The Berlin Book Burning and the Beginning of the Nazi Regime Essay

Leaders are always looking to demonstrate their power. They want to show the world that they are the ones in authority, that no one should cross their path or challenge their ideas. To do this leaders burn books that they want to efface from the minds of their followers. Book burnings are always a mapping of a massive turning point in history, either for good or bad. In most cases book burnings appear towards the beginning of the battle, to streng so everyones opinion to be with or against whatever the leaders may be burning. Burnings of books appear all over history, and all over the world, so they were not a rare sight to see or hear of. The Nazi regime burned books on May 10, 1933 in Berlin it was one of the first book burnings that they preformed rough Germany before and during WWII. The German poet Heinrich Heine in 1822 perfectly predicted what the Nazi regime was going to do during WWII in one sentence Where they burn books, they will, in the end, burn sympathetic beings to o (Heine), which leads to the fact that the Berlin Book Burning was just the start of a new gruesome period in time. Though just because book burnings took lay out on several occasions in history does not mean it did not affect anyone, matter of fact it was of massive importance. The Berlin Book Burning had a colossal impact on the Nazis it allowed their ideas to spread, it increased the awareness and fear of the Nazis, and it helped ensure the ignorance of the Germans.The Berlin Book Burning burned writings that the German student associations viewed as un-German, which then made the Nazis ideas spread to places it had not reached before and allowed it to take control. Dr. Goebbels was the mastermind behind the Berlin Book Burning. Dr. Goebbels was ma... ...els Minister of Propaganda and Enlightenment. Joseph Goebbels. Historical . . Boys Clothing, 9 July 2010. Web. 05 Nov. 2013.Joseph Goebbels On the boastfully Lie Joseph Goebbels On the Big Lie Jewish Virtual Library. . . Web. 03 Nov. 2013.Milton, John. Quotations about Liberty and Power. Areopagitica . Ed. Sir Richard C. Jebb. . Areopagitica, with a Commentary by Sir Richard C. Jebb and with Supplementary Material . . ed. Cambridge at the UP, 1918. N. pag. Areopagitica a Speech of Mr John Milton. 15 May . 2006. Web. 03 Nov. 2013.Stern, Guy. The Burning of the Books in Nazi Germany, 1933 The American Response. 2 . Annual 2 Chapter 05-Simon Wiesenthal Center Multimedia Learning Center. The Simon , . Wiesenthal Center, 1997. Web. 03 Nov. 2013.

Atomic Bomb In World War 2 :: essays research papers

Atomic Bomb in realism War 2During World War II the United States government launched a $2billion project. This project, known as the Manhattan Project, was an effort to produce an nuclear bomb. This project was taken on by a group atomic scientists from all over the world.The first atomic bomb was not tested at all. It was dropped on Hiroshima, Japan on August 6, 1945 killing over 80,000 people and almost completely leveling the entire city. It destroyed more than 4 square miles,or 60% of the city. The tinny of the blast was so intense it discolored the pavement and left imprints on the ground cast by the shadows of building and people. By studying these shadows scientists pin plosiveed the exact detonation point of the bomb.The second atomic bomb was dropped just three days later onNagasaki, Japan. 1/3 of the city was destroyed and 66,000 people were reported killed or injured. A memorial now marks the spot where the bomb exploded. During the initial blast the A-bomb released ab out 85% of its energy as intense enkindle followed by a supersonic shock wave that is feltas a highly destructive high pressure air blast, which can slowly demolishtall buildings, not to mention people. After the initial blast radiationcovers the area, causing people, animals, and structures to practically disintegrate. Even years afterwards people were lock in dying and having health problems related to the radiation they were exposed to long before.There were many people that were strongly opposed to the using of nuclear weapons on Japan. provided invading the is land instead of bombing would have taken perhaps 1 million us soldiers lives.After 1945 the US made thousand of atomic bombs and a wide range of small size nuclear weapons like, land mines, missiles, and grenades. By 1965 the larger countries of the world had also developed atomic weapons.

Genitourinary Disorder Alteration in Fluid Elimination UTI Essay

Genitourinary Disorder Alteration in Fluid Elimination UTIIntroductionurinary Tract Infection (UTI) is a bacterial infection that affects the various parts of the urinary system such as the urethra, bladder, ureters, and kidneys. In young children, this disease is greens and potentially serious. Statistics show that approximately 1% of boys and 3-5% of girls are affected by UTI. While most cases of UTI in boys usually occur within the first year, the period at which the first case of UTI is diagnosed in girls varies greatly. There are many factors that predispose young children to UTI including vesicoureteral reflux (VUR), incomplete emptying of the bladder, sexual abuse, pinworms, and fecal incompetence (Berreman, 2002). Correct diagnosis of UTI is paramount in order to avoid prescribing the wrong medication. In addition, correct diagnosis is critical in developing effective caution and care plans for the patient which would go a long way in improving patient outcomes. During di agnosis, various diagnostic methods are used and the patients medical history as well as signs and symptoms ought to be a central focus by the clinician. This is important because as opposed to the more choke symptoms in older children and adults, UTI symptoms tend to be less specific and thus hard to detect in young children and infants. In fact, fever may bout out to be the only sign pointing to the possible presence of UTI in infants. In this case study, a case of UTI in a four month old female is examined with a special focus on the medical history, signs and symptoms, diagnosis, etiology, discussion, and management and care of the patient. Medical history and physical assessment of the patientA female infant aged 4 months presents with chi... ...t should be taken. If they appear nontoxic, oral antibiotics and fluids can be used for treatment. However, for patients who appear toxic, parenteral antibiotics and intravenous fluids should be sharp administered. Most patients w ith uncomplicated UTI respond well antibiotic treatments in outpatient care without further problems. However, patients with severe or chronic infections require close follow-up, imaging, and appropriate treatment to prevent further sequelae in the long term. If a patients condition responds well to therapy, repeated urinalysis and urine cultures are not necessary. in front choosing a particular empiric therapy, clinicians should be aware of antibiotic resistance due to previous exposure of some uropathogens to antibiotics such as in cases of otitis media (Fisher, pediatric Urinary Tract Infection Treatment & Management, 2011).

Lord Of The Flies: Our Society Suppresses The Evil That Is Presented I :: essays research papers

Lord of the Flies Our Society Suppresses the Evil That Is Presented In All of UsIn this novel Lord of the Flies, William Golding shows how our ordinationsuppresses the evil that is presented in all of us. Throughout this adventure cuckoo changes from a well mannered choir bo, who was scared to kill a pig, to a angered huntsman who leads his band of hunters to kill everything in site. Jackwas a load and strick choir leader and unendingly seemed as if he would do anythingto be leader, man Ralph was not severe or even very load, but he always wantedwhat was best for the group. Ralph uses the conch as a symbol of order and itis reverse to the pigs head (the lord of the flies) which attributes to thekilling and sheer brutality of the hunters.Jack is the perfect example of a boy whose dark side took over when hewas no longer bound down to a civil environment. After being unable to bearkilling a pig due to the horrific blood, he became eager to gain respect, almostredeem himself, by b ecoming a hunter. He was remarkably enthusiastic abouthunting. He painted his face and got spears. He eventually cared no more forbeing rescued, because all he wanted to do was kill pigs. The number of hunterskept on growing and he began to stimulate other kids to hunt with him. They soon hada routine (the dance) and whenever they did thad they had to kill, because theygot so pumped up when they did it. Jack then began killing as if it were aluxury. They became savage hunters as evil took over they killed almost as ifit were a sexual performance for them.As this adventure began, Jack was the leader of the choir. He was abully who always wanted to be the leader and be looked upon with the utmostresopect. When Ralph came along as a mild and sensible boy, and was chosenahaed of Jack as the leader, Jack was furious. Jack wanted more than anythingto become leader and he began an amoral reign as he let the evil within takecontrol. He became a hunter and a bold dictator looking bot for or der, but forfun. Ralph was searching for order, yet Jacks overpowering will to succeedRalph as the leader led him to compleat madness. He this instant was an killer and hadlet his evil half take over. By the end of the story he had become so evil,

Team Decision Making Essay -- Organizational Development, Teams

The given(p) case asks for one team decision-making structure that is most effective for the following creative project Eight administrators are given one afternoon to generate as many creative ideas as possible and to decide which one of these is the best. To solve this question we head start need to coiffe which kind of team is involved. McShane and Von Glinow state that Teams are groups of two or more people who interact and influence each other, are mutually accountable for achieving everyday goals associated with organizational objectives, and perceive themselves as a social entity within the organization (234). Furthermore we can say that this group can be called a proletariat force (project) team because these eight administrators are a temporary team whose assignment is to realize an opportunity (McShane and Von Glinow 235). Now, that we know these people can be called a team, the next step is to look at the constraints on team decision-making because this testamen t enable us to choose the most suitable decision-making structure. Therefore, I will first give a brief overview of the existing structures and then decide for one method which I will explain in depth. Finally I will provide a brief conclusion and recommendation.Constraints on Team Decision MakingThere are plenty problems within team decision-making. According to McShane and Von Glinow the foursome most common problems in team decision-making are time constraints, evaluation apprehension, pressure to conform, and groupthink (256). Time Constraints refers to the fact that a team requires more time to accompany to a conclusion than an individual. That is because team members have to communicate with each other about their ideas, and also have to debate about these i... ... (Time Constraints). Second, NGT reduces conflicts in the team. The case already predicted that some administrators in the group often disagree with each other and might criticize each others ideas. Because NGT does not allow debating and criticism, conflicts wont be a problem. Third, NGT includes silent and independent development of the individual ideas which minimizes the other decision making constraints like evaluation apprehension, pressure to conform, and groupthink. My statement is also supported by Mitchell and Danielson who carried out a study that also indicates that the Nominal Group technique is most effective for creative projects (19). Therefore, I recommend choosing the Nominal Group Technique for the eight administrators to identify new revenue-generating uses of classrooms and related facilities between teaching semesters in one afternoon.

Team Decision Making Essay -- Organizational Development, Teams

The addicted case asks for one team decision-making structure that is most effective for the following creative project Eight administrators are given one afternoon to generate as many creative ideas as possible and to decide which one of these is the best. To solve this question we beginning(a) need to arrest which kind of team is involved. McShane and Von Glinow state that Teams are groups of two or more people who interact and influence each other, are mutually accountable for achieving rough-cut goals associated with organizational objectives, and perceive themselves as a social entity within the organization (234). Furthermore we can say that this group can be called a task force (project) team because these eight administrators are a temporary team whose assignment is to realize an opportunity (McShane and Von Glinow 235). Now, that we know these people can be called a team, the next step is to look at the constraints on team decision-making because this pass on enab le us to choose the most suitable decision-making structure. Therefore, I will first give a brief overview of the existing structures and then decide for one method which I will explain in depth. Finally I will provide a brief conclusion and recommendation.Constraints on Team Decision MakingThere are plenty problems within team decision-making. According to McShane and Von Glinow the quad most common problems in team decision-making are time constraints, evaluation apprehension, pressure to conform, and groupthink (256). Time Constraints refers to the fact that a team requires more time to accrue to a conclusion than an individual. That is because team members have to communicate with each other about their ideas, and also have to debate about these i... ... (Time Constraints). Second, NGT reduces conflicts in the team. The case already predicted that some administrators in the group often disagree with each other and might criticize each others ideas. Because NGT does not allow debating and criticism, conflicts wont be a problem. Third, NGT includes silent and independent development of the individual ideas which minimizes the other decision making constraints like evaluation apprehension, pressure to conform, and groupthink. My statement is also supported by Mitchell and Danielson who carried out a study that also indicates that the Nominal Group technique is most effective for creative projects (19). Therefore, I recommend choosing the Nominal Group Technique for the eight administrators to identify new revenue-generating uses of classrooms and related facilities between teaching semesters in one afternoon.

Introduction for a Chemistry Essay

The average University student has many tasks to accomplish and much studying to do while combating the onslaught of sleep. Students at the University of the West Indies Mona are no different and recommended amongst themselves a highly rated and popular health appurtenance Yeast-Vite 8.Yeast-Vite is a health supplement pill which helps people fight fatigue and improve alertness. The active ingredients in Yeast-Vite are caffein, vitamin B1, vitamin B2, vitamin B3. The other ingredients are dried yeast, lactose, powdered cloves, colouring E124, E104, E132, colloidal anhydrous silica, maize starch, and microcrystalline cellulose. 1Yeast-Vite is a good energy supplier when taken according to the directions. The Manufacturer recommends taking 12 pills in a day 1 to deflect fatigue and improve concentration. The alert effect can be attributed to Caffeine, a major compound that has been proven to stimulate the central nervous system, heart, muscles, and blood drive control centres 2. Ea ch pill contains 50mg of Caffeine according to the label created by the manufacturing business. The following structure represents that of caffeine.Though effective, research has shown that the intake of more than 300mg of Caffeine on a daily basis is harmful to the body. Symptoms such as caffeinism, insomnia, irritability, palpitations, Nervous symptoms, upset stomach etc. are experienced and consuming more than 500mg whitethorn cause death.3 Theoretically, the recommended dosage of Yeast-Vite tablets daily can create such harm, since the suggested daily dosage of up to 12 tablets1 adds up to 600mg if caffeine content of 50mg per tablet holds true.A problem exists. The recommended daily dosage of Yeast-Vite contained too much caffeine for the human body. It was hypothesized that the caffeine concentration in Yeast-Vite pills could cause negative health effects and that the manufacturers idea of the caffeine content may be inaccurate.Three analytical chemistry students decided to te st the hypothesis, and over a four workweek period, conducted the determination of the caffeine content of Yeast-Vite pills using High Performance Liquid Chromatography. The researchers expected the actual caffeine content of pills to be 10mg more/less than 50mg of caffeine and also that Vitamins B1, B2 and B3 could cause significant interference.The analysis was conducted entirely as a group by dissolving pills in water, preparing calibration standards, and determining the concentration of caffeine in the pills via external calibration and standard addition (single spike). High performance liquid chromatography was chosen as the analytical method because caffeine did not proceed the criteria for analysis by Gas Chromatography and Atomic Absorption Spectroscopy i.e. caffeines volatility was negligible and it had no metal ions.

Management and Siemens Continuing Business

1. What explains the high level of putridness at Siemens? How did managers engaged in corruption rationalize it? The corruption was brought on by Siemens continuing business practices that were legal at one time but they continued to the activity for financial gain. They rationalized the corruption by believing they were saving their business and the jobs of its employees. 2.What do you think would ware happened to a manager at Siemens if he or she had taken a floor against corrupt practices? Knowing the level of corruption, I think it safe to assume that anyone opposing the corruption would be fired or worse. Siemens probably had rugged influence on politicians that could have brought false legal actions, through trumped up charges, against anyone who spoke out against the corruption. 3. How does the kind of corruption Siemens engaged in wangle competition?These practices did not allow any real competition since competing businesses had no chance of winning contracts with these governments. It gave Siemens an unfair advantage. 4. What is the impact of corrupt behavior by Siemens on the countries where it does business? It has a ostracise impact on those countries. The countries, where Siemens bribed officials, would lose the trust of their people and the corruption would show a negative impact on their political system.Business Management Study GuideIt could also lead to those countries not receiving the best goods or services they could have gotten and might not have been for the best price available since the competition was kept out. 5. If you were a manager at Siemens, and you became aware of these activities, what would you have done? It would be a hard ratiocination but I would have exposed the corruption. I would have to be prepared for the consequences but I couldnt be a part of a company that had those types of business dealings.

Money as a Motivator Essay

This paper testament discuss the subject of coin as a motivator. In addition to research and a cohesive revue of literature it give include two interviews with prominent managers which bequeath be analyzed to further enrich the knowledge of the subject by taking expediency of their hands-on experience.I- Introduction gold, A motivator? coin That is the violent war amid employers and employees. Indeed, motivating employees through the exercising of bullion as a corporal reward or motivator for run for transaction is and has al focuss been a matter of controversy. Many theorists tackling penury theories, human nature in general and pauperism in crabbed, gain accordingly examined this issue and yet they did not yield the same answer as whether m hotshoty back tooth motivate raceers for work or not. This sh every form the main core of this projectBut before tackling this sensitive issue, let us see what does Motivation in general entails? Motivation suggests the well desire to do ones caper well with an initiation to receive a complement either of moral or strong satisfaction. Employers agree employed material incentives in the form of extra hours with extra allowance, some some others view as too much importance to the stability of the workers with satisfying their necessaries of life whereas others have much hard-pressed human relations, earnest contacts with prospective come forthcomes, promotion, and occupation with high responsibilities potential.There is no shor covere of theories about motivation, and the relation between capital and motivation in particular was central to or so of them since money has perpetually been held as the bread and butter of each worker and the carrot or the stick with which the employers control the goal achievement processes. Next we briefly criticism some of the most important motivation theories and there approach on money.II- Review of literature and previous studies(A) Theories of Human motiva tion and their relation to money* The Hierarchy of NeedsThis theory is probably the best-known motivation theory. It was coined by Abraham Maslow du make noise the 1940s and 1950s. In essence, it states that our motivations are dictated primarily by the circle we find ourselves in, and that certain lower needs need to be satisfied before we aremotivated towards higher accomplishments. Maslow indicated five distinct s drages, starting at physiological needs and ending at self-actualization needs. In practice, the first s scintillae in the hierarchy, the physiological stage, which contains the needs the employee first tries to satisfy such as food, cherish indicates that pay is a good motivator inside this stage. silver is the supplier of food, medicine, shelter, clo subject but as soon as thee basic needs beat satisfied and the employee moves to higher stages within the hierarchy, pay becomes slight and less a motivator. funds cant buy safety, a understanding of belonging, sel f prise or self actualization.* Theory X and Theory YIn 1960, Douglas McGregor advanced the idea that managers had a major part in motivating staff. He essentially separate managers into two categories Theory X managers who believe that their staff are lazy and leave alone do as little as they can get remote with and Theory Y managers who believe that their the great unwashed really want to do their best in their work. Theory X managers believe that staff will do subjects if they are condition explicit instructions with no wiggle room, and plenty of stick if they befoolt do what they are supposed to do. Theory Y managers believe their people work their best when empowered to make appropriate decisions. four-in-hands who follow theory Xs approach, tend to rely greatly on money as both a motivator and a tool of control. Theory Y managers tend to focus in any case on non- financial motivators and rely less and less on money in motivating their staff. With advances in foretho ught theories, Theory Y has begun to replace Theory X as the dominant management philosophy in many organizations and money began to seem as a less upshotive tool for motivation as we will later see.* threefold Factor TheoryAnother theory to gain prominence at this age was Frederick Hertzbergs Dual Factor theory. He identified two separate groups of factors that had a strong bearing on motivation. He listed the first group hygiene factors, because they strongly influenced touch sensationings of dissatisfaction amongst employees. Hygiene factors include working conditions, pay, and job security. According to Hertzberg, they dont motivate employees as such, but if they are not there, they can adversely affect job work. He referred to the other group as motivation factors because they had a portion in positively influencing murder such as achievement, race progression and learning. Hertzberg went on to state that you can forget about workforce motivation if you dont get the hyg iene factors right first of all, so you have to get the pay part of the equation right. But he saw pay as not being an actual motivator in the work place. You can constrain disgruntle employees with less money, but you cant create a motivated employee with more cash.* Equity Theory conjuring trick Stacy Adams posited another theory in 1965, looking at how motivation was affected by the degree of fairness within an organization, particularly within a group of peers. Consider the situation where nine sales representatives are given a company Mercedes, but one of them is given a Toyota, change surface though that person believes he did just as good a job as his colleagues. How would that sustain sales representative feel? Now theres nothing wrong with a Toyota, but by comparing ones own circumstances to the treatment of others in a similar situation, very intense feelings can be experienced. These feelings could lead to intense positive or negative motivations. Its here that money can become a serious de-motivator or even a source of conflict if distribution was not seen as fair. No matter how insignificant the monetary value, a lower prefer will be seen as an unfair evaluation of ones self-conceived performance relative to others and the intended motivating effect will be transformed into a strong feeling of inferiority and injustice. In practice, managers need to be careful in distributing money incentives within a group of peers because of the emotions this can engender.*Expectancy TheoryVictor Vroom in 1964 couch forward the notion that people are driven by the likelihood of genuine triumph in achieving particular objectives. Three barriers need to be jumped by managers if they want to motivate their people to succeed. First of all, they need to connect the task to be performed to the likelihood of break out expirys. Secondly they need to set expectations that there are positive benefits to the employee in achieving those results, and thirdly they ne ed to ensure that these benefits are of value to the employee. For instance, there is no point asking your employees to be happy about coming in a half-hour early in future if you cant the right way explain how this will lead to eventual real benefits for theemployees themselves. Benefits alike should be properly assessed, some employees rank money low on their preliminaryity lists, and others give it precedence over other benefits. Setting expectations for benefits that are not valued by employees will not work, managers should not take for granted that money is all that matters and probe for other benefits the employees may consider superior.* Money as a MotivatorThis theory states that all workers are motivated primarily by the need for money so if you want to get the most out of your workforce, you pay them more. This has particular soundness in areas where payment is directly linked to the accomplishment of objectives. This theory is public in many businesses in the form of performance-related pay, incentives, subventiones and promotion schemes. While few would argue that it does not have some validity (indeed it is the driver behind most sales forces the world over), it is not an all-encompassing theory. It doesnt really address the sometimes complex reasons why people are motivated by money. It excludes people who are not driven primarily for money. It does not, for exercise, apply to voluntary organizations. In addition, it may not work if meeting the financial objectives might threaten other entitlements, creature-comforts or rights, such as an employees location, network of friends, employment conditions or current level of job satisfaction.Several other related theories such as the ERG and AAP theories also tried to find out what motivates employees the most, and where does pay rank among motivators. The motivational power of money is clear in the sense that more dollars buy more things (but not all things as we discussed before), but why is m oney sometimes seen as a low quality motivator?(B) Money, an Over Estimated MotivatorIn our research and readings we were tint to identify several problems with using money as a motivator in the work place. These points are summarized below and should be taken into consideration by the manager in his efforts to promote effectiveness and efficiency.(1) Cash becoming compensation The great thing about choosing a monetary reward is that theres no extra distribution method necessary. Employees view cash incentives and prizes as part of their annual compensation,Because those dollars just become part of what you take home, theres nothing special about them. The money tends to get spent paying bills, and you dont really do anything thats memorable, so theres no permanent effect relative to the dollars that youre putting into those incentive schemes. It just becomes a part of that pile of money that you find a way to spend every month and every year.(2) A Tough Incentive to Take Away B eyond cashs poor ability to channel behaviors, it actually can be harmful. In good economic times, when everyone is flush and goals are being reached, cash can be behind to give out, but when times are bad, and the cash goes away, employees will wonder where their money went. And studies show that they will consider it their money. Discontinuing a noncash incentive program has a easy less negative impact on employee motivation than killing a cash program.(3) Buyers Remorse Affects Money Incentives A family man receiving a cash award from his company is faced with a tough decision Put the money in savings or a college fund, or use it to pay bills, or splurge on a family vacation or buy them something special. If he decides to splurge, he may regret the decision later on when a particularly large bill comes due. That quandary can have a negative effect on the overall quality of the award, an opportunity will be considered as wasted if the money is spent or saved. Many non-cash inc entive awards are considered luxuries, and earning them through hard work can give employees a sense of achievement.(4) Low Trophy Value Cash lacks loot value and social reinforcement attributes that amplification the perceived value of the non-cash award over cash, the trophy value associated with noncash incentives is just immense. An employee will always find it more pleasant to talk about a company all-expenses- paid trip, movie tickets or even a warm pad on the back from the boss, than a two hundred dollars bonus check.(5) Money Is Not Promotable The trophy value associated with non-cash awards can have a positive effect on other employees who didnt reach their goals and take home the award. Its harder for the boss to say do better and youwill get a certain cash reward, than to advertise a position for the employee of the month award for example. Money is less promotable than other forms of motivation.(6) Cash Satisfies Needs-Not Wants Cash is easy for companies to give away, and everybody needs it. But for true motivation, you need to give people something they want or desire, not something they need. A trip to Hawaii, on the other hand, generates memories, and a plasma-screen TV is something theyll look at every day for years to come-and remember how they got it, a hundred dollar bill gained for an extra ordinary selling calendar week is soon not varied from a hundred dollar bill received as wage.(7) Money Is Im personalized Sure, everyone could use more money, but whats special about that? The best rewards cater to a particular groups interests, and having that personal edge makes a big difference in how effective your program will be.(8) One Size Doesnt Fit All There are no average employees, average has become wider and wider around the promoter over the past few years, and will continue to do so. So one really cant provide one option and mobilize that its going to be appealing or motivating to the entire staff.(9) Managers Prefer Noncash A rec ent study of 235 managers by the Forum for People capital punishment Management and Measurement showed that managers prefer non-cash employee recognition programs. According to the study, managers view non-cash awards as more important, more effective and generally superior for achieving the majority of specific organisational objectives.(10) No Global Parity In economic terms, its called purchasing power parity, which means, roughly, that the cost of living-everything from the price of a nice dinner for two to a months rent-can be vastly different in different parts of the world. Companies with worldwide footprints need to make sure their award prolongings are equal on a global scale. A dollar, after all, goes a lot farther in some corners of the world than in others. Non-cash awards such as acquaint cards allow companies to offer parity in termsof the overall worth of the award.(11) Money Is Insufficient for Some Employees in addition for the respective(prenominal) idiosyncras ies of individual employees, money may not be sufficient for some people. Highly paid employees for example may prefer other benefits such as an award ceremony, a club membership, a parking space closer to the office(12) Evaluation of Performance its hard to put a price tag on performance. Even clear rules, such as sell x items and y dollars, may be seen as unfair. Employees may complain about their depot location, their shifts, and their managers to give an unfair flavor to a peers bonus. Non-cash motivators are less likely to be thoroughly criticized and have a greater motivational value.(13) A Trouble Maker money may set employees against each other, leading to conflict in the company. Employees may also feel forced to make do and thus Money becomes a fosterer of a hostile work environment rather than a motivational tool.(C) Research Study resultsSeveral research studies were make on the effects of money as a motivator, and its position relative to other motivational incentive s. The results of a NOVA Group study under the title Factors employees have Motivating re affirmed several previous studies in which employees ranked money as fifth among motivation factors. Money was proceeded by Interesting Work, keep and Recognition, Feeling of being in on things, and Job Security. A more recent study on done by the Hay Group on retention factors found that money ranked a staggering tenth among employee retention factors. A research study for 57 managers conducted by Meudell & Rodham showed through compendium of questionnaires that managers saw an append in performance among their employees for an average of just two weeks after a pay raise followed by a relapse into the prior performance levels. Several other research papers we saw which conduct research on the effects of money as a motivator on employees of various professions showed similar results. Although the position of cash as motivator varied slightly among different working groups, it still showed t hat money has limited motivational power. For example In a much publicized study, Gupta and her colleagues analyzed thirty-nine studies conducted over four decades and found that cold-hard cash motivates workers as expected, but the research team acknowledges that money is not the only thing that concerns employees, noting that beyond a certain point higher salaries will make employees happier, but it will not buy better performance.III- Interviews, Analysis and Findings(A) The interviewsIn the process of researching the motivational power of money, we were lucky to interview two prominent managersMr. Sami Gheriafi , Process and brassal Planning Manager -AUBDr. Saad Andary , Deputy General Manager -BBAC BankAs a basis for the interviews, we prepared a questionnaire to address all the questions that were raised during our review of literature. Through out the interviews many more clarifying questions were asked, the end result was put into a Q&A format, and both interviews are poste d in the annex at the end of the paper.(B) Interviews analysisIt was striking how the answers of two managers from two different organizations overlapped in key issues. Of course one will find differences in some approaches, but the overlap in addition to the findings we uncovered in our literature review gave us confidence in our results.Both managers gave non-monetary forms of motivation priority over money. Whether sending over-performers out of the country for advanced training to show the organizations commitment in improving their career opportunity, or verbal and written appreciation, non-monetary motivators were found to be superior. Empowerment, delegation of authority and granting immunity of decision are also very important tools used in the organizations to motivate employees. On the other hand, and in compliance with our research, both managers agreed that money is important especially in a region under economic stress, butthey also argued against using it primarily. D r. Saad Andary noted that money according to his experience may play a good role as a retention factor, noting the huge pay gap between Lebanon and the Gulf, but he doesnt consider it as motivating. Both Mr. Sami Gheriafi and Dr. Saad Andary also indicated that money has a timed impact that is they as managers notice an increase in performance when a monetary reward is handed out, but this increase tend to dwindle down as the raise is spent. Non-monetary motivators tend to have a longer lasting effect on performance.On the use of money, Dr. Saad Andary pointed out that in current economic conditions, money is the managements easy way out, and even though both managers disagreed on managements ability to put a financial tag on performance, both agreed that it is not productivity that should be an issue, but also commitment to work, enthusiasm and the feeling of belonging to the company that should matter to managers. Money has a tempting impact on new comers it refreshes the employee s and energizes their performance is an expected part of the motivational basket and if used properly and in an accurate sense will boost performance in times when a push is needed. But the use of money has its negative side as well. Money has shorter lasting effect on employees, it is less effective with employees higher up in the organizational hierarchy, money is also coupled with the firms profitability rather the employees performance in a sense that a hard working employee may not get a raise because the firm is not profitable that year, a thing which will discourage the employee especially if in more profitable years less effort lead to more money.Money also will put a huge financial burden on the company especially when employees begin to see bonuses and raises as part of their pay, they will grow more qualified on monetary rewards and this will produce a high employee turnover rate and a decrease in performance. Money, and depending on the management approach, might easily become a tool for manipulation rather than motivation. For these reasons Dr. Saad Andary forecasts that management will try to limit the negativities of money as a motivator by qualification reward more institutionalized, in a sense that staff will become regionholders and be granted stocks rather than raises. This will give rise to a partnership between the staff and the firm, the employees will no longer feel as pones moved by management, but ratherthey will develop a genuine sense of belonging, and a true interest in the well being of the organization.IV- Conclusion Money as a MotivatorAll the popular motivation theories have their flaws and detractors, but they do give us an insight into some of the mechanisms at work in day-to-day organizational life. A number of key messages ring true firstly, people are not automatons and their reasons for behaving in a certain way are more complex than just money or laziness. Secondly, different people are motivated differently there is no such thing as a simple, all-encompassing solution. Thirdly, its important to get the work environment right if you want to get the most from people and finally, managing perceptions and expectations is very important if you want to help people get the most from their work. As a summary, Money is found not to be a default and automatic motivator, its importance is subjective and its effectiveness in motivating is relative to the type of job and the way management uses it, non-monetary motivational approaches are superior in many ways (as explained in a higher place). So if we want to finish up with one message we hypothecate back that the best conclusion might be Avoid the Cash Trap.V-Annex(A) Dr. Saad Andary interview1)What are the motivation techniques followed in your Institution?What is the role of money in the above techniques?One major form of motivation is to send staff out for training ( specially out of the country New York, London) this is major motivating because it enhances the employee career and gives exposure to more advanced markets ( only the outstanding people are selected) . The other form of motivation is to promote and to empower the staff (to give him the freedom of decision).Money incentives an environment which is under economic stress with high unemployment and depressed salaries and wages and also coupled with price inflation required to have invariable individual raises , although this does not compensate to the huge job pricing differential between Lebanon and the Gulf) so money plays the role of retaining employees here and not motivating.2)Do you think Money is the easy way out?In our environment, yes it is, until we have sufficient economic growth to benefit from the oil boom.3)How can you put a price tag on performance?The appraisals to be reflected in the annual raises. BBAC is an institution working in the financial market where jobs can be easily assessed and priced (especially jobs related to sales, dealing, treasury, market) where the management can pinpoint revenues or loss leading to the evaluation of the employee performance.4)Do you notice an increase in performance after a money raise (bonus, financial reward)? And how long does it last?It gives an immediate feeler in performance and lasts until the raise fade according to its amount (depend on the value of the reward). The bad thing about this is that if its regular bonus or reward then its no longer conceived as merit where it becomes more as a salary = thats why a money raise cant be that effective motivator to count on.5)From your experience, how did the concept Money as a Motivator develop through the past years? And where do you see it going?In the banking industry money became a norm ( bonus at end of the year for example) which is reflected by the profit of the form , so staff is identified with the concept of the profitability = there is functional relationship between money as motivator and profitability .See it going toward s becoming more institutionalized , in the sense that staff will become share holders (partners) employees will not be granted money but stocks which is a way of partnership that involves the staff in ownership = develops sense of belonging and last relation of employees with the firm.6)What are the positive/negative aspects in using money as motivator (conflicts and competition between employees)? Positive refresh the employees and energize their performance (although for just a period of time). Negative money is coupled with the firm profitability and not directly related to the employee performance and results the criteria setfor the rewards are not usually clear and standardized decreases the sense of belonging towards the firm.7)Doesnt money trivialize work and weaken sense of belonging?Yes, money trivialize work and stock option can be the right alternative for improving sense of belonging8)Money Motivation or Manipulation?Money is recognition of the surplus created by the st aff cant be considered fully motivation or manipulation.9)What is your conclusion (experience & personal opinion) about Money as a MotivatorMoney cant be used as a direct and effective motivator due to several constraints mentioned above.(B) Mr. Sami Gheriafi interview1)What are the motivation techniques followed in your Institution?It is at the discretion of the managers of each department to use various techniques to motivate employees. Among many, there is empowerment, delegation of authority, added responsibility commensurate with seniority and financial incentives, promotions, commitment to employee skipper development (mostly through training and development of talent, skills and competencies), and appreciation either verbally or in writing (aka psychological support) or, as specific to AUB, attainment of chairwomans Service Excellence Award, an annual award given to employees with exceptional and superior customer service and notable productivity over the prior 3 years. My personal experience has led me to the following equation Productivity = Satisfaction x Appreciation.What is the role of money in the above techniques?Money is a major motivator, however, in my opinion it has a times impact By virtue of human nature, people tend to feel motivated with money, but after a short period of time, usually not more than 3 6 months, people tend to forget about the financial increase. The money reward will certainly help improving the employees performance in the short term, but its impact will fade out as time passes.2)Do you think Money is the easy way out?The use of easy way out is a biton the negative side, as when you refer to a situation where people circumvent a process or get a way with minimal loss or damage. On the other hand, Money has a strong buy-in and buy-out impact in that it elevates the level of personal satisfaction notwithstanding the longer term fading effect. Money losses its value with time and so does the money based motivation techni ques.3)How can you put a price tag on performance?In financial terms, No However, performance is measured in productivity of an individual. If the individual is satisfied with the job responsibilities and is being appreciated (both soft and hard), the performance is priced and reflected by commitment to work, enthusiasm, and personal ownership (not corporeal but psychological).4)Do you notice an increase in performance after a money raise (bonus, financial reward)? And how long does it last?Performance increase is always noticed after a financial reward. What I would like to point at is that the financial reward should be the consequence not the pre-requisite for an improved or increased performance. In my business life, I have seen many people who work and enjoy what they do with lesser amount of money, but have a great working atmosphere and very appreciative bosses.5)From your experience, how did the concept Money as a Motivator develop through the past years? And where do you s ee it going?From what I have seen in the past +15 years, money may have a tempting impact on a new employee or a new comer, but as time passes, and as people grow in hierarchy and mature on the personal level, the more motivating is the work responsibilities, assignments, business setting, atmosphere, stability of the organization, etc. and this is where the motivation is heading. In some cases, money becomes a way to walk out when an offer is made If the business setup, setting, culture, modus operandi is not appealing, people might not want to burn bridges by refusing an offer, but might as well increase their expectation to a higher level that the employer might and/or will not be able to afford.6)What are the positive/negative aspects in using money as motivator (conflicts and competition between employees)? Absolute use of money as a motivator has significant negative impact on the employee and the organization equally. The organizations operating budget will inflate with sky r ocketing salary budgets and employees will be heavily dependant on monetary rewards. There will be a high employee turnover, resultant reduced productivity, resultant impact on the organizations turnover, etc. This is a vicious cycle.The basket of motivational techniques, including financial reward, is a healthy approach to the organization and the employee. Both will benefit from what each party will give to the other. Organizations will receive productivity, commitment, ownership, improvement on the part of the employee who in return will also enjoy the basket of appreciation, work atmosphere, investment in his/her professional development, etc. This is what I call a win-win approach.7)Doesnt money trivialize work and weaken sense of belonging?Yes, sometimes it does.8)Money Motivation or Manipulation?Again, the answer depends on the approach. In absolute term of motivation, money will be manipulative.9)What is your conclusion (experience & personal opinion) about Money as a Motiva torMoney is one of the motivating factors, but certainly not THE motivator. There are more for people to receive from organizations than money. Let us remember that people make money not the other way around.Referenceshttp//www.forexprofitingpro.com/sites/ldintino/_files/Image/MoneyGlobeOnFinger.JPGClarifying moneys role in motivating- Lynn W. Robbins University of Kentucky- Journal of Food Distribution ResearchGetting more bang for your buck- Martin Price is the manager of HR Equations Ltd- employment today NOVEMBER 2005Motivating the work force (chapter ten) McGraw -Hill/IrwinMoney not the motivator The Herald Sun Thursday, 08 December 2005Money can be a big demotivator- John Fisher, Managing director,

Understand Partnership Working in Services for Children and Young People L 2

Working in federation with others is very important for churlren and young sight it exit befriend them to hit consistent routines, which is very essential it proffers them with a sense of security and structure to their day. All adults who work with fryren and young people have a trading to own on very well with each other to demonstrate a positive attitude at work ground and to develop good professional relationships and also be a good role model to the children and young people they are caring for, this depart help determine the type of care the child needs temperament, likes, dislikes, health, interest and behaviour.Successful relationships betwixt colleagues will all toldow them to pull together to create a warm, couthy welcoming atmosphere and maintain a safe environment for the children and young people and also to build a plan fix for individual this will help to avoid every unnecessary conflicts or misunderstanding between them.Parents/carers must always be r egard in their childrens daily scholarship maturation and willing to work with the child care workers as part of the team, so good relationship and good communication skills between the two parties will have a huge effect on the childs development, and it will take out it easier for both to approach one a nonher for any feedback and concerns for the child which is important to have this info and be aware of any sudden change in the child to act fast, to resolve any problems he/she may have, after all parents/carers and practioners are all aiming at the same goal, that is the health and well being of the children and young people and to make sure that they have the opportunities to get the most out of life.Feedbacks between the two happens either face to face when the parents/carers drop off their children or at the pick up time, but sometimes through informal meetings to discuss their childs progress and needs, and suggest ways in which parents/carers can stimulate their child s learning and development at home. The importance of these meetings is to have a clear picture and full understanding of the child in addition to organize activities that will encourage the childs physical, emotional, intellectual, and social growth. It is the practioners duty to help children explore individual interests, build self-esteem, develop talents and independence and learn how to get along with others. In some cases alas are not straight forward, where outside professional agencies may get convoluted in the childs life where there may be issues like for xample, deliverance difficulties, in this case the child will be referred to speech therapy where he/she be seen by a specialist who will go forth sessions on one to one basis, to help the child to improve their speech. For children who are affected by behaviour or emotional difficulties, psychologist will be affect in their learning development. Social services may be involved too if there are any concerns or sign o f child abuse, it is their duty to investigate any alleged incident and to assess the risk to the child and their need for protection. Social workers will often work closely with the child and the family to provide them with supports, but if the child is highly at risk of abuse, then the police will be contacted and involved too.Other outside agencies who may be involved are physio, they provide exercises to help children who having problems with their muscular or breathing problems. SENCO is responsible for supporting children with special education needs to reduce the underachievement gap and enable all children to reach their full potential. Children who are facing problems with visual or hearing impairment are referred to sensory impairment team who will offer the exceed advice to the parents/carers on how to help the child and also how to use equipment effectively. The effective partnership working together is to share information about the child, their interests, routines and working to resolve issues such behaviour, sleep routine etcThat is why it is vital to have good working partnership with parents/carers or guardians, they seem to know their child better than anybody else when it comes to the childs interests, needs and strengths. Many parents/carers are very supportive and have a very good knowledge on how to help their child, especially where the child has checkup or physical disability. When there is poor or lack of communication between the two parties, lot of unnecessary conflicts and misunderstanding will appear causing barriers to partnership which may have a strong effects on the childs learning development. slightlytimes there are various reasons for barriers to partnership working one of them could be simply phrase barrier, culture, attitude and social economical background.There are also many reasons can cause barriers between practioners and the child, it can be anything that prevents the child from participating fully because he/sh e was not given a chance to try certain activities, which make him happen excluded from the group. Some adults have a belief that disabled children are incapable, or to be pitied or feared. Barriers can be environmental too where the premises are remote due to steps or poor lighting or other difficulties that occur within the environment such as the use of complex language or it could be a lack of discriminatory policies or procedures. In order to promote inclusion, practioners must be aware of features that may cause a barrier to participation.Good communication between partners is central to working with children and young people and parents/carers it helps build trusts and understanding the perspective of others. It also encourages them to seek advice and uses services it is observe to establishing and maintaining relationships. It is important for practioners to use clear language to communicate with all children, young people, and parents/carers and all partners including pe ople who find communication difficult to overcome any conflicts and misunderstandings, it is scoop out to summarise situations in the appropriate way for the individual, taking account factors such as background, age and personality.Having a clear communication between partners will make it easier to collect and gain information on the children and understand their needs which will help providing the right activities for individual and maintain a safe learning environment for the children and young people whom they are working with, and again it becomes much easier to communicate about issues and resolve problems that inevitably arise. Listening is the heart of clear communication, when people feel listened to and have their feelings accepted, they feel relief and move on to problem solving but when they do not feel understood or they feel judged or are interrupted, their annoyance or upset increases. Policies vary depending on type of work and the business, but there are quite a f ew policies that all work place should have like A Code of Conduct sets standards of ethical conduct and work place behaviour.Policies in workplace is a literary argument of principle and practice dealing with ongoing management and administration of the organisation, they act as a guiding frame of reference for how the organisation deals with everything from its day-to day useable problems or how to respond to requirements to comply with legislation, regulation and codes of practice. Policies explain how to perform tasks and duties, it is a procedure specifying who in the organisation is responsible for particular tasks and activities, or how they should be stick out out their duties, these should be reasonable and clearly understood. Confidentiality is one of the things that is included in child care policy, it is very vital to be kept private unless otherwise.This privy information is private and personal it includes *Address * touching number *Birth date *Emergency contact information *Records of any medical history including immunisations *Contact information of the next kin *Details of the childs GP & dentist *Nutritional restrictions *progress reports that has been gathered by observation *Referrals details *slips/forms of any injury occurring at the program *family changes All these information must be treated confidential in all child care programs and must not be shared outside the programs between friends and families of practioners it is against the confidentiality policy and can have serious consequences. It can upset lot of people.Trust may be muddled causing damage to working relationships and also leads to disciplinary action by superior, not to mention the bad affect on the care workers professional reputation. Sensitive information should made available to practitioners only on a need-to-know basis. That means that opposite practitioners in the same setting will not necessarily have access to the same information. Therefore should not discuss confidential matters with colleagues unless it is appropriate and can be done privately. Sometimes confidential information needs to be discussed with parents/carers, this should be done privately as well. All this confidential information must be stored securely and handed with care.Never go steady sensitive paperwork or files where people who do not need to know will have access to them. If a setting stores records on computer, they must be registered on the Data Protection Register. There are rules about what information can be recorded and how information should be kept. Referrals take place for different reasons such as having concerns about the safety, welfare and/ or well being of children etc Referrals of children in need should whenever possible, be accompanied by a statement of assent from the child or young person and parents/carers. Children and young people who are suffering significant harm will have social services involved in their cases, or maybe even the police depending how serious the harm is.Some children who having difficulty in communication will be referred to speech therapy, who will arrange one to one sessions once a week with parents/carers permission, the child will be assessed by specialist to help them recognize the cause of speech delay or problem, and what kind of methods and activities will be useful for individual to be able to respond to the treatment he/she be receiving. Other children may have different issues like behaviour, or emotional difficulties, in this case they will be seen by psychologist and again same procedure will be needed. Physio will deal with children and young people who have muscular or emotional problems. Physio will use exercise for this matters.

Student Information System

ACKNOWLEDGEMENT first off of all we would like to thank program director Mr. Satya Bahadur Shrestha and our hooked teacher Mr. Keshav Poudel for providing us with an opport unity to do our project work on pupil entropy strategy as part of our syllabus. We ar heartily obligated(predicate) to our subject teacher Mr. Keshav Poudel for his constant support and guidance throughout this project. It was his valuable suggestions that sufficeed us to negociate up with emerging obstacles during the development of this project. Group Members Ashish Shahi Sanjay Maharjan Sulashyana Shrestha TABLE OF CONTENTTable of condecadets 1. INTRODUCTION 2. 1. Introduction most the Project 2. 2. Objectives 2. 3. Scope of the Project 2. SYSTEM subject field 3. 4. subsisting organisation 3. 5. Disadvantage 3. 6. Proposed formation 3. 7. reward of the Proposed arrangement 3. 8. difficulty Definition and Description 3. SYSTEM abbreviation 4. 9. Package Selected 4. 10. Resources Required 4. 1 1. Feasibility Study 4. 12. 1. running(a) Feasibility 4. 12. 2. Technical Feasibility 4. 12. 3. Economic Feasibility 4. 12. utilitarian Requirement 4. 13. Non Functional Requirement 4. 14. Use Case 4. 15. Sequence Diagram 4. 16. Project programing . SYSTEM DESIGN 5. 17. Process Diagram 5. 18. Entity Relationship 5. examen 6. 19. Testing 6. 20. 4. Unit Testing 6. 20. 5. Integration Testing 6. 20. 6. system of rules Testing 6. CONCLUSION 7. 20. heavyset of the Project 7. 21. Future Work INTRODUCTION Introduction about the Project Nowa geezerhood engine room has reached its highest level and is in the phase of developing more with the spic-and-span innovations. schoolchilds datarmation System ( sis) is an cardinal saying of all educational institute. The information about the scholarly persons overall process is of the essence(p) as to generate learners progress report.Still contrasting colleges agnize students process report on the paper. Although records on a l ower floorside be proceed on the paper manually, but this process is time down action at law. With the advancement of technology, cybernated techniques be more intakeful and consume less time comp atomic number 18d to paper work. therefore computerized techniques should be used in colleges to record and admission fee students data which is more strong and efficient to use. The Student discipline System is aimed to computerize the record keeping dodging as to earn the contemplate easier for the college administrators. 1. 2 ObjectivesThe main objective of this project is to develop software that helps in easy introduction of the information about the student, their overall performance in nonpareil click. Our schema is focused to watch a web ground SIS which makes the work of cadence students performance easier and efficient. The main in decennarytion is to go out a strategy with adapted efficiency and accuracy while maintaining its main objective to access stude nts performance report. * Ensures that end users stool gossip the role process. * Accomplish project goals and objective within defined budget and time parameters. To employ a computer based program as to make the work effective and efficient. Scope of the Project As discussed above this project is based on developing software that is capable of finding students performance report. The form will be able to show students performance report. This dust will help to reduce the effort to record the entire students performance data in files. This constitution will save time and increase efficiency. This project is purely based on the re seek and along with the study and engagement of this project in academician field. 2. SYSTEM STUDY 2. 1 Existing SystemThe existing system of managing SIS in the college is based on the file recording system. The recording method of this system is totally based on file system and the data about the students are recorded in a file and to search th e performance graph about a student the files are to be searched according to the students semester. 2. 2 Disadvantage The existing system is very time consuming and is not effective as it is based on the file recording system. To search one students report all the existing files are to be searched. adaptation and updating process is hazard, which is time consuming and inefficient. . 3 Proposed System The system we are about to make is a web based system relations with the Student selective information System. Particularly it is based on the activities cogitate to the recording and accessing the students performance report. The proposed system is a computerized system which will be much more effective than the filing system. 2. 4 Advantage of the Proposed System As the system is a computerized system, it will reduce the effort to record the students progress report on the files. It will as intimately as save time in recording, managing and accessing the students data. 2. 5 Pro blem Definition and DescriptionIn any academic institute students information is an important aspect as it is related to the institute and the student studying in it. The students information about their overall performance in their academic career is essential and it is to be recorded in a proper way, so that the unavoidable information stinker be access when required. Our system Student teaching System (SIS) is focused make a computerized system that records the students performance information. The main intention is to provide a system with suitable efficiency and accuracy while recording, managing and accessing the recorded data along with appropriate speed. SYSTEM ANALYSIS 3. 1 Packages Selected The package used in the development of our system is Java Net Bin. 3. 2 Resources Required 3. 2. 1 Hardware Requirement Hardware PC compatible with a Intel Pentium- III processor pound 1-GB RAM Hard disk 20-GB 3. 2. 2 software system Requirement Operating System Windows 2000 Profes sional Software jdk 1. 7. 0_02, jre 7 Front ratiocination Java Back End MySQL 3. 3 Feasibility Study We made our estimation on whether the system is able to forgather the users need using the software/ ironware technologies being used in the developing the system.We made our study on the shadower of equal effectiveness of the proposed system from the business point of view. Considering the time and toll the feasibility study were made and further detailed analysis was done. The study is based on the following * Whether the system contributed to the main objective of the project * Whether the system can be engineered using current technology and within budget and schedule constraints. 3. 3. 1 Operational feasibility We made our study on the basis of the operational factors of the system. Our system is feasible on the operational environment as well.The users who are deviation to operate on this system will able to understand the system and can use it easily by some training. 3. 3. 2 Technical feasibility The hardware and software used in this system are easily available in the current technical environment so it is easy to use and feasible with our system. Due to technical feasibility further changes can be performed easily. 3. 3. 3 Economic Feasibility Our system is economically feasible as it is under our budgetary constraints. This system is cost effective because * The tools and technologies used for this system are free for non commercial use. This system provides quality of information and the ease of access to the information required. The system can prove effective and efficient and can establish itself as valuable assets for the one who implements it. 3. 4 Functional Requirement The system provides a web base where a large number of pages are crawled for a particular domain and are stored. The statement of services that our system provides as the systems practicable requirements are as follows * The administrator would be able to insert, delet e, condition and update the records based on students the performance. The system would be able to let on all the recorded performance information about the student. 3. 5 Non-Functional Requirements * Usability Our system will provide the web interface to the end users with the optimum user- friendliness so that they can get accustomed while operating the system. * reliability The system developed will be able to meet the expectations of the user as well as, it would be reliable to matchup with the existing products * Performance Our system shall return the matched documents from its web base within considerable amount of time. Security Our system provides a web interface, so in order to make the system secure, any user needs to get authenticated. This would help the system be free from spamming and early(a) kinds of attacks. 3. 6 Project scheduling Gantt Chart Days 1-5 geezerhood 6-10 days 11-15 days 16-20 days 21-25 days 26-30 days Activities Planning Feasibility study System analysis System design Coding Testing carrying out The above Gantt chart represents the activities conducted by our team members and the days required to complete all the activities. The activities performed were supplying which required five days, feasibility study which required ten days from day 6 to day 15, database design, and interface design required ten days from day 11 to day 20, coding would require ten days, streaking would require five days from days and lastly implementation would also require five days from days.As this project is based on the design of the Student Information System, coding system examination and implementation was not conducted but continuance was separated for these activities as well. 4. SYSTEM DESIGN 4. 1 System Design 4. 2 Design Description 4. 2. 1 Use Case The use event defines a goal oriented set of interaction in the midst of external actors and the system under consideration. Actors are parties outside the system that interact with the system. In SIS actors are the users. Use case diagram of Student Information System Insert records Delete recordsUpdate records Search required record View records record decision maker User 4. 2. 2 Sequence diagram for Student Information System 2. Accept password 1. Enter Password queer System Information System Login System 3. System Access 4. Display Record 5. Display require information to the user User figure of speech Sequence Diagram for Student Information System 4. 2. 3 Architectural Process Diagram get Pass Add Delete Edit Edit Delete Submit Exit taradiddle Action Exit Operation Performance Info Student Info Student Informationon 4. 3 Entity Table Table summons StudentAttributes entropy type duration Constraints S_Id whole number 20 Primary Key S_name Varchar 20 - S_semester Integer 20 - S_phone Integer 20 - Table name issue Attributes Data type duration Constraints S_name Varchar 20 - S_marks Integer 20 - Table name Login Attributes Data type Length Constraints Username Varchar 20 - Password Varchar 20 - Time Varchar 20 - Table name Administrator Attributes Data type Length Constraints Admin_Id Integer 20 Primary key Admin_name Varchar 20 - 4. 4 Entity DiagramStudent S_name S_Id S_phone S_semester Fig 4. 3. 1. Entity diagram for student Result S_name tag Fig 4. 3. 2. Entity diagram for event Username Password Time Login Fig 4. 3. 3. Entity diagram for login Admin_Id Admin_name Admin Fig 4. 3. 4. Entity diagram for Admin 4. 4. 1 ER-Diagram of Student Information System Login Admin Student Result Attend Performs Records Performs 4. 5 Context Diagram Update info Marks Student details Administrator Student information system Student Id Semester result Student Login details 5. TESTING 5. 1 TestingOur system has been time-tested throughout the design of the system. As testing is important part of the system development process, we have tested the system throughout the design phase in stead than testing the system after the complete development. The following tests are to be done during the system development 5. 1. 1. Unit Testing We will have to test each and every small units of our system. The source code of our system would be divided into modules, which in turn would be divided into small parts called units having their special(prenominal) behavior.From the unit testing we will come to know if the combination of the units leads to the fulfillment of the software requirements or not. 5. 1. 2. Integration Testing In this testing we will intensify the modules and test it as a group. Modules would be typically code modules, individual applications, client server application in the network, etc. Integration testing follows unit testing and precedes system testing. 5. 1. 3. System testing As there are the possibilities of different surprising errors to occur after integration so the system testing would be done.The system would be tested to check whether it met its requirements and ensure the known and predictable results. System testing would be based on the process description, punctuate pre-driven process links and integration points. 6. CONCLUSION 6. 1 Summary of the Project Managing students performance information is a very important activity of any educational institute. This project is aimed to develop a computerized Student Information System that helps to make recording and accessing the information easy and effective. Subsequent numbers of lectures were reviewed to begin with starting the project.Then further steps were taken such as system study, systems feasibility and many others considerations. Though the system needs some improvements and future enhancement is also a challenging task, the overall outcome of the project is evaluate in its design considerations. Enormous knowledge has been gained throughout the project. The importances of compass research, system study, requirement analysis different methodologies were l earnt. Also implementing techniques, testing have been exercised. Thus we promise our system provides appropriate nformation to the users according to the chosen service and would help to reduce unnecessary time managing the repots on the paper. 6. 2 Future Work Our Student Information System has many aspects that can be upgraded with future works. thither are different future possibilities that the system can enhance its features in terms of the technology and design. In order to make even more effective and efficient use of the system the user interface can be developed in a more interactive way and technological changes can be made. As per the time, knowledge and necessity the system scan be made get out in future.Student Information SystemACKNOWLEDGEMENT First of all we would like to thank program director Mr. Satya Bahadur Shrestha and our subject teacher Mr. Keshav Poudel for providing us with an opportunity to do our project work on Student Information System as part of our syllabus. We are heartily indebted to our subject teacher Mr. Keshav Poudel for his constant support and guidance throughout this project. It was his valuable suggestions that helped us to cope up with emerging obstacles during the development of this project. Group Members Ashish Shahi Sanjay Maharjan Sulashyana Shrestha TABLE OF CONTENTTable of Contents 1. INTRODUCTION 2. 1. Introduction about the Project 2. 2. Objectives 2. 3. Scope of the Project 2. SYSTEM STUDY 3. 4. Existing System 3. 5. Disadvantage 3. 6. Proposed System 3. 7. Advantage of the Proposed System 3. 8. Problem Definition and Description 3. SYSTEM ANALYSIS 4. 9. Package Selected 4. 10. Resources Required 4. 11. Feasibility Study 4. 12. 1. Operational Feasibility 4. 12. 2. Technical Feasibility 4. 12. 3. Economic Feasibility 4. 12. Functional Requirement 4. 13. Non Functional Requirement 4. 14. Use Case 4. 15. Sequence Diagram 4. 16. Project Scheduling . SYSTEM DESIGN 5. 17. Process Diagram 5. 18. Entity Relationsh ip 5. TESTING 6. 19. Testing 6. 20. 4. Unit Testing 6. 20. 5. Integration Testing 6. 20. 6. System Testing 6. CONCLUSION 7. 20. Summary of the Project 7. 21. Future Work INTRODUCTION Introduction about the Project Nowadays technology has reached its highest level and is in the phase of developing more with the new innovations. Students Information System (SIS) is an important aspect of any educational institute. The information about the students overall performance is important as to generate students progress report.Still different colleges record students performance report on the paper. Although records can be recorded on the paper manually, but this process is time consuming activity. With the advancement of technology, computerized techniques are more useful and consume less time compared to paper work. Hence computerized techniques should be used in colleges to record and access students data which is more effective and efficient to use. The Student Information System is aime d to computerize the record keeping system as to make the job easier for the college administrators. 1. 2 ObjectivesThe main objective of this project is to develop software that helps in easy access of the information about the student, their overall performance in one click. Our system is focused to make a web based SIS which makes the work of measuring students performance easier and efficient. The main intention is to provide a system with suitable efficiency and accuracy while maintaining its main objective to access students performance report. * Ensures that end users have input the design process. * Accomplish project goals and objective within defined budget and time parameters. To implement a computer based program as to make the work effective and efficient. Scope of the Project As discussed above this project is based on developing software that is capable of finding students performance report. The system will be able to show students performance report. This system wil l help to reduce the effort to record the entire students performance data in files. This system will save time and increase efficiency. This project is purely based on the research and along with the study and requirement of this project in academic field. 2. SYSTEM STUDY 2. 1 Existing SystemThe existing system of managing SIS in the college is based on the file recording system. The recording method of this system is totally based on file system and the data about the students are recorded in a file and to search the performance graph about a student the files are to be searched according to the students semester. 2. 2 Disadvantage The existing system is very time consuming and is not effective as it is based on the file recording system. To search one students report all the existing files are to be searched. Modification and updating process is hazard, which is time consuming and inefficient. . 3 Proposed System The system we are about to make is a web based system dealing with the Student Information System. Particularly it is based on the activities related to the recording and accessing the students performance report. The proposed system is a computerized system which will be much more effective than the filing system. 2. 4 Advantage of the Proposed System As the system is a computerized system, it will reduce the effort to record the students progress report on the files. It will also save time in recording, managing and accessing the students data. 2. 5 Problem Definition and DescriptionIn any academic institute students information is an important aspect as it is related to the institute and the student studying in it. The students information about their overall performance in their academic career is essential and it is to be recorded in a proper way, so that the necessary information can be access when required. Our system Student Information System (SIS) is focused make a computerized system that records the students performance information. The main intention is to provide a system with suitable efficiency and accuracy while recording, managing and accessing the recorded data along with appropriate speed. SYSTEM ANALYSIS 3. 1 Packages Selected The package used in the development of our system is Java Net Bin. 3. 2 Resources Required 3. 2. 1 Hardware Requirement Hardware PC compatible with a Intel Pentium- III processor RAM 1-GB RAM Hard disk 20-GB 3. 2. 2 Software Requirement Operating System Windows 2000 Professional Software jdk 1. 7. 0_02, jre 7 Front End Java Back End MySQL 3. 3 Feasibility Study We made our estimation on whether the system is able to satisfy the users need using the software/hardware technologies being used in the developing the system.We made our study on the basis of cost effectiveness of the proposed system from the business point of view. Considering the time and cost the feasibility study were made and further detailed analysis was done. The study is based on the following * Whether the system c ontributed to the main objective of the project * Whether the system can be engineered using current technology and within budget and schedule constraints. 3. 3. 1 Operational feasibility We made our study on the basis of the operational factors of the system. Our system is feasible on the operational environment as well.The users who are going to operate on this system will able to understand the system and can use it easily by some training. 3. 3. 2 Technical feasibility The hardware and software used in this system are easily available in the current technical environment so it is easy to use and feasible with our system. Due to technical feasibility further changes can be performed easily. 3. 3. 3 Economic Feasibility Our system is economically feasible as it is under our budgetary constraints. This system is cost effective because * The tools and technologies used for this system are free for non commercial use. This system provides quality of information and the ease of access to the information required. The system can prove effective and efficient and can establish itself as valuable assets for the one who implements it. 3. 4 Functional Requirement The system provides a web base where a large number of pages are crawled for a particular domain and are stored. The statement of services that our system provides as the systems functional requirements are as follows * The administrator would be able to insert, delete, modify and update the records based on students the performance. The system would be able to display all the recorded performance information about the student. 3. 5 Non-Functional Requirements * Usability Our system will provide the web interface to the end users with the optimum user- friendliness so that they can get accustomed while operating the system. * Reliability The system developed will be able to meet the expectations of the user as well as, it would be reliable to matchup with the existing products * Performance Our system shall return the matched documents from its web base within considerable amount of time. Security Our system provides a web interface, so in order to make the system secure, any user needs to get authenticated. This would help the system be free from spamming and other kinds of attacks. 3. 6 Project scheduling Gantt Chart Days 1-5 days 6-10 days 11-15 days 16-20 days 21-25 days 26-30 days Activities Planning Feasibility study System analysis System design Coding Testing Implementation The above Gantt chart represents the activities conducted by our team members and the days required to complete all the activities. The activities performed were planning which required five days, feasibility study which required ten days from day 6 to day 15, database design, and interface design required ten days from day 11 to day 20, coding would require ten days, testing would require five days from days and lastly implementation would also requ ire five days from days.As this project is based on the design of the Student Information System, coding system testing and implementation was not conducted but duration was separated for these activities as well. 4. SYSTEM DESIGN 4. 1 System Design 4. 2 Design Description 4. 2. 1 Use Case The use case defines a goal oriented set of interaction between external actors and the system under consideration. Actors are parties outside the system that interact with the system. In SIS actors are the users. Use case diagram of Student Information System Insert records Delete recordsUpdate records Search required record View records record Administrator User 4. 2. 2 Sequence diagram for Student Information System 2. Accept password 1. Enter Password Display System Information System Login System 3. System Access 4. Display Record 5. Display require information to the user User Fig Sequence Diagram for Student Information System 4. 2. 3 Architectural Process Diagram Fail Pass Add Delete Edit Edit Delete Submit Exit Report Action Exit Operation Performance Info Student Info Student Informationon 4. 3 Entity Table Table name StudentAttributes Data type Length Constraints S_Id Integer 20 Primary Key S_name Varchar 20 - S_semester Integer 20 - S_phone Integer 20 - Table name Result Attributes Data type Length Constraints S_name Varchar 20 - S_marks Integer 20 - Table name Login Attributes Data type Length Constraints Username Varchar 20 - Password Varchar 20 - Time Varchar 20 - Table name Administrator Attributes Data type Length Constraints Admin_Id Integer 20 Primary key Admin_name Varchar 20 - 4. 4 Entity DiagramStudent S_name S_Id S_phone S_semester Fig 4. 3. 1. Entity diagram for student Result S_name Marks Fig 4. 3. 2. Entity diagram for result Username Password Time Login Fig 4. 3. 3. Entity diagram for login Admin_Id Admin_name Admin Fig 4. 3. 4. Entity diagram for Admin 4. 4. 1 ER-Diagram of Student Information System Login Admin Student Result Attend Performs Reco rds Performs 4. 5 Context Diagram Update info Marks Student details Administrator Student information system Student Id Semester result Student Login details 5. TESTING 5. 1 TestingOur system has been tested throughout the design of the system. As testing is important part of the system development process, we have tested the system throughout the design phase rather than testing the system after the complete development. The following tests are to be done during the system development 5. 1. 1. Unit Testing We will have to test each and every small units of our system. The source code of our system would be divided into modules, which in turn would be divided into small parts called units having their specific behavior.From the unit testing we will come to know if the combination of the units leads to the fulfillment of the software requirements or not. 5. 1. 2. Integration Testing In this testing we will combine the modules and test it as a group. Modules would be typically code mo dules, individual applications, client server application in the network, etc. Integration testing follows unit testing and precedes system testing. 5. 1. 3. System testing As there are the possibilities of different unexpected errors to occur after integration so the system testing would be done.The system would be tested to check whether it met its requirements and ensure the known and predictable results. System testing would be based on the process description, emphasizing pre-driven process links and integration points. 6. CONCLUSION 6. 1 Summary of the Project Managing students performance information is a very important activity of any educational institute. This project is aimed to develop a computerized Student Information System that helps to make recording and accessing the information easy and effective. Subsequent numbers of lectures were reviewed before starting the project.Then further steps were taken such as system study, systems feasibility and many others consider ations. Though the system needs some improvements and future enhancement is also a challenging task, the overall outcome of the project is expected in its design considerations. Enormous knowledge has been gained throughout the project. The importances of background research, system study, requirement analysis different methodologies were learnt. Also implementing techniques, testing have been exercised. Thus we hope our system provides appropriate nformation to the users according to the chosen service and would help to reduce unnecessary time managing the repots on the paper. 6. 2 Future Work Our Student Information System has many aspects that can be upgraded with future works. There are different future possibilities that the system can enhance its features in terms of the technology and design. In order to make even more effective and efficient use of the system the user interface can be developed in a more interactive way and technological changes can be made. As per the time, knowledge and necessity the system scan be made better in future.

Physical development observation of a special need child in a group of diverse children Essay

ASSIGNMENT 2 PARENT INFORMATION/EDUCATION SHEETIn Chapter six, Stress is the bodys reaction to a physical or emotional situation that causes discrepancy in a persons life. On the other hand, all children will experience tenor, some ms significant amounts of it, in their lives. The author depict the stress that young children may experience and it may puff up be resulting from disrupted homes, blended families, both p arents working outside the home increased exposure to violence, Parents working all the time, death, poverty Experts agree that for some children, ripening up in to twenty-four hour periods world may be riskyer. As many as 25% of all children are at take a chance of academic failure because of physical, emotional, or social problems and are less able to function well in the classroom because they are hungry, sick, troubled, or depressed. Children seem to deliver fewer sources of adult support than in the past, and many are being pressured to grow up faster (Honig , 2009 Marks, 2002).We fate to be concerned about stash away childhood stress and to be watchful about the types of stress-coping responses children are developing.Children experience stress from time to time in growing up. We have good unmistakable that children in poor families are less able to function well academically, socially, and physically. Despite this, almost 12 million children in the United States (16%) live in poverty, and another 5 million (7%) live in extreme poverty (Luthar & Sexton, 2007. Many children live in families that are typically overwhelmed with high levels of substance abuse, house servant abuse, and mental health problems. Poor children are more inclined to have developmental delays and behavioral and disciplinary problems than other children. They experience malnutrition, health problems, and below fair school performance. Five suggested proficiencys for reducing childhood stress and supporting young children at home are For parents that are workin g all the times, quality time is important as kids get older. Allow time for fun activities, Its really hard to come home after a long day of work to get down on the floor, and play with your kids or just talking to to them about their day especially if theyve had a stressful one themselves. Whether they need to talk or just be in the same room with you, make yourself available because expressing interest sharpens that theyre important. Complicating factors, like a divorce or separation, when these are added to the everydaypressures that kids are facing, the stress is overstated. Divorce has been embattled as the single largest cause of childhood depression. Almost all children in that situation manifest some signs of psychological imbalance or feelings of insecurity.Even the most amicable divorce can be a difficult experience for kids because of suspiciousty, it is a tough change. Parents should never put kids in a position of having to choose sides or expose them to negative co mments about the other spouse. Parents need to sit down and pardon to children the changes in an age appropriate way about what to expect, reassure them that the love both parents have for them will never change and that both of you will eternally be there to support them in any way. Another Suggested technique is Life pillowcase like death of a love one, Parents feel uncertain about how to comfort their children who have experienced the loss of a love one. Children understand very little about death, it is the parents responsibility to suffice their children develop a healthy understanding about the subject matter.Different families have different views when talking to children about death, it is a day to day event that even adult cannot comprehend but in that circumstance parents have no choice but to benefactor their children cope with their loss by allowing them to talk and express their feelings and emotions. Additional suggested technique is natural disaster, as we seen i n many countries where a hurricane or an earthquaque cause a family to lose their home and all their belongings. In time of hardship and confusion such as this, Children are thrown out of balance, they feel disoriented and will develop stress and anxiety caused by fear. Parents need to shield their children and help them get back into control. Talk to the children, reassure them that this situation is temporary and promise them that things will get better or look to professional help. ConclusionOur complex modern society has greatly increased the amount of stress adults and children are exposed to. Children are experiencing more stress at younger and younger ages Children react in different ways to stress. Some children become ill. Some may become withdrawn and nervous while others show anger and demand attention. It is not easy to recognize when kids are stressed out, but listen and watch for behavioral changes, mood swings, acting out, changes in rest period patterns, or bedwett ing can be indications.Some kids have trouble concentrating or completing schoolwork. Still others become withdrawn or spend a mountain of time alone even very young children have worries and feel stress to some degree. Adults ordinarily fail to recognize the incidence and magnitude of stress in the lives of children the author went on to explain how to help kids cope with stress, it is to provide proper rest and good nutrition, to create time for your kids each day. No technique will work all of the time. But Pay a little extra attention to herSome children experience more stress than others, some are more sensitive to stress and some are better at handling it than others.We cannot eliminate all stress from childrens lives, nor can we always get ahead in making stressed children feel better immediately. Stress is a part of life, and children learn how to handle child-sized stress by dealing with it, with appropriate help and support. By practicing stress-reduction and relaxation strategies with your children, youre helping them build skills they will use throughout their lives. Create an information sheet that can be sent home to help families support their children in times

Did School Helped in Covering Up the Crime

In my assessment of the facts, I believe that Eastern Michigan University did non advisedly covered-up the death of Laura Dickinson. Though the Clery Act requires grooms to report any crimes and other threats to safety to students, it ignores such law because it lacked clear finality as to what to do with the calamity (Goldman). Aside from that, it is beyond doubt that the work failed in initiating investigation on the incident.The tragic incident may also have distracted the school administrator as to what real happened to Laura until the body cannot be revealed to the students. Apart from that, the school may have feared that announcing the death of Laura may disturb their investigation and may create fear among students that they cannot control. The incident may have been perceived by the school as a threat to the peace within the school. Furthermore, the incident may have happened the first time and it is not prepared and lacked the proper guidelines in responding to such incident.It would also be unfair to conclude that the incident was covered- up because the school did not hid the body. If it was the schools intention to cover-up the incident, it could have done anything that would disallow anyone from discovering it. Besides, the school made a statement after ten days. Thereafter, informed Lauras parents after ten weeks. ten-spot weeks may be considered to be unreasonable for the school to finally decide in revealing the fairness but it may be considered only as a negligence and indecisiveness on their part.The school may have feared losing its reputation once the incident is fully made known in ordinary and may have been confused about the privacy of the people concerned. Aside from failing to report the incident, in that respect are no other circumstances that would strongly determine that the school tried to hide the incident from the students and the public as well. Furthermore, the school may have been ignorant about the consequences of its act. Hence, the school did not intentionally covered-up the incident.

Economics Stock market Essay

Playing the stock market is wish gambling. Such notional investing has no social nourish, other than the pleasure people place from this general anatomy of gambling. On the surface, this seems true. kinfolk are just buying and selling and hoping the difference will end up in their checkbook. They are not improving the lives of others, encouraging certain business practices, buying and using goods, or hiring and drop behinding workers. In fact, the businesses that they buy and sell may never matter to them and never know virtually their activity.So, what social value was there? However, upon deeper reflection, there might be more. The buying and selling creates liquidity in a earth market and permits business to obtain cheap funding for projects that produce jobs, feed communities, train workers and support charities. And, to the consequence that playing the stock market educates the investor (no telling if it does or not), the investor might learn some company activities and get interested in particular firms and support their goals.This evolution from disinterested to interested/active voice may or may not occur but it is possible. Yes, they might be trying to eat the odds, as in a black jack game but this activity might be ultimately educational and provides the grease that lubricates the capital markets. Playing the stock market is like gambling. Such speculative investing has no social value, other than the pleasure people get from this form of gambling. On the surface, this seems true. Folks are just buying and selling and hoping the difference will end up in their checkbook.They are not improving the lives of others, encouraging certain business practices, buying and using goods, or hiring and training workers. In fact, the businesses that they buy and sell may never matter to them and never know about their activity. So, what social value was there? However, upon deeper reflection, there might be more. The buying and selling creates liquidit y in a public market and permits business to obtain cheap funding for projects that produce jobs, feed communities, train workers and support charities.And, to the extent that playing the stock market educates the investor (no telling if it does or not), the investor might learn about company activities and get interested in particular firms and support their goals. This evolution from disinterested to interested/active may or may not occur but it is possible. Yes, they might be trying to beat the odds, as in a black jack game but this activity might be ultimately educational and provides the grease that lubricates the capital markets.