Education of Children with Learning Disabilities Essay -- Teaching Edu

Education of Children with Learning Disabilities For centuries, the education of children with learning disabilities has been a problem and a challenge. Many methods of teaching have been proposed, yet every day there are new techniques and strategies on how to achieve the maximum success of these children. The problem of educating a child cannot be solved quickly and easily, rather it requires much careful analysis and research. Workers in this field are developing new theories on a day-to-day basis. All the methods proposed seem to be the answer, yet the problem is not yet solved. Meanwhile, we must determine the best strategies for the most effective method of teaching a child with learning disabilities. Children whom we are discussing are those who are sometimes thought to be unprogressive or otherwise not achieving as well as they should at their age level in school. They are usually average children who experience extreme difficulty in learning how to read or to do mathematical problems, or who have difficulty in handling a pencil, buttoning buttons, or tying shoelaces. They can be harshly teased by their classmates for clumsiness or â€Å"stupidity,† and are frequently labeled as â€Å"disciplinary† problems by their teachers because they may act up in class in an attempt to blend in their lack of preparation. Their disabilities are often not recognized and many times these children grow up and go through life, still impaired, still making adjustments, never having been helped because the nature of their disability had not been recognized. Children with learning and behavioral difficulties have a lot in common with all children. They rarely exhibit any kinds of learning and behavior characteristics that are not also seen in the typical child. For example, many times they cannot tell the difference between similar letters or numbers. Many children also exhibit visual perceptual problems during their early exposure of reading instruction, but most children soon learn the appropriate visual discrimination and the associated letter sound, etc. However, it is the children that continue to experience these problems that are diagnosed as having learning difficulties. The proper identification of a learning problem is only the first step in the redemption process. Before the data obtained from testing and from subjective observations can have... ...mined by the capabilities of the child himself. There is a growing concern for children and youth with learning disabilities who have extreme difficulty both academically and in other areas despite their mental capability. The inquiry of the youngster who encounters extraordinary difficulty in learning, however, is not in anyway new. Throughout the years, children from all different surroundings and backgrounds have experienced difficulties in learning. Researchers and investigators have been trying to solve this problem. However, as of now, we may only come to one conclusion, that the best way to teach these children is to bring them up in a surrounding where they learn to develop a positive attitude toward themselves. The child must want to thrive and achieve his best. Whichever teaching method is chosen, whether it is mainstreaming or home-based, and the educator must have high expectations in order so that the child will gain self-confidence. This is only a guide, for it is clearly not a solution. It is most likely that a solution will never be found but rather we must work with each child as an individual so that he/she may reach his/her potential and achieve maximum success.

A Fishbone Diagram

A fishbone diagram, also known as a â€Å"cause and effect† diagram is a problem solving technique used in project management. It has also been referred to as an Ishikawa diagram after a Japanese professor; Kaoru Ishikawa. Problems arising in projects usually have many causes and in some cases, these problems may be interrelated and complex. A fishbone diagram is thus a useful tool that diagrammatically enumerates these problems aiding in their solution.Due to its diagrammatic nature, it is possible to view at a single glance the elements surrounding the project and thus identify all the problem areas and hence work on their solution in and easier manner. This is a major advantage of this technique. Additionally, it facilitates an in-depth analysis of problems by splitting them into causes and sub-causes. This again ensures a more efficient and effective approach to problem solution.It is also extremely easy to use and this poses as an important advantage over other management tools. To make a fishbone diagram, one draws a horizontal line pointing to the problem whose solution is desired. Secondly the causes of this are identified and indicated by backward sloping lines along the first line, called ‘bones’. Sub-causes of the problem are usually then identified and put as sub-branches. Lastly, a fishbone diagram has been said to facilitate brainstorming.To come up with the ‘bones’ discussed above, the project management committee needs to think and rethink the causes leading up to the effect. An example of the use of a fishbone diagram can be a project to increase sales by a particular firm. The â€Å"causes† here thus ‘bones’ would then be constituted by such items such as pricing, advertisement, market, branding, product features, etc. All in all, it is agreed that this is an effective tool which every project manager should equipped with.

Listing Securities

Listing of Securities Chapter Objectives ? To understand the concept of listing of securities ? To know the criteria for listing shares ? To learn the listing procedure ? To understand the concept of delisting Concept of Listing of Securities ?It means the admission of shares of a public limited company on the stock exchange for the purpose of trading. ?A company intending to have its shares listed on the stock exchange has to write an application to one or more recognised stock exchanges. ?A company becomes qualified to list its shares after getting the prior permission from the stock exchange. Some of the advantages of listing of securities are: ? Liquidity Best prices Wide publicity ? Some disadvantages of listing of securities are: ? Subjected to various regulatory measures ? Expensive exercise Criteria for Listing A company that wants its securities to be listed in the stock exchange has to fulfil certain minimum requirements, such as: ? Minimum issued capital: A company shoul d have minimum issued capital of Rs. 3 crores and the minimum public offer must be of Rs. 75 lakhs. ?Listing on multiple exchanges: It is essential for a company to get listed in the stock exchange if its paid up capital is above Rs. crores. ?Number of shareholders: A company must have a minimum ten shareholders. ?Articles of Association: The Articles of Association must be prepared in line with the sound corporate practice of a company. ?Advertisement: A company during the subscription period must not advertise by thanking the public for their overwhelming response. ?Applying mode: A company must issue a prospectus, which provides information on how the investor should apply for the shares. ?Public offer size: A company, in the first page of the prospectus must state the size of the public offer and the value of shares. Listing ProcedureTo get the listing permission from the stock exchange, a company has to undertake the following steps: ?Preliminary discussion: A company must have a detailed discussion with the authorities of the stock exchange in order to acquire complete knowledge about the various formalities to be completed for listing of securities. ?Articles of Association approval: A company must fulfil the following requirements in order to get the Articles of Association approved by the stock exchange authorities: ?It must use a common form of transfer. ?In case of distributing dividends, it must comply with Section 205-A f the Companies Act. ?The free dealing of shares must not be restricted by any provision. ?Draft prospectus approval: It is very essential for a company to get its draft prospectus approved from the stock exchange authorities. A prospectus must contain all the information required by the stock exchange. Listing Application ?A company that wants to offer its shares through the prospectus must file an application to the stock exchange. ?A company has to file following certificates alongwith the prospectus: ?Three certified copies of the memorandum and articles of association, and debenture trust deed. A copy of every report, balance sheet, valuation, court order, etc. as specified in the prospectus. ?Certified copies of underwriting, brokerage and sales managers’ agreement. ?Copies of agreements with the financial institutions. Listing Fee ?It is a fee charged by the stock exchange from the company for permitting the company’s securities to be traded in the exchange. ?It varies from major stock exchanges to regional stock exchanges. ?It also varies due to the equity base of the company. Listing of Right Shares A company has to fulfil certain formalities in case of isting right shares in the stock exchange, such as: ? ? ? ? ? A company must inform the stock exchange about the date of meeting with the Board of Directors for considering the proposal of listing right shares. A company must obtain the consent of the shareholders by passing on a special resolution. A company must file a letter of offer that provides the financial information about the current market price of the share. A company must file a letter of offer within six weeks. A company must file a specimen copy of the offer letter to the stock exchange. Delisting It is the removal of a company’s shares from the listing in the stock exchange. ? Delisting can be of two types: ? Compulsory: The causes for compulsory delisting are as follows: ? Non-payment of the listing fee ? Non-redressal of grievances ? Unfair trade practices carried on by the managers ? Voluntary: The causes for voluntary delisting are as follows: ? ? ? Business suspended Mergers and takeovers Small capital base Chapter Summary By now, you should have: ? Understood the concept of listing of securities ? Learnt the procedure of listing of securities ? Understood the concept of delisting

Human Resources Constructive-Dismissal Report Essay

Message It has come to my unfortunate attention that a former employee has made a discrimation-focused legal claim against our company. My goal is to define â€Å"constructive dismissal†; explain the legal mandates to which it may be attributed; discuss the merits—or lack—of it; and offer future mitigative actions to avoid such claims. Constructive Dismissal—Defined Before delving into a serious discussion of the former employee’s claim, it is important to understand the legal construct upon which it has been founded; this construct is referred to as â€Å"constructive dismissal.† Constructive dismiissal refers to an employee compulsion to terminate any working relationships with an employer. The impetus for the termination is an employer’s willful intent to create a hostile or unbearable working condition. Legally speaking, constructive dismissal is, then, tantamount to involuntarily separating the employee from the company (United States Department of Labor, 2012). There are three standards that must be considered when adjudicating whether a situation falls within constructive-dismissal grounds. They are 1. Intolerable Conditions 2. Objective Standard 3. Employer Knowledge and Intent The adjective in the first standard is important, because it makes the distinction between undue working conditions that are unbearable for a reasonable person and a process change that may be inconvenient for the  employee but is not intolerable. Trival matters such as changing a computer from a PC to a Mac, are exmempt from this standard, since these frustrations are a normative in all areas of employment. The second standard establishes a consensus on what is considered intolerable. It is defined as a work environment in which a reasonable person would feel compelled to quit. The third standard is also important, because it clearly indicates that the employer must know that changes that it is implementing create an intolerable environment, and it does so with the intent of compelling an employee to quit as opposed to implementing changes that are motivated by a substantiated business need (Turner v. Anheuser-Busch, Inc., 1994). Please note that constructive dismissal does not necessarily imply discrimination (though it is almost always discrimination based), since it can apply to both those in a protected class or outside it. The ex-employee charges that the schedule change for the production department was an unreasonable action on the company’s part and resulted in her being forced to work on a holy day of her religious persuasion. Resultantly, she charges that she felt compelled to quit, which is why she has filed a constructive-discharge claim against the company. Constructive-Dismissal and Attendant Legal Mandates More than just creating such a toxic environment, when the working condition creates an undue effect based on the employee’s race, ethnicity, gender, national origin, or religion. the Title VII of the Civil Rights Act applies and sets forth: â€Å"(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such indviduals’race, color, religion, sex, or national origin; or â€Å"(2) to limit, segregate, or classify his employees or applicants for employment in any way which woulld deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin† (Equal Employment Opportunity Commission, 2012). An amalgamation of undue effect and discrimination of a protected class engenders â€Å"disparate impact† (Equal Employment Opportunity Commission, 2012) Employment separation due to disparate impact explicitly applies to the following sections of Title VII of the Civil Rights Act of 1964. The onus of proof is placed on the claimant. This person must do the following:  Ã¢â‚¬Å"(i) a complaining party demonstrates that a respondent uses a particular employment practice that causes a disparate impact on the basis of race, color, religion, sex, or national origin and the respondent fails to demonstrate that the challenged practice is job related for the position in question and consistent with business necessity; or â€Å"(ii) the complaining party makes the demonstration described in subparagraph (C) with respect to an alternative employment practice and the respondent refuses to adopt such alternative employment practice. â€Å"(B) (i) With respect to demonstrating that a particular employment practice causes a disparate impact as described in subparagraph (A)(i), the complaining party shall demonstrate that each particular challenged employment practice causes a disparate impact, except that if the complaining party can demonstrate to the court that the elements of a respondent’s decisionmaking process are not capable of separation for analysis, the decisionmaking process may be analyzed as one employment practice. â€Å"(ii) If the respondent demonstrates that a specific employment practice does not cause the disparate impact, the respondent shall not be required to demonstrate that such practice is required by business necessity. â€Å"(C) The demonstration referred to by subparagraph (A)(ii) shall be in accordance with the law as it existed on June 4, 1989, with respect to the concept of â€Å"alternative employment practice†. â€Å"(2) A demonstration that an employment practice is required by business necessity may not be used as a defense against a claim of intentional discrimination under this subchapter. â€Å"(3) Notwithstanding any other provision of this subchapter, a rule barring the employment of an individual who currently and knowingly uses or possesses a controlled substance, as defined in schedules I and II of section 102(6) of the Controlled Substances Act (21 U.S.C. 802(6)), other than the use or possession of a drug taken under the supervision of a licensed health care professional, or any other use or possession authorized by the Controlled Substances Act [21 U.S.C. 801 et seq.] or any other provision of Federal law, shall be considered an unlawful employment practice under this subchapter only if such rule is adopted or applied with an intent to discriminate because of race, color, religion, sex, or national origin† (Equal Employment Opportunity Commission, 2012). Although constructive dismissal is not directly referred to in the Civil Rights Act, it is clearly implied, since such a dismissal normally is directed at protected classes of individuals. When combined with disparate impact, constructive dismissal will fall under the purview of the Civil Right Act, and both are legally actional behaviors that the federal government will pursue through legal action and fines. It should be noted that the level of requisite integrity of constructive-dismissal claims can vary from state to state. For example, Washington extends a protected-class status to gays, lesbians, bisexual, transgender, or intersexed people, whereas Arizona extends no special class status to them. A constructive-dismissal claim due to sexual orientation in Washington would be considered; in Arizona, such a claim would not be considered. Furthermore, such a claim would face significant challenges if  appealed to federal levels, since federal laws offer no protection against discrimination based on sexual orientation (Human Rights Campaign, 2012). In addition to constructive dismissal, the ex-employee charges that the schedule change infringed on her right to practice her religion, since she believed that she was required to work on a holy day. The Title VII Act explicitly prohibits discrimation based on religious affiliation. Constructive-Dismissal Merits The ex-employee’s claim does not satisfy constructive-dismissal, disparate-impact, and discrimination prohibitions. The facts of this case clearly indicate this. Let us apply this individual’s claim to the standards required for each prohibition. First, for constructive dismissal, our company must create a hostile environment for the sole purpose of compelling the employee to quit. The ex-employee believes that the schedule adjustment, which required 12-hour days for four days a week and with three days off, created a hostile environment. This particular aspect of this individual’s claim fails this test for a few reasons: 1) Business growth motivated the schedule adjustment, not malice; 2.) the schedule adjustment applied to the most affected department, which is production, since it is tasked with keeping up with the increased demand for our products; and 3.) we provided employees of that department schedule options; we did not constrain them to work on specific days that happened to be days of observance for their religion. Considering the schedule flexibility offered, if the ex-employee worked on a holy day, it was out of choice, not compulsion on the part of our company. Another implication in the above argument is that a different department did not have its schedule adjusted. As indicated above, we adjusted the schedule for the department that is directly affected by the business growth—the production department. There is no impetus for us to adjust schedules for the human-resources department, for example. Second, for objective standards, courts have repeatedly ruled that constructive dismissal is applicable if we create an environment that is so heinous, a reasonable person would quit. I have just indicated that our schedule adjustment was motivated by business need, not malice toward a particular individual or religion. All of the other employees took advantage of the schedule opportunity offered and chose days to work that were appropriate for their needs. There have been no other complaints of being forced to work or being unable to work on a non-holy day. Based on the scenario, it would not be reasonable to quit one’s job. Third, for employer knowledge and intent, it is true that we knew that the increase in business might have caused an impact on certain employees’ lives. We proactively remedied this situation by offering such a flexible schedule, with employees making their own choice of what days they would and would not work. Employees have nearly half their workweek off. There is no reason for an individual to work on a holy day. Also, our only intent was to meet our customers’ needs, so we adjusted our business processes to effectively do so. The underlying concern is that our actions were motivated by this individual’s religion. There is no tenable evidence to support such a concern. We hire a range of people with different religious beliefs. Some are unwilling to work on Sundays. Others are unwilling to work on Saturdays. Some require prayer at various points during the day. Where reasonable, we have always provided accommodations for such observances, and we did so with our schedule adjustment. There was no targeting of any religion. There is no veracity to the ex-employee’s claims. The company must respond to these charges. It can do so in one of three ways: 1. The company can ignore the facts of this scenario and accept that the ex-employee’s claims have merit and can then move to placate the ex-employee in a few ways: a. Rehiring the ex-employee and paying her retroactive pay for the time she did not work, b. Not rehiring the ex-employee but  offering a settlement to avoid a protracted legal scenario, or c. Rehiring the ex-employee and accommodating her schedule requests (Palopoli, 2011). 2. The company can enter into arbitration with the ex-employee to discuss the facts of the scenario, with the intention of arriving at an equitable solution that will placate the concerns of the ex-employee and the company (EEOC, 2012). 3. The company can refute the charges in a court of law, especially after the findings of an investigative company effort denote no actual discrimination or the appearance of it (Cruz, Padilla, & Narvae Law Firm, 2011). There are caveats to each of these responses, however. For Response 1, this action is a clear company admission of its culpability in discrimination within its organization. It is an unbalanced response, since it placates the ex-employee but tarnishes the name of the company. Furthermore, acquiescing to the ex-employee’s claims by adjusting the schedule may very well set an inappropriate expectation for other employees. An influx of schedule requests based on employees who invoke their religious preferences would thwart the purpose of the schedule request, which is to meet customer demand. For Response 2, the results of an arbitration hearing are legally binding and normally are a mitigative step against taking up the matter in a court of law. There is a likelihood, no matter how remote, that arbitration will result in our company’s acquiescing to the ex-employee’s claims. This eventuality can result in financal loss due to paying exorbitant sums to the ex-employee for what would amount to silencing her criticism of our company. Or if the results of the arbitration fall in line with the company’s wishes, the negative image that the ex-employee may generate would harm recruiting efforts of candidates or customers who increasingly place value on companies that demonstrate social responsbility toward people and its surroundings. For Response 3, the judgment in a legal case can be binding. There may be a remote possibility that our company may not vindicate itself fully in court. Because of the facts of the case, it would be reasonable to expect that our company would appeal. However, the cost to contend with the ex-employee in court may be prohibitively high. And even if our company emerges victoriously, the result would not constrain the ex-empoyee from tarnishing our company’s name in the marketplace. Based on the eventualities listed above, the viable course of action is Response 3. The actions of our company are sufficiently supported to provide a solid response in a legal setting. The likelihood of not prevailing in court is minimal. And although the opportunity cost to following this route is devoting funds unnecessarily to a baseless claim, vindication in court may very indicate to others who choose to bring dubious claims that our company will respond indignantly to these affronts to our company’s reputation. Responding to the baseless claim by pursuing the matter in court is a tenable position, since our anti-discrimination policy is clear. (In allusion to a subsequent section, the clarity of the policy does not imply that it has been adequately explained to prosepctive and current employees; a training program offered to our recruiting staff will resolve that matter.) Our greatest defense is in presenting this policy as evidence to the court. The policy clearly indicates that the company respects religion as a protected class and makes every effort to accommodate religious rites as long as they do not present an undue contravention of company operation (HR Info Center, 2009). A court-centered legal response to this claim is preferable also because of the investigative process that is extant within our anti-discrimination policy. The ex-employee did not provide our company an opportunity to investigate the claim before she resigned her position. The only indication that a problem existed was when the EEOC delivered the complaint to our company. Our investigative processes clearly demonstrate the thoroughness  and seriousness that our policy devotes to discrimination complaints. Multiple layers of leadership are involved in the process, and many employees are interviewed to determine if they shared the same sentiments. The investigative process is also confidential, and the results are shared with no entity without a need-to-know basis. Furthermore, the investigative process has corrective action built in if there is a determination of discrimination against the employee making the complaint. It also has a built-in anti-retaliation policy, regardless the result of the complaint. Our company can provide documented evidence of our response to past complaints as well as the company’s disposition toward employees after the resolution of these complaints. Demonstrating the company’s follow-through efforts that the ex-employee did not avail herself of will provide substantial support of our contention that we are committed to operating in a discrimination-free environment (Kleiner Perkins Files Legal Response To Gender Discrimination Suit, Denies â€Å"Each And Every Material Allegation, 2012). Another reason why pursuing this matter in a court of law is appropriate is that our company can demonstrate our commitment to investing in the community in which we operate, a diverse community. Our company currently provides several millions of dollars in tax revenue to the community, revenue from which all members of the community benefit. But more than tax revenue, our company provides financial support to various groups in the community: religious-based groups, gay-and-lesbian groups, black-focused groups, and women-centered groups. Our commitment to financially supporting the community is a potent response by itself to the baseless claima against us. Logically speaking, it would be nonsensical for our company to expend money for these community-focused endeavors while practicing discrimination against the very members of the groups that benefit from our financial support (Response to discrimination claims, 2007).

Chacarter Analysis in Chekhov’s The Bet

â€Å"The Bet† is quite an interesting story since it can be appreciated as a simple reading-piece or as a complex, contentious, argumentative text that deals with the very controversial topic of capital punishment. From the very beginning, it grabs the reader's attention by introducing the death penalty issue as the chief subject of a pretty heated discussion between two characters that, by merely expressing their point of view, will become the two main characters of the story. One of them is an old banker who has made a great fortune by participating in some highly profitable investments.The other one is a young, promising lawyer who shares his life with, apparently, no one. The banker, old-fashioned as he is, believes capital punishment is far more effective than imprisonment for life; however, this being said, the young lawyer stands up and does not hesitate when it comes for him to speak out his point of view: that life imprisonment is what should be applied by law becaus e â€Å"†¦ The death sentence and the life sentence are equally immoral, but†¦ To live anyhow is better than not to all. Consequently, a lively discussion arose and the banker got aired away by excitement and, therefore, betted two million pounds that the lawyer wasn't going to be strong enough to stay in solitary confinement for five years. In the heat of the moment, or maybe because of his self-determination; not only did the lawyer take the bet, but actually made it worth for fifteen years. But who was the strongest? Who was going to successfully prove his point of view to the others? Well, the author (Anton Chekhov) wrote this particular story in an absolutely objective way: he did not evidence his personal point of view whatsoever.In fact, this story turned UT to be so impartial that it is rather hard to tell who's right and who's wrong when it comes to an end. Therefore, we can only assume that, in order to achieve this degree of neutrality, the author had to use tw o much defined personalities. This is probably why this two men can be described so easily: because of their strong and determined character that will only help us understand why do they stand by this two very opposite ideologies. The lawyer, as far as he has been described throughout the story, totally fulfils this requirement by being as ambitious, focused and determined s he is.And why can the reader be so sure that the lawyer is that ambitious? Simply because it takes a lot of this quality to be able to give up absolutely everything for the humble figure of two million pounds. And why can the audience describe this amount of money as a humble figure? Just because, compared to freedom, this money is completely worthless. Why would someone be after so much money if he is wasting fifteen years of his life by staying voluntarily locked up? Earnestly, It cannot be explained since nothing should really matter when your freedom is at stake†¦ Nothing would be more important.After a ll, let us Just remember that the lawyer's ambition is far from stopping there: he was also quite hungry for wisdom and knowledge. During his incarceration years, the lawyer did actually grow to enjoy, and even love, the reading and learning of various aspects such as languages, philosophy, history, sciences, medicine, theology and literature. Besides, once the bet was accepted by both men, it was decided that the lawyer would stay under the strictest supervision, being exclusively aloud to ask for books, a musical instrument, wine, cigarettes and newspapers.Nevertheless, the lawyer refused wine and tobacco because â€Å"†¦ Wine excites the desires, and tobacco spoilt the air of his room†¦ â€Å". Therefore, he had to adjust by getting used to spend all of his time surrounded by books. He, then, went from Shakespeare and Byron all the way to The Gospel and a manual of medicine. The more he spent in that prison, the more information he got into his system. But it was neve r quite enough. Nothing was ever enough. Now, when it comes to the lawyer's extreme determination, there is one specific quote that fits in perfectly: â€Å"†¦ UT I would stay not five, but fifteen years†. This informs all possible doubts about the lawyer being ready to sacrifice everything for one simple bet. Moreover, it verifies that he is a rather lonely and solitary man. Albeit we can only guess what was going through the lawyer's mind when he decided to extend the five-year bet by ten years; supposing that he might have felt that five years were not nearly enough as for him to demonstrate he was right and â€Å"defeat† the banker might be a quite accurate presumption.Also, when it comes for him to demonstrate how wiser he had grown during those shelter years, he immediately wants to make everyone aware of his knowledge. This is why he decides to write a letter in six different languages, all of which he learned while being in prison; and asks the banker to m ail it to anyone who could correct him so that, should they find not one mistake, a shot should be fired as for him to be aware of whether he had done well or not. The banker, satisfying the lawyer's request, did as he had been asked to and, as a consequence, two shots were fired.This filled the lawyer's hart with an â€Å"†¦ Unearthly happiness†¦ â€Å", thus it corroborates that he was strong-minded about making the most out of this fifteen years even if many other men would have insider it a waste of time and a way of throwing a person's life away. Let us not forget that the lawyer's determination went so far that he actually turned down the to million pounds payment that was owed to him for being able to cope with the voluntary fifteen-years imprisonment. He even said he despised â€Å"†¦ Freedom and life and health. And that is why, to provide evidence for it, he was to leave the prison â€Å". Five hours before the time fixed, and so break the compact†¦ † Was he or was he not ready to do anything and everything as to impose his standpoint? I think he was, he finitely was. Being as focused as he is might be considered as another great quality of his that allowed him to muddle through with the voluntary imprisonment. He somehow managed to make up a plan that would, eventually, prevent him from finding himself full of spare time and nothing to spend it on.It must be really hard to stay in a room for fifteen year without losing your mind. Admirably, he achieved it. Even though, the first couple of years he spent in that room weren't especially easy for him (â€Å"†¦ He suffered severely from loneliness and depression†¦ â€Å", spent days eating and drinking ND lying on his bed, yawned angrily while talking to himself and wrote things so as to tear them up later), he did finally focus and realized how much he could accomplish if he only took it seriously and worked hard. And he did.Just remember the extent of his adva nced language, theology, philosophy, history, sciences and literature studies, and decide for yourself whether he wasted his time or not. He used up those years by learning new skills: he read books, studied various subjects, played the piano, and finally found a way so as to let people know that he had done all those things. His thirst for knowledge could only be satisfied by learning more and more, non-stop; and after carrying out this Job, he made sure his efforts were properly recognized.It takes a lot of strength to be capable of dedicating such a lot of time to one particular thing, but it takes even more vigor to do it from prison and for fifteen years. He controlled himself well enough, focusing on â€Å"the task† and; as a result, proved that voluntary incarceration could be handled as promised. When I was told to write an essay describing either the banker or the lawyer, I thought it couldn't really be done. However, finding three main qualities that made them so di fferent but gave them both a strong character was not as hard as I thought it would be.I decided to choose the lawyer simply because, in my opinion, he's constantly developing. At the very beginning of the story, he says that life should be appreciated more than anything else. Yet, when the story comes to an end; he states that, after going through everything that he went through during those fifteen years, he now despises life and health. Besides, he is pretty ever-changing, as it can be seen when he modifies his activities from year to year during his incarceration time.Now, as far as I'm concerned, none of this transformations he went through, was really a decisive point when it comes for the reader to choose which is better: incarceration for life or capital punishment. Why? Well, simply because his condition after spending fifteen years in Jail substantiates the fact that lifelong imprisonment kills slowly: the lawyer was so thin that â€Å"He was a skeleton with the skin draw n tight over his bones†¦ â€Å", his face was yellow and his cheeks hollow, his hands were thin and delicate and his hair had grown silver. â€Å". No one could have believed that he was only forty. Consequently, I believe that, in order to finish this piece of writing properly, some words about the main theme of the story should be wrote down. Therefore, I shall include my personal opinion on the subject: I believe that â€Å"The State Is not God. It has not the right to take away what it cannot restore when it wants to. † It isn't immoral to apply imprisonment for life as a way of punishment for those who kill or rape. It is only fair. However, it is quite understandable when people think of a murderer and wish they could see him gone for good.Even so, nowadays, we cannot afford having people who take Justice on their own hands applying the eye for an eye ancient policy, it Just wouldn't work†¦ It would turn societies into many messy anarchist systems. When you make use of that kind of policy, you turn into an even more immoral person than whoever did it simply because you are committing the same crime (even if it isn't against the law) and you are simply doing it as a vendetta. Likewise, it is not up to the State to decide who dies and who doesn't. If the State kills, no matter the reasons they might give for doing such a thing, it is still like killing someone.It shouldn't even be considered as a possibility to deal with the criminals because it only sends out one message: killing is the solution; and that can only lead to a more violent society. This being already said, I suppose this story never gives out a conclusion. It has an open ending as regards the capital punishment matter. It never says who's right and who's wrong and, because of this, it gives the reader the opportunity to consider the two viewpoints and make up an opinion for himself. Or at least, that is what happened to me. This confirms how this story is, after all, incre dibly objective.

Jellyfish Essay Example | Topics and Well Written Essays - 500 words

Jellyfish - Essay Example nd non-conventional information combined with the analytical framework of fuzzy logic that increasing trends of jellyfish abundance were identified to be 62% of the Large Marine Ecosystems (LME). Management and adaptation strategies see to the logical expansion to these articles. However, as with the limited research available on the number of jellyfish, the limited research on management focuses upon human interactions with jellyfish in a way to compensate for the lack of evidence and data. Most management of jellyfish populations is done in context with the fisheries, power generation and tourism industries and management in relationship to their impacts on ecosystems and vital food webs. This is obviously due to their great socio-economic impact hence it is more likely to be funded or pursued. ‘The jellyfish joyride: Causes, Consequences and Management response to a more gelatinous future’ by Richardson et al in 2009 provides a thorough table of management responses from the perspective of both ecosystem and human impacts but it is a brief outline. The recent book ‘Jellyfish Blooms’ devotes an entire chapter to management from a human interaction standpoint. Options presented in the book include: 1) prediction of impending jellyfish blooms via ‘early warning systems’ and appropriate countermeasures before outbursts; 2) Jellyfish Excluder for Towed fishing gear (see Figure 6.3); 3) physical and behavioral screens and barriers; 4) education of when it’s safe to swim to reduce encounters with jellyfish; and 5) modeling programs that predict the distribution of jellyfish so effective forecasts and warning systems can be put in place. Noteworthy is that both the articles and the research have a predominance of negativity toward jellyfish which cannot be denied. With synanthropic nature (Purcell, 2007) of jellyfish benefiting from human stressors including fishing, eutrophication and possibly global warming, these fierce ancient competitors pose

The movie rating system should be revised Essay Example | Topics and Well Written Essays - 750 words

The movie rating system should be revised - Essay Example However, the rating system is not viewed as an effective and substantial body and has been criticized for a variety of reasons. The first criticism against the motion picture rating system has been presented by film critic Ebert who claims the rating system to place more importance on the minute details of the movie rather than the movie itself. This argument stands against the system's choice of picking on intricate details of the movie like the number of times a profane word is used or the number of scenes containing violence. This allows the rating system to escape from the throes of presenting the true message of the movie. For instance, a movie with sex and violence could be discussing the consequences these activities could teach to the audience. Adult ratings should be limited to those movies which show an immense degree of sex and violence. This would help in the removal of NC-17 which allows a greater number to access a variety of movies. Ratings of movies like Passion of the Christ should not have ratings that limit individuals under 17 from watching a movie (Ebert 2004). This is because the rating system creates a loss in the true message of the movie in its quest to censor the content. Another idea that stands up against movie rating systems is the belief that filmmakers are forced to change movies because the content affects the personal sensibilities of the members of the censorship board. Farber, a film critic talks of how filmmakers were threatened with an X rating to make them remove content which offended the board members (1972). This is seen as biased behavior on the part of the rating systems board because of their inability to provide a decision based solely on the judgment of creating a rating that will be friendly to the audience. Instead, the board is apt on creating ratings that will inadvertently be influenced by their personal beliefs and opinions. Another idea that talks of the flaws in the rating system is the lack of public opinion that is involved. There is a call by both conservative and liberal parties to make the rating system's methods and techniques more public thus allowing a degree of public scrutiny into their decisions. However, this idea seems a little impossible because it is impossible to pin point exact standards set up by the rating system. Movies today touch a variety of topics and issues. It is impossible to set up every method up for the public because it might not apply to each movie. Thus, setting up a public forum would be problematic because every individual's ideas vary and this could be chaotic and unhelpful. The rating system is criticized for its inability to present an equal treatment to the independent studios. This criticism lies on the belief that independent studios are not meted out with the same ratings as those given to major studios. Thus, independent studios are given a harsher rating system which is a great setback in the creation of new and diverse films. An instance of this is evident in the rating given to the movie Saints and Soldiers. The movie was created by an independent studio and created a limited amount of sex, profanity and violence. Yet, a single scene where a character is killed made the movie get a PG-13 rating (Deseret News). This is an obvious sign of bias against independent studios which can be of great harm to the creativity and emergence of unique ideas in the motion picture industry. Thus