Student Rights Case Analysis Paper

As Americans we have certain expectations to what our rights are, in fact we have a bill of rights to ensure the rights we deserve. In most cases we consider these rights undeniable but sometimes they are deniable when you are a student on campus. Sometimes the legal line is not quite clear on rights that are afforded to students; rather the moral line is clear or not. In day to day adult life we expect law enforcement and lawyers to enforce our rights properly but on school grounds staff members are expected to take the role of enforcer and judge. The 4th Amendment protects Americans from unreasonable search and seizure, but students are not afforded the same right on most occasions. It has been established that searching backpacks and items of the like is permissible on school campus but Safford Unified School District #1 v. Redding delves into the more complicated area of body searches. At the age of 13 Savana Redding was called into the office of her school because she had been implicated in distribution of over the counter pain killers and prescription pain pills that were the strength of two Advil. The assistant principal and secretary went through Savana’s book bag and pockets were searched. After no pills were found on Savana’s outer layer of clothing the assistant principal â€Å"then had [the secretary]take Savana to the school nurse’s office to search her clothes for pills. After [the secretary] and the nurse, had Savana remove her outer clothing, they told her to pull her bra out and shake it, and to pull out the elastic on her underpants, thus exposing her breasts and pelvic area to some degree. No pills were found. † (Cornell University Law School, 2010) It is important to also point out that Savana’s parents were not notified until after the search and the assistant principal had not gotten details of when Savana had been distributing pill or where she kept these pills. Soon after Savana was pulled out of school and the legal proceedings began. It was decided by the Ninth Circuit Court that Savana had indeed had her 4th Amendment right had been violated. The court found that the circumstances did not warrant such an invasive search â€Å"because the suspected facts pointing to Savana did not indicate that the drugs presented a danger to students or were concealed in her underwear, [the assistant principal] did not have sufficient suspicion to warrant extending the search to the point of making Savana pull out her underwear. [the secretary] and [the nurse] said that they did not see anything when Savana pulled out her underwear, but a strip search and its Fourth Amendment consequences are not defined by who was looking and how much was seen. †. Cornell University Law School, 2010) Savana had a clean disciplinary record and the assistant principal had not even found out when the supposed pills were in Savana’s possession or how many were in her possession. The main problem with this search was that, while the measures may have been considered appropriate, there was no reasonable explanation for the extremes that the searc h went to because there was no proof a student would be hiding a non-dangerous contraband in her underwear. The 4th Amendment protects Americans from unreasonable search and seizure, but the school system only allows that protection sometimes. Schools are allowed to search backpacks but not strip search students. Some things seem obvious to outside eyes, like the fact that you shouldn’t strip search 13 year old children, but when you are in charge of 100s of children sometimes certain things get distorted. The assistant principal in this case was trying to make an example of Savana by showing how strict the school was on their drug policy, but he went too far. Risking the emotional damage a child might face from something like a strip search is never worth proving a point. Strip searching may be warranted in a situation like a student seeing another student carrying a weapon in their under garments, but in a situation where there is no real danger to other students it is extreme. As adults we expect all of our rights to be given to us but unfortunately adults don’t always feel the need to extend those rights to children. The judgment in this case could not have been fairer. Hopefully right infringements like this won’t happen to others thanks to Savana stepping forward. References Cornell University Law School.  (2010).  Legal Information Institute.  Retrieved from http://www.law.cornell.edu/supct/html/08-479.ZS.html

Communication and Dialogue Essay

In this new era of globalisation wherein people from diverse culture and ethnicity have come together to work in an organisation, dialogue is indeed an important way of communication. Many researches have proved the fact that differences in culture may inculcate a difference in the thinking pattern or stem into differential analysis of a situation. In an organisation where values and growth are related  to each other, differences in opinion may lead to altercation and conflicts if not addressed well. Dialogue, a bidirectional flow of communication where emphasis is laid not only on saying but also on listening and understanding at the same time can be an useful tool in an organisation to resolve inter personal conflicts, conflicts within the department or conflicts between two different departments of the same organisation. The essay will highlight the importance of introduction of dialogue in a multicultural organisation and its use as a problem solving tool in multicultural organisation where cultural thinking act as an impediment among them. Also, it will review the role of dialogue in promoting organisational learning. Next it will explore some of the barriers in communication such as â€Å"Silo virus† and need for eliminations of those barriers, ending into a conclusion for the implication of dialogue in a multicultural organisation. Sequential Conversation or Unidirectional Flow of Communication versus Dialogic conversation A conversation is said to be sequential or unidirectional when there is a flow of information from the speaker to the listener (Eisenberg & Goodall, p. 27). This one way communication can be practically seen in classes where student completely rely on teachers lectures, also when managers or the instructor define the protocol of the work to the subordinates or receivers. In other words in a unidirectional or sequential communication listeners are passive and are uninvolved in constructing the ideas of the communication (Eisenberg & Goodall, p. 28)  . Traditionally communication between managers and employee were articulated as straightforward unidirectional flow of delivering management messages to employees and other constituencies (Tourish and Hargie 2009, p. ). However, dialogue provides equal opportunities to all who are involved in the communication. Everyone has the say to voice their opinion and give their feedback either in agreement or in opposition of the core matter. Dialogue in a working definition can be defined as a mindful conversation emphasising on equitable and empathetic transaction of opinions of the participant s to create new opportunities for working together to produce new and innovative ideas (Eisenberg & Goodall, p. 40-45) Hence dialogue is a balance between creativity and constraints (Eisenberg & Goodall ,p. 0). Dialogue demands its participants should be able to critically reflect themselves i. e, they should be open to the fact that the perceptions made by them may not always be accurate. â€Å"What we perceive is often based on our needs, our expectations, our projections, and, most of all, our culturally learned assumptions and categories of thought (Schein 1993,p. 33)†. Participants should be able to suspend the perceptions and feelings for some time to see the outcome of the dialogue (Schein 1993). By suspending the feelings the participants will allow the disagreements to fly off, hence will build mutual understanding and trust on each other. Higher the trust higher will be the effectiveness of the group. Participants will be open to voice their unfearful opinions, and will come up with more innovative and successful solutions. Dialogue as a problem solving tool in a multicultural organisation The definition of dialogue says that there should be equal sharing of perceptions, assumptions, thoughts and experiences to come to an radical conclusion (Schein 1993). Healthy communication connects the employee more strongly with the organisation by eliminating the sense of isolation and dissatisfaction. Employee who communicate regularly with their managers and co-employees have a higher sense of job engagement than those who are reluctant to voice their opinion. There is a direct relation between the healthy communication, participation of the employees in decision making and growth of the organisation. Dialogue does not only mean that you are heard, but it also signifies that your voice matters in the decisions of the company. It gives a sense of belonging to the employee and burns out stress and discomfort. The organisation with the higher number of contented employee will have higher productivity both in number and innovations. â€Å"The quality of relationships with co-workers is a crucial factor in determining levels of job satisfaction† (Tourish & Hargie 2009, p. 16). Job satisfaction cannot only be guaranteed by successful completion of a task, but it involves many other vital factors too. Today when it is impossible to find an uncultured organisation, learning about the intercultural ommunication is an indispensable necessity (Crossman et al 2011, p. 57). Culture plays an prominent role in structuring human behaviour, ideas and thought process (Wood2011). Differences of thinking may lead to ambiguity at the work place which may end into conflicts. According to Ting-Toomey, the greater the difference between two cultures, the more that conflicts will arise in areas such as historical griev ances, cultural world views and beliefs (Crossman et al 2011). Creating Coherence in Multicultural Organisation with dialogue Employees have different personal needs and hence different dimensions for the satisfaction. The organisation should know about the personnel needs of the employee and should work in a way to nurture good relationships among the employees (Tourish & Hargie 2009). Incorporating good communication practices such as regular group meetings, open house discussions or building new channels for communication sustains job engagement of the employee. Mangers should have expertise in intercultural communication skills to nurture an environment of tolerance to the ambiguity caused by incompatibility of cultural values and norms. As Brannen & Salk 1999, said working together to give fruitful result can only be achieved by compromising the ambiguity and confusion for quality issues. The practices like   an  open house group discussions  ,thought sharing and dialogues exchange with seniors and colleagues will help in bridging the gap of miscommunication and misunderstanding. Employees who have an access to information, organisation policies, new ventures and developments feel more secure and safe at work. Intercultural communications along with dialogue help in enhancing the process of organisational learning through group interaction. It helps in sharing of cultural ideas, values and beliefs. Cordial and happy relations at work place eliminate stress and burnout caused by work pressure and thus benefits the employee with good concentration and higher thinking. Socially balanced work culture  breed  employee with better insights and hence result in collaborative thinking and exemplary innovations. However in a real business world where emphasis is laid more towards the successful completion of the task, is it realistic to preach dialogue at every stage of decision making? Is it possible for an organisation to understand the needs of every employee? Will it be correct to say that it  is the responsibility of a manager to inoculate good intercultural communication where the employees are reluctant to shift their values and paradigm? Implementing dialogue can be a laborious process for a manager. It is the Manager who bears the responsibility of accomplishing the targets with in the given time frame. Dialogue can only be successful when employees are ready to take the responsibility to change themselves, else it will only result in wastage of time. Dialogue is easy to preach in a likeminded group sharing similar values but difficult to express with those who are reluctant to change. Say for instance it is easy to teach a budding employee about the virtues of good communication. However,  the same could not be expressed to those highly experienced or talented employees who are reluctant to adapt to new changes. Also, it is difficult to bring employees out of their comfort zone and to speak up expressing their true feelings. Dialogue- the core of organisational learning Dialogue lies at the core of organizational learning, for without dialogue, individuals and groups cannot effectively exchange ideas, nor can they develop shared understanding† (Mazustis & Slawinski 2008, pg 438). Argyris said that there are two different modes of learning, Model 1 and Model II, best be summarized as single or double loop learning. He mentioned in his writing â€Å"Teaching Smart people how to learn†, highly skilled professional are good at single loop learning because of their vast experiences and success gained in those experiences. However, Argyris argue that it is difficult for them to admit their mistake,  and hence they adopt a defensive attitude wherein they start blaming others for the failure. Defensive reasoning can block learning. Model I learning behavior persists throughout the organization resulting in to win/lose dynamics in which individual avoid confrontation (Mazustis & Slawinski 2008). On contrast Model II which is based on open dialogue, self-reflection and double loop learning will help in bringing fundamental changes in organizational norms, priorities and behavior (Argyris and Schon1978). It is through dialogue that people share ideas with others. Integration of these ideas with others is only possible when a group has   a  common language and common thought process, which can only be built by dialogue(Mazustis & Slawinski 2008). Shared meaning can lead not only to the transference of knowledge, but also to the creation of new knowledge and understanding among participants (Mazustis & Slawinski 2008). Finally, the process get embedded into the organization. This process is what Crossan et al. (1999) refer to as institutionalizing. Dialogue is therefore at the core of the socio-psychological processes of the model of organizational learning (Crossan et al. , 1999)† (Mazustis & Slawinski 2008). Barriers to communication- Silos formation Advancement in technology and increase in complexity of organisation resulted in division of the organisation into different specialised departments or subunits. Employee in one department share same work language, technology and work terminology developing a subculture of its own. Different departments in an organisation work together to complete the task, failure of one may result in failure of others. Organisational effectiveness is therefore dependent on the valid communication across subculture boundaries† (Schein 1993,p. 41). Silo formation and Need to eliminate Silos Fragmentation of organisation into small departments may result in the formation of â€Å"silos† throughout the organisation. Individuals in silos share strong personnel bonds, common interests, abilities, work structure and relational bonds that differentiate them from others. Individuals in a silo interact more to each other than with the outside employees creating an atmosphere of alienation for those who are not part of the silo group. Silos act as a barrier to inter departmental flow of communication resulting in the  creation of isolation and hostility for others who are not  part of the group. Employees hesitate to co-operate with other departments thinking that the objective of their silo is different from that of other department. Interdepartmental competition may prevent the desire to transfer valuable information from one to other department. Communication breakdown can lead to errors and finger pointing, lack of responsibilities and hence failure of the task or the department itself What is the role of a good manager in an organisation full of silos? Managers should learn to trust his team members and also should show respect their peers. Mutual trust, respect for each other structure and values will help in dissolving silos. Senior should preach the essential values of their organisation and not that of a single department. Organisation based on Hierarchical pyramid structure An organisation based on principals to maintain and respect hierarchical structure, could not support dialogue. Hierarchy do not support the idea of cross questioning your boss or voicing against the idea of your manager, it may lead to serious repercussions for the employee. Time constrain Time is again a vital factor to be considered while promoting dialogue. Every project is designed to be accomplished with in a limited time frame. Listening to every voice of the department may lead to wastage of time. Managers should be able to recognise the right time to implement debate and discussion instead of dialogue. Breaching the comfort zone of employee Dialogue demands empathy and tolerance to other and is a time consuming process. In this fast pace society where human beings are already over engaged with priorities it is difficult to maintain patience to listen to others. Highly experienced employee find it difficult to listen to a new employee, they do not want to change their work protocol and hesitate to adapt to new changes. It is difficult to breach the comfort zone of over experienced employees and sometimes they find it insulting too. Defensive Behaviour and lack of trust Individuals may engage into defensive routines where they hesitate to open a dialogue with the seniors fearing that may lead to some serious problems with the co-employees or the manager himself. Also, colleagues working in an organisation may feel competition with their  colleague, and thus, employee consciously prevent flow of information to others creating a hostile environment for others. Lack of true Feedback Dialogue may be impeded by organisation norms such as the practice of only delivering good news to senior managers, and hiding distressing news. Individuals need  the  information to be able to detect and correct errors, but some organizational norms prevent such information from being discussed (Argyris and Schon, 1978). Baker et al. 2005: 425), for example, conclude that some ‘norms determine what can be said and not said, what and who is heard and not heard, who has  a  voice and who does not have  Ã‚  a  voice   who is in and who is out of the conversation’ (Mazustis & Slawinski 2008). These norms inhibit prevent knowledge from being shared openly across functional silos, divisions and levels. Conclusion Dialogue is no doubt an i mportant tool of communication to bring changes in an organisation and to promote  a  higher degree of organisational learning. Proper implementation of dialogue in an organisation will make employees more responsible to each other. It will also ensure trust, empathy, tolerance and engagement among the employees by creating a safe and secure work environment. Sharing of ideas, discussion about work and group thinking will inculcate high sense creativity and innovations. However, it is difficult to have an idealistic organisation working on the principals of dialogue. It  is a group endeavour and demands time and patience which are difficult to attain in this fast pace society. Human beings are primarily driven by their emotions and it is difficult to suspend feelings and emotions which is the demand to sustain a dialogue. Implications of dialogue are great but is difficult to practice. Books Crossman, J. , Bordia, S. & Mills, C. 2011 Business Communication : for the Global Age, McGraw-Hill, North Ryde, N. S. W. Eisenberg,M. , Goodall,H. L. & Trethewey,A. 2010, Organizational communication : balancing creativity and constraint, Boston : Bedford/St. Martin’s Cheney,G. (ed. ) 2011, Organizational Communication in an Age of Globalization : Issues, Reflection ;amp; Practices, 2nd edition, Long Grove, Ill. : Waveland Press Cottrell, S. 011, Critical thinking skills : developing effective analysis and argument, Houndmills, Hampshire, UK : Palgrave Macmillan Ferraro, G. P. ;amp; Briody, E. K. 2013, The cultural dimension of global business,7th ed. , Pearson, Boston, pp. 29-65. Hargie,O. ;amp; Tourish,D. (ed). 2009, Auditing organizational communication : a handbook of research, theory and practice ,Imprint East Sussex : New York, NY Walker, R. 2011, Strategic management communication for leader s, Mason, Ohio : South-Western Cengage Learning Wood,J. 2011, Communication mosaics : an introduction to the field of communication,Boston, MA : Wadsworth E journals Amy,H. 2008, ‘Leaders as facilitators of individual and organizational learning’ , Leadership ;amp; Organization Development Journal, vol. 29, no. 3, pp. 212-234 Argyris 1991, ‘Teaching smart people how to learn’, Harvard Business Review, vol. 69,no. 3,pp. 99-100 Argyris, C. and Schon, D. (1978), ‘Organizational Learning: A theory of action perspective’ Bloor,G. 1999, ‘Organisational culture: organisational learning and total quality management’ , Australian Health Review, Vol 22, no 3 Groysberg, B. ;amp; Slind, M. 2012, ‘Leadership is a conversation’, Harvard Business Review, 90(6):76-84. Mazutis,D. amp;Slawinski,N. 2008, ‘Leading organizational learning through authentic dialogue’ , Richard Ivey School of Business,The University of Western Ontario, Canada, Vol 39, pp. 437-456 Schein,E. 1993, ‘On dialogue, culture, and organizational learning’ ,Organisational Dynamics, Vol. 22, no. 2, pp. 40-51 Website Forbes, John Kotter, viewed on 26 March 2013, ;lt;http://www. forbes. com/sites/johnkotter/2011/05/03/breaking-down-silos/;gt;. Matthew Moore 2011, viewed 26 March 2013, ;lt;http://www. improvementandinnovation. com/features/article/breaking-down-organisational-silos-why-its-important-collaboration-quality-and-gro/;gt;.

Mandatory Sentencing Guidelines and Special Interest Groups as Policy Essay

Mandatory Sentencing Guidelines and Special Interest Groups as Policy Makers - Essay Example The intent of three-strikes (and even two-strikes) laws is to incapacitate selected violent offenders for very long terms-25 years or even life. They have no specific deterrent effect if those confined will never be released, but their general deterrent effect could, in theory, be substantial." In this regard, mandatory sentencing guidelines appear to be good policy when it comes to deterring potential criminals from committing crimes, but that is not necessarily the case if a criminal has already be incapacitated. It is more of a case of setting an example for others. There are pros and cons to mandatory sentencing, but they seem to vary upon different factors such as location in the country. First of all, let us take a look at the possession of handguns. The case study mentions, for example, possession of unlicensed handguns in Massachusetts and how the law has been effective there. The same law, however, has not been effective in Michigan and Florida. However, it has bee effective against homicide in Detroit, Jacksonville, Tampa, Miami, Philadelphia and Pittsburgh, though it has not been effective against other types of violent crimes, such as sexual offenses (Case Study 3.2 2008). 2.

The Nature of the Industry Essay Example | Topics and Well Written Essays - 4000 words

The Nature of the Industry - Essay Example This paper purports to determine the nature of the engineering and construction industry in UK. The engineering and construction is considered as one of the most complex and hazardous form of industries. This involves various workforces from skilled to unskilled since it entails different and numerous ranges of activities starting from the design to construction stage as well as during the productive use of the built environment. Basically, engineering and construction involves complex and critical operation process. Hence, it includes various construction personnel who works together in order to complete a built structure based on client’s specifications, costs, time and building standard quality. Usually, the team is consists of the following personnel: Architect, Mechanical and Electricity Engineer, Site-Based Cost Control Surveyor, Site Engineer and Site-Based Environmental manager. As cited in APUC, these personnel have their own specific tasks and responsibilities to per form in every stage of the built environment projects and they are the ones accountable and liable to these tasks in case errors or defects emerged. In engineering and construction, the architect plays a very crucial and important role because he/she will lead the design and planning team of the built environment project. The architect is the one accountable in the conceptualization of the design up to the provision of detailed floor plans and sets of building construction drawing designs which is necessary to start the actual construction of the project. The purpose of the design stage of building construction is to integrate the requirements specified by the client according to the project budget and timescale as well as to assess the possible occurrence of design risks. In addition, it is also the responsibility of the architect to look the overall coordination of the built environment design including space planning, appearance, and materials/equipment used in construction and t he furniture to be placed in the built structure upon its completion. The architect will work hand-in-hand with the site engineer during the construction phase to ensure that all the requirements specified in the design are properly installed and able to meet the client’s design preferences (APUC, 2007). Mechanical and Electricity Engineer The mechanical and electricity engineer is the one responsible in ensuring that the electrical and mechanical facilities and equipment to be installed in the built environment are environmentally sustainable which features energy efficiency use. The purpose is to minimize the consumption of energy to lessen/reduce carbon emission. In addition, the M & E Engineer is also the one responsible in the estimation of cost related to his/her specific task, which in turn forwarded to the Cost Control Surveyor for cost planning. The M & E Engineer will closely work with the Architect and Site Engineer in order to ensure that the

Women's Role In Christianity Research Paper Example | Topics and Well Written Essays - 1250 words

Women's Role In Christianity - Research Paper Example In the early Christianity, there was no separation in the description of roles of men and women. But as the time passed by and the rights of religion started changing, there started arising negative aspects of Christianity, which said men and women are not equal and that women are inferior to men (Witherington & Witherington, pp.19-22). In the ancient Greece and Rome in Christian societies, men considered women as inferior to them and they treated them as some property possessed by them. In those days, women teachers used to preach about the second coming of Christ and that this world will end very soon. At that time, Christian churches started enjoying the cuff, which lead to patriarchal thought in Christianity emphasizing on unequal treatment of men and women. This cuff remained for next two thousand years and proved to be very brutal for women. People slaughtered women pitilessly giving them the names of witches. This atrocity continued until twentieth century, only after that the re was a change in this activity (Laporte, pp.15-16). This change was only possible because of initial protest of women for women rights in 1960s. This movement brought an intense change in the role of women in Christianity and women’s rights highlighted (Kung, pp.12-13). A feminist theology emerged containing prose on women’s role in Christianity and expressed God through a feminine image. Women started experiencing social, political, and cultural freedom and equality after 1960s but the patriarchal thought did not disappear completely. Its shadows still prevailed in the form of sexual dualism. This idea suggested that men and women are not only biologically different but men are more religious and stronger than women are. Whereas women were more poignant and instructive than men were. This concept was prevailing since the Greek times and only first women protest of 1960 had courage to challenge these thoughts. There aroused another concept called Marian Devotion rega rding women and it proved to be controversial because Catholics appreciated this phenomenon where as protestants were in strong opposition. Many people assumed that this was strengthening the feminine view of God while others said that it was in fact damaging the feminine movement because it was destructing womanhood of women. The sexual and civilizing rebellion of the 1970s and 80s specifically desired to get rid of elevated pedestals of probity emotionally involved in womanhood (Kung, pp. 16-20). There appeared two parallel movements one as a religious and other as societal. These two movements were modern and conventional in nature. The goddess reverence, â€Å"Jesus’ movement, and Marian devotion influenced the liberal feminist theological movement† (Kung, pp. 16-20). Whereas the religious rights in Christianity works on the key of sexual dualism. The religious right strives to discover morals only within customary tradition and they refuse to accept the amendment of any kind to a customary manner. The religious right resists the liberal reproductive rights of women particularly the right of abortion and homosexuality. It also does not accept the cloning technology look for reinstatement of traditional family principles standing on the patriarchal system. In the beginning, the religious rights were only supporting the faith but then they augmented their presence in important matters of the society, such as culture and politics so they that they affect the society with their opinions. It is very likely that religious rights have abhorrence for women because they doubt that women will

Discovering the American Past in World War 1 Essay

Discovering the American Past in World War 1 - Essay Example During World War 1, Great Britain and the Germans had navigational barriers. Blockades used by Great Britain were designed to cut central powers off from the war while Americans commercial vessels bonded by the Germans were stopped (Wheeler, Becker and Glover 133). Besides, detention and searching of German ships by the British navy was quite often. The Confinement of German vessels was to stop them from participating in the war and make them a vulnerable target. However, the president of the United States by then, Wilson, protested detention of Germans vessels by the British policy many times but gained no positive results. British navy thought, giving in to the presidents’ demand, would have deprived them their principal military asset as the British army. The presence of the Germans during the war highly gained recognition and feared by the Americans. They perceived the Germans as strong and well-equipped people who would have changed everything and won the war against them . In addition, the Germans blockade was more dangerous since majority of American trade was with France and England. Therefore, the Americans did not trade with Germans, and this could have accelerated their war against the Americans. During the war, different emotions developed within the participating parties of the war. The emotions had to be controlled by the development of propaganda to enable unity of multiethnic and pluralistic society that was behind the war. Moreover, publicity attracted the sufficient number of men in the army services to elicit universal civilian support for the men. Additionally, propaganda assisted in influencing civilians to help was efforts by purchasing war bonds and other actions (Wheeler, Becker and Glover 136). Wheeler, Becker and Glover argue that, in achieving the control of emotions during the war, it entailed propaganda techniques advancement alongside extreme care (138). The propaganda had to attain two features in enabling emotion control and calmness.   First, it was to ensure the portrayal of Allied and American service members as the best and, second, the representation of enemy in the worst possible manner.  

Language Analysis Assignment Example | Topics and Well Written Essays - 3000 words - 1

Language Analysis - Assignment Example ress with a more non-restrictive approach to teaching spoken English, allowing students especially in non-native classes to learn the language with greater ease and more chances of making meaning. Applying the idea of SFL, this paper analyses two activities for English language teaching in the intermediate level. The activities were taken from Billbrough’s (2007; pp.54, 157) book titled, Dialogue Activities. The two activities are recommended for pre-intermediate and higher levels. According to Billbrough, dialogues are ideal to promote the speaking skills of the students. Based on this recommendation to incorporate authentic dialogues, it can be assumed that the book adheres to Halliday’s SFL principles. Analyses of the activities in the book could give light to the issue. From the time of its formal introduction up to now, SFL has received impressive attention from grammarians. Thus, scholars and researchers have made further enquiry and elucidations to expound on the ideas of Halliday. In order to achieve focus, this paper analyses the activities based on some main principles that Halliday (Halliday & Webster, 2003) introduced as follows: The first activity is called The Words I’d like to Own. In this activity, the aim is for students to learn new vocabulary words/phrases/terms/statement from a transcript and make the language part of their active vocabulary. The students will read a transcript and pick from it some words or phrases that they like to imitate and form part of their own vocabulary. After choosing, they will discuss with their group and decide on two phrases or words to use in a dialogue. The group will present the dialogue to the class and the audience will identify the target language/term/phrase/statement the group incorporated into their speech. The suggested dialogue activity is a good attempt to adopt the SFL Model. The beginning of the activity illustrates the main principle of SFL to teach students of the difference between spoken

ATPase Site Architecture and Helicase Mechanism Essay

ATPase Site Architecture and Helicase Mechanism - Essay Example Studies have also indicated that a means of communication takes place between the N-terminal and the C-terminal region of archaeal MCM complexes, aiding in the overall high level of conservation possessed by the complex. The beta-7 and beta-8 regions of the N-terminal are composed of highly conservative amino acid similarities, which additionally accounts for the conservative nature of the MCM protein. Although it has been mentioned that MCM proteins are largely responsible for DNA replication and helicase activity, studies indicate as well that the MCM proteins are what not only â€Å"unzip† dsDNA prior to replication but also maintain a separation between the two strands once bound together, in order to efficiently perform DNA replication and synthesis without ssDNA sticking to one another. An equally important structure, similar to MCM proteins and relavant to this topic is the GINS complex. It is necessary to touch on the function of the GINS complex when examining functions and structure of the MCM complex. The GINS complex is composed of 4 protein subunits known as paralogues. Like the MCM complex, the GINS complex is integral in DNA replication initiation and synthesis. The GINS complex works in partnership with Cdc45 (cell division control 45) in regulating the process of recruitment of DNA polymerase (pol and ) to the site of initiation and elongation. The GINS complex is also fundamental in genome duplication as shown in most vertebrates. Additional studies have indicated that the GINS complex, along with MCM proteins and Cdc45 (as well as check point factors) are all involved at replisome at paused DNA replication forks. This indicates that the human GINS complex is an equally important part of DNA replication and synthesis, to the MCM protein complex. Even more recent studies indicate that the GINS complex is present with MCM proteins 2-7 at the progressing replication fork. At this time,

General Economic Indices for the Power Tool Market Essay Example for Free

General Economic Indices for the Power Tool Market Essay In assessing the power tool industries, it can be found that there are several general economic indices which have are important in assessing the viability of the industry. There are four of these which could be assessed for the purpose of the Able Corporation as they pursue their goals with their products. These four general economic indices include housing starts, expenditures for residential construction, expenditures for commercial construction, and expenditures for home repairs and improvement. First, the housing start statistics which have become relevant to the industry â€Å"represent the beginning of the construction of new privately owned single-family homes, townhouses, and multifamily apartment buildings† (Frumkin, 2005, p. 132). Moreover, it excludes infrastructures for housing which fall under mobile homes, group quarters, public housing properties, renovations made to existing houses, and converted housing from non-residential to residential housing (Frumkin, 2005). From the historical data presented from the US Census Bureau, there is an erratic trend that can be seen from the year 2004 to 2008. However, it is apparent that there is a continuous decrease from the year 2005 up to the 2008 leaving the year 2004 as the only exception. The respective values for each year are 1,955,800 for the year 2004; 2,068,300 for the year 2005; 1,800,900 for the year 2006; 1,355,000 for the year 2007; and 905,500 for the year 2008 (â€Å"New Privately Owned,† n. d. ). From the trend shown, it is made apparent that the housing units which have been started are becoming lower every year from the US data. Second, there are also relevant data which are made available for the expenditures which are placed for residential repairs and improvement. This type of data shows the amount of money that has been used for the purpose of improving the residential places for purposes of repairs and improvement. For the year 2003, the data shows that $179,700,000,000 has been spent on the first quarter, $173,200,000,000 has been spent on the second quarter, $187,400,000 has been spent on the third quarter, and $166,700,000,000 has been spent on the fourth quarter (US Census Bureau News, 2008). On the other hand, there are costs of $198,900,000,000 for the first quarter, $192,600,000,000 for the second quarter, $202,100,000,000 for the third quarter, and $200,500,000,000 for the fourth quarter (US Census Bureau News, 2008). For the year 2005, the respective value for the first to fourth quarters are $213,600,000,000 $192,800,000,000, $220,900,000,000 and $235,500,000,000 (US Census Bureau News, 2008). For the year 2006, the values for the respective four quarters are $232,200,000,000, $225,000,000,000, $231,000,000,000, and $226,000,000,000 (US Census Bureau News, 2008). As for the year 2007, the value for the first to the fourth quarter is $230,900,000,000, $227,700,000,000, $213,200,000,000, and $236,600,000,000 (US Census Bureau News, 2008). From these values, it is shown that the expenditures for each quarter and across the years are increasing such that there has been more cost spent for this on the latest years of the historical data. Third, the report of the US Census Bureau also shows that there are also expenditures for residential construction which can be studied from the year 2003 to 2007. For the year 2003, the total expenditure is $705,276,000,000. The succeeding values are: $803,305,000,000 for 2004, $897,989,000,000 for 2005, $937,047,000,000 for the year 2006, and $875,010,000,000 for the year 2007 (â€Å"Construction and housing,† 2009). While the trend shows that here is a constant increase from the year 2003 to the year 2006, there is a sudden plunge for 2007 which can be accounted to several economic factors that prohibit the construction of new residential infrastructures. Fourth, there is also an economic index available for expenditures on nonresidential units, which is also taken from the US Census Bureau. From the year 2003 to 2007, the respective values are $229,335,000,000, $238,478,000,000, $256,644,000,000, $295,715,000,000, and $349,566,000,000 (â€Å"Construction and housing,† 2009). From these data, it can be observed that there is a continuous increase in the amount spent for the purpose of construction nonresidential units. In relation to the power tool market, these economic general indices are considered to be important because of the role it plays in terms of the demand for power tools which are required for construction. The housing start data would dictate how many new power tools may be required together with the amount of expenditures that are seen to be used for improvements and construction of new infrastructures. The fact that power tools are considered to be a necessity for the construction and repair of housing and nonresidential units relates this industry to the construction of housing and nonresidential ones. During cases where there are disparities, it is important to note that these general economic indices will be of great help only when accuracy is present. However, when there are cases where it is difficult to see which of the current findings are accurate, there should be information from other related economic factors that come from the government which could be a reliable source of data. Thus, it can be seen that there are several factors which affect the power tool market considering the economic relations it has with the construction industry. There are several ways through which the economic forecasts for the power tool industry can be obtained in relation to the construction data. References Frumkin, N. (2005). Guide to economic indicators (4th Ed. ). Armonk, New York: M. E. Sharpe. Newly Privately Owned Housing Units Started. (n. d. ). Retrieved April 23, 2009, from http://www. census. gov/const/startsan. pdf. Section 20: Construction and housing. (2009). Retrieved April 23, 2009, from http://www. census. gov/prod/2008pubs/09statab/construct. pdf. US Census Bureau News. (2008). Expenditures for improvements and repairs of residential properties estimated at $226. 4 Billion in 2007. Retrieved April 23, 2009, from http://www. census. gov/const/c50_curr. pdf.

Analyse How Businesses Are Organised Essay Example for Free

Analyse How Businesses Are Organised Essay Definition: The way a business is organized internally to enable employees to carry out their job roles and communicate with each other. There are many Organisational structures these organizational structures allow you to know what everyone’s role is in a business and also who they have power over. The business is able to work more sufficiently if they have an organizational chart. Span of control A span of control is the number of people who report to one manager in a hierarchy. The more people under the control of one manager, the wider the span of control. Less means a narrower span of control. Chain of command Chain of command is the order in which orders and decisions are passed down from top to bottom of the hierarchy. Line Manager – A Manager who is responsible for achieving an organisations main objective by executing functions such as policy making, target setting and decision making. Purpose of organisational chart: The purpose of an organizational chart is that it depicts the staffing order of a company. It is commonly shown in a hierarchical format; it also helps identify who does what in an organization, how many staff work in the company and what the chain of command is. This information is important to internal staff, HR departments, stakeholders and board members. Why is there a need for an organizational STRUCTURE? It is essential for a business to have an organizational structure because if they didn’t have one the business would be a disorganised mess. Here are the advantages of having an organisational structure. Firstly it would be favorable towards the employees. There would be less inconvenience as the employees who- know who to go to and report to if they have any problems and need a person higher up in the hierarchal structure of the business to sort it out for them. Therefore the workers would know what responsibilities they have and what job they would need to do. Without the structure a business has the employees wouldn’t be able to carry out their jobs and the departments of the business would have too many employees or too little. Moreover both business London Heathrow Marriott and McDonald are allocated nationwide which shows that they need to be able to carry out orders quick and adequately which it also shows they are well organized. London Heathrow Marriotts organ isational structure: Here is London Heathrow Marriott’s organizational chart. London Heathrow Marriott’s hierarchical structure is a Flat centralized hierarchy structure this allows the business to make faster decisions and it allows more responsibilities for the managers and others increasing motivation but this disallow to fewer opportunities for promotion leading to lower self-confidence. the advantages of a flat hierarchical structure for lhm: A wide span of control is an example of an organizational structure and where additional employees are at an equal level instead of being superior to one another. This is an advantage to the London Heathrow Marriott as it tells us that there are fewer hierarchies consequential in an easier and faster communication. Also there would be fewer employees working at the top of the hierarchical structure which means it would cost the hotel less money. This shows that employees lower in position are not constantly maintaining authority and being managed which will make the workers more persistent and give incentive to achieve their responsibilities to the best of their abilities. This will give confidence to the employees to work to the best of their abilities and show that they are committed to their job which could lead to receiving a promotion which shows that London Heathrow Marriott don’t have to spend more money in order to train new employees. This also shows that London Heathrow Marriott are not losing any sufficient amount of money which they can spend on something else and it also shows that they are achieving their aim of making ‘ £20million per annum’ of profit. In addition to being able to communicate without any trouble there is also â€Å"excellent team spirit†. Disadvantages of a hierarchical structure for lhm: Even though there are lots of advantages to having a flat hierarchical structure it has its disadvantages. When some employees have other boss’s it shows that it is a flat hierarch in a business. This is sometimes not meant or adapted for a particular purpose and can cause lot of Trouble or difficulty caused to ones personal requirements or comfort, they may find it distressing being controlled from more than one boss’s. Also there is less control within the business as there is only one manager per department and it would be harder for the manager to keep track of each inferior to who they are in charge over. This shows that there is a large area of responsibility this might direct to some tasks that a business wants to achieve to be completely inefficiently meaning that they want to do things without any trouble which can effect the business as a loss for the business as there might be a problem but if it hasn’t been fixed or repaired after a period of time and if the person in charge of the people lower in the chain e.g. trainees, employees might be dealing with a lot of staff but some jobs and prospects of a business might be at risk of no longer existing. Therefore there will a less chance of getting promotions as a flat hierarchical structure as described in the hierarchical chart, there are more people lower in the chain than there is of superiors leading to lower morale. how flat hierarchical structure helps LHm achieve its aims and objectives: One of the objectives London Heathrow Marriott wish to achieve is; â€Å"75% of guest’s to be satisfied†. The hierarchical organizational structures lead staff a clear principle to what their job is and the aims and objectives they should meet. With a flat hierarchical structure there is less confusion for employees and also many customers are satisfied, especially when the employees in the business know what they are doing. London Heathrow Marriott also want to achieve;â€Å"Labour turnover less than or equal to 25%†.By having a flat hierarchical structure in the business shows that rules within the business are made faster, furthermore managers are able to take actions quicker to any worries which a employee has. Hence employees will feel as if their need and concerns are heard out and met so they wouldn’t have any reason to leave the business. McDonalds organisational structure: Here is McDonald’s organizational chart. McDonalds hierarchical structure is a flat plan. Where there is one manager who is in control of the other assistants and employees. He takes all the decisions and he is in charge of the main functions. This makes it very simple for the staff because all they have to do is selling. This way they can pay more attention to the customers, so I think this is indeed the best structure for a McDonalds restaurant. But the McDonalds corporation has a hierarchical structure. This is a huge company with lots of different departments which has to be organized very well, because if the employees arent directed in the right way they wont do their jobs right. So this way it is all ordered and the people can work undisturbed, this saves time and money for the business. the advantages of a flat hierarchical structure for McDonald’s: The advantages of a flat hierarchical structure for McDonald are that faster decision can be made so that they wouldn’t have to waste time on making decision and make quick profit. Also there is a shorter channel of communication so that employees can find out any necessary information which they need to know. It is also more cost effective as Flat Organisation is less costly because it has only few managers. It also creates fewer levels of management. It is more suitable for routine and standardized activities. Disadvantages of a hierarchical structure for McDonald’s: There are chances of losing control because there are many subordinates under one manager this will result in bad discipline in the organisation as they have lost control. [ 1 ]. Business text book [ 2 ]. Business Dictionary [ 3 ]. Business Dictionary [ 4 ]. http://www.businessdictionary.com/definition/line-manager.html [ 5 ]. Interview with HR Manager Anna Foley [ 6 ]. Interview with HR Manager Anna Foley [ 7 ]. Interview with HR Manager Anna Foley