Streetcar Named Desire Ghosts of the Past free essay sample

2. Plays often feature at least one ghost, either on stage or imagined in the form of haunting memories and burdens. Discuss this statement with reference to Streetcar. (NOVO 2010 HAL) In the tragedy Streetcar Named Desire the author Tennessee Williams brings out a ghost on stage through the haunting memories of Blanches past. The Flaws in Balance which are revealed to the audience by Stanley are rather shocking. It is revealed that Balance began to take part in cheap forms of entertainment at a hotel called Flamingo. According to Stanley the Flamingo did not mind these their guests asking part in these kinds of entertainment, although the management at the Flamingo was forced into throwing Balance out as she had made quite a reputation of herself. The audience is further made aware of Blanches horrific reputation when Stanley mentions that she had been fired from school as she had gotten into an affair with a 17 year old. We will write a custom essay sample on Streetcar Named Desire: Ghosts of the Past or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Even soldiers were asked to stay away from Balance. Her reputation was so famous that the mayor of Laurel had asked her to leave. Balance had nowhere else to go and that was the reason she showed up unannounced at Stella and Stanley house in Elysian Fields. These haunting memories of Blanches past are ironically revealed to the audience when she is taking a shower. Throughout the play Balance spends a lot of time in the shower, this is because the wants to symbolically cleanse herself of her haunting past and all the horrible things she had done in order to survive after losing her property, Belle Reeve. While Stanley is narrating the horrible truths to Stella about Blanches past, Balance is happily singing mystical and a fiction song with cardboard seas and paper moons. She believes that the only way she can get out of this situation is if she is helped by another man. She believes that Mitch can be this man. The line of the song It wouldnt be make believe if you believed in me which is consentingly being repeated tells us that Balance wanted Mitch to believe all her lies. Balance knew that if Mitch finds out the details about her past they would not be able to be together. If Mitch believes all her lies they can live happily together. Another key aspect about Blanches past which haunts her right through the play is the death of her former husband, Allan. Allan was a homosexual, at that time homosexuality was strictly forbidden and frowned upon by society. Balance is haunted by the memory Allan as she feels responsible for Élans death. Balance had caught Allan with another man. When she confronted him they were dancing to the variations which is a type of polish music. She said I saw! I know! You disgust me At that time this was a very appropriate reaction to have against homosexuals. Allan could not stand the humiliation of Balance knowing about his homosexuality so he committed suicide by shooting himself in the mouth. Balance keeps on reliving this incident. This is brought out very clearly when she is having a conversation with Mitch. Balance hears the variations and tells Mitch, although he cannot hear anything and says What music? . Showing that this is only going on in Blanches head. Balance goes onto saying that the music stops once the gunshot is fired. The author very cleverly uses sound and music throughout the play as a part to stagecraft to symbolize various things. The variations symbolisms Blanches guilt and the reference to Allan. Preceding to this a gunshot is heard and the variations dies out. Over here the reader can see Balance being ha unted by past memories of Allan and her own actions.

British Petroleum History - Smart Custom Writing Samples

British Petroleum History - Smart Custom Writing Is Democracy The best Form of Government For All PeopleDemocracy is a widely acknowledged form of political government under which the power to govern is sourced from the people either by a conducting a direct referendum or through an election of various representatives. In the 5th century BC, the Greeks coined this system of government that vests all power to decide as to who shall rule squarely on the people. This system chiefly asserts on equality and freedom as its mainstream virtues. Therefore, citizens are viewed as having equal access to power and deemed as equal before the law. Therefore, every man is entitled to one vote with an equal weight. These rights and liberties practiced by the citizens within such a state are secured by a constitution. Although this system of government implies multiple freedoms to its citizens, it can end up failing and becoming cumbersome to the subjects if proper checks and balances are not put in place to constantly keep the leaders in track. Th erefore, an in-depth analysis of democracy has been carried out herein by evaluating the pros and cons of this system. (Strong, 1998) There are numerous merits as to why a democracy should be the system of choice in governance. First, smooth transitory changes can take place in government without violence. This is enabled through free and fair elections whereby the citizens determine the ruling authority by simple majority. Secondly, democracy prevents monopoly of any one ruling authority. This is since the incumbent government has to compete with other parties and personalities after expiration of its term. This therefore ensures that the ruling authority works for the people and towards their needs or leave office due to the failure to be re-elected. Thirdly, a democracy serves as motivational factor to the people. This is since the government is obligated towards its citizens. By carrying out of all its duties and goals set which are supported by the majority, the people feel appreciative and encouraged to work even harder towards attaining a better economic status. Finally, a democratic government makes the citizens have a feeling of participation and ‘ownership.’ They feel that the government has been legally elected by them and that it is theirs. They are able to express their freedom of choice and opinion through the ballot box or voting process. This has the capacity of enhancing nationalism. (Kukathas, 2004) Despite all these merits, there are various demerits and criticisms that have been put forward against democracies. These have been based on the irrational voters who are widely perceived that they are poorly informed on political, social and economic issues. First, democracies have been deemed to be politically unstable. Though the government is elected in by the majority, during its term, opponents and the media frequently challenge the ruling authority which could lead to a sudden change in the political support. This goes a long way in discouraging foreign investment and economic growth.   (Zorach, 2010) Secondly, democracies have been characterized by short terms. This is especially the case after elections and there is no clear winner leading to formation of coalitions due to the fact that democracies are not after the ideological match but the support of the majority. Any imbalance in the treatment of principal partners may lead to withdrawal from the coalition hence the collapse of the government leading to another election. Thirdly, the democratic governments are slow in responding to key issues in the society. This is because decisions are carried out through consensus rather than a unilateral system that would otherwise speed up decision making. Finally, governments elected into power during elections have been accused severally of vote buying and rigging. This is a way of appealing and influencing voters to vote for one particular party who might not be the most appropriate in ruling. A form of vote buying is the pork barrel whereby some political sectors are awarded specific special benefits whose costs are spread to all taxpayers. (Ratchasima, 2007) Despite multiple criticisms, democracies remain the most popular governments in the world. This is since they allow the citizens to openly express their views which are a vital need among humanity. Therefore, democratic governments can be viewed as the best form of governments.    References Kukathas, G. F. (2004). Handbook of Political Theory. Sage. Ratchasima, N. (2007, November 25). Democracy, and vote buying, returning to Thailand. The New York Times . Strong, M. H. (1998). Public Space and Democracy. University of Minnesota Press. Zorach, A. (2010, September 12). Democracy. Retrieved November 19, 2010

State System Planning Research Paper Example | Topics and Well Written Essays - 1500 words

State System Planning - Research Paper Example The concept of alternatives has been echoed by Amekudzi and Meyer who say that â€Å"an important step in planning and thus a component of conceptual framework is analyzing alternatives† (3). State system planning can take the form of many projects for example the roads and the air transport system. The planning system is considered as smart growth because of the way it helps in strengthening the government. The concept of planning has various factors driving it; according to the OECD, â€Å"the movement is being driven by growing public concern† (133). This was in reference to the spatial system planning; the book further describes other leading reasons for the development of the planning system as highway congestion, land consumption, need for infrastructure, and other costs of sprawl. This is the sector of high interest and is considered most by the state because of the many benefits that it offers the citizens. Washington state department of transport has this as one of its priorities; the Washington state policy has broadened its interest in many modes of transport. According to a report by the Washington State Department of Transport, this body has the role of advocating for the safeguarding of aviation facilities, safety in air transport, ensuring that air transport meets the required capacity, as well as getting rid of environmental impacts (wa.gov). For this to be achieved, the authority has to ensure that there is advocacy and partnership. Another similar project is the one in Minnesota which was named â€Å"State Aviation System Plan† as reported by the department, â€Å"the primary objective of the Minnesota state aviation system plan is to provide the state with excellent planning tools to assist in making informed decisions guiding the developm ent of Minnesota’s system of airports and expending funds in a cost-effective manner† (Washington State

To what extent was the final solution planned Essay

To what extent was the final solution planned - Essay Example While some people believe that this was a spontaneous decision made by Hitler, others believe that the process was systematically planned. The aim of this paper is to find out how far the Final Solution was planned. The investigation will cover what the Final Solution was, the debate of the decision, the extermination camps, and to what extent it was planned. It was right around 1942 when the plans of the Final Solution fully took hold, but over one million Jews had already been murdered. â€Å"It was only with the decision to eradicate the entire Jewish population that the extermination camps were built and industrialized mass slaughter of Jews began in earnest. This decision to systematically kill the Jews of Europe was made by the time of or at the Wannsee Conference, which took place in Berlin, in the Wannsee Villa on January 20, 1942. During the conference, there was a discussion held by a group of German Nazi officials to decide on the ‘Final Solution of the Jewish Question’† (Wikipedia 2008, p. 1). The extent to which the Final Solution was planned can be proven by documents that contain the minutes and other records of the Wannsee Conference. The Allies located these documents at the end of World War II and used them as evidence in the Nuremberg Trials. â€Å"The records and minutes of this meeting were found intact by the Allies at the end of the war and served as valuable evidence during the Nuremberg Trials. â€Å"By spring of 1942, Operation Reinhard began the systematic extermination of the Jews, although hundreds of thousands already had been killed by death squads and in mass pogroms. In Heinrich Himmlers speech at the Posen Conference of October 6, 1943, Himmler, for the first time, clearly elucidated to all assembled leaders of the Reich, in frank and brutal terms, what the "Final Solution" referred to† (Wikipedia, 2008, p. 1). The Final Solution was the Nazi’s plan to

Mental instability Essay Example for Free

Mental instability Essay Through her Noon Wine novel, Katherine Anne Porter describes 1890s Texas settings that serve to build on the novel’s theme besides causing conflict at the end. For example, the author describes Mr. Royal Earle Thompson’s farm as barely productive primarily due to Thompson’s laziness. Strangely, Thompson holds that farm work is women’ work, indicating some mental instability in him. Amid such circumstances, Olaf Eric Helton comes to Thompson looking for work which he is promptly offered. Helton’s employment at the Thompson farm soon proves to be very beneficial. The farm miraculously becomes very productive, making Thompson to highly value Helton. The farmhand however has the strange habit of always remaining quiet and playing harmonicas. The arrival of Homer T. Hatch at the farm brings conflict since he intends to take Helton away from the farm. Thompson cannot give Helton away while Hatch wants to return the worker to a madhouse from which Hilton escaped years back. This incidence, which leads to Thompson mistakenly killing Hatch, amplifies the theme that both Helton and Hatch are insane in their unique ways (Porter 25). Firstly, the almost desperate way in which the Thompsons treasure Helton due to his remarkable good work, coupled with Hatch’s attempts at recapturing Helton, lead to a deadly conflict. A hallucinatory Thompson fatally hits Hatch, thinking that Hatch is killing Helton. This incidence shows that Thompson’s liking for Helton has built up to obsessive levels, where the farmer cannot bear seeing Helton move away. Moreover, Hatch’s disclosure of Helton’s past indicates that Helton is also insane. Porter’s theme of the presence of subtle madness in characters, Helton and Thompson, is thus supported by this conflict. In conclusion, Porters, Noon Wine description of the events surrounding the Thompson farm designate both Thompson and Helton as inherently mad. In addition, Hatch’s and Thompson’s contradictory acts lead to a concluding lethal conflict. Works Cited Porter, Katherine Anne. Noon Wine. Tulsa, Oklahoma: Schumans, 1937.

Effects of Performance Appraisal System on Employees

Effects of Performance Appraisal System on Employees Chapter 1 Introduction: This chapter will discuss the critical importance and understanding of performance appraisal systems in the banking industry of Pakistan. Moreover, this chapter will highlight the need of the study, aims and objectives of the study and also introduction to the key terms that has significant importance throughout the research paper. 1.1. Understanding Performance Appraisal: In the past few decades, organizations were very concerned about the development and orientation of their employees and also pondering on performance management (Murphy Cleveland, 1991). Now, Organizations are following the new patterns of working and doing jobs to adhere the aims and mission of it. To fulfil this new modernized concept of fast and technological revolution, they are realizing the importance and implementation of new methods of performance management (Cardy Dobbins, 1994). Organizations have indentified the importance of performance appraisal and it has been found in the cases of all big multinational companies that they have implemented the performance appraisal systems to enhance the productivity of their employees. There are varieties of different perspectives that evident the importance of performance management and its measurement (Whitney, 1994). Organization should present true and fair views of performance appraisal to gain trust of the employees, their loyalty and job satisfaction are the main core of any organizational success (Robinson Rousseau, 1994). Through rational performance measurement, Organizations management can get the maximum reliance of employees. This research papers aims to explore the performance appraisal system within the banking sector of Pakistan and its comparative study with JS (Jahangir Siddqui) bank. This research study will also explore the effects of performance appraisal on the employees considering motivation, job satisfaction and employee loyalty as key factors in HR functions. 1.2. The Research Topic: To explore the role of performance appraisal system in HR function within the banking sector of Pakistan. 1.2.1. Aim: This research aims to investigate the role of performance appraisal system and its effect on employees considering motivation, job satisfaction and employee loyalty as the key factors in HR function within the banking sector of Pakistan and comparative study with JS Bank. 1.2.2. Objectives: What is performance appraisal? What are different performance appraisal systems? How appraisal system interlinked with motivation and employee loyalty within banking sector of Pakistan? What are different problems with performance appraisal system? What are different strategies in HR department to enhance productivity? 1.3. Rational of Study: The system that identifies the Performance evaluation and review is called Performance Appraisal system. Performance appraisal system highlights the individual and group performance over the period of time and reviews for the promotion and raise in monetary funds. To get the real meaning of performance appraisal system can be elaborated to the concept of performance management. Performance Management can be defined as: â€Å"An approach to create shared vision of the purpose and aims of the organization, helping each individual employee understand and recognise their in contribution to them, and in so doing manage and enhance the performance of both individuals and the organization.† (Fletcher, 1992) Performance management is a process where it describes the performance of individuals that shapes a group and become the collective success of the organization with the set of objectives, time period, reviewing the performance and recognition of the performance with rewards (Connock, 1991). The main objective of performance management is to show the real picture of the employees performance over a period of time and this can be achieved through framed standards (Beaumont, 1993). In the Performance management, the appraisal system is the most significant part where it defines a structural and formal system that helps the manager and subordinate to interact with each other to evaluate performance. This interaction usually comes into process annually of semi-annually in shape of some structured interview or questionnaire. In this process, supervisor examines the performance of subordinate where supervisor identifies strengths and weaknesses and also highlights the area of improvements (Connock, 1991). In different sectors of economy including banking sector, results of appraisal of employees are used for the future employee planning, their rewards management and promotion. These rewards are directly or indirectly linked with the recognition of employees milestones in the personal and professional skills. Thus this identifies the rise in pay, cash bonuses, promotions and job satisfaction majorly (Beaumont, 1993). 1.4. Importance of Performance Appraisal: The managers are aware of the importance and criticality of performance appraisal, and its ultimate affect on the motivation, loyalty, job satisfaction plus its has a big affect on the growth and success of the organization, so while documenting, communicating, and describing the job particulars, they are more concerned. It has been noticed that in the current time, job performance systems have improved a lot, but still the outcome shows that it has a negative impact on the job satisfaction and motivation of the employees if it is not appraised systematically (Robert, 2002). So, it results in counter of an organization that employees are demoralized and also lose their loyalty, which affects the organizational aims and objectives. Human resource officials use performance appraisal for decision making such as planning payments and salary scale of the employees, they also determine what professional developments are needed to equip their employees with a proper feedback. Performance ap praisal can also help the officers to decide what are the factors that can be employed to increase the productivity of employees (Natalie Ann 2005). As performance appraisal encourages the good performers, on the same hand performance appraisal also highlights the poor performers and tells about their weak areas and it helps the management to remove the leaning hurdles and makes them to achieve the set objectives and aims. This system also identifies the employee who needs guidance and counselling from management to improve their performance at work. Organization believes that performance appraisal is the best tool to see the level of employees and their performances and making the decision about their rise in salary, promotions, demotions and penalties (March, 1982). 1.4.1. Factors of Performance Appraisal: There are many factors influencing performance appraisals systems at work. Internal and external factors always play an important role in appraising the employees. Internal factors could be labour unions, managements attitude, the employees behaviour and their stance in the direction of work. External factors are legislations in relation to the employees. Labour union always get into the matters of employees well being at work and also in their personal lives so that they can give their full at work. But some time it has a negative impact on performance appraisal and the management to give promotion or rise in the salary on the bases of seniority (Isaac, 2001). Internal factors can also affect the performance appraisal in shape of bad corporate culture that can be a big hurdle in the performance management. The main objective is to set specific goals and make framework of getting those objectives. For all this, management should inform the employees that what is expected from their j obs and what should they do to make hundred percent out of it. At the end management sees and evaluates on the whole performance and also communicates these efforts to employees. This communication also develops relationship between employees and supervisors (Isaac, 2001). There are different techniques and methods used for the performance appraisal and it gives an outline to measure the performances that are in use of different organizational and it also varies from industry to industry. There is no hard and fast rule to use specific performance appraisal system, but it is always suggested to use the same performance criteria within one organizational and it applies to all of the employees. These models and techniques include, Six Sigma, Balance Scorecard, 360 degree feedback, etc. These models and techniques to measure the performance is widely in use of many MNCs and local organizations, in the banking industry of Pakistan and in JS bank. While designing performance appraisal, management should keep in view the nature and type of the business to conduct these performance management techniques. In the performance management, 360 Degree is common and Six sigma is the operational management technique; both leads to performance appraisal measurement whe re the HR function is able to appraise and it involves the motivational factors, employee loyalty, and job satisfaction aspects. Extensive and appropriate use of these techniques will make the appraisal much unbiased (Natalie Ann 2005). Employees motivation and job satisfaction can never push aside, as these are elementary aspects of any Job. In the process of appraisal system, an employee always expect some feedback from other employees which gives him motivation and the satisfaction from the job done, so these are the complementary part of any job. When any employee is appraised, then he always get the communication and feedback of that appraisal and it actually indicates the level of satisfaction of job the employee has plus the loyalty he has for the organization (Robert, 2002). In the banking industry, as the recession hits and many of the employees being fired, so at the time of performance appraisal, employees are so dissatisfied as they dont know when they are going to be p art of sacked list of employees, keeping in this view, the performance appraisal system plays role in the Hr department to indicate the key factors such as motivation, job satisfaction and loyalty (Caruth and John 2008). Chapter 2 Literature Review This chapter will look into the supporting literature of performance appraisal systems and its importance. As in the recent Times research, in the area of performance and its technical justice and fairness should be categorised as all the decisions and producers for employees in their working capacity and the management should highlight the importance of performance appraisal and its different tools. Furthermore, this part of research study will stick the significance of banking industry and usage of different performance appraisal systems and what are the linkage of motivation, job satisfaction and employee loyalty and strategic importance of performance appraisal systems. 2.1. Performance Appraisal: The process in which human resource management department obtains, analysis and makes decisions on the performance of an employee over a period of time is called Performance Appraisal Process and the methods which are used to appraise the employees are called Performance Appraisal Systems (Yee 2009). The main objective of performance appraisal system is to focus on the performance, key attributes of the job, what is the improvement in the performance and the proportion of the performance that the employee will make in future in the productivity of the organization. It aims towards the employee and its his performance over the period of time (Dobbins, 1994). In the field of human resource management a prominent name of Flippo (1999) says that Performance appraisal is the systematic, periodic and an impartial rating of an employees excellence in the matters pertaining to his present job and his potential for a better job. (Flippo, 1999) This systematic process allows the management to look into employees activities in last fiscal year or the performance time periods and analyse where it is falling, what improvement has he made and what is the future planning regarding job and activities. Management should educate the employees about their individual goals and share the aims and objectives with the organization. Employees should have the knowledge and freedom to participate in the decision making process. Here, if the management has the full corporation of the employees and on the same hand if employees coordinate with management then this performance and participation can actually helps in the appraisal for the next period. In all this, the right of expressing of opinion will certainly adds to their performance (Beach, 1995). Performance appraisal systems are the powerful tool to measure the performance of an employee and to issue or offer the rewards on that quality performed job. This process allows the management to evaluate the achievements and contribution to the success and productivity of the organization to get the overall organizational aims and objectives (Dobbins, 1994). Moreover these systems are standardising for all the employees. Performance appraisal is a system in which HR managers measures the performance of the employee, either he is performing his job rightly, is he achieving what organization wants from his job, what is his behaviour and attitude towards his job, either he is showing positivity towards his job, is he the right employee for the right job, as all this comes under the HR function of an organization (Randhawa 2007). The main objective of performance appraisal is to make sure that employee‘s performance is up to the mark, to communicate this job performance measurement makes the employee enable to enhance his productivity and cover his loopholes where he is lagging behind. The main idea behind performance appraisal is to insure that organizational goals are being met, because meeting organizational objective is an individual as well collective effort. Strategic objectives on banking sector and any financial institution are to multiply their profits by gaining the top performance from i ts employees. By monitoring employees performance, they actually see what the criticality of the importance is and the effect that job is making on the organizational objectives. An effective performance appraisal must have collaboration between the management and the subordinates. An employee should work according to the job description, which is decided by the immediate manager. By doing this, there will be no conflict between the management and the employees (Propper, Wilson, 2003). The objective of performance appraisal is to influence the employees job performance with a systematic process appraisal, what are the major impacts on the employees to get the certain level of motivation to improve the productivity of the organization as well as the job satisfaction (Natalie Ann 2005). In the past, the sole purpose of performance appraisal was just to calculate the financial position of the company, either it has made some progress in terms of monetary growth, what influence it has made on the department growth and what are the affects of performance on organizational objectives. But now, things have changed. Now researchers are seeing beyond the monetary terms, they are not discussing the financial aspect but they are measuring the job performance in terms of employees job satisfaction and his level of motivation, because ultimately the manpower of an organization is its labour force. If this labour force is getting what they want, then they will perform according to the job description they have with them within their departments. In the banking sector as credit crunch has been taken place all the investment and financing in Pakistan has stopped, it has very negative impact on the employees working in the banking industry, and the HR department of the banks are actually working on the moral and motivation of the employees. 2.2. History of Performance Appraisal: Performance appraisal has a brief history starting from earth 20th century where the need of performance appraisal was felt and some measures developed. This history shows that Taylor (1964) who is the revolutionary person in times and motion studies brought the real sense of performance appraisal and performance measurement. But in the modern human resource management it can be seen that the thread of performance measurement is linked with the Second World War. This tells the history that it is not more than sixty years ago. Yet the guru of human recourses says that the art and procedures of performance measurement and appraisal is very ancient art and people of old times had some tools to appraise their employees on the basis of activities and job they performed. On these historical felt notes it can be said that performance appraisal management is the worlds second oldest profession too. Here Dulewicz (1989) says that â€Å"It is a basic human tendency to make judgements about th ose one is working with, as well as about oneself. If the management has a concept that performance and its appraisal is inevitable then it will be wrong that performance of an employee cannot be judge in advance. In the absence of a structured appraisal system then it will ultimately affects the performance of employees, the productivity of the organization and moreover the reputation of the organization in the industry. It will de-motivate the employees, they will lose satisfaction from their jobs and loyalty with the organization will be most likely finished and labour turn over will increase. One serious offence can be seen in the absence of appraisal system that organization can go unlawful, harassing the employee and unfair judgement on their performance. Consequently, it helps the management and employees to go lawful, fair and accurate with the performance over the period of time (Murphy, 1989). 2.3. Benefits of Performance Appraisal: Where performance appraisal allows the employees to get the monetary and non monetary rewards from the management, here it also give the most significant benefit for employees that it gives the chance to get reasonable time for one to one discussion on the performance over the period of time. This discussion between employee and supervisor allows discussing the main issues that are hurdle in the performance and work concerns addressed. It can observe from all over the world organizations, the feedback of performance appraisal says that it creates a strong bond between subordinate and supervisor only if the appraisal is conducted properly and fairly. This process also gives the opportunity to employees to review their performances and discuss the issues and difficulties they are facing in the work and also it gives the path to gain the aims and objectives in the future time. This interaction of subordinates and supervisors give the opportunity to help the future goals. Therefore it en hances the productivity. So, this process gives the best time to employees to have chat with the supervisors without any hindrance and instruction (Orpen, 1997). The importance of this process should not be underestimated as this is the integral part of performance appraisal system. Moreover this process allows the supervisors and employees to discuss the future targets and, training and rotation need orientation and development, if needed. In this discussion, the supervisors and the subordinates discuss the various problems about the present as well as the absent working skills, career development and what is to be done in the future (DYCK, 1997). Here, supervisor highlights the key skills of the subordinate and makes or arranges for the future career inspirations. This discussion can be useful to measure the productivity of the organization, for the recruitment and orientation process. For example, the feedback can indentify how employees are performing those who hired in the past two years and so. Appraisal data can also tell how well the recruiting strategies are working, what developmental process are good enough and what the effectiveness of employees is. Performance appraisal process could be a data sheet highlighting the overall performance of all employees; telling has productivity improved, remains same or fall. Evaluation is the ongoing process and its run throughout the year but some clash can be noted in the evaluations and developmental process but in a nutshell its a process of evaluating, analysing and giving feedback of that process (THOMPSON DALTON, 1970). 2.4. Basic purpose of Performance Appraisal: Performance appraisal systems have the two main elements in it; one is evolution of the performance and the feedback of the evaluated performance. The main objective of performance evaluation is to define the gaps in the actual job and job performed. This gap creates when the employee is not working on the standard level and doesnt meet the expectation of the organization (ANTHONY, 1986). The main objective of feedback is to inform the employee about his performance and the quality work he is producing but this feedback doesnt flow in a one direction and the supervisor of the appraiser also gets the feedback from the employee to resolve the job issues, if have. To get the real sense of performance appraisal system is to look at the whole process on different angles so that it can create a meaningful difference in the organization. These different angles could be: from employees point of view and organizations point of view (ANTHONY, 1986). From employees point of view it can be unfold as: What does the organization want me to do? What are my loopholes? And what I have done remarkably well? What help will be given by the organization for my own improvements? What is the reward of my good performance? In the organizations point of view, it is mandatory to have an accountability and justice within organization so that all the employees get a fair compensation out of their performance and also to establish the repute of the organization. The research shows that organization fails when non-alignment of responsibility and accountability occurs. These failures occur when the employees are given tasks but there is no check on the responsibilities and duties and how they are performing their jobs. Sometimes it happens when the employees are working in shape of group and teams so they pass on the work to each other but ultimately no one held accountable of any task so the rule of accountability fails (TOWNLEY, 1997). Performance appraisal system has always an integral part of HRM and this research will highlight the main issues within the systems and the rating of employees. Rating the performance appraisal and giving the feedback is not an easy task for the HR department, as the criteria of apprising is a complex job. There are certain strategies underlying to make the traditional methods accurate than it had been in the past and therefore the likelihood of correct and affective appraisal will be increased (TOWNLEY, 1997). These strategies can be considered as a practical training to the HR officials. New learning techniques and methods should be true n fair for all set of employees, transparent and should be computerized so there are no chances on intermingled results which will remove the chances of favouritism. The main tactics and objective of the performance appraisal is that it should be conducted for the motivation of the employees with no negative aspect associated with it, as it will de crease the morale of the employees. There should be some reward or bonus announced so that this will be stimulation for other employees and they will try to excel their performance too. Proper communication and feedback session should be introduced so that the employees come to know their loopholes (Natalie Ann 2005). 2.5. Objective of Performance Appraisal: Followings are the main objectives of performance appraisal. To review the performance of employees over the period of time. This review of performance, evaluator judges the actual performance with the targeted performance standards and benchmarks. It also helps the management to control the organization targets depending upon the performance of employees. It also creates healthy environment between employees and supervisors. It indentifies the strengths and weaknesses of employees and also suggests the various improvement plans by the management after performance appraisal process. This process also allows the employees to get the proper training and orientation of skills where they are lacking. To communicate the feedback with the employees. Give all information regarding the tasks and job responsibilities and also clarifies all the tasks which are required from the employees. One of the objectives of performance appraisal is to judge the HR function within the organization for smooth running of business. It also tries to removes the complaints of employees about the function of organization, if have any. 2.6. Performance Appraisal Employee Motivation and loyalty: In the growing age of business and markets, human resource is the big asset of the organization; if the organization is not keeping well with its labour work force then it might get into trouble. As the employees are the main features of the progress of the organization. In order to have productivity, employee should be motivated and should be satisfied with their job and have loyalty with the organization (EPstein,1992). HR professionals are making it possible to motivate the employees with the performance appraisal systems by giving them fair appraisals as per their performance over a period of time. It has been noticed that there is a strong relationship between performance appraisal and motivation, job satisfaction and loyalty (bonnie, 2002). Keeping aside the main objectives of performance appraisal, it can be use as a mechanism to create a completion between employees to get the job done with all the linked targets and benchmarks (Robert, 1984). It is also mandatory that employees gets the accurate performance appraisal results to get motivate, if the feedback of appraisal is according to their performance over the period of time that will be a great source of motivation to them. Inaccurate performance can create dissatisfaction from job and ultimately can affect the loyalty with organization. One employee always expects that evaluator recognise his efforts and achievement in the professional life and also support him to overcome on his failure and allows the opportunity to make improvements in his performance in future (bonnie, 2002). If the performance appraisal has some shortcoming in it and is actually creating some discrepancy in the process, then it will affect the motivational level of the employees and ultimately it will affect their efforts and the risk taking ideas for the betterment of the organization. Also they will lose interest in the affairs of the organization (Robert Kim, 2007). Plus this de-motivation leads the employees to the lack of loyalty and they will look other options of good job and hikes in the rewards (bonnie, 2002). Accurate performance appraisal is always preferable but if there is any inaccuracy then employees always prefers to have accurate performance appraisal with no hikes in rewards but not an inaccurate system that never encourages or recognises their efforts. Employees who tend to receive accurate performance appraisal over the period of time and also have all the rewards associated with that appraisal is most motivated employee among all of them and similarly he tends to be more satisfied with job and more loyal to the organization. Therefore, the process should be fair as this is the ultimate system to motivate, satisfied with job and creates the loyalty (Storey Sisson, 1993). 2.7. Different performance appraisal systems: There are different systems and methods for measuring performance and appraising the employees. These methods and systems are categorised as the traditional methods and the modern methods. 2.7.1. Traditional Methods: In the traditional methods there are various systems to measure the performance employees. In the traditional method of measurement Behaviourally Anchored Rating Scale is widely used by many organizations across the globe. In this system it focuses on specific behaviours, either affective or ineffective performance is given by the employee. It involves critical incident technique (CIT) and different combinations of rating scale. However, in Graphic Rating Scale supervisor or evaluator simples checks the different blocks in the appraisal form to measure the performance. Though this a old technique to appraise the employees but broadly used method. Unlike scaling system, in Essay Evaluation Method asks the managers, supervisor and evaluators to write an essay or a descriptive narration about the strength and weakness of the employees and also the overall behaviour towards the job. This is a qualitative measure to appraise the employees. Another ranking system is Performance ranking Met hod in which evaluator or supervisor rank the performance of employee from best to worst. This method differs from other methods as it compares the employee to employee but not with the standards and benchmarks for performance measurement. In Critical Incident Method (CIT), evaluators appraise the performance depending upon the critical incident and the positives and negatives behaviours occur in the period of time to measure the performance (Dessler, 2000). Like other ranking and scaling methods in Weighted Checklist Method evaluator makes a checklist of all the job responsibilities and all the narrative statements about the effective and ineffective attitude or behaviour of job. As weighted method weights the narrative statements, in Paired Comparison Analysis, it weights the relative importance of the different options available and listed. Every option is compared with all the option listed (Mondy, 2008). After comparison of all option, the one with most weight is preferred opti on for the performance measurement. In the traditional methods qualitative methods and systems have more frequency of usage, here another method of Behavioural Observation Scale evaluates the performance with negatives and positives happens on workplace and also the critical incidence the employee has performed. In the tradition method there is a quantitative method called Forced Distribution or Forced Ranking, unlike other method it involves the percentages. In the top category it ranked from 10 to 20 percent, middle category ranges from 70 to 80 percent and it ranked employees with worst performance 10 percent in the bottom line (Mondy, 2008). 2.7.2. Modern Methods: There are different methods of performance measurement in the modern times, 360 Feedback System and Management By Objectives (MBO). 2.7.2.1. 360 degree feedback: 360 Feedback is a systematic technique which also known as the multi-rater feedback system. In this method evaluator or the appraiser takes feedback from all the people who are inter-linked with the person to be appraised. The 360 Feedback can be defined as: â€Å"The systematic collection and feedback of performance data on an individual or group derived from a number of the shareholders on their performance.† (Ward , 1997) This method of performance appraisal is detailed and comprehensive where evaluator asks from all sources about the performance of the employee. In this method all the sources are involved as: customers, suppliers/ vendors, team member and colleagues, superiors, juniors, subordinates and all the oth

Infancy and Early Childhood Paper Essay

I believe â€Å"Piaget’s theory of cognitive development† best explains the cognitive development both in infancy and early childhood. His theory is explained by a theory of cognitive organization called schemes. Schemes are the â€Å"actions or mental representations that organize knowledge† (Santrock, 2008, p. 94). According to his theory, schemes change with age; in other words, they are action-based (motor patterns) at first and then gradually change to a mental (thinking) level. There are several key terms that explain Piaget’s process of developmental change; those include adaptation, assimilation, accommodation, organization, and equilibration. Sensorimotor stage is the first of the Piaget’s theory of cognitive development. It lasts from birth to the about 2 years of age, where awareness of the world is limited to what can be known through sensory awareness and motor acts. Furthermore, Piaget divided the sensorimotor stage into six sub-stages: 1) simple reflexes; (2) first habits and primary circular reactions; (3) secondary circular reactions; (4) coordination of secondary circular reactions; (5) tertiary circular reactions, novelty, and curiosity; and (6) internalization of schemes (Santrock, 2008, p. 96). †¢Reflexive Schemes: this is present in newborns. Initially, the infant’s actions are coordinated through reflexive behaviors, such as rooting and sucking. But gradually the infant produces behaviors that resemble reflexes in the absence of the usual stimulus for the reflex (Santrock, 2008). †¢Primary circular reactions: it develops between 1 and 4 months of age. In this stage, infants begin to adapt their reflexes to their environment; simple motor habits are centered around own body (Caulfield, 2001)†¢Secondary circular reactions: it develops between 4 and 8 months of age. The focus of infants’ exploration shits to external events. Infants develop awareness that objects continue to exist even when not in sight at about 8 months of age (Caulfield, 2001)†¢Coordination of secondary circular reactions: develops between 8 and 12 months of age. Infants begin to demonstrate intentional behavior and anticipate events; they coordinate separate actions to achieve desired goals (Caulfield, 2001). †¢Tertiary circular reactions: develops between 12 and 18 months of age. Infants reach an advanced level of proficiency; they begin to explore properties of objects through novel actions (Caulfield, 2001). †¢Internalization of schemes: develops between 18 and 24 months of age. Their ability to represent the external world internally begins to develop, also called as symbolic representation. Also, deferred imitation, the ability to retain and copy a representation of an observed behavior, begins to develop (Caulfield, 2001). I also believe Piaget’s theory best explains the cognitive development in early childhood as well. His Preoperational period, the second stage of Piaget’s theory of cognitive development lasts from approximately 2 to 7 years of age. In this age, â€Å"children begin to represent the world with words, images, and drawings. Not only that, they begin to form stable concepts and embark on reasoning† (Santrock, 2008, p. 145). Also, egocentricism (inability to distinguish between one’s own perspective and someone else’s perspective) and magical beliefs also begin to play a role in child’s cognitive development. There are different sub-stages of the preoperational stage. Symbolic function sub-stage is the first sub-stage of the pre-operational thought. In this stage, the child has the capability to mentally represent an object that is not physically present. This stage occurs between the ages of 2 and 4 years of age. The Intuitive Thought Sub-stage, the second sub-stage of preoperational thought that generally occurs between 4 and 7 years of age. In this stage, children are tempted to ask many questions. In other words, one of the most prominent words for the children around this age is â€Å"why†. There are many similarities and differences between the Piaget’s theory of cognitive development that explains infancy and early childhood. Similarities †¢Both the selected theories that I believe best describes cognitive development in infancy and early childhood come from Piaget. †¢Both theories have stages (Sensorimotor and preoperational) and are further divided into sub-stages. †¢Both theories rely on the assumption that infants and children actively construct an understanding of the world. †¢Both theories give a time frame of when the stages and the sub- stages occur†¢Both theories have limitations. Differences †¢Sensorimotor stage deals with infants from birth to 2 years of age and Preoperational stage deals with early childhood that generally occurs between the ages of 2 and 7. †¢Sensorimotor is the stage one of the Piaget’s theory of cognitive development; whereas preoperational period is stage two of his theory. †¢The limitation of the sensorimotor stages rests on the accuracy of the timing of the events that Piaget mentioned; whereas the limitation of the Pre-operational thought rests on the concepts such as centration and conservation. Therefore, in this paper, I have considered Piaget’s theory to explain cognitive development in both infancy and early childhood. I have also considered the similarities and differences between the two theories. References Caulfield, R. A. (2001). Infants and toddlers. Upper Saddle River, NJ: Prentice HallSantrock, J. W. (2008). Essentials of life-span development. NY: McGraw-Hill.

Center For Writing Excellence Essay

All resources available at CWE is aimed at the capacity edifice of the pupils to grok the authorship manners and therefore enables them to bring forth comprehensive. perfect and original documents. These assisting resources range from Grammar ushers to package tutorials. The first set of tutorials includes grammar usher and common English mistakes which help out pupils in developing a perfect manner that is barren of grammatical defects. The following set of tutorials is assorted instructions about developing and forming instance surveies. lineations and annotated bibliographies and utilizing APA commendation manner. It besides contains assorted paradigms that help pupils understand use these assorted types and forms of composing. Following in the series are assorted tools and packages that help pupils forming their authorship stuff. It includes â€Å"Citation Generator† and â€Å"Thesis Statement Generator† . The forms and processs about composing an essay is an of import usher. In terminal the CWE offers assorted ready to hand tutorials about assorted MS softwares that enable pupils to larn and utilize these packages more efficaciously. For me. the two most of import resources are the Grammar and Writing Guides and Essay Guidelines. CWE has devoted a complete web site to Grammar guideline that manifests the importance of grammar in the authorship procedure. I was ne'er well-versed in grammar and this affected my writing manner. This grammar mechanics helped me to a great extent to take my blemished writing manner and to develop a new technique with least grammatical mistakes. The trials helped me greatly to understand my present degree and inculcated in me a spirit to better my grammar and informal look. Essay usher is the other available resource stuff that helped me to hold on assorted stairss involved in bring forthing a good essay written with a intent and for an intended audience. I ne'er had a wont of revising my written stuff but these guidelines compelled me to reexamine my Hagiographas.

War of 1812 - Fighting in 1813

War of 1812 - Fighting in 1813 1812: Surprises at Sea Ineptitude on Land | War of 1812: 101 | 1814: Advances in the North A Capital Burned Assessing the Situation In the wake of the failed campaigns of 1812, newly re-elected President James Madison was forced to reassess the strategic situation along the Canadian border. In the Northwest, Major General William Henry Harrison had replaced the disgraced Brigadier General William Hull and was tasked with re-taking Detroit. Diligently training his men, Harrison was checked at the River Raisin and unable to advance without American control of Lake Erie. Elsewhere, New England remained reluctant to play an active role in supporting the war effort making a campaign against Quebec an unlikely prospect. As a result, it was decided to focus American efforts for 1813 on achieving victory on Lake Ontario and the Niagara frontier. Success on this front also required control of the lake. To this end, Captain Isaac Chauncey had been dispatched to Sackets Harbor, NY in 1812 for the purpose of constructing a fleet on Lake Ontario. It was believed that victory in and around Lake Ontario would cut off Upper Cana da and open the way for an attack on Montreal. The Tide Turns at Sea Having achieved stunning success over the Royal Navy in a series of ship-to-ship actions in 1812, the small US Navy sought to continue its run of good form by attacking British merchant ships and remaining on the offensive. To this end, the frigate USS Essex (46 guns) under Captain David Porter, patrolled the South Atlantic scooping up prizes in late 1812, before rounding Cape Horn in January 1813. Seeking to strike the British whaling fleet in the Pacific, Porter arrived at Valparaiso, Chile in March. For the remainder of the year, Porter cruised with great success and inflicted heavy losses on British shipping. Returning to Valparaiso in January 1814, he was blockaded by the British frigate HMS Phoebe (36) and sloop of war HMS Cherub (18). Fearing that additional British ships were en route, Porter attempted to break out on March 28. As Essex exited the harbor, it lost its main topmast in a freak squall. With his ship damaged, Porter was unable to return to port and soon brought to action by the British. Standing off Essex, which was largely armed with short-range carronades, the British pounded Porters ship with their long guns for over two hours ultimately forcing him to surrender. Among those captured on board was young Midshipman David G. Farragut who would later lead the Union Navy during the Civil War. While Porter was enjoying success in the Pacific, the British blockade began to tighten along the American coast keeping many of the US Navys heavy frigates in port. While the effectiveness of the US Navy was hampered, hundreds of American privateers preyed upon British shipping. During the course of the war, they captured between 1,175 and 1,554 British ships. One ship that was at sea early in 1813 was Master Commandant James Lawrences brig USS Hornet (20). On February 24, he engaged and captured the brig HMS Peacock (18) off the coast of South America. Returning home, Lawrence was promoted to captain and given command of the frigate USS Chesapeake (50) at Boston. Completing repairs to ship, Lawrence prepared to put to sea in late May. This was hastened by the fact that only one British ship, the frigate HMS Shannon (52), was blockading the harbor. Commanded by Captain Philip Broke, Shannon was a crack ship with a highly trained crew. Eager to engage the American, Broke issued a cha llenge to Lawrence to meet him in battle. This proved unnecessary as Chesapeake emerged from the harbor on June 1. Possessing a larger, but greener crew, Lawrence sought to continue the US Navys streak of victories. Opening fire, the two ships battered each other before coming together. Ordering his men to prepare to board Shannon, Lawrence was mortally wounded. Falling, his last words were reputedly, Dont give up the Ship! Fight her till she sinks. Despite this encouragement, the raw American sailors were quickly overwhelmed by Shannons crew and Chesapeake was soon captured. Taken to Halifax, it was repaired and saw service in the Royal Navy until being sold in 1820. We Have Met the Enemy... As American naval fortunes were turning at sea, a naval building race was underway on the shores of Lake Erie. In an attempt to regain naval superiority on the lake, the US Navy began construction of two 20-gun brigs at Presque Isle, PA (Erie, PA). In March 1813, the new commander of American naval forces on Lake Erie, Master Commandant Oliver H. Perry, arrived at Presque Isle. Assessing his command, he found that there was a general shortage of supplies and men. While diligently overseeing the construction of the two brigs, named USS Lawrence and USS Niagara, Perry traveled to Lake Ontario in May 1813, to secure additional seamen from Chauncey. While there, he collected several gunboats for use on Lake Erie. Departing from Black Rock, he was nearly intercepted by the new British commander on Lake Erie, Commander Robert H. Barclay. A veteran of Trafalgar, Barclay had arrived at the British base of Amherstburg, Ontario on June 10. Though both sides were hampered by supply issues they worked through the summer to complete their fleets with Perry finishing his two brigs and Barclay commissioning the 19-gun ship HMS Detroit. Having gained naval superiority, Perry was able to cut the British supply lines to Amherstburg forcing Barclay to seek battle. Departing Put-in-Bay on September 10, Perry maneuvered to engage the British squadron. Commanding from Lawrence, Perry flew a large battle flag emblazoned with his friends dying command, Dont Give Up the Ship! In the resulting Battle of Lake Erie, Perry won a stunning victory that saw bitter fighting and the American commander compelled to switch ships midway through the engagement. Capturing the entire British squadron, Perry sent a brief dispatch to Harrison announcing, We have met the enemy and they are ours. 1812: Surprises at Sea Ineptitude on Land | War of 1812: 101 | 1814: Advances in the North A Capital Burned 1812: Surprises at Sea Ineptitude on Land | War of 1812: 101 | 1814: Advances in the North A Capital Burned Victory in the Northwest As Perry was constructing his fleet through the first part of 1813, Harrison was on the defensive in western Ohio. Constructing a major base at Fort Meigs, he repelled an attack led by Major General Henry Proctor and Tecumseh in May. A second attack was turned back in July as well as one against Fort Stephenson (August 1). Building his army, Harrison was ready to go on the offensive in September following Perrys victory on the lake. Moving forward with his Army of the Northwest, Harrison sent 1,000 mounted troops overland to Detroit while the bulk of his infantry was transported there by Perrys fleet. Recognizing the danger of his situation, Proctor abandoned Detroit, Fort Malden, and Amherstburg and began retreating east (Map). Retaking Detroit, Harrison began pursuing the retreating British. With Tecumseh arguing against falling back, Proctor finally turned to make a stand along the Thames River near Moraviantown. Approaching on October 5, Harrison assaulted Proctors position during the Battle of the Thames. In the fighting, the British position was shattered and Tecumseh killed. Overwhelmed, Proctor and a few of his men fled while the majority were captured by Harrisons army. One of the few clear cut American victories of the conflict, the Battle of the Thames effectively won the war in the Northwest for the United States. With Tecumseh dead, the threat of Native American attacks subsided and Harrison concluded an armistice with several tribes at Detroit. Burning a Capital In preparation for the main American push at Lake Ontario, Major General Henry Dearborn was ordered to position 3,000 men at Buffalo for a strike against Forts Erie and George as well as 4,000 men at Sackets Harbor. This second force was to attack Kingston at the upper outlet of the lake. Success on both fronts would sever the lake from Lake Erie and the St. Lawrence River. At Sackets Harbor, Chauncey had rapidly constructed a fleet that had wrested naval superiority away from his British counterpart, Captain Sir James Yeo. The two naval officers would conduct a building war for the remainder of the conflict. Though several naval engagements were fought, neither was willing to risk their fleet in a decisive action. Meeting at Sackets Harbor, Dearborn and Chauncey began to have misgivings about the Kingston operation despite the fact that the objective was only thirty miles away. While Chauncey fretted about possible ice around Kingston, Dearborn was concerned about the size of the Br itish garrison. Instead of striking at Kingston, the two commanders instead elected to conduct a raid against York, Ontario (present-day Toronto). Though of minimal strategic value, York was the capital of Upper Canada and Chauncey had intelligence that two brigs were under construction there. Departing on April 25, Chaunceys ships carried Dearborns troops across the lake to York. Under the direct control of Brigadier General Zebulon Pike, these troops landed on April 27. Opposed by forces under Major General Roger Sheaffe, Pike succeeded in taking the town after a sharp fight. As the British retreated, they detonated their powder magazine killing numerous Americans including Pike. In the wake of the fighting, American troops began looting the town and burned the Parliament Building. After occupying the town for a week, Chauncey and Dearborn withdrew. While a victory, the attack on York did little to alter the strategic outlook on the lake and behavior of the American forces would influence British actions the following year. Triumph and Defeat Along the Niagara Following the York operation, Secretary of War John Armstrong chastised Dearborn for failing to accomplish anything of strategic value and blamed him for Pikes death. In response, Dearborn and Chauncey began shifting troops south for an assault on Fort George in late May. Alerted to this fact, Yeo and the Governor General of Canada, Lieutenant General Sir George Prevost, made immediate plans to attack Sackets Harbor while American forces were occupied along the Niagara. Departing Kingston, they landed outside of the town on May 29 and moved to destroy the shipyard and Fort Tompkins. These operations were quickly disrupted by a mixed regular and militia force led by Brigadier General Jacob Brown of the New York militia. Surrounding the British beachhead, his men poured heavy fire into Prevosts troops and compelled them to withdraw. For his part in the defense, Brown was offered a brigadier generals commission in the regular army. At the other end of the lake, Dearborn and Chauncey moved forward with their attack on Fort George. Again delegating operational command, this time to Colonel Winfield Scott, Dearborn watched as American troops conducted an early morning amphibious assault on May 27. This was supported by a force of dragoons crossing the Niagara River upstream at Queenston which was tasked with cutting off the British line of retreat to Fort Erie. Clashing with Brigadier General John Vincents troops outside of the fort, the Americans succeeded in driving off the British with the aid of naval gunfire support from Chaunceys ships. Forced to surrender the fort and with the route south blocked, Vincent abandoned his posts on the Canadian side of the river and retreated west. As a result, American troops crossed the river and occupied Fort Erie (Map). 1812: Surprises at Sea Ineptitude on Land | War of 1812: 101 | 1814: Advances in the North A Capital Burned 1812: Surprises at Sea Ineptitude on Land | War of 1812: 101 | 1814: Advances in the North A Capital Burned Having lost the dynamic Scott to a broken collarbone, Dearborn ordered Brigadier Generals William Winder and John Chandler west to pursue Vincent. Political appointees, neither possessed significant military experience. On June 5/6, Vincent counterattacked at the Battle of Stoney Creek and succeeded in capturing both generals. On the lake, Chaunceys fleet had departed for Sackets Harbor only to be replaced by Yeos. Threatened from the lake, Dearborn lost his nerve and ordered a withdrawal to a perimeter around Fort George. The situation worsened on June 24, when an American force under Lieutenant Colonel Charles Boerstler was crushed at the Battle of Beaver Dams. For his weak performance, Dearborn was recalled on July 6 and replaced with Major General James Wilkinson. Failure on the St. Lawrence Generally disliked by most officers in US Army for his prewar intrigues in Louisiana, Wilkinson was instructed by Armstrong to strike at Kingston before moving down the St. Lawrence. In doing so he was to link up with forces advancing north from Lake Champlain under Major General Wade Hampton. This combined force would in turn attack Montreal. After stripping the Niagara frontier of most of its troops, Wilkinson prepared to move out. Finding that Yeo had concentrated his fleet at Kingston, he decided to make only a feint in that direction before advancing down the river. To the east, Hampton began moving north toward the border. His advance was hampered by the recent loss of naval superiority on Lake Champlain. This forced him to swing west to the headwaters of the Chateauguay River. Moving downstream, he crossed the border with around 4,200 men after the New York militia refused to leave the country. Opposing Hampton was Lieutenant Colonel Charles de Salaberry who possessed a mixed force of around 1,500 men. Occupying a strong position approximately fifteen miles below the St. Lawrence, de Salaberrys men fortified their line and waited for the Americans. Arriving on October 25, Hampton surveyed the British position and attempted to flank it. In a minor engagement known as the Battle of the Chateauguay, these efforts were repulsed. Believing the British force to be larger than it was, Hampton broke off the action and returned south. Moving forward, Wilkinsons 8,000-men force left Sackets Harbor on October 17. In poor health and taking heavy doses of laudanum, Wilkinson pushed downstream with Brown leading his vanguard. His force was pursued by an 800-man British force led by Lieutenant Colonel Joseph Morrison. Tasked with delaying Wilkinson so additional troops could reach Montreal, Morrison proved an effective annoyance to the Americans. Tired of Morrison, Wilkinson dispatched 2,000 men under Brigadier General John Boyd to attack the British. Striking on November 11, they assaulted the British lines at the Battle of Cryslers Farm. Repulsed, Boyds men were soon counterattacked and driven from the field. Despite this defeat, Wilkinson pressed on toward Montreal. Reaching the mouth of the Salmon River and having learned that Hampton had retreated, Wilkinson abandoned the campaign, re-crossed the river, and went into winter quarters at French Mills, NY. The winter saw Wilkinson and Hampton exchange letters with Arm strong over who was to blame for the campaigns failure. A Dismal End As the American thrust towards Montreal was coming to an end, the situation on the Niagara frontier reached a crisis. Stripped of troops for Wilkinsons expedition, Brigadier General George McClure decided to abandon Fort George in early December after learning that Lieutenant General George Drummond was approaching with British troops. Retiring across the river to Fort Niagara, his men burned the village of Newark, ON before departing. Moving into Fort George, Drummond began preparations to assault Fort Niagara. This moved forward on December 19 when his forces overwhelmed the forts small garrison. Outraged over the burning of Newark, British troops moved south and razed Black Rock and Buffalo on December 30. While 1813 had started with great hope and promise for the Americans, the campaigns on the Niagara and St. Lawrence frontiers met with failure similar to those of the year before. As in 1812, the smaller British forces had proved adept campaigners and the Canadians showed a willingness to fight to protect their homes rather than throw off the yoke of British rule. Only in the Northwest and Lake Erie did American forces achieve an undisputed victory. While the triumphs of Perry and Harrison helped bolster national morale, they occurred in arguably the least important theater of the war as victory on Lake Ontario or the St. Lawrence would have caused British forces around Lake Erie to whither on the vine. Forced to endure another long winter, the American public was subjected to a tightening blockade and the threat of increased British strength in the spring as the Napoleonic Wars neared an end. 1812: Surprises at Sea Ineptitude on Land | War of 1812: 101 | 1814: Advances in the North A Capital Burned

Political Conservatism and the Role of Religion

Political Conservatism and the Role of Religion Quite often, those on the left of the political spectrum dismiss political conservative ideology as the product of religious fervor. At first blush, this makes sense. After all, the conservative movement is populated by people of faith. Christians, Evangelicals, and Catholics tend to embrace the key aspects of conservatism, which include limited government, fiscal discipline, free enterprise, a strong national defense, and traditional family values. This is why many conservative Christians side with Republicanism politically. The Republican Party is most associated with championing these conservative values. Members of the Jewish faith, on the other hand, tend to drift toward the Democratic party because history supports it, not because of a particular ideology. According to author and essayist Edward S. Shapiro in American Conservatism: An Encyclopedia, most Jews are descendants of central and Eastern Europe, whose liberal parties in contrast to right-wing opponents favored Jewish emancipation and the lifting of economic and social restrictions on Jews. As a result, Jews looked to the Left for protection. Along with the rest of their traditions, Jews inherited a left-wing bias after emigrating to the United States, Shapiro says. Russell Kirk, in his book, The Conservative Mind, writes that, with the exception of antisemitism, The traditions of race and religion, the Jewish devotion to family, old usage, and spiritual continuity all incline the Jew toward conservatism. Shapiro says Jewish affinity for the left was cemented in the 1930s when Jews enthusiastically supported Franklin D. Roosevelts New Deal. They believed that the New Deal had succeeded in alleviating the social and economic conditions in which antisemitism flourished and, in the election of 1936, Jews supported Roosevelt by a ratio of nearly 9 to 1. While its fair to say that most conservatives use faith as a guiding principle, most try to keep it out of political discourse, recognizing it as something intensely personal. Conservatives often will say that the Constitution guarantees its citizens freedom of religion, not freedom from religion. In fact, there is plenty of historical evidence that proves, despite Thomas Jeffersons famous quote about a wall of separation between church and state, the Founding Fathers expected religion and religious groups to play an important role in the development of the nation. The religion clauses of the First Amendment guarantee the free exercise of religion, while at the same time protecting the nations citizens from religious oppression. The religion clauses also ensure that the federal government cannot be overtaken by one particular religious group because Congress cannot legislate one way or another on an establishment of religion. This precludes a national religion but also prevents the government from interfering with religions of any kind. For contemporary conservatives, the rule of thumb is that practicing faith publicly is reasonable, but proselytizing in public is not.

Range of semiconductor devices and circuits Coursework

Range of semiconductor devices and circuits - Coursework Example A good diode should posses forward to reverse resistance ratio of 10:1 with others with the ratio up to 100:1. If a diode is open, it will show infinite resistance in both directions. On the other hand, a shorted resistance will show low resistance in both directions. The procedure for testing the diode using an ohmmeter only is as illustrated in the following steps. 1. The Ohmmeter is configured to measure on the lowest range. If it’s a digital ohmmeter, a 2-kohm range or the nearest equivalent is used. 2. The ohmmeter leads are connected across the diode with the positive red probe on the P-material and the negative black probe on the N- material as shown in the diagram below. 3. The measured resistance of the diode is measured; Rf is recorded after which the setup is disconnected. 4. After the disconnection, the leads of the ohmmeter are reversed and connected in the reverse direction i.e. the positive red probe is connected to the N – material on the diode and the n egative black probe is connected to the P – material on the diode as indicated in the figure below. 5. The measured reverse resistance RR (reverse resistance is recorded) 6. The forward and the reverse resistance ratio is calculated as RR/RF 7. If the reverse resistance ratio is equal to one or very close to one, then the diode is faulty. In the same way the polarity of the diode can be identified. When the diode shows infinite resistance the material connecting to the positive red probe of the ohmmeter is the P – material of the diode. On the contrary, the part connected to the Negative black probe of the ohmmeter is the N – material of the Diode. Question3 VRMS = Vm*0.7071 = 100*0.7071 =70.71 Question 4 a) Ripple factor = Vrms/Vdc Capacitance = 50micro Farad 50*80*10-6 =4000*10-6 4*10-3 (4*10-3)*2500 10 10*2 = 20 20* v3 = 34.64 34.64*4 = 138.56 1/138.56 = 0.0072 Ripple factor = 0.0072*100% = 0.72% b) 50*100*10-6 5*10-3 (5*10-3)*12000 60,000*10-3 =60 60*2 = 120 120* v3= 207.84 207.84*4 = 831.38 1/831.38 = 0.0012 Ripple factor = 0.0012*100% = 0.12% Question 5 Block diagram of a complete power supply Analyze the operation of different types of amplifier Summing up amplifier This type of amplifier is used to add two voltages. The output voltage is equivalent to the sum of the input voltages. With summing up amplifiers, the output voltage cannot be greater than the power supply in case of exceeding the power supply, the amplifier is damaged. Summing up amplifiers are of twp types, Non – inverting and inverting amplifiers. Non – inverting amplifiers does not have an effect on the polarity of t

Technology and HRM Research Paper Example | Topics and Well Written Essays - 1500 words

Technology and HRM - Research Paper Example Completion of this paper is made successful due to immense contribution made by Mr. Smith Zaid who is the HR manager at SEHA. SEHA Hospital is located in Abu Dhabi. Never before in SEHA hospital’s history has any manager or leader tried to implement the tool of HIT to improve the performance of HRM like Mr. Zaid has. It was the interview conducted with Mr. Zaid which helped to clarify how HIT can be used to solve many challenges encountered by HRM department in the healthcare facilities. He first mentioned several issues which were plaguing the reputation of his organization in the past. Then, he went on to explain how he used innovation technology-based solutions to address each of those issues. Following discussion aims to establish how technology and HRM are inextricably linked to each other in the light of knowledge shared by Mr. Zaid, the HR manager at SEHA hospital. Patient care delivery operations form an important part of those services in the healthcare field. Mr. Smith was having a lot of trouble in this particular area prior to depending on technology. As he became interested in new horizons introduced by technology, he came across the idea of HIT. He thought that it would be best to use technology to answer the puzzling questions and improve the quality of patient care delivery operations. Another problem encountered by SEHA was that medical information which used to be delivered to patients often lacked propriety and credibility. The patient records held by HRM often used to be breached which generated the problem of patient trust and privacy. HIT helps to ensure that all medical information is absolutely trustworthy and clear. This requires many imaginative innovations in information-sharing technology, but it also ensures security to patients and takes care of their concerns in an optimally effective manner. Securing patients’ records is a