History of Science and Technology free essay sample

The history of science and technology (HST) is a field of history which examines how humanity understands of the natural world (science) and ability to manipulate it (technology) has changed over the centuries. This academic discipline also studies the cultural, economic, and political impacts of scientific innovation. The twentieth century witnessed a fateful change in the relationship between science and society. In World War I scientists were conscripted and died in the trenches. In World War II they were exempted as national treasures and committed to secrecy, and they rallied behind their country’s war effort. The explanation of the change is not hard to find—governments came to believe that theoretical research can produce practical improvements in industry, agriculture, and medicine. That belief was firmly reinforced by developments such as the discovery of antibiotics and the application of nuclear physics to the production of atomic weapons. Science became so identified with practical benefits that the dependence of technology on science is commonly assumed to be a timeless relationship and a single enterprise. We will write a custom essay sample on History of Science and Technology or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Science and technology, research and development—these are assumed to be almost inseparable twins. These rank among the sacred phrases of our time. The belief in the coupling of science and technology is now petrified in the dictionary definition of technology as applied science, and journalistic reports under the rubric of â€Å"science news† are, in fact, often accounts of engineering rather than scientific achievements. Histories of science were originally written by practicing and retired scientists, starting primarily with William Whewell, as a way to communicate the virtues of science to the public. In the early 1930s, after a famous paper given by the Soviet historian Boris Hessen, was focused into looking at the ways in which scientific practices were allied with the needs and motivations of their context. After World War  II, extensive resources were put into teaching and researching the discipline, with the hopes that it would help the public better understand both science and technology as they came to play an exceedingly prominent role in the world. In the 1960s, especially in the wake of the work done by Thomas Kuhn, the discipline began to serve a very different function, and began to be used as a way to critically examine the scientific enterprise. At the present time it is often closely aligned with the field of Science studies. [citation needed] Modern engineering as it is understood today took form during the scientific revolution, though much of the mathematics and science was built on the work of the Greeks, Egyptians, Mesopotamians, Chinese, Indians and Muslims. See the main articles History of science and History of technology for these respective topics.

Do Prisons Help The Crime Wave essays

Do Prisons Help The Crime Wave essays Do prisons teach people to become worse criminals? Many people think that a prisoner is taught how to be a better criminal while in prison. Prisoners are integrated with people that have committed worse crimes than the ones that they have committed. The bigger and better criminals teach the others what they need to learn to survive prison life. There are many other aspects of prison that can make a prisoner worse than when he or she went in. Are prisons helping to stop the crime wave? For starters, prisons around the United States are extremely overcrowded. Wyoming is a good example of overcrowding in prisons. We have had to send a number of prisoners to Colorado because we have run out of room to keep them in Wyoming. The number of people sent to prisons were for drug offences more than violent crimes(). Some people are saying that making some drugs legal, such as marijuana, would decrease the number of prisoners drastically. There are also evidence that even though they are in prison, they can still buy and sell drugs. It has been found that 80% of drug offenders that have received sentences in New York have never been convicted of a violent felony or committed a violent crime. It was found that one in four drug offenders in prison was convicted of simple possession (Human Rights Watch). Are prisoners learning prejudice in prisons? There is evidence of this. Some civil rights organizations are calling for renewed scrutiny of the segregation policies of many state and federal prisons, charging that they inadvertently promotes growth of hatred and serve as recruiting grounds for supremacist groups. David Novak, a man who spent a year in a federal prison camp, said that it left an imprint of racial intolerance on him. He said he felt compassion for the three white murder suspects in the killing of James Byrd Jr. in Jasper, TX. Two of the three allegedly have made ties with white-supremacist gangs while they were...

Governmet's Indian Policy in 1930s Essay Example | Topics and Well Written Essays - 2000 words

Governmet's Indian Policy in 1930s - Essay Example The romantic in Winston Churchill had an unbreakable emotional attachment with India as a part of the British Empire. This is very evident in what Louis Mountbatten had to say of Winston Churchill to Archibald Wavell who was then the Viceroy of India: "And he also disputed the idea of any advance (of autonomy) in India because he has got a very emotional feeling about India; he was there as a young subaltern the Fourth Hussars in 1897 or something of the sort. To him India is Kipling, it is polo, it is soldiering, it is glamour, it is everything. He doesn't want to see that go away and he thinks, in some ways quite rightly, that India is happier under British Rule." The intrinsic factor combined with extrinsic factors such as economic and political influences, requirements and his motives of the times. Thus, in his stand against granting more autonomy to India, we find different shades and hues of the character and personality of Sir Winston Churchill. The 1930s were the 'Wilderness Years' for Winston Churchill. He was out of the Government, and naturally desperate to get back. During the period he had raised a string of issues, or rather, he had raised the alarm over several incidents or happenings that he perceived and propagated as threats but were disproved as false alarms by his detractors. These included what he considered as the threat from Bolshevik Russia; the destabilizing force of the General Strike of 1926, the crippling effect that the loss of India could have both on the empire and India itself; and the abdication crisis of 1936. The consequence was that Churchill began to be considered more of an alarmist, that he lacked knowledge or insight of the practical situation on the ground, that he was a rabble-rouser, more so in the case of his tirades against granting more autonomy to India as envisaged in the 1935 India Act. Judith M Brown echoes the same opinion: British officials who had experienced the 1919 constitutional experiment, the Simon Commission debacle and civil disobedience knew they had to conciliate a widening range of Indian political opinion and to harness it to the process of government. Even Wellington's administration which refused to 'deal' or 'treat' with Gandhi in 1932-3 realized that Ordinance rule and smashing the congress organization was only a temporary solution. At the turn of 1931-2 Wellington had unsuccessfully tried to extract from London greater freedom in appointing his Executive Council, partly to enable him to admit more Indians as a counterpoise to the draconian policies adopted to crush civil disobedience. He argued that he could not use the big stick unless he could demonstrate real movement towards more Indian political responsibility Given such messages from the men on the spot, only the die-hard wing of the Tory Party led by Churchill and Salisbury, backed by the Rathermore Press opposed a reform package. For reasons of ideology and party strategy, they belaboured the National Government's attempts to produce a reform package. (Brown pp.275 - 276) She goes on to add: Churchill was bitterly hostile to Indian aspirations and given to tirades in Cabinet about the maintenance

Business Environment Essay Example | Topics and Well Written Essays - 750 words

Business Environment - Essay Example Other political factors that currently influence business organisations in United Kingdom include government policies, efficiency drives, European Union policies and international policies (Ernst and Young, 2013). Local businesses in the UK are directly affected by European Union policies and legislations. For instance EU Liberalization Policy enacted in 1993 ensures that businesses in UK alongside other EU member states face competition in equal measures as tariffs are not levied to protect local producers in a scenario whereby similar goods are imported from within European Union (Foreign Affairs Select Committee, 2013). The presence of emerging economies such as China provides very competitive force for UK-based organisations (BIS, 2011). This is since the huge economies such as China and India have the capability of producing large quantities of products but at lower costs. Such scenario makes operations very difficult for UK-based competitors within the global market (Jones and Evans, 2013). There is a high level of migration to the UK, resulting to great extent of multiculturalism within organisations. Implementation of internet recruiting has enabled organisations to source expertise from different corners of the world leading to multicultural workforce. This benefits businesses in the UK since they bring into organisations fresh and varying perspectives capable of solving persistent business problems. However, there is a high probability of the existence of misunderstandings based on different cross-cultural beliefs. Such scenario, if not appropriately checked, can bring negative impact on business performances (House of Lords Select Committee on Economic Affairs, 2008). Technological advancements have made it easier for businesses in the UK to make instant contacts with the rest of the world. For instance, quick communication channels and improved transport links have made

Manfucturing quality sys Case Study Example | Topics and Well Written Essays - 2500 words

Manfucturing quality sys - Case Study Example The changes in the departments will bring about a positive impact and this will help the company in succeeding in the airline industry. By changing the supply routines and the supplier, material management will become easier. Enterprise Resource Planning is one among the best ways to integrate the departments in the company. This will help in decision making and further improvement of the company. Toon Air has been operating the airlines for many years. They have been successful in this field with no specific competitors. The recent development in the airline industry has led to a situation where many other airlines operate at a lower cost. This has affected the development and growth of Toon air. This has proved to be a great disadvantage. To overcome this situation Toon Air has to adopt new strategies and plan accordingly so that the current situation can be improved. This will enable the employees and the customers to have a problem free environment. The spare parts are procured regularly form some of the manufacturers. Any purchased material has to be stored in a warehouse and it has to be maintained properly, failing which may leads to unforeseen circumstances. These spares have been stored at a warehouse which is located at a distance of 30 miles from the airport. Purchasing is the major event in the management of supply of spares. The main problem is the delay in the supply of parts. Whenever a part is required they must be readily available to the users and engineers. There should not be any time delay as this in turn affects the flight timings. This will result in an unexpected loss to the company since the aircrafts are kept at the airport. They manage the situation temporarily by flying the substitute planes. This is not a permanent solution. This may prove to be a problem when several planes are idle at the airport. The spares are supplied to the maintenance engineers as and when needed. As the people in the purchase de partment do not have proper authority to decide and procure spares, this delays the process of purchase and supply of spares to the engineers. Toon Air purchases the spares from a reliable supplier. The cost of the spares is costly when compared to the other suppliers. They must select a different supplier who can supply the parts at a much lesser rate. This will be of more help to the company as this amount can be used for some other purpose. If the supplier is changed they can procure the spares immediately. (Hitomi, 1996).They must select the supplier who can deliver the spares immediately after the order is placed. This will reduce the delay in the supply of the parts. This in turn will reduce the idle time of the aircrafts. Since the spares are delivered immediately, the substitute planes can be used for any emergency situation alone. There has been a practice of engineers getting the spares directly from the suppliers. They make an order to the supplier and they get the spares delivered as and when they require. This may be of help only in certain cases. To avoid such a situation, the company must change to a different supplier so that the spares are procured whenever needed. The company must appoint some responsible person who can handle the purchase department in an efficient way. This will ensure that the department does not

Literature Review on Recruitment and Selection Process

Literature Review on Recruitment and Selection Process Employee selection is the process of collecting and evaluating information about an individual in order to extend an offer of employment (R.D. Gate wood and H.S. Field) Employee selection is part of the overall staffing process of the organization, which also includes human resource (HR) planning, recruitment, and retention activities. By doing human resource planning, the organization projects its likely demand for personnel with particular knowledge, skills, and abilities (KSAs), and compares that to the anticipated availability of such personnel in the internal or external labour markets. During the recruitment phase of staffing, the organization attempts to establish contact with potential job applicants by job postings within the organization, advertising to attract external applicants, employee referrals, and many other methods, depending on the type of organization and the nature of the job in question. Employee selection begins when a pool of applicants is generated by the or ganizations recruitment efforts. During the employee selection process, a firm decides which of the recruited candidates will be offered a position. Effective employee selection is a critical component of a successful organization. How employees perform their jobs is a major factor in determining how successful an organization will be. Job performance is essentially determined by the ability of an individual to do a particular job and the effort the individual is willing to put forth in performing the job. Through effective selection, the organization can maximize the probability that its new employees will have the necessary KSAs to do the jobs they were hired to do. Thus, employee selection is one of the two major ways (along with orientation and training) to make sure that new employees have the abilities required to do their jobs. It also provides the base for other HR practices-such as effective job design, goal setting, and compensation-that motivate workers to exert the effort needed to do their jobs effectively, according to Gatewood and Field. Job applicants differ along many dimensions, such as educational and work experience, personality characteristics, and innate ability and motivation levels. The logic of employee selection begins with the assumption that at least some of these individual differences are relevant to a persons suitability for a particular job. Thus, in employee selection the organization must: Determine the relevant individual differences (KSAs) needed to do the job and Identify and utilize selection methods that will reliably and validly assess the extent to which job applicants possess the needed KSAs. The organization must achieve these tasks in a way that does not illegally discriminate against any job applicants on the basis of race, colour, religion, sex, national origin, disability, or veterans status. An Overview of the Selection process: Employee selection is itself a process consisting of several important stages, as shown in Exhibit 1. Since the organization must determine the individual KSAs needed to perform a job, the selection process begins with job analysis, which is the systematic study of the content of jobs in an organization. Effective job analysis tells the organization what people occupying particular jobs do in the course of performing their jobs. It also helps the organization determine the major duties and responsibilities of the job, as well as aspects of the job that are of minor or tangential importance to job performance. The job analysis often results in a document called the job description, which is a comprehensive document that details the duties, responsibilities, and tasks that make up a job. Because job analysis can be complex, time-consuming, and expensive, standardized job descriptions have been developed that can be adapted to thousands of jobs in organizations across the world. Two exa mples of such databases are the U.S. governments Standard Occupational Classification (SOC), which has information on at least 821 occupations, and the Occupational Information Network, which is also known as O*NET. O*NET provides job descriptions for thousands of jobs. An understanding of the content of a job assists an organization in specifying the knowledge, skills, and abilities needed to do the job. These KSAs can be expressed in terms of a job specification, which is an 2.2 Main Responsibilities of HRM 2.2.1 Getting the Best Employees Workforce planning Specifying Jobs and Roles Recruiting Outsourcing Screening Applicants Staffing Selecting (Hiring) New Employees. 2.2.1.1 Workforce planning a) Objective of Workforce Planning Workforce planning is one of the most important activities in any organisation. It starts with analysis of the strategic position of the business. The results of this analysis then feed into a forecast of the required demand for labour by the organisation and how this is likely to be supplied. The final stage involves the creation and implementation of a human resources plan which aims to deliver the right number of the right people for the Organisation. b) Strategy for workforce plan The strategic position and requirement of the organisation have the most important influence on workforce planning: Organisation objectives and scope of activities: what are the objectives of the organisation? What products are to be sold, in which markets; using what kind of distribution? Organisation location where is the organisation located? How are the various business units, divisions, functions distributed across the various locations? What specialist skills are essential in each location? What are the workforce implications of decisions on organisation location? Labour environment: what is happening to the size of the labour force? What key population and employment trends (e.g. the increasing numbers of people working on temporary or short-term contracts) affect the ability of the business to recruit staff? What provision needs to be made for employee pension; what employment legislation Timetables to what extent does the strategic needs of the business require short-term changes in the workforce or can change be achieved over a longer period. For example, are new retailing or distribution locations to be opened in the next 12 months that require staff? c) Forecasting Workforce Demand Putting a good Human Resources plan together requires an organisation to make a reasonably accurate forecast of workforce size. Key factors to consider in this forecast are: Demand for existing and new products/projects Organisation disposals and product closures Introduction of new technology (e.g. new production equipment) Cost reduction programmes (most usually involve a reduction in staff numbers somewhere within the business) Changes to the business organisational structure Business acquisitions, joint ventures, strategic partnerships Forecasting Workforce Supply The starting point for estimating supply is the existing workforce: an Organisation should take account of: Scheduled changes to the composition of the existing workforce (e.g. promotions; job rotation) Normal loss of workforce e.g. through retirement, normal labour turnover Potential exceptional factors e.g. actions of competitors that create problems of staff retention By comparing the forecast workforce demand and supply it is possible to compile a forecast of net workforce size. This then needs to be compared with the strategic requirements for the organisation. The result is the workforce gap (which is a forecast of too few or too many workers). The role of HRM is to close the gap! HRM Policies to Close the Workforce Gap The key HRM activities to manage the workforce gap comprise: Recruitment plans (how many people, where, what type, how) Training plans Redundancy plans Staff Retention Plans (how the business intends to keep the staff it wants to retain) 2.2.1.2 Specifying jobs and roles This phenomenon includes two processes; Job specification Job description Job Specification Derived from job analysis, it is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks comprising a specific job or function. A job specification describes the knowledge, skills, education, experience, and abilities organisation believes are essential to performing a particular job. The job specification is developed from the job analysis. A job specification cuts to the quick with organisation requirements whereas the job description defines the duties and requirements of an employees job in detail. The job specification provides detailed characteristics, knowledge, education, skills, and experience needed to perform the job, with an overview of the specific job requirements. Job Description Job descriptions are essential. Job descriptions are required for recruitment so that organisation and the applicants can understand the role. Job descriptions are necessary for all people in the organisation. A job description defines a persons role and accountability. Without a job description it is not possible for a person to properly commit to, or be held accountable for, a role. Smaller organisations commonly require staff and managers to cover a wider or more mixed range of responsibilities than in larger organisations (for example, the office manager role can comprise financial, HR, stock-control, scheduling and other duties). Therefore in smaller organisations, job descriptions might necessarily contain a greater number of listed responsibilities, perhaps 15-16. However, whatever the circumstances, the number of responsibilities should not exceed this, or the job description becomes unwieldy and ineffective. Some feature in most job descriptions are as following; communicating ( How to communicate with upper and lower level of management from his/her level) Panning and organising. Managing information and general administration support. Monitoring and reporting. Financial budgeting and control Producing things. Maintaining and repairing. Quality control. Health and safety. Using equipment and system. Developing and creating things. Importance of Job Description: Job descriptions improve an organisations ability to manage people and roles in the following ways: Clarifies organisation expectations for employees. Provides basis of measuring job performance Provides clear description of role for job candidates Provides a structure and discipline for company to understand and structure all jobs and ensure necessary activities, duties and responsibilities are covered by one job or another Provides continuity of role parameters irrespective of manager interpretation Enables pay and grading systems to be structured fairly and logically Prevents arbitrary interpretation of role content and limit by employee and employer and manager Essential reference tool in issues of employee/employer dispute Essential reference tool for discipline issues Provides important reference points for training and development areas Provides neutral and objective reference points for appraisals, performance reviews and counselling Enables formulation of skill set and behaviour set requirements per role Enables organisation to structure and manage roles in a uniform way, thus increasing efficiency and effectiveness of recruitment, training and development, organisational structure, work flow and activities, customer service, etc Enables factual view (as opposed to instinctual) to be taken by employees and managers in career progression and succession planning Job Description Components: Job Title Based at (Business Unit, Section if applicable) Position reports to (Line Manager title, location, and Functional Manager, location if matrix management structure) Job Purpose Summary (ideally one sentence) Key Responsibilities and Accountabilities, (or Duties. 8-15 numbered points) Dimensions/Territory/Scope/Scale indicators (the areas to which responsibilities extend and the scale of responsibilities staff, customers, territory, products, equipment, premises, etc) Date and other relevant internal references Hiring: Organisation basically has two main resources to get Human resources Internal Promotion Recruitment Outsourcing Internal Promotions: In this scenario existing employees of the organisation are promoted to fill the required place in the organisation. Recruitment: In this case organisation takes new employees in the organisation to fill the vacant places. Outsourcing: Outsourcing refers to a company those contracts with another company to provide services. Recruitment and Selection: Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Employee selection is the process of collecting and evaluating information about an individual in order to extend an offer of employment (R.D. Gate wood and H.S. Field) Employee selection is part of the overall staffing process of the organization, which also includes human resource (HR) planning, recruitment, and retention activities. By doing human resource planning, the organization projects its likely demand for personnel with particular knowledge, skills, and abilities (KSAs), and compares that to the anticipated availability of such personnel in the internal or external labour markets. During the recruitment phase of staffing, the organization attempts to establish contact with potential job applicants by job postings within the organization, advertising to attract external applicants, employee referrals, and many other methods, depending on the type of organization and the nature of the job in question. Employee selection begins when a pool of applicants is generated by the or ganizations recruitment efforts. During the employee selection process, a firm decides which of the recruited candidates will be offered a position. Effective employee selection is a critical component of a successful organization. How employees perform their jobs is a major factor in determining how successful an organization will be. Job performance is essentially determined by the ability of an individual to do a particular job and the effort the individual is willing to put forth in performing the job. Through effective selection, the organization can maximize the probability that its new employees will have the necessary KSAs to do the jobs they were hired to do. Thus, employee selection is one of the two major ways (along with orientation and training) to make sure that new employees have the abilities required to do their jobs. It also provides the base for other HR practices-such as effective job design, goal setting, and compensation-that motivate workers to exert the effort needed to do their jobs effectively. Gate wood and Field. Organisational document that details what is required to successfully perform a given job. The necessary KSAs are called job requirements, which is simply means they are thought to be necessary to perform the job. Job requirements are expressed in terms of desired education or training, work experience, specific aptitudes or abilities, and in many other ways. Care must be taken to ensure that the job requirements are based on the actual duties and responsibilities of the job and that they do not include irrelevant requirements that may discriminate against some applicants. For example, many organizations have revamped their job descriptions and specifications in the years since the passage of the Americans with Disabilities Act to ensure that these documents contain only job-relevant content. Validity of selection methods Validity refers to the quality of a measure that exists when the measure assesses a construct. In the selection context, validity refers to the appropriateness, meaningfulness, and usefulness of the inferences made about applicants during the selection process. It is concerned with the issue of whether applicants will actually perform the job as well as expected based on the inferences made during the selection process. The closer the applicants actual job performances match their expected performances, the greater the validity of the selection process. Selection methods A Organisation should use selection methods that reliably and accurately measure the needed qualifications. The reliability of a measure refers to its consistency. It is defined as the degree of self-consistency among the scores earned by an individual. Reliable evaluations are consistent across both people and time. Reliability is maximized when two people evaluating the same candidate provide the same ratings, and when the ratings of a candidate taken at two different times are the same. When selection scores are unreliable, their validity is diminished. Some of the factors affecting the reliability of selection measures are: Emotional and physical state of the candidate. Reliability suffers if candidates are particularly nervous during the assessment process. Lack of rapport with the administrator of the measure. Reliability suffers if candidates are turned off by the interviewer and thus do not show their stuff during the interview. Inadequate knowledge of how to respond to a measure. Reliability suffers if candidates are asked questions that are vague or confusing. Individual differences among respondents. If the range or differences in scores on the attribute measured by a selection device is large, that means the device can reliably distinguish among people. Question difficulty. Questions of moderate difficulty produce the most reliable measures. If questions are too easy, many applicants will give the correct answer and individual differences are lessened; if questions are too difficult, few applicants will give the correct answer and, again, individual differences are lessened. Length of measure. As the length of a measure increases, its reliability also increases. For example, an interviewer can better gauge an applicants level of interpersonal skills by asking several questions, rather than just one or two. Up to this point, our discussion has assumed that an employer needs to validate each of its: Studies summarizing a selection measures validity for similar jobs in other settings. Data showing the similarity between the jobs for which the validity evidence is reported and the job in the new employment setting. Data showing the similarity between the selection measures in the other studies composing the validity evidence and those measures to be used in the new employment setting. Making final selection: The extensiveness and complexity of selection processes vary greatly depending on factors such as the nature of the job, the number of applicants for each opening, and the size of the organization. A typical way of applying selection methods to a large number of applicants for a job requiring relatively high levels of KSAs would be the following: Use application blanks, resumes, and short interviews to determine which job applicants meet the minimum requirements for the job. If the number of applicants is not too large, the information provided by applicants can be verified with reference and/or background checks. Use extensive interviews and appropriate testing to determine which of the minimally qualified job candidates have the highest degree of the KSAs required by the job. Make contingent offers to one or more job finalists as identified by Step 2. Job offers may be contingent upon successful completion of a drug test or other forms of back-ground checks. General medical exams can only be given after a contingent offer is given.

Equal Partnership Rights for America :: Gay Marriage Essays

Equal Partnership Rights for America The president has often indicated that he would support a constitutional amendment against gay marriages. The Supreme Court has not yet seen a case dealing with marriage rights of homosexuals, and therefore the constitutionality of laws banning gay marriage have not yet come into question. Homosexuals would argue that they are seeking marriage rights equal with that of heterosexual marriage under the eyes of the law. Some people feel very strongly about this issue and see support for gay marriage as a governmental intrusion on a religious practice. Others see no correlation between mandates on marriages and religious freedoms. All opinions aside, this is an issue that the public simply isn’t very well informed about because there are other issues that have been seen as much more important, because they affect a greater amount of people. Despite other issues being in the public’s attention, the problems aroused by the prospect of gay marriage will soon make their presence known. The forefathers of our country inserted a clause into the Constitution known as the â€Å"full faith and credit† clause. Said clause (Article IV, Section 1, United States Constitution) insures that â€Å"full faith and credit† be given to the laws and judicial proceedings of all the states by all other states. That is, if a contract is signed in Arizona, one cannot simply move to Texas and the contract become null and void. The reason this clause can be a problem for those opposed to gay marriages is that some states are pushing to legalize or have legalized same-sex marriages or civil unions. The reason the national government cannot simply declare gay marriage illegal and thereby prevent the states from legalizing it is: 1. No authority is given to the national government (legislative branch) to make such a law; and 2. The legislation would likely not pass in the house and the senate. If any state were to pass a law declaring same-sex marriage legal in that state, all other states would have to recognize the legality of that contract and the rights that went along with it. So thousands of homosexuals would flock to that state (be it Hawaii, or Vermont) to be married, then be legally married everywhere in the United States.

An investigation into the theory of resistance Essay

My results support this as the graph of length against resistance shows that relationship is directly proportional. As the points on the graph are very close to the line of best fit, this supports my prediction. Also as I repeated my experiment 3 times and obtained very similar results, it shows that this experiment is repeatable and reliable. So, I conclude that as the length of wire increases, so does the resistance. I have realised also that double the length means double the atoms, which doubles the collisions and in turn, as explained in my prediction, doubles the resistance. This leads me also to believe that resistance would be less in smaller wires, this is due to higher current and increased heat. During the investigation three major changes were brought to my attention, these changes were: -> As I increased the length of wire, a. ) The potential difference increased b. ) The flowing current decreased c. ) The resistance in the wire also increased. I also found that when doubling the length of wire the resistance will more or less double also. E. g. when the length was 50cm the resistance was 4. 00Ohm, and when the length was 100cm theresi e was 8. 00Ohm. Evaluation The experiment I carried out was completed by means of very basic school laboratory equipment. Although reliable and trustworthy evidence was collected, proved by the similar 3 times repeated results and matching line of best fit to my prediction, I believe my results could have been far more accurate with a greater time span and some far more enhanced technical equipment, such as a digital multimeter. Although during my experiment there were no major anomalies there were a few variations within my repeats of the experiment. These minor variations truthfully had no major effect on the overall experiment due to the diminutive extremity of them. Nevertheless these small variations may have many similar reasons for appearance of which that the major anomaly would have on occurrence. These reasons could consist of such things as: – Loose connectivity and/or faulty equipment – Human error (inaccurate readings and/or checks) – Temperature (collision speed alterations) To improve the accuracy of my experiment It would have been helpful if: – The wire was in a temperature controlled environment, this is because resistance is affected by temperature. – The voltmeter and ammeter were difficult to take a reading off, this is due to the unsettling of the actual readings, they flicker and change several times before stopping on a final reading. If you move slightly however, the results will flicker again and become distorted. To prevent this, a better quality analogue meter with a built in mirror to prevent parallax could be used to my advantage. – Also, if I had more time I could have extended my experiment and repeated it with shorter intervals of wire. I could have taken readings every 5cm instead of every 10cm, this way I could gather more information and add a set of supplementary details to my results. If I changed all of the above, in theory I should come across far superior accuracy in my readings. If this theory is correct my results graphs should show a stronger correlation. If I were to present extra evidence I could make the following changes for further experiment. – Increase length of wire – Increase the thickness of the wire, – Change the material of the wire. If the above three changes were investigated for further experiment, I would hope that they would only validate my predictions and basically back up my evidence. Â  

Language Cultural Diversity and the War on Terror essays

Language Cultural Diversity and the War on Terror essays Cultural awareness and the careful use of language and rhetoric have enhanced the global war on terrorism. Language is a powerful tool that can either act to demonize the enemy or to increase the understanding of the enemy through cultural awareness. Cultural awareness itself is a powerful tool in the arsenal against terrorism, as it allows for the better understanding of the enemy, thus enhancing the effort on the global war on Perhaps one of the most important and inherent dangers in the war on terror is the prospect of demonizing and oversimplifying the enemy. Dan Rather, famous anchor and managing editor of CBS News, illustrates the danger of such an approach. In answer to David Letterman's question, "Why do these people hate us'", Rather responded, "They're evil" (cited in Corliss, 2001). In Rather's defense, the interview took place shortly after the tragedy of September 11th, and he was likely overwhelmed with shock and grief. Nonetheless, his answer does illustrate both the power of language and a lack of cultural awareness on our understanding about the war on terror. Traditional military terms like Charlie (describing the Viet Cong), (Wikipedia) are also examples of the use of language to distance us from the enemy as individuals. Rather's sort of rhetoric is dangerous, as it serves to dehumanize our enemies and portray them as completely evil and ourselves as entirely righteous. Notes Fedler (2001), "When we totally dehumanize our enemies, the terrorists, once again, have won." In doing this, those fighting the war on terrorism are "drawn into the simplistic dualism of the terrorists who see themselves as totally righteous and all Americans as totally evil" Crucial in combating such dualism is the concept of cultural awareness. Further, cultural awareness gives America the benefit of a better understanding of the motivations and subtext ...

All About Quotation Marks

All About Quotation Marks All About Quotation Marks All About Quotation Marks By Daniel Scocco Tie Sing Chie asks, â€Å"Whats the difference in terms of usage between the single quotation mark () and the double quotation mark ()?† Quotation marks are used mainly to quote speech, sentences or words. Both the single and the double quotation marks serve that purpose; the difference in their usage comes from geographical preferences. Traditionally, the double quotation mark was used in the United States while the single quotation mark was the preference inside the United Kingdom. Recently, though, some British pubblications started to adopt the American usage, which is becoming the de facto standard (see a quotation from The Guardian below). Notice that when you use nested quotations you should invert the quotation marks, for example: My mother said, John told me, I will not go there.' Quotation marks can also be used to express irony: Uncle Joe was really sad about it. The only point where there is a clear distinction between the American and the British styles is the usage of punctuation with the quotation marks. In American English commas and periods, even if not part of the quotation itself, need to be included inside the quotation marks. Cultists are camping out in front of Apple stores; bloggers call it the â€Å"Jesus phone.† (NY Times) In British English, on the other hand, the commas and periods will be included inside the quotation marks only if they were actually part of the quotation, otherwise they will go outside. Margaret Jay ruefully reflected that all Blairs considerable achievements would be terribly undermined, and probably fatally undermined, by what I think of as the tragedy of going into Iraq. (Guardian.co.uk) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Punctuation category, check our popular posts, or choose a related post below:10 Grammar Mistakes You Should AvoidOne Sheep, Two Sheep, One Fish, Two Fish . . .Is Your Novel "Mystery," "Thriller," or "Suspense"?

Critical Pedagogy Applications in Observed Classroom Management Essay

Critical Pedagogy Applications in Observed Classroom Management - Essay Example Critical Pedagogy Applications in Observed Classroom Management One is interested in the topic since during the course of observing an Advanced English Grammar (ALI 345) class, one came into reckoning with the fact that the instructional style and approach, factors which are within the control of educators, could significantly impact on the behavior and actual academic performance of students within the traditional classroom setting. After the background literature, the discussion would proceed with outlining the course context, the student profile, and the overall observed classroom management approach. A discussion of lessons learned, as well as reflections as mentee would form a major part of the paper. The article written by Kumaravadivelu (1994) was instrumental in supporting the current topic as the author delved into strategies which could actually improve classroom management. As specifically noted, strategic framework for L2 teaching utilize macrostrategies which were differentiated to microstrategies, to wit: â€Å"macrostrategies are general plans de- rived from theoretical, empirical, and pedagogical knowledge related to L2 learning/teaching.A macrostrategy is a broad guideline, based on which teachers can generate their own situation-specific, need-based microstrategies or classroom techniques† (Kumaravadivelu, 1994, p. 32). In so doing, the information synthesized from the article could be used to evaluate the strategies used and observed in the specific classroom setting. Another article, written by Clayton (2010), the author’s design of a critical pedagogy, defined as â€Å"a set of instructional practices that focuses on the structures present in real, situated learning spaces (McLaren, 1986) in order to create egalitarian, participatory, and empowered participants, allowing them to receive language and content learning while interacting as equal partners with others† (381) was acknowledged to be useful in enhancing classroom management in the observed setting. Clayton (2010) emphasized the need to acculturate students from diverse cultural backgrounds to the culture they intend to practice the second language being learned. The method was instrumental in improving participation of culturally diverse students within the ESL learning environment. (Clayton, 2010). The critical pedagogy method was likewise acknowledged by Johnson (1999) who likewise recognized the value of this approach in empowering students through the ESL learning process by designing effective classroom management techniques. It is interesting to note that Johnson’s assertion that â€Å"although students can be more or less empowered-for example, they can be given more responsibility for their own learning, they can take part in the design of their own courses, and they can be given more meaningful and less competitive assignments-teachers still retain authority in the classroom (Oyler, 1996; cited in Johnson, 1999, p. 560). Through the classroom management techniques that were applied in the observed Advanced English Grammar (ALI 345) class, one recognized that the role, style, and application of critical pedagogy

Read part 4 to 6 from the attachment of Meditation on first Essay

Read part 4 to 6 from the attachment of Meditation on first philiosophy and follow the insturction in details - Essay Example The existence of God, although greatly doubted by many earthiest, exhibits itself in the mind and the soul as nobody ahs been able to explain the non-existence of God and whether the soul dies and the body dies (Rene, 2008). The author of the book is a strong catholic believer and had devoted his time in the demonstration of his belief, God exists and that the body and the mind are very distinct. He is very elaborate and does not fail to recognize the beliefs of other (although he and the others lack proof) about the existence of God and the distinct nature of the soul and the body (Rene, 2008). The writer, as a strong catholic, believed that his faith was real since he had been brought up as a catholic and because the world lacks clear facts about the non-existence of God. The reasoning he portray is greatly accepted in the world by a vast majority. Rene escartes (2008). Mediations on first philosophy in which the existence of God an the distinction of the soul and body are demonstrated. Hacket publishing company Indianapolis/Cambridge third