Research Methods Quantitative Assignment Example | Topics and Well Written Essays - 500 words

Research Methods Quantitative - Assignment Example The methods will be designed to measure the connotative meaning of the impact of the air crafts noise on the wellbeing and health of the participants based on their attitudes towards aircraft noise. The respondents will be asked to choose where their position lies in regards to the annoyance caused by the aircraft noise. After taking their position, they will then be requested to rate their overall annoyance levels on the basis of an opinions scale between 0-10. In the opinion scaled used, zero will denote no annoyance at all while ten will show completely annoyed (Heise, 2010). 9. Data analysis: The researcher will use spreadsheets for the purpose of tabulating the results and coming up with the appropriate graphs which will be key analyzing the responses obtained from the sample population in the study. 10. Consent: The study will target communities which are exposed to aircraft noise by virtue of living or working near the source of the noise. Each respondent will be given a brief summary about the study and the reason why it is being done. The consent of the respondents will be sought by asking them if they can take part in the study to help obtain the data needed. The reasons why it will be imperative to do so is to ensure that the participants take part out of their own will so that the responses which they give are more valid and helpful to the achievement of the objectives of the research (Heise, 2010). The overall purpose of the research has changed from the environment impact of aviation to a more focused study on how the aircraft noise affects the health and wellbeing of the communities which are exposed to the noise. The questions to be used are therefore closed-ended to ensure that focused responses are obtained. It is however worth pointing out that the survey used in the quantitative research does not allow for the comprehensive conveyance of the opinion

First Amendment Essay Example | Topics and Well Written Essays - 1250 words

First Amendment - Essay Example She got furious, scolded him for being a failure all his life and quickly wrote him a referral to principal. Once Jacob refused to leave class, school security was called in to escort him out. Later a parent conference meeting was scheduled and he was awarded an hour detention for a week. Was Jacob’s right of freedom of expression under first amendment violated? Was the management decision justified? How can we draw a balance between rights and obligations under the garb of freedom of expression? One’s unpopular speech is other’s free speech. Is disciplining student a right reserved to college faculty? This essay tends to analyze these questions by comparing two essays from Stanley Fish and Stuart Taylor in order to seek a plausible role of first amendment in college campus. Stanley Fish, in his essay â€Å"The Free Speech Follies†, argues that there is general tendency in America to hide behind first amendment. He is clearly troubled by the double standar ds which prevail in college campuses seeking refuge under attire of first amendment. He advocates acceptance of consequences of one’s speech as there is never an obligation to say anything at any point of time. On the contrary, Stuart Taylor Jr., in his essay â€Å"How campus censors squelch freedom of speech†, argues that college campus policies violate the First Amendment rights of students and one shouldn’t be punished or penalized for what he/she say. Although, Taylor and Fish both make evenhanded arguments, Taylor’s arguments are more convincing because of his rational of a more comprehensive view of the First Amendment. Fish initial argument starts from Fredrick Schauer description of first amendment opportunism i.e., tendency to hide behind the first amendment. Both of them believe that â€Å"such claims are just moral, social, economical, ideological assertions but do not have any special philosophical and historical affinity with first amendment †. So, what was the philosophy which shaped first amendment? Wasn’t it to foster a society and land of free from tyranny? It was the dire need for protection of rights of all Americans to express their moral, religious, political, and other convictions / opinions that envisaged First Amendment. This philosophy shaped political, cultural, moral and social values promoting freedom of expression over the years. Critical thinking and approach is evident from Supreme Court’s interpretation of First amendment in series of judgments over the years. Therefore, it does not seem appropriate to assert that these claims have no philosophical and historical affinity with First Amendment. Fish is clearly troubled by the double standards practiced in campus. He illustrates it with example of editors in campuses. He believes that an editor exercise judgment when he decides what to publish or not and it is different from silencing and self censorship. Silencing means to compel or reduce to silence while censorship implies control exercised repressively (merriam-webster). Fish argues that no one is silenced because a single outlet declines to publish their work but still has choice to say what he wants to say. He believes â€Å"Silencing occurs when that outlet (or any other) is forbidden by the state to publish him on pain of legal action; censorship is the same†. He further adds â€Å"Self-censorship, in short, is not a crime or a moral failing; it is a responsibility† I agree with Fish on this account that there needs to be more

University Degree No Guarantee of Employment Essay Example for Free

University Degree No Guarantee of Employment Essay KUALA LUMPUR, Oct 24 (Bernama) Fazren, 29, has a degree in transport management but has been working as an administrative assistant at a government agency over the past four years. I have applied for many jobs, both in the civil and private sectors. When I was offered the post of an administrative assistant (at a government agency) I did not hesitate to accept even though the post is for those with SPM qualification. Getting a job is quite difficult these days, the Pahang-born clerk told this writer here. Amran obtained 7As in the 2009 Sijil Pelajaran Malaysia (SPM) examination and is now working as a nurse in a government hospital after obtaining a diploma in nursing from a government nursing college this year. When queried on why he opted for a nursing course despite having good SPM results and the opportunity to study in a university, the 22-year-old Perlis-born Amran replied, It is for economic reasons. I opted not to go to university as I believe getting a job will be difficult even after I graduated with a university degree. But with a nursing diploma, a job will be waiting for me at any government hospital or other private hospitals. It is better to start working at a young age rather than waiting for many years in order to get a job, he said. Both Amran and Fazren (not their real names) are among many Malaysian job seekers who are not particular over the choice of employment as they believe that holding a university qualification does not guarantee them a salaried job. Unemployed graduates Last May, the Deputy Human Resource Minister Datuk Maznah Mazlan told Parliament that some 76,200 graduates in the country were unemployed. She said that the Human Resource Ministry was trying to resolve the growing rate of unemployment in the country. In 2010, the number of unemployed graduates was 42,955 or 24. 62 per cent of 174,439 Malaysian graduates. There are 20 public universities (IPTA) in Malaysia including Universiti Malaya (UM), Universiti Kebangsaan Malaysia (UKM), Universiti Sains Malaysia (USM) and Universiti Teknologi Mara (UiTM). The country also has 60 private higher education institutions (IPTS) like Universiti Teknologi Petronass (UTP), Universiti Multi Media (MMU) and Universiti Tenaga Nasional (Uniten). Bachelors degree According to the Higher Education Ministry, universities, university colleges and polytechnics nationwide produced 184,581 graduates last year and 44,391 or 24 per cent of them were unemployed. Based on statistics, Arts and Social Sciences graduates have the highest number of unemployment numbers, constituting 44. 5 per cent or 19,784 from the total number of unemployed graduates. Next were graduates from technical fields where 12,321 were employed, constituting 27. 7 per cent of the total number of unemployed graduates. Science graduates came in third with 7,321 which accounted for 16. 49 per cent of the total number of unemployed graduates. The ministry said that a total of 21,248 bachelors degree holders were still unemployed whereas diploma holders have the lowest unemployment rate at 3 per cent. According to industry sources, many graduates are still unemployed because the courses they studied at university do not have a wide market. Poor communication skills Human science lecturer Amien Iskandar said that one of the reasons why graduates could not secure jobs was that their qualifications do not meet market demands and requirements, thus rendering them not marketable. Another factor is the bad command of English. A good command of the English language could help graduates secure employment, especially in the private sector. To this end, there is a need to ensure that these graduates are equipped with the necessary skills so that they could be hired for employment after graduating, he said. Amien also cited poor communication skills, wrong work attitude and unrealistic expectations as other barriers in gaining employment. If you have a good command of English but cannot communicate with others due to poor attitude, (then) you may also find difficulties in being employed, he explained. Lack of technical training According to the Federation of Malaysian Manufacturers (FMM), the lack of industrial training is also among the factors why graduates are unemployed. Meanwhile, the Higher Education Ministry Student Development and Affairs Director, Prof Dr Mohd Fauzi Ramlan was reported by the media as saying that other factors that compounded the issue are low problem-solving skills, tendency to switch jobs or job-hopping and lack of self-confidence. He called on graduates to improve their command of the English language to boost their communication skills. (Can they expect to be employed) if they fail to convince their prospective employers on their potential, (then) their chances of getting hired are very slim, he was reported as saying. Mohd Fauzi also advised graduates to drop the negative attitude of preferring to gain jobs in their home towns. http://www. mysinchew. com/node/79072.

The Iliad of Homer :: essays research papers

The Iliad Important Characters: Agamemnon king of Mycenae; brother of Menelaos Hektor Prince of Troy; son of Priam and Hekuba Achilles greatest warrior of the Achaian army Aias song of Telamon; he has brute strength and courage Menelaos husband of Helen; brother of Agamemnon Paris a prince of Troy; also son of Priam and Hekuba Priam King of Troy; very old man Helen wife of Menelaos; most beautiful woman In the world Diomedes one of the best Achaian warriors Hekuba wife of Priam Aeneas son of Aphrodite; Trojan Aphrodite Daughter of Zeus; goddess of love; mother of Aeneas; patron of Paris; on the Trojans' side Athena daughter of Zeus; goddess of wisdom; on the Achaian side Ares son of Zeus; god of prophecy, light, poetry, and music; on the Trojans' side Zeus supreme god and king of Olympos Poseidon younger brother of Zeus; god of sea   Ã‚  Ã‚  Ã‚  Ã‚  Chryseis and Briseis who were captured during a raid in Troy are awarded as ‘war prizes' to Agamemnon and Achilles. Chryseis for Agamemnon and Briseis for Achilles. Chryseis is the daughter of Chryses which prays Apollo to help get back his daughter. Apollo causes a deadly plague in the Achaian camp. Achilles asked Kalchas to explain the cause of Apollo's anger. Apollo plagued the Achaians because Agamemnon refused to return Chryseis to her father. Agamemnon demands Achilles' war prize in place of Chryseis. Achilles because angry at Agamemnon's demand and withdraws his troops from the Achaian army. Agamemnon returns Chryseis to her father then collects Briseis from Achilles. Strangely, Achilles gives him the girl. Then, Achilles decides to tell his mother about the problem. Achilles asks his mother to ask Zeus to make sure that the Trojans win. Thetis goes to Zeus and asks and he agrees to help the Trojans.   Ã‚  Ã‚  Ã‚  Ã‚  Agamemnon has a dream that he can defeat the Trojans so, full of false hope, he planned a mass assault on Troy. Agamemnon orders his army to prepare themselves to attack. When the news of the Achaian plan arrived in Troy, Hektor ordered his troops to meet the Achaians on the plain in front of Troy.   Ã‚  Ã‚  Ã‚  Ã‚  Paris dares any of the Achaian warriors to fight him personally. Then, Menelaos accepted the challenge. But, Paris is suddenly scared and backs out. Hektor then fines Paris and scolds him. The agreement was whoever won gets Helen, then the war would be over. They fight on a large open area between the armies. Menelaos hurts Paris then Aphrodite saves Paris and brings him to his bedroom in Troy, where she also brings Helen. Then Agamemnon announces that Menelaos has won.   Ã‚  Ã‚  Ã‚  Ã‚  Hera wants the complete destruction of Troy so Zeus sends Athena to get them fighting again.

Introduction to Ice cream business Essay

â€Å"l scream for Ice cream! † is a popular expression widely known and used throughout all ages professing their undeniably strong love for ice cream. Who doesn’t love ice cream? Kids, being kids, love sweet treats from cakes, chocolates, brownies but most popular among all is ice cream. The cold and sweet combination of this treat makes all child tantrums go away. Adults as well see ice cream as a reward and sweet comfort food taken every once in a while to quench their sweet cravings. As our generation today becomes more health conscious, ice cream has been one of he hot picks for criticisms due to its high calorie and sugar contents. This poses so many issues for adults, especially those who belong to the diabetic group. And as these issues have started to arise, ice cream businesses have strived to fit and suit the needs of the customers along with their sweet wants. Fat-free and sugar-free ice creams and yogurts have been in the trend to provide the sweet cravings without endangering the consumer’s health. Fit Cream is an Ice Cream business that caters to the health specifications of consumers. Adapting to the market that caters to the concerns of the customers with heir health, Fit cream wishes to provide delicious and healthy ice cream in a very affordable price. This will help the self-conscious customers to enjoy their sweet cravings and at the same time watch their health. Parents who are constantly trying to come up with inventive ways of persuading their children to eat vegetables probably have not tried disguising them in ice cream. Through this, the kids will be eating healthier and maybe starting these vegetable ice cream products as a stepping stone to taking the actual vegetable soon. The mix of healthy and sweet will surely attract the attention of people of all ages.

Human Resources Policies Essay

Armstrong, (2006) defined Human Resource policies as continuing guidelines on the approach the organization intends to adopt in managing its people. In addition, it can also be defined as the philosophies and values of the organization on how people should be treated, and from these are derived the principles upon which managers are expected to act when dealing with Human Resource matters. Human Resource policies therefore serve as reference points when employment practices are being developed, and when decisions are being made about people. Mullins, (2005) highlighted that Human Resource Management must be committed to creating a working environment free from discrimination and where all employees are treated equally with dignity, courtesy and respect. This can be done by putting into place Human Resource policies that shows how people should be treated, and from these are derived the principles upon which managers are expected to act when dealing with Human Resource matters. The most common areas in which specific Human Resource policies exist are HIV and AIDS, discipline, employee development, employee relations, recruitment and selection, equal opportunity, grievances, health and safety, managing diversity, promotion, redundancy, reward, sexual harassment, substance abuse and work life balance and e-mails and the internet. Cole (1997) argued that this employment equity policy helps in preventing discrimination and promoting equality in the workplace. The equal opportunity policy should spell out the organization’s determination to give equal opportunities to all, irrespective of sex, race, creed, disability, age or marital status. The policy should also deal with the extent to which the organization wants to take affirmative action to redress imbalances between numbers employed according to sex or race, or to differences in the levels of qualifications and skills they have achieved. According to the Labour Act (Chapter 28:01),Section 5 states that no employer shall discriminate any employee or prospective employee on grounds of race, tribe, place of origin, political opinion, colour, creed, gender, pregnancy, HIV/AIDS status or subject to the Disabled Persons Act (Chapter 17:01). Every manager must take steps to promote equal opportunity in the workplace by eliminating unfair discrimination in any employment policy or practice within their sphere of authority. All forms of unfair discrimination, whether direct or indirect, are prohibited and it is the responsibility of all employees to inform themselves about and refrain from perpetrating unfair discrimination. The sexual harassment policy is another policy which aims at preventing and managing sexual harassment in the workplace. Sexual harassment is unwanted and unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that is made either explicitly or implicitly a term or condition of employment; or is used as the basis for employment decisions affecting such an individual. The company must prohibit inappropriate conduct that is sexual in nature at work, on company business, or at company sponsored events. This can be done by prohibiting comments, jokes, or degrading language or behavior that is sexual in nature, sexually suggestive objects, books, magazines, photographs, cartoons, pictures, calendars, posters or electronic communications and unwelcome sexual advances, requests for sexual favours, or any sexual touching this is according to Armstrong (2006). Sexual harassment is prohibited whether it’s between members of the opposite sex or members of the same sex. All managers have a key responsibility in establishing and maintaining a workplace free from personal harassment and they are directly responsible for the conduct of their staff. Sexual harassment is regarded as gross industrial misconduct and if proved makes the individual liable for instant dismissal. Less severe penalties may be reserved for minor cases but there will always be a warning that repetition will result in dismissal. Therefore all employees are expected to comply with this policy and that it is the pers onal responsibility of each employee to ensure that inappropriate conduct does not occur, as stated by Armstrong (2010). Safety policies should reflect the employers commitment to safety and health at work and should indicate what standards of behavior are to be aimed for in safety and health welfare matters. The policy statement should be drawn to the attention of all employees. In practice this is achieved by issuing a safety policy document to all employees via their pay packets, or by issuing company handbooks which include details of the policy. The important point is that the employer should be able to show that he has done more than just pin up a notice in various parts of his premises, this is postulated by Mullins (2005). The HIV/Aids policy is also used and its purpose is to provide guidance on managing departmental responses to HIV/AIDS in a manner that complies with the National Aids Policy and applicable laws, eliminates unfair discrimination and enables the harnessing of each person’s full potential. Employees who know that they are infected with HIV will not be obliged to disclose the fact to the company, but if they do, the fact will remain completely confidential. There must be no discrimination against anyone with or at risk of acquiring AIDS. In addition, employees infected by HIV or suffering from AIDS must be treated no differently from anyone else suffering a severe illness. All human resources processes and practices should promote an affirming non-discriminatory environment that fosters respect for the dignity of all while ensuring the maximum productivity of each employee regardless of HIV/AIDS status. This will be done through a regular review of all human resources practices and processes to eliminate existing or potential direct and indirect discrimination on the ground of HIV/AIDS. A prospective employee will not be required to disclose his or her HIV/AIDS status, there shall be no pre-employment HIV/AIDS testing in respect of a prospective employee and both permanent and contract employees are not obliged to disclose their HIV/AIDS status, as subject to Labour Relations Act (chapter 28:01). Recruitment and selection policies are also used to ensure a work environment that is anti discriminatory, democratic, respectful of rights, mindful of dignity and legally sound or legitimate. The Human resource department must be committed to utilise recruitment and selection practices that are based on merit, equity, objectivity, fairness and the need to redress the imbalances of the past so as to achieve a department that is broadly representative. According to Storey (1995), the recruitment process should reflect the department’s employment equity values and goals. Moreover, all phases of the recruitment process must support the recruitment of suitably qualified men and women from diverse racial and other backgrounds with a view to giving them an opportunity to serve all the people with excellence and responsiveness. Considerations of affirmative action will inform the entire recruitment process. The policy on age and employment should take into account that age is a poor predictor of job performance. It is misleading to equate physical and mental ability with age. More of the population are living active, healthy lives as they get older. Therefore the policy should define the approach the organization adopts to engaging, promoting and training older employees. It should emphasize that the only criterion for selection or promotion should be ability to do the job; and for training, the belief that the employee will benefit, irrespective of age. The policy should also state that age requirements should not be set out in external or internal job advertisements. Armstrong (2006). Diversity management policy is a concept that recognizes the benefits to be gained from differences. A policy on managing diversity recognizes that there are differences among employees and that these differences, if properly managed, will enable work to be done more efficiently and effectively. This concept does not focus exclusively on issues of discrimination but instead concentrates on recognizing the differences between people. Maund (2001) express it, the concept of managing diversity is founded on the premise that harnessing these differences will create a productive environment in which everyone will feel valued, where their talents are fully utilized and in which organizational goals are met. The diversity management policy must acknowledge cultural and individual differences in the workplace, state that the organization values the different qualities that people bring to their jobs, emphasize the need to eliminate bias in such areas as selection, promotion, performance asse ssment, pay and learning opportunities and focus attention on individual differences rather than group differences. Mathis, (2003) is of the view that the disciplinary policy should state that employees have the right to know what is expected of them and what could happen if they infringe the organization’s rules. It would also make the point that, in handling disciplinary cases, the organization will treat employees in accordance with the principles of natural justice. It must be the policy of the company that employees should be given a fair hearing by their immediate supervisor or manager concerning any grievances they may wish to raise, have the right to appeal to a more senior manager against a decision made by their immediate supervisor or manager and have the right to be accompanied by a representative of their own choice when raising a grievance or appealing against a decision. Cole, (1997) highlighted that the reward policy must cover matters as providing an equitable pay system, equal pay for work of equal value, paying for performance, competence, skill or contribution, sharing in the success of the organization and the relationship between levels of pay in the organization and market rates. There must not be discrimination of employees in pay levels. This will encourage the optimum productivity from employees and ensures high level of quality output. A performance management system must be put in place so as to pay employees according to their performance and efforts. Armstrong (2006) is of the opinion that job evaluation must also be done in a fairly and equitable manner so as to have a free work environment. In conclusion, companies must be committed to providing a work environment free of discrimination and harassment. Human Resource policies must prohibit discrimination and harassment in the workplace, whether committed by or against managers, co-workers, customers, vendors, or visitors. Employees must work and develop in an environment that is anti-discriminatory, democratic, respectful of rights, mindful of dignity, legally sound and productive. Workplace discrimination or harassment based on an employee’s race, colour, religion, sex, national origin, citizenship, age status, sexual orientation, disability, marital status, or any other basis prohibited by law, must not be tolerated. REFERENCES Armstrong, M. (2006) Strategic Human Resource Management, (3rd Ed), London: Kogan. Armstrong, M. (2006) A Handbook of Human Resource Management Practice, (10th Ed), London: Kogan. Cole G.A. (1997), Personnel Management, Theory and Practice, London: Continuum. Labour Relations Act Regulations (1998), HIV and AIDS, Government Printers: Zimbabwe. Maund, L. (2001), An Introduction to Human Resource Management Theory And Practice, New York: Palgrave. Mullins, L. J. (2005), Management and Organizational Behavior, England: Prentice Hall. Storey, J.(1995), Human Resource Management: A critical text, London: Routledge.

Free Essays on Cuban Missile

The Cuban Missile Crisis of October 1962 was one of the turning points of the Cold War between the United States and the Soviet Union. At that time the two superpowers came close to war, possibly with nuclear weapons; after it, both countries began to seek ways to adjust to each other, in particular, to prevent the use of nuclear weapons. The events of the Cuban Missile Crisis demonstrated the maturity of the U.S. intelligence community, especially in its ability to collect and analyze information. The crucial roles of human intelligence (HUMINT) and photographic intelligence (PHOTINT) in the Cuban Missile Crisis have been known from the beginning. Documents declassified and released in 1998 now reveal that signals intelligence (SIGINT) also played an exceedingly important part in managing the crisis. It should be said at the outset that signals intelligence did not provide any direct information about the Soviet introduction of offensive ballistic missiles into Cuba. However, in the more than two years before that fact was known, SIGINT analysts thoroughly studied the Cuban military buildup. Once the offensive missiles were discovered, SIGINT provided direct support for day-to-day management of the crisis. This is the story of SIGINT in the Cuban Missile Crisis. When Fidel Castro took power in Cuba by overthrowing the previous dictator, Fulgencio Batista, he was hailed as a liberator by the Cuban people themselves and became a hero to the American people as well. However, Castro soon took actions inimical to American interests and aligned his country publicly with the Soviet Union. The U.S. public and government were gravely concerned about the creation of a communist state and member of the Soviet Bloc only seventy miles from its southern shores; this problem became a major focus of the new Kennedy administration when it took office in January 1961. In response to the potential threat and the administration's interest in it, t... Free Essays on Cuban Missile Free Essays on Cuban Missile The Cuban Missile Crisis of October 1962 was one of the turning points of the Cold War between the United States and the Soviet Union. At that time the two superpowers came close to war, possibly with nuclear weapons; after it, both countries began to seek ways to adjust to each other, in particular, to prevent the use of nuclear weapons. The events of the Cuban Missile Crisis demonstrated the maturity of the U.S. intelligence community, especially in its ability to collect and analyze information. The crucial roles of human intelligence (HUMINT) and photographic intelligence (PHOTINT) in the Cuban Missile Crisis have been known from the beginning. Documents declassified and released in 1998 now reveal that signals intelligence (SIGINT) also played an exceedingly important part in managing the crisis. It should be said at the outset that signals intelligence did not provide any direct information about the Soviet introduction of offensive ballistic missiles into Cuba. However, in the more than two years before that fact was known, SIGINT analysts thoroughly studied the Cuban military buildup. Once the offensive missiles were discovered, SIGINT provided direct support for day-to-day management of the crisis. This is the story of SIGINT in the Cuban Missile Crisis. When Fidel Castro took power in Cuba by overthrowing the previous dictator, Fulgencio Batista, he was hailed as a liberator by the Cuban people themselves and became a hero to the American people as well. However, Castro soon took actions inimical to American interests and aligned his country publicly with the Soviet Union. The U.S. public and government were gravely concerned about the creation of a communist state and member of the Soviet Bloc only seventy miles from its southern shores; this problem became a major focus of the new Kennedy administration when it took office in January 1961. In response to the potential threat and the administration's interest in it, t...