Essay - 7849 Words

On top of that, the robber took her purse and got away, leaving her with a broken jawbone, nose and a cutup face. The doctors at Mont Sinai Hospital did remarkable plastic surgery on her face. They had to remove some skin tissue from her buttocks to use on the cuts on her face. Karen went into her bedroom, slid on her faded blue jeans and a red T-shirt, along with her white sneakers. This type of casual wear was appropriate for her visits to the U-Horn Prison. It always put the inmates in a relax mood when talking to her. It was dark outside due to the day light saving time. Karen went into the kitchen and fixed herself a ham sandwich and grabbed a soda out the refrigerator. Just as she reached for a brown bag out of the pantry,†¦show more content†¦Karen dropped the phone and pointed her flash light at the door way. She nearly passed out when she saw Michael’s angry face as he stood in the doorway. He had an object in his right hand, slightly hidden behind his b ack. Karen wasn’t taking any chances with him. She knew what scorned woman could do but she had no idea of what man’s who had his ego publicly embarrassed was capable of. She yelled out to him â€Å"what do you want, Jackie isn’t here.† Michael didn’t respond at first, in fact he started laughing to himself in a sinister manner. Karen was freaking out by now, wondering if he had flipped out or something. Michael responded, can you tell me why that sister of yours ruined my life. He walked closer as he continued talking. Karen quickly tucked the knife under left pants leg. She didn’t want to provoke him with it. Michael continued taunting Karen with questions about Jackie. These were questions Karen could have answered, but the response would have only irritated Michael. After all, he was the one who raped and punched Jackie. This was definitely a bad case of male identity crisis, he thinks he is the victim, Karen thought to herself. By no w Michael was standing directly in front of her, still making male chauvinist statements, â€Å"If women stayed in their place I wouldn’t be in this situation; standing up bitch I want to see your bad ass face,† he said in a commanding voice. KarenShow MoreRelatedWhat Is an Essay?1440 Words   |  6 PagesBuscemi Essay #3 Rough Draft An essay is a creative written piece in which the author uses different styles such as diction, tone, pathos, ethos or logos to communicate a message to the reader using either a personal experience, filled with morals and parables, or a informative text filled with educational terms. Educational terms could mean the usage of complicated and elevated words or simply information you would get in schools. Some authors, such as Cynthia Ozick, claim that an essay has noRead Morenarrative essay1321 Words   |  6 PagesNarrative Essay A Brief Guide to Writing Narrative Essays Narrative writing tells a story. 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Read MoreEssay763 Words   |  4 PagesCan’t be Built on Soccer Fever† and â€Å"Na Na Na Na, Hey Hey, Goodbye† In Jonathan Zimmerman’s essay â€Å"African National Identities Can’t Be Built on Soccer Fever† he describes how soccer brings the people of Africa together. He talks about the unity of Africans and how much soccer is a part of their lives. He also describes the underlying reason of why soccer is so heavily pushed. The perspective in the essay â€Å"Na Na Na Na, Hey Hey, Goodbye† Tim Bowling discusses his passion for hockey and his hate forRead MoreThe Colonel Essay1320 Words   |  6 PagesIn the essay, The Colonel, Michael Hogan illustrates the importance of the influential sport of tennis. Hogan writes about how tennis changed his life from an early age. When he was younger he saw tennis as a rich mans sport in which he had no interest. One of his much-respected neighbors, the colonel, approached Hogan’s father with the idea that his son might like to learn how to play tennis. After pondering the thought with his father, Hogan decided to take t he offer. The Colonel became his mentorRead MorePersuasive Essays : Persuasive Essay897 Words   |  4 Pagesbegan this class, I loved to write persuasive essays. I loved to write about my own opinions and I was quite good at convincing people to agree with my stand points. To convince others to agree on my point of view was an extraordinary feeling. I am very good at getting my point across and giving my reasons on why I feel the way I do about a certain situation. I loved writing persuasive essays because I love to read them as well. I love how persuasive essays have a call-to-action; giving the readers aRead MoreEnglish Composition One: To Be an Essay or Not to Be an Essay That Is the Question910 Words   |  4 Pages In the past, the mention to have to write a paper for an assignment caused me to break out in a sweat or my mouth instantly dries, well it does not have that kind of effect on me anymore. 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Retaining Talent with Salary Packaging at McDonald

Question: Discuss about the Retaining Talent with Salary Packaging at McDonald. Answer: Introduction: In an environment, that is becoming progressively more aggressive, depiction and perceiving talent is an important trepidation on the organizations perspective. Due to the ongoing financial crisis in some of the countries, the competition has somewhat eased off, however, stiff competition remains in some of the other labor markets. In this scenario of tough competition, organizations are competing with each other to retain talent with handsome salary packages. In each industry, the employee retention level varies where there is existence of certain organizations that that suffer internally, amplifying the turnover of key employees. According to Nadolny Ryan, (2015), competitive improvement can be attained through people depending on the greater part of the workforce taking into functions of the people that are being hired, the ways they get developed and the factors leading to their retention in their jobs. The human resource department of any association is considered one of the most significant resources associated with the workforces quality and eventual goals. McDonalds human resource department is accountable for recruiting right people and that too in right number, right jobs along with right cost and knowledge and skills. The company HR department is also liable for providing their employees with adequate training and keeping a record of accomplishment of everything. As per McDonald Hite, (2015), the HRM department of any organization directs its aim towards focusing on peoples compensation, administration, training, and motivation and employee recognition. Retention in any company always commences at the point of recruitment. McDonalds has been following a good recruitment policy over the years where focus is given on the candidates capability along with principles and objectives. McDonalds Australia is a big player in the market of fast food restaurant chain, employing around 70000 people. The Human Resource Management (HRM) deals with the Human characteristic of an organization. There are different activities that an organization needs to process through for attaining the definitive goals. From the viewpoint of an organization, fostering talent and permitting high potentials are significant in safeguarding the future of any organization. Employee enthusiasm is something that has been injected into the DNA of McDonalds where even though the McDonalds restaurants work as separate profit units, the employees have demonstrated enough interest in participating in the concept of teamwork and creating a team to ensure that the restaurants remain successful. Employees in the top 10% of McDonalds restaurants collect bonus based on the mystery shoppers score. As per McCloskey, McDonald Cook, (2013), the restaurant managers are also entitled to receive a quarterly bonus that is being recognized based on three equally evaluated measures: productivity, sales growth and mystery sh oppers. The whole of the management team needs to be united as a team that needs to be aggravated and rewarded thereafter for attainment of those metrics. Customer service is key and McDonalds can never slip over it which might in turn make their customers shift to their rival companies. For titles like Restaurant of the year and Restaurant of the Quarter, both the franchisees and the company owned restaurants remain qualified. As per Ostrov, (2015), the motivation and recognition schemes of McDonalds comprises of the champion of the month, service awards and Ray Kroc Award for Business Managers which plays an important part in employees striving hard and maintain a healthy competition to better each others performance. According to Martins, Rindova Greenbaum, (2015), for McDonalds it is important to keep its recognition schemes new and stimulating for maximization of motivation of employees. The company has always come up with new employee recognition programs and modified the previous ones to ensure they keep on appealing the employees. The highest profile instance in the last few years have been the realization of McDonalds employee of the month scheme into its Olympic Champion Crew (OCC) application, for which the company received Most Motivational Benefits at t he 2013 Employee Benefits Awards. In a company like McDonalds there is continuation of the recruitment process throughout the year. McDonalds too like many other organization is in the habit of recruiting both internally and externally, and on most occasions they draft in their managers and Assistant managers internally, rather than going external. As per ArunKumar, (2014), the main motive behind this idea of placing candidates at higher position who have already been a part of that organization is that they take less time to adapt and lessens the training process and cost related to it. Around 50% of the McDonalds salaried managers are endorsed from within the company. This is how McDonalds shapes its future leaders from within the organization. Bringing such valuable candidates from within the ranks of the company implies that those candidates have a strong immoderation of the business spotlight and rationale. McDonalds belief has always been on its people and this is the reason they invest so much on what they car e for. The company has recognized that high value customer service, eminence of products and better run processes can only be achieved through venturing on people (Shvetsova, 2016, October). The organizational structure of McDonalds has been deemed to be a unique one with the management highlighting five key strategy points like people, price, place, products and promotion. Its thinking and providing high value to people is evident from the fact that it invests around $40 million in its training procedure, especially for people that are a part of the frontline crew. The company arranges for different training programs for various reasons like developing of satisfaction from jobs, motivating them to be regular at their work, thus limiting absenteeism and turnover of labor. Training programs are also introduced to improve the skills of old employees and assisting them in coping up with labor shortages. Certain other technological factors and new equipments might also require McDonalds to provide training to its employees. The organizational goals and the Human Resource Planning have always been unified and has been deemed as an important facet of the McDonalds Corporation. To attain the goals of McDonalds, the human resource planning is apprehensive with getting the right people on board and making use of them in a perfect manner along with providing them with adequate training and improving them. Like other businesses, McDonalds carry out is regular activities with the assistance of its staff and all its employees hold a significant position in their operation. Without the existence of refined technology, McDonalds would never have been successful. Retaining good employees with salary packaging is only possible if recruitment is done in a proper manner. According to Neckermann Frey, (2013), if one of McDonalds managers does not choose the probable employees in a cautious manner and the job position does not match with the selected candidate, a number of issues can crop up like dissatisfaction in job s, poor level of productivity, high level of absenteeism and dismissal of the candidates. For the purpose of demand of labor, McDonalds needs to analyze the road ahead and guesstimate the activity level within the organization. With this, McDonalds can forecast that the organization consists of right number of impending candidates with rich quality. According to Allisey, (2014), McDonalds have always accepted and rewarded hard work that comes with right level of dedication and motivation. Appreciation can take many forms like a simple thank you for a job well done from one of the managers to restaurant-wide appreciation through agendas like management leadership honor and Employee of the Month scheme. The crewmembers, restaurant managers and full time employees have always been entitled for broader range of rewards and benefits. McDonalds provide competitive salary packages and other performance feedbacks to enhance skill augmentation and producing power. The employees who are employed full-time are qualified for total compensation and benefits like Comprehensive Group In surance Plan that provides disability, dental and life insurance for workforce and their family. The human resource strategy has always been based on performance or behavior where employees are an important source for any service organization. Few models can be associated within an organization like the Harvard Model and the Guest Model. As per the Harvard Model, the policies of HRM need to be consequential from the critical analysis of the stakeholders demands and other situational factors. Employees are variable factors and are valuable for any organization. The Harvard Model puts it emphasis on the significance of incorporation of HR policies with objectives of business. According to Leekha Chhabra Sharma, (2014), this model has taken into consideration the four factors like employee influences, flow of human resource, reward system and the work system along with other situational factors like labor market, laws and trade unions. The HRMs effectiveness is related to four Cs within the theory which are Competence, Commitment, Cost-effectiveness and Congruence. The Harvard mod el states that employees are always an asset to an organization and never an expense or cost. However, in McDonalds, line managers are answerable to the people and the store managers are accountable for the regular activities implying both soft and hard approach. The company believes that employees are an asset that is evident from the provision of training and should offer long-term asset for the organization. David Guest developed his representation that is being based on the Harvard model that included four upshots that have been developed into four policy goals like integration of strategy, flexibility, commitment and quality. As per Talwar Thakur, (2016), McDonalds takes into account the Guests theory, where it is being believed that an organization should always aim for high level pledge from their staffs, achieving output of high quality with continuous development of standards, no possible fixed definition of jobs and conditions. McDonalds have always focused on humanizing standards and providing flexible working times for its staff. McDonalds line managers acknowledge the HRM policies and merge them into the strategic plans, roles regarding changing of staffs that is being permitted within an organization. Employees job satisfaction does not depend on only the reward and recognition factor. However, as per Shvetsova, (2016), expectancy theory describes that performance of employees an rewards are openly related where increase in rewards number would witness and upward inclination of employees efforts. Monetary benefits take care of extrinsic motivation, whereas intrinsic motivation is more about the interesting facts and other factors related to job proceedings. As per Jehanzeb, Hamid Rasheed, (2015), an organizations culture has different values and beliefs that influences the way they function and according to Handy there are four sorts of culture like Role, power, Person and Task. Out of this four, McDonalds culture takes into account the effect of Power and Task. McDonalds top management replicate the culture of power that takes decisions and permits speedy response to decisions. For the task culture, McDonalds whole aim has been that of task-oriented nature, highlighting the team culture and authoritative communication between all echelons of staff. McDonalds has incorporated the contingency approach through its consideration of the environment culture. The contingency approach suggests that various problems and situations demand various solutions which is only possible if both the internal and external persuades fit together. The contingency approach affects promotions of employees that emerge from McDonalds restaurant. Employees are provided with appraisals that implies to increasing opportunities of job for staff. McDonalds has been great for people who enjoy an environment that is fast-paced and highly embryonic (Martins, Rindova Greenbaum, 2015). McDonalds working culture mostly comprises of students with experienced candidates teaching them skills that would later help them build their own career in whatever path they choose. A highly motivated employee is possible to receive to a salary point beyond AUD$ 30,000 though it would take a bit of time to get processed. McDonalds have always been a job that leads to passion, a passion those employees should commit them in making their store the greatest they can be (Treem Leonardi, 2015). To the outer world working in McDonalds might seem easy, but this company do pave ways for its grassroots employees to position themselves in high management. McDonalds pay and reward program takes into account the philosophy of pay for performance. McDonalds belief remains on bettering results that would in turn take care of opportunities regarding pay. This program takes in five groups like base pay, car program of company. short-term incentives, long-term incentives and recognition programs. These sort of pay and reward types influences employees to execute better and take pleasure in benefits. Employee motivation has never been easy and neither it will ever be, with certain employees get bored from performing the same task repeatedly. Needs vary for each employee, which keeps on changing under the influence of different situations, making it way difficult for organizations to fulfill all at one single time. In case of non-profit organizations, its effort to select volunteers and staffs plays an important part in revealing its existence. As per Pathak, (2015), an important aspect of non-profit seeking organizations is the need of training that they fail to understand at times and the importance associated with it. They lack the idea that training should be provided to all the employees and volunteers and not only to the compensated ones. However, it is not always possible for non-profit organizations to have an exclusive training program for all as it involves a lot of monetary factor. Whereas, in case of McDonalds, they have that financial ability to invest around $40 million in its annual training programs, something not viable for non-profit organizations. The other company in the case study, Spastic Center can devote only $16,500 in expenses on any matters related to the organization. Organizations like McDonalds have the ability to attract skilful employees through attractive salary packages and hold onto them for years. However, in the recent scenario, organizations like Spastic Center have started competing in candidates who are high in quality, something that is evident in private organizations. Even the graduates are keen on working for non-profit organizations having certain social purpose and responsibility that comes with compensation based on merit. According to Carpenter Charon, (2014), both the profitable and non-profitable organizations needs to be managed in same fashion. The organizations needs to be manage volunteers in the same way as that of paid staffs where every responsibility should be specified clearly, recruitment should be done properly with adequate training and orientation. Organizations like Spastic Center manage their advancement towards benefits of employees, compensation and policies of employees. Spastic Center should hold these actions themselves as with a limited budget, affording a full or part time help might seem like a luxu ry. To be a successful non-profit organization, motivational needs should be better addressed in non-profit organizations. Even the employees that are paid require accomplishment, satisfaction in their service, as without all these they would at certain point become hostile. The leaders of Spastic Center should look out for ways where they can get involved in the company proceedings and make a difference. The main criteria are if one is working in a non-profit organization, that person needs to contribute. It can be concluded that companies like McDonalds boasts of a recognition program that motivates and encourages employees to better their performance. Employees need to visualize their career progression path in that organization and if the company can provide with all the requirements and needs of the employees, that person is sure to give his best shot. Its HRM policies too are aligned in a way, which helps McDonalds to attain the best results. Recognition is required in organization that influences people to enhance their performance and motivating others to follow suit. Non-profit seeking organizations have limited financial power in their kitty, but organizations like Spastic Center have realized that retaining employees depends on factors like good salary and job satisfaction where there is scope to improve oneself. Certain fringe benefits are being added by the non-profit organizations to attract more workforces towards them. References: Allisey, A. F., Noblet, A. J., Lamontagne, A. D., Houdmont, J. (2014). Testing a model of officer intentions to quit: the mediating effects of job stress and job satisfaction.Criminal Justice and Behavior,41(6), 751-771. ArunKumar, S. (2014). An Empirical Study: Relationship between Employee Motivation, Satisfaction and Organizational Commitment.International Journal of Management and Business Research,4(2), 81-93. Carpenter, M. J., Charon, L. C. (2014). Mitigating multigenerational conflict and attracting, motivating, and retaining Millennial employees by changing the organizational culture: A theoretical model.Journal of Psychological Issues in Organizational Culture,5(3), 68-84. Elnaga, A., Imran, A. (2013). The effect of training on employee performance.European Journal of Business and Management,5(4), 137-147. Jehanzeb, K., Hamid, A. B. A., Rasheed, A. (2015). What Is the Role of Training and Job Satisfaction on Turnover Intentions?.International Business Research,8(3), 208. Leekha Chhabra, N., Sharma, S. (2014). Employer branding: strategy for improving employer attractiveness.International Journal of Organizational Analysis,22(1), 48-60. Martins, L. L., Rindova, V. P., Greenbaum, B. E. (2015). Unlocking the hidden value of concepts: a cognitive approach to business model innovation.Strategic Entrepreneurship Journal,9(1), 99-117. McCloskey, D. J., McDonald, M. A., Cook, J. (2013). Community engagement: definitions and organizing concepts from the literature. McDonald, K., Hite, L. (2015).Career development: a human resource development perspective. Routledge. Nadolny, A., Ryan, S. (2015). McUniversities revisited: a comparison of university and McDonald's casual employee experiences in Australia.Studies in Higher Education,40(1), 142-157. Neckermann, S., Frey, B. S. (2013). And the winner is? The motivating power of employee awards.The Journal of Socio-Economics,46, 66-77. Ostrov, J. (2015). An Examination of the New York State Workers' Compensation Reform Act of 2007.J. Soc. Soc. Welfare,42, 3. Pathak, S. (2015). Role of Employee in Brand Building of the Organization-Business Branding through Employee.Journal of Marketing Vistas,5(2), 1. Shvetsova, O. A. (2016, October). Staff loyalty formation as a management tool in international business. InQuality Management, Transport and Information Security, Information Technologies (ITMQIS), IEEE Conference on(pp. 211-215). IEEE. Talwar, E., Thakur, M. (2016). Training and Development and its Impact on Employee Performance.We'Ken-International Journal of Basic and Applied Sciences,1(1), 18-27. Treem, J. W., Leonardi, P. M. (2015). Recognizing Expertise Factors Promoting Congruity Between Individuals Perceptions of Their Own Expertise and the Perceptions of Their Coworkers.Communication Research, 0093650215605154.

Right Brain, Left Brain Essays - Cerebrum, Neuroscience,

Right Brain, Left Brain Psychology The article in which I chose to examine is called Right Brain, Left Brain: Fact and Fiction, written by Jerre Levy. In the past fifteen years or so there has been a lot of talk of left brain and right brain people. Levy's reason for righting this article was clearly to stop the misconceptions and show the truth about how our brain hemispheres operate. Levy first explores the myth of the left brain and right brain theory. She states that generally people see the left hemisphere of the brain controlling logic and language and the right, creativity and intuition. In addition people differ in their styles of thought, depending on which half of the brain is dominant. She believes that most of what these notions state is farce. Next the article explores the history of this fascination of the left and right hemispheres of the brain. Apparently the study of this aspect of the brain traces back to time of Hippocrates. Levy weaves in and out of the various theories and prominent people known for contributing to the confusion. It wasn't until 1962 when Roger W. Sperry began experimenting on certain aspects of the brain that contribute to the truth of the left and right brain theory. Sperry studied people who had undergone surgical division of the corpus callosum, the bridge between the two hemispheres. His studies showed that, "an object placed in the right hand (left hemisphere) could be named readily, but one placed in the left hand (nonverbal right hemisphere) could be neither named nor described. Next to branch off of Sperry's studies was psychologist Doreen Kimura. Kimura developed behavioral methods which involved presenting visual stimuli rapidly to either the left or right visual fields. Another important method developed was "dichotic listening" which centered around the use of sound to study the hemispheres. Through these tests and the continual study the theory that the left brain controlled ended. Instead a new theory was born known as the two-brain theory. This said that at different times one of the two hemispheres would be operating. An example of this is that the right hemisphere is in control when an artist paints but the left hemisphere was in control when a novelist wrote a book. This theory failed because of one physical studies showed that people with hemispheres surgically disconnected could operate in everyday life. Also, research demonstrated that each hemisphere had its own functional expertise, and that the two halves were complementary. Next, the article states its worth. The author shows the up to date agreed upon theory of the two hemispheres in five simple points. 1. The two hemispheres are so similar that when they are disconnected by split-brain surgery, each can function remarkably well, although quite imperfectly 2. Although they are remarkably similar they are also different. The differences are seen in contrasting contributions. Each hemisphere contributes something to every action a person takes. 3. Logic is not confined to the left hemisphere. Although dominant in the left logic is present in the right hemisphere. 4. There is no evidence that either creativity or intuition is an exclusive property of the right hemisphere. Same theory as #3. 5. Since the two hemispheres do not function independently, and since each hemisphere contributes its special capacities to all cognitive activities, it is quite impossible to educate one hemisphere at a time in a normal brain. Levy comes to the conclusion that people are not purely left or right brained. There is a continuum in which the hemispheres work together in harmony. Often the left or right hemisphere is more active in some people but it is never the sole operator. She concludes, "We have a single brain that generates a single mental self." Compared to what we did in class related to the left and right hemispheres of the brain, both what we learned and the article taught were extremely similar. Our exercise showed that we are not left or right brained but merely somewhere on the scale between left and right brain. Some of us were extreme left, few extreme right and most in the middle leaning left a bit (this is where I fell). I could not agree more with what we did in class and the article I

A Question of Silence essays

A Question of Silence essays We have now started a new century during which feminism has become the real "f-word." A Question of Silence embodies the 80's representation of radical feminism and the filmmaker's own views. Marleen Gorris, the director, implies that women can live fulfilling lives without the help or support of men. It reveals the oppresive nature of the patriarchial society in which we live. The film also implies how women must move to rediscover or begin to discover their own voices and fight against misogyny. The movie is absolutly riveting, and one begins to wonder if this is a realistic portrail of the way society treats women, or a radical feminist revenge fantasy? This movie obviously infuriates some audience members, especially those with penises, because it implies the actions women have or could possibly take against men because of their oppresioin. Men become scared of films like this because they are inevitably the ones at fault, and begin to think that women will eventually come after them. This, of course, will probably not be the case. In the movie, three women who have been silenced throughout their lives, beat and genitally mutilate an annoying male store clerk. A female psychiarist, who has "made it" in a man's world, is called to the case. After a while, she finally begins to see that she is just as unheard as these murderous women when she tries to say anything that contradicts the patriarchal judicial system.The psychiatrist begins to see them not as criminals or clients, but as sisters and begins to understand why they were driven to murder this man. She then begins to understand the choice not to speak in male terms. She pronounces them sane and are in control of their actions, just fed up with a world in which men felt free to degrade and rule over the "second sex." None of the male lawyers or cops, and judge or her own husband can seem to understand why she would deem them "sane" instead of "craz ...

Ashlyfive point linguistic star Essay Example for Free

Ashlyfive point linguistic star Essay We’ve allowed a natural approach to language instruction to dominate our schools, hoping our English learners â€Å"will just figure it out. † (SCOE, 2009) This approach suggested by Kevin Clark proposes that teachers explicitly teach ELL by giving them a set of skills. Teacher will have to teach students not just vocabulary, but the sound system of language, the words and their word parts and meanings, and also rules for structuring sentences grammatically. Teaching students from this perspective can support a deeper understanding of the language. When the  concept is thoroughly supported by background knowledge, explanation as to why, activities that strengthen skills, and consistency in lesson structure that follows this pattern, students are more likely to understand the concept and create a platform from which to launch higher level thinking and conclusions on following concepts and content area. Students learn more efficiently when they have prior knowledge on a presented concept. If the student can link content to a concept that they gained from previous knowledge on from their own unique background or culture, it  will inevitably spark interest in that subject area. By sparking interest the teacher is now adding value to the lesson. Since students synonymize interest with value, the teacher would prove effective. Now a sense of purpose has now been infused into the lesson, and the student/students may begin to contribute more. (NCREL, 1990) This approach is rather intriguing, and teachers should be trained in linguistics prior to teaching ELLs. I would learn the subparts of linguistics via a course: phonetics, phonology, morphology, syntax, semantics, and pragmatics. By learning each subpart in-depth, I can better compose lesson plans and activities that explore those areas for the ELLs to better benefit. Understanding the mechanics of a language is just as important as understanding the language itself, for both teachers and students. The concept of prior knowledge should not be limited to the students but 2 LINGUISTIC APPROACH teachers should utilize this concept for their own effective instruction. If teachers have prior knowledge of the subparts of the English language, as well as knowledge of the diverse cultures  he/she is instructing can help the teacher create and blend a comprehensive and student-inclusive lesson plan and curriculum. Prior knowledge influences how the teacher and students interact with the learning materials as both individuals and a group. (Kujawa and Huske, 1995) Prior knowledge assists in segue of appropriate instruction and retention, because it is a foundation from which to build from and facilitates the idea of making sense of the educational experience. As the students are learning from the linguistic perspective, especially under syntax and  semantics, students would be primed for grammatical instruction, also. As they learn how, where and when to use appropriate vocabulary, I will insert instruction on main grammatical principles and rules and branch off into further instruction where applicable. I would try to make sound non-confusing connections with the native language grammatical principles, so there is a prior knowledge foundation established in that arena as well. I would also have a grammar day in the middle of the week to review prior concepts and morph new grammar lessons into the lesson  plan and utilize formative assessment strategies to see what needs to be reviewed and further defined. 3 LINGUISTIC APPROACH References Kujawa, S. , & Huske, L. (1995). The Strategic Teaching and Reading Project guidebook (Rev. ed. ). Oak Brook, IL: North Central Regional Educational Laboratory. Restructuring to promote learning in America’s schools, videoconference #2: The thinking curriculum. (1990). Oak Brook, IL: North Central Regional Educational Laboratory. Sonoma County Office of Education. (2009) Structuring language instruction to advance stalled English learners. Aiming High Resource. Retrieved September 16 2014. 4 Ashlyfive point linguistic star. (2016, Sep 12).

Hospitality Management Industries Essay Example | Topics and Well Written Essays - 500 words - 2

Hospitality Management Industries - Essay Example In order to be relevant in the market in the coming decade resorts must give a comprehensive accommodation at reasonable prices suited for all their clients since pricing is a crucial variable in this market due to the cut throat competition (Fevzi and Levent 102). In addition, diverse cuisine ranging from Chinese, African, Japanese and western is a necessity for resort owners to satisfy their customers taste buds. These consumers love to do their business with pleasure and developers must find peaceful and discrete sites away from the noise and crowds that will offer the visitors with unrivaled ambiance (Fevzi and Levent 106). The resorts must excel in the delivery of quality for its clients endowed with well-trained staff who are welcoming and caring thus making the resort a place to fall in love with. Unlike any other destination in the world, resorts must be the essence of diversity, distinctive and final action venue in the coming decade. Fevzi and Levent (88) points that resorts must work to integrate their services thus ensuring maximization of their sales thus earn profits. Commendably, the future prospect of the resorts will be realized in large part by the capacity to foresee and take advantage of change. It is empirical to identify what will be required to survive in the competitive market and developers must invest in meeting customers needs and desires . The successful corporation of the year 2000 surveyed 600 senior resort executives around the globe with the intention to point out what will make a successful business in the next century. The results showed resorts must use and develop a management bank to tackle the diversity of the market place and employ it. In conclusion, to effectively and efficiently integrate expectations in future, developers must empower their staff and involve them in day-to-day operations of the business to make sure success.Information technology has become

Diabetes WA Research Paper Example | Topics and Well Written Essays - 1500 words

Diabetes WA - Research Paper Example The support of the NDSS is also shown carefully in this paper. In this particular paper most of the information are taken from the diabetes WA website and from some relevant secondary sources like books, journals and online reviews. Introduction: The Diabetes WA is a noble organization which is been helping people since long time in Western Australia. However, to have a strong position within the market the proper and suitable funds are required and at the same time the awareness must be distributed accordingly to attract more people towards it. The advertising and the marketing communication tools play a vital role in this matter. The proper advertising strategy is a must to keep the sustainability intact within the market for a longer time. The target group, micro and macro environmental factors are very much important in this scenario. It is very important to understand that no matter how strong a company is, but if it doesn’t have the potential to reach the target customer s or the target group then all of its strength will be lost very soon. Industry background: Diabetes is one of the most dangerous diseases in the medical field. It can create many problems like feeling weak, Wight loss, etc. the type 2 1 diabetes can be very stressful, it can have major effects on the human health (Weiner et al; 2003, 197). Diabetes has become a most common disease in Australia. It is been predicted that the diabetes would affect more than one million people in Australia (Hastings 2007, 322). It has been seen that one hundred and fifty people are diagnosed with diabetes every day in Australia. There are basically two types of diabetes and they are type 1 and type 2 diabetes. Among these, the type 2 diabetes is the fastest growing form of diabetes (Hastings 2007, 322). And this type of diabetes is mostly seen among the adults who are aged above forty. In the recent time almost 7 percent of the population in Australia had been detected with diabetes and it was predict ed that it would be almost 3.3 million Australians would carry diabetes within 2031 (Diabetes WA annual report 2010, 4). Within this industrial back ground a proper advertising strategy is very much important for the organization to attract the target group. The DAGMAR approach is important in this scenario and the innovative promotional activities are also very vital. From these figures it is very clear that the diabetes industry is growing very fast and it is taking a shape which is huge enough to rule the medical industry as well as the pharmaceutical industry. However, in this case the main mission of the Diabetes WA is not to create more diabetic patient it basically to help the people to prevent the diabetes. There are many micro and macro environmental factors are involved in this factor. The diabetes is a chronic disease and it can be fetal in some cases. However, the growth of the diabetes depends on many factors like living style, food habit, sugar intake etc. the macro an d micro environmental factors are very much involved in this case. And all these factors are closely related with the advertising strategies. The advertising campaign is basically to build the brand awareness about the NDSS and Diabetes WA. The growing industry and the growing number of diabetic people in the Western Australia have given a great potential to this particular advertising campa