local presence in Silicon Valley and the Bay Area. The problems of HP and the role of ESS.The case study has given us a bird's eyes view of the historical problems with the management strategy of HP as follows. 1. In 1939 Bill Hewlett and Dave Packard, found HP and were an instant success with their venture and wanted to pursue their own unique way of doing business: "The HP Way." The evolution of the HP Way began early. Even though their decentralized management information system style was a success in the earlier dealing and by 1957 Hewlett and Packard had their own corporate objectives, underling the "The HP Way" through management strategies like Management By Wandering Around, Management By Objectives, and the Open Door Policy inspired later additions, including Open Communication and Total Quality Control .These practices cannot be seen anywhere today and later on the conservative attitude of the HP information system management with in a decentralized company was more product oriented than customer oriented.(refer to Case Study 2000) 2. At this point HP's corporate software and support division and corporate systems