Earth Worms Essays - Annelids, Earthworm, Soil Biology, Worm

Earth Worms Earth Worm Disection Parts Function Digestive System - Prostomium - a small fleshy lobe that extends over the mouth, used to help dig through the soil - Mouth - the entrance for food into the digestive system, located under the prostomium - Pharynx - A tube at the beginning of the digestive tract that creates a sucking action to remove food particles from the soil, located just behind the mouth - Esophagus - a narrow passage in the digestive track that connects the pharynex to the crop - Crop - a temporary storage area in the digestive track , food waits here before it passes to the remainder of the digestive track - Gizzard - an area in the digestive track where strong muscles grind the food in preparation for digestion - Intestine - Nutrient digestion and absorption take place in this part if the digestive track. - Anus - Digestive wastes are expelled through this opening located on the posterior end of the worm. Nervous system - Brain - a center of nerve cells that coordinate all of the activities of the worms body - Ventral nerve cord - A cord of nerves that runs the length of the body along the bottom or belly of the worm. All nerve impulses to and from the brain are carried din this cord Circulatory System - Aortic Arches - a group of 5 muscular tubes that pump blood through the circulatory system of the worm - Ventral blood vessels - a tube structure that carries blood from the heart to the posterior of the worm located on the bottom of the worm, - Dorsal blood vessel - gathers blood from the capillaries in the body and returns it to the heart for recircutation located in the back or top of the worm Reproductive system - Seminal Vesicles (openings) - male reproductive organs - Ovary (oviduct ovaries) - egg sack, female reproductive organs - Seminal Receptacles (openings) - temporary storage areas for the male sperm until the eggs are ready to be fertilized Other Systems - Nephridium - coiled tubes in the body of a worm that collect and excrete liquid wastes from the body of the worm. - Clitellum - a swollen area of band around the mid section of the body of the worm. Materials secreted from the clitellum form a cocoon in which the eggs are hatched and the young worms develop. - Setae - Bristle structures found on the skin of the worm. Four pair of Satae are found on each segment except the first and last. Satae are used for movement. - Segments (somites) - The divisions in the skin of a segmented worm. The internal segments are called septum. There can be over 100 segments in the body of a worm. Bibliography http://www.earthworms.com

Artists&critics essays

Artists&critics essays Artists should pay little attention to their critics.* Criticism tends to undermine and constrain the artist's creativity. *those who evaluate works of art, such as novels, films, music, paintings, etc. The theme of artists and criticism has been one of the contentious subjects. Criticism may cause bad effects , as mentioned in the statement above, and on the other hand most of the time it can be constructive too. In the following essay I would like to support the fact that although criticism may some times be deteriorating but can be helpful and most of the time can cause promotion in different fields of art. As a matter of fact criticism in art is, explaining the artistic work in words. On the base of this definition, its the artist who creates the work of art and the critic is responsible for evaluating the strong or erroneous zones of the work. So it is in consequence of the cooperation between artist and critic well together that a masterpiece comes to existence. When an artist creates a work he has made it on the base of his pure emotions and the belief he wanted to transfer to the society from his own perspective. Such a work is very respectful because the work is reflecting the pure thoughts of the artist but it can get promoted and may attract more people if it is examined from different viewpoints and other perspectives. Such a criticism can make the work forever and add to its value. On the other hand Criticism will prevent the artist from doing the same mistakes repeatedly. Consider an artist who doesnt pay attention to the critics, he wont realize the weak points of his work. He may repeat his mistakes frequently while if he gets the constructive critics of his work he absolutely will take advantage of new conceptions and use them in his later works. Although criticism is most of the time beneficial for the artists and their later works but in some cases harsh criticism and the critic ...

Communications. The origin of capitalism Summary. By Ellen Meiksins Research Paper

Communications. The origin of capitalism Summary. By Ellen Meiksins Wood 17 page reading - Research Paper Example 4. English tenants were stimulated to enhance productivity while capitalism was developing in contrast to the aristocratic culture in which the rulers oppressed the peasants rather than building up on productivity. 5. Capitalist development promoted the growth of independent commodity production in the 16th century England by transforming the feudalism-based relation between landlords and peasants into market-mediated relation. 6. The peasants, as producers, could establish capitalism back in medieval England only if given chance by their landlords who mostly tried to squeeze more surplus labor out of them without rewarding them. 7. In France, the peasants had easier access to the property and firmer hold on it, so they had no trouble in establishing capitalist mode of development by resisting the increasing pressures from landlords. 8. Locke’s view of property, which lays stress on productivity and labor value, laid foundation for the industrial capitalism. 9. The class strug gle or conflict over property rights between the ruling class and the poor subordinates seen in the 17th century English Revolution also contributed in developing capitalism.

Marketing management case 2 Study Example | Topics and Well Written Essays - 750 words

Marketing management 2 - Case Study Example Motor starters were installed on or near individual pieces of equipment and usually operated only a single motor. They ranged in price from $50 to several thousand dollars. Motor control centers consisted of dozens or even hundreds of motor starters that were combined in a customized enclosure and were capable of starting motors in various areas of the plant from a centralized location. They ranged in price from less than $50 000 to several hundred thousand dollars. The motor starter made fewer sales than the projections. It however managed to sell 8.5% of the entire industry sales. Repair parts were the most improved products, after realizing sales of 14% of the whole industry sales. The control centre increased in sales by 83.03 5%, the motor starter product fell by 5.76% and the repair parts increased by 25.42%. The total performance for all the products was an increase of 8.952% from 2001 to 2002. 1. Yvonne Belanger, owner of Yvonne’s European Deli, has decided that she wants to add a new item to the current selection of baked goods she sells in her upscale deli. Currently, she sells cookies and brownies for $2 each, and muffins for $3 each. She makes a standard 30% margin on all sales. Yvonne wants to buy homemade apple, cherry, and lemon pies and sell them from a local supplier for $10 each. 3. Fashion Forward operates three retail locations across Canada: in Halifax, Toronto, and Vancouver. It recently purchased a limited-edition collection of 300 designer dresses and sent 100 to each city. The dresses were all suggested to sell for $1200 each; all dresses had a net cost to Fashion Forward of $400. Sales results from the three locations varied: 1. Ontario Steel Manufacturing (OSM) manufactures steel components for other manufacturers. It has the opportunity to make stainless steel taps and faucets for a Canadian hardware company that will then package the products and sell them under

Making Sense Essay Example | Topics and Well Written Essays - 1500 words

Making Sense - Essay Example to decide whether whatever going on is true or false, and whether it is good or bad. Making sense is a way to fulfill the curiosity of a person, and can be understood in levels of experiences which include; the five senses, affections and the memories whereby without these the experiences would be just plain data. Thus, to make sense of the data situational analysis is important i.e. what would be most suitable in a particular situation which would in turn lead towards good decision making. Moreover, to make good decisions, authenticity is the key, which is further characterized by experience, understanding, judgment and decision to decide if we are responsible or not. The most interesting part of making sense in this chapter was the proposition that we as humans are all truth seekers, we want to make sense of the world because we keep wondering, and we are always striving to remove the confusion around us, also because we are curious. These are all those realities which we can`t ign ore, and even practically speaking makes perfect sense as that is why we want to make sense of the world. Chapter 4: Making Sense, Epistemology This chapter focuses on the epistemology of making sense i.e. the philosophy behind making sense, which can be divided into four levels. These levels or stages include experience, understanding, judgment and decision. ... The external factors of perceptions include senses while the internal factors include affect (emotions etc). Further comes understanding and we can distinguish experience from understanding by considering that while experiences are singular, understanding involves concepts which are multiple and complex. To understand meanings, one should be innately curious which arouses the Eurika Movement i.e. the insights. Also, interests for understanding may b natural or cultivated while interests depend on the internal factors, thus in other words understanding involves intellect. On the other hand, judgment involves verification which implies that it means evidence. Experience and uncertainty principals are required to make judgment. Moreover, being judgmental means being reasonable. The most interesting and insightful part of this chapter involve the curiosity principal which is a must to understand, i.e. the Eureka Moment is induced by the tension of enquiry i.e. being curious. Therefore, b eing curious is naturally a pre-requisite of developing an understanding or in other world for understanding concepts intellectually. Chapter 5: Practical Wisdom This chapter aims at critically understanding the concept of morality and goodness, what we view as the moral agents etc. Also, this chapter intends on appreciating the structures created by humans which makes us authentic people. Lastly, to help us understand the levels of transcendence is also another purpose of the chapter. Firstly, we need to understand that morality is a characteristic found only in humans, and not found in other natural species, i.e. the Flora, Fauna or other cosmic forces. Morality is related to rationality and it is grounded in our religion, philosophy and hedonism. Next comes the concept of moral

Human Resource Policies And Practices At Tescos Management Essay

Human Resource Policies And Practices At Tescos Management Essay This report reviews and discusses the Human Resource policies and practices at Tescos. The organisation has introduced a high commitment model which offers training and development to all employees. They have developed their culture through extending their logo every little helps to prove their commitment to employees as well as to customers. This has proved a world class model and very successful for the organisation. Organisations are implementing strategic HR as a change agent, not to replace an out dated personnel department. Although there is still evidence within the UK that once these interventions are implemented, they just replace the role of the personnel department. To be effective HR belongs on the board of an organisation. The organisation that will be reviewed is Tescos; during the past decade they have introduced strategic HR with increased training of employees. The role of HR within the organisation has increased in importance. Their practice of training and the importance of HR will be reviewed with the current theory. This organisation was chosen, through their introduction of strategic HR policies, which has led to an increase in business. This has demonstrated they are a first class provider of training to their employees, and has given scope for the organisation to expand into new markets. Tescos operates in a very competitive market; the consumer has a choice where to shop for their groceries. They have expanded their portfolio to include CDs, DVDs, electrical goods and clothing. Recently they have expanded into the financial services offering customers products from Credit cards to insurance. All their products are available on the internet 24 hours a day. Their slogan every little helps is used to show their commitment to customers, this has been used to reduce prices and to increase the level of customer service. This slogan is now used in their staff training, that any intervention will increase the knowledge of the work force. The organisation is widely reported in news papers, this is due to the success of the business. They are rapidly expanding in the UK with the opening of their Metro stores and into new and foreign markets. This has taken a great deal of their resources in the planning and implementing stage of expansion. The core units need to remain focused, to retain the reputation they have built. Reinforcing the culture and values through training will focus employees on their roles. Tescos HR Policy This section will report on the organisations HR policies, the information is taken from current articles and their web site which is outlined in the appendices. Tescos profits have soared 20% in the last year, taking them to a record 2 billion and setting a new milestone for UK business. The company takes almost one of every three pounds spent in a supermarket, and more than one of every eight pounds spent on the High Street. The supermarket chain is Britains biggest private employer with nearly 260,000 staff (Poulter, S. 2005). The human-resource strategy at Tescos revolves around work simplification, challenging unwritten rules, rolling out core skills to all head-office employees and performance management linked to achieving steering-wheel targets. This highlights the way in which Tescos business measures are closely linked to performance management (Anonymous 2003). Tesco ensures that each and every employee has the opportunity to understand his or her individual role in contributing to the Tesco core purpose and values. This requires an innovative induction programme that caters for different cultures, styles of learning and varying commitments to the job. The frontline employees are considered the ultimate reflection of Tesco to its customers, but all employees have a very important role to play in turning core values and customer commitment into reality on a daily basis (Whitelock, N. 2003). A major Tesco challenge is to ensure that all of its employees, wherever they work, are aware of the role they play and that they can clearly see how their actions affect the big picture of the overall business. The training creates a graphical journey through the history of Tesco, its core purpose, values, business goals, financial aims, operations and marketing strategy and its commitment to customers. All employees are receiving more training than before (Whitelock, N. 2003). A human-resource-led business strategy has helped Tesco to take the lead over its rivals in the fiercely-competitive UK supermarket sector. The strategic policy (Future) started in the companys supermarkets, where its aim was to free up stores employees so they could do more and improve customer service (Anonymous 2003). Future concentrates on providing a clear way of defining roles, responsibilities and activities. The system guarantees that all employees are responsible, accountable, consulted and informed. A group of 13 key management techniques is used to improve the core skills of the workforce. The techniques include root cause analysis, problem solving, plan-do-review, situational leadership and coaching for high performance (Anonymous 2003). For the first time, people have been made a core element of strategy. The importance of this strand of the project has been recognised by putting a senior director in charge. Quarterly board meetings always review human resource issues. Tesco now tracks human-resource information as closely as financial results (Anonymous 2003). Looking ahead, Tesco intends to continue its emphasis on increasing the skills of its workforce. The firm aims to make learning into a truly integrated part of its culture, as an important way of developing organisational flexibility and remaining one step ahead of its rivals (Anonymous 2003). Analysis Of HR Practices At Tescos This section of the paper will discus Tescos approach to HR and compare this to current thinking. Recognition of the importance of HR in the UK has increased in recent years; this is a result of competition from overseas economies. In countries for example Japan, Germany and Sweden investment in employee development is higher that the UK. This has led to some organisations reviewing their policies on training introducing continuous investment in their employees (Beardwell, I et al 2004). There are fundamental differences in the approach to HR. Storey (1987) discussed these as hard and `soft versions of HRM The hard version places little emphasis on workers concerns and, therefore, within its concept, any judgments of the effectiveness of HRM would be based on business performance criteria only. In contrast, soft HRM, while also having business performance as its primary concern, would be more likely to advocate a parallel concern for workers outcomes (Storey cited in Guest, D. 1999). The appearance of knowledge based economies, has deep implications for the factors of growth, the organisation of production and its effect on employment and skill requirements. This may call for new directions in industry related government policies. The prime minister stated that education is the best economic policy we have. That through the policy of lifelong learning the UK would have the knowledge to compete in the new economy (Tony Blair PM (1998) DTI White Paper). Tescos have exceeded the governments expectations for learning, having introduced training as a strategic advantage. It is argued that organisations require new skills to survive; the new thinking is based on complexity and chaos theory. Organisations are viewed as self-regulating, emergent, open, whole systems. This contrasts the metaphor of organisations being machines to that of organisations as living systems (Capra (2002) cited in Nixon 2004:58). Tescos have strategically integrated HR into their overall plans. Managers have been to utilise aspects of HR in their decision making. This has shown high commitment to HR, attempting to gain acceptance from all employees, and offering to all employees basic and extended training (Beardwell I 2004). The big picture of Tescos strategic direction is discussed with all employees. This helps the individual employee to understand their role and importance within the organisation. Therefore, they place a high value on their human resource. There has been an increase in training within the organisation; all employees now receive more training than before. This is a result of the HR department taking a strategic role. HR is not an administrative department within Tesco; they are proactive and are on the strategic level of the organisation. This increase in training priority has been supported by a rise in Human Resource Management. This practice emphasises that increased growth can only be maintained in the long run; by equipping the work force with the skills they need to complete their tasks (Mullins, L. 2005). Strategic HRM has gained both credibility and popularity over the past decade, specifically with respect to its impact on organisational performance (Paauwe, J Boselie P. 2003). Each employee is considered a part of the overall strategy; therefore they are instructed on the importance of their role. This training is delivered in a way that encompasses all learning skills and allows for cultural difference. There is an increased need for a higher value to be placed on employees, and therefore get the best performance from the employees. According to Delany (2001) successful organisations keep people issues at the fore front of their thinking and at the core of their decision making and planning. Delany adds organisations that get the people things right are the organisations likely to be around in the future (Delany (2001) cited in Mullins, L. 2005:748). Being the largest Private employer in the UK Tesco takes this responsibility seriously, this is demonstrated through their training and development policy. This has exceeded the governments recommendations for training of the individual and the move towards a learning society. For HR to succeed it must take on a proactive role within the organisation. Strategic HR creates value by providing opportunities for organic learning, development of intellectual capital and enhances core competencies. This value is crucial to the organisations future success (Treen, D. 2000). Employers are increasing extorting the best possible performance from employees. Best practice will increase the skills of the current workforce, and with recruiting it will reinforce the culture of a highly skilled work force (Mullins, L. 2005). Reinforcing learning within in an organisations, requires what Hawkins (1994) called a change at the heart this change is in the understanding of learning, a shift from viewing learning as being abrupt facts to learning as a more multi-faceted and dynamic process (Hawkins, P 1994:9). This learning environment with Tescos has been extended to encompass all aspects of the work environment. The learning process has been challenged to create a culture that allows continual learning throughout the organisation. As knowledge is what matters, organisations and individuals alike must become continuous learners (Hawkins, P 1994). The organisation runs an academy that recognises skills in the individual. The training is identified from core, operational and leadership skills. All employees can access the core skills. These development programmes are tailored to the individuals skill level. The delivery method for the training is varied, allowing for the individuals learning preference. Tescos operate within a fiercely competitive sector, using a human resource led business strategy, has help to place them in the number one position. This is only sustainable if the strategy is on going, with competitors actions monitored for any changes (Mullins, L. 2005). To fully exploit the wealth of knowledge contained within an organisation, it must be realised that it is in human resource management that the most significant advances will be made. As a result, the human resource department must be made a central figure in an organisations strategy to establish a knowledge basis for its operations (Armstrong, M 2005). The principal function of any organisation is to increase the value of the business and therefore enhance the wealth of its Owner(s). This is obtained by efficient use of the limited resources available to them (T Blackwood, 1995). Garrick (1998) discussed that training inextricably linked to market economics, that knowledge is prized in so far as it can generate a market advantage(Garrick 1998:5). This leads to the assumption that though training and developing employees, it can give the organisation advantage, increasing profit HR and training literatures highlights the organisational benefits to be gained from adopting a systematic approach to HRD, therefore the ongoing development of employees skills underpins the wider business objectives (Keep, E 1989). This systematic approach to training often includes models that identifying needs, planning, delivery and evaluation. Harrison developed an eight stage model to identify monitor and evaluate training. The evaluation stage is possibly the most problematic part of the training process (Reid, M and Barrington, H 1997). The organisation has seen the advantages that training can give, and has fully incorporated this into their business. The process of training is formalised through recognition of the need and continual review. Organisations no longer offer a job for life there is no longer guaranteed employment, with a pension as a reward for loyalty and compliance. The psychological contract between employer and employee has shifted. Employees are increasingly mobile, changing employment for promotion, reward and job satisfaction; top employees have more choice as to where to work. To retain these key employees the organisations culture needs to allow an environment of personal growth (Harrison, R 2002). With less job security, the best reward an organisation can give an employee is transferable skills (Marchington M Wilkinson, A 1997). With the changing employment market, employees feel less job security and are taking more responsibility for their career paths. The skills they are taught within Tescos could be transferable; therefore in the long run they could benefit competitors. Although the benefits of training the work force exceed the disadvantages, this employee mobility should not be ignored. Their every little helps slogan is easily recognised by the customer, but is also built in to the training program. This slogan is part of the ethos and culture that is Tesco. The organisation surveys their employees to gauge motivation and to identify training which employees require. This goes further than just identifying organisational benefits of training. Individuals can plan for the future career. Career development is important to the individual employee (Armstrong, M 2005) Harrison (2002) noted this as an organised planned effort comprised of structured activities or processes that result in a mutual career-plotting effort between employees and the organisation. This is a central component of the psychological contract that binds the individual to the organisation (Harrison, R 2002). This further complicates the role of the HRD practitioner, balancing organisational needs with the individuals expectations. Some employees will develop their career with one employer, while others require transferable skills. The organisation requires employees with the right skills to ensure and sustain competitive advantage (Armstrong, M 2005) Conclusions And Discussions Tescos long term strategy is to continue to place value on employee training and to integrate this value into the culture of the organisation. They are using this approach to maintain their competitive edge. The value that is placed on HR demonstrates commitment from the top levels of the organisation to training. Tescos intentions are to maintain this increased emphasis on staff training and to integrate this learning fully into the organisation. There is constant reviewing of the intervention, and make adjustment were necessary. The study of Tescos HR policies has demonstrated that by introducing a higher level of training to all employees it has an affect on the bottom line. When the employees are trained and demonstrating a higher commitment to the organisation they feel part of the overall strategy. This leads to employees feeling valued and therefore a more committed work force. This is then felt by the consumer, with a higher level of service, which gives the organisation added value. The entire organisation is involved in training. This training is offered at all levels within the organisation, Managers and facilitators are developed to deliver this intervention. Employees have control on their training after the initial induction process. This allows employees control of their career path, with the choice of whether they want to move up the ladder or not. There is conflict within the majority of organisations in the UK as to how much of the resources will be dedicated to training. This buy off for the economic resources, can prove short sighted in the long term. Training has always been the the first cost cuts in times of recession. Yet with todays enviroment, organisations need to train the work force to survive. Whereas organisations that embrace knowledge and learning satisfies the physcological contract and helps to retain and nuture employees. The cost of not devloping employees in the long term is far greater than the cost of developing them. The HR department in Tesco is proactive, not getting caught in the every day administrative function. Their model of HR is one of best practice and high commitment. This has allowed the organisation to focus on the human resource with such practices as training issues. This focus on HR is vital to the success of the organisation, without commitment, it would amount to a waste of resources. Tescos is a very successful UK organisation. They have increased their market share and retail units over the past five years. This has been achieved partly through a fully integrated HR department. Although this is not the only factor to their success, it has certainly been a major factor in it. Other organisations could benefit from reviewing Tescos policies. They have demonstrated a model implementation of HR. This has been a contributory factor to their increase in profits. Competitors will need to review their training policies, to reduce Tesco market share. Training as an intervention has been a successful policy in the organisation, the evidence points to increased profits from training.

Free Essays On Shakespeares Sonnet 14 :: Sonnet essays

Analysis of Sonnet 14 Not from the stars do i my judgement pluck, And yet methinks I have astronomy- But not to tell of good or evil luck, Of plagues, of dearths, or season's quality: Nor can I fortune to Brief minutes tell, Pointing to each his thunder, rain, and wind, Or say with princes if it shall go well By oft predict that I in heaven find: But from thine eyes my knowledge I derive, And, constant stars, in them I read suck art As truth and beauty shall together thrive If from thy self to store thou wouldst convert: Or else of thee this I prognosticate:- Thy end is truth's and beauty's doom and date. 1-2: 'I do not draw my conclusions from the stars, and yet I think I understand astrology; 3-4: 'but (astrology) has never forecasted (to me) good or bad luck, or of plagues, or of dearths, or of the quality of the forecoming seasons:' 5-6: 'Nor can I prognosticate (from the stars) every single minute, assigning to each minute [that is, whether or not it will] thunder or rain or wind,' 7-8: 'Or say that all will be well by signs (of the stars), which looking to the sky (for answers) is my habit:' 9-10: 'only from your eyes do I form my knowledge, and, in your eyes (which are constant stars), do I see such art' 11-12: 'As truth or beauty thriving together, if you would convert from yourself to store [as in store cattle]:' The paraphrase for the three quatrains may not seem necessary, as it is fairly straightfoward in its meaning; however, the couplet provides ambiguity. The couplet is where Shakespeare usually makes an antithesis of the three quatrains or presents some ambiguity, the latter of which is this one. I have found

Characters in This Boy’s Life Essay

Each character in This Boy’s Life demonstrates the struggle to find a sense of identity.’ Discuss. Young people are most often guided by their parents and guardians of what they should or shouldn’t do. However, some unfortunate ones are left alone to find their own paths. In their search of making their own identity, some young people choose to fight against all obstacles to reach goals that will lead to a successful fortune, while some will walk an uneasy way and repeat themselves in the misery of self-destructiveness and self-sabotaging behaviors. In Tobias Wolff’s memoir This Boy’s Life, the author presents a life that is built up on continuous self-destructive decisions, making himself his own worst enemy and causing all kinds of situations which he hopes to change and evolve into a better self, only to once again find him fallen into the very trap set up by no one but himself. Some of Toby’s situations is due to his background. He was raised by a single divorced mother, Rosemary, and her failing to take a father’s place to become a powerful guardian to correct and care for Toby’s early mischievous ways. Rosemary is a victim of domestic violence herself. Jack and Rosemary are constantly on the move, which adds to this struggle. When they do settle down, they choose environments that are a disaster. Toby is placed with characters that work to break his self-confidence and pride, therefore making it impossible for Toby to really identify himself. Revision for Romeo and Juliet Year 10 English Exam Friday 8th June, 9.00am to 11.10am 2 hours writing time, with an additional 10 minutes reading time. Two Sections: Section A: Text Response Essay Section B: Persuasive Language Analysis REVISION FOR SECTION A Revise the key characters and key themes in Romeo and Juliet: Reread both the synopsis of the play and some of the most important scenes in the play.  Create a mindmap for each of the major themes: Love, Hate and Fate. Create brief character profiles for each of the major characters. Create (and try to memorise) a list of at least 20 key quotes. Revise how to write a text response essay. Complete a text response essay on a practice question. â€Å"Poor sacrifices of your enmity.† (V.iii.303) ‘Romeo and Juliet explores the consequences of blinding hatred.’ Discuss. ‘Romeo and Juliet: the greatest love story ever told’. What does Shakespeare’s play tell us about the nature and power of love? ‘Romeo and Juliet are both victims of fate, having little control over their destiny.’ Do you agree? Romeo and Juliet is a play more about hate than love. Discuss. REVISION FOR SECTION B Revise your knowledge of the key persuasive language techniques using your flash cards. Complete a practice persuasive language analysis task. (See me for a newspaper article.)

What to Do When Your Work Is Stolen

What to Do When Your Work Is Stolen The unthinkable happens. Your work is published without your knowledge, consent or compensation. Whether it is large slushpiles, lack of time, memory lapses or non-existent ethics, theres no excuse for unprofessionalism or deceit. If the publication gets away with it once, they may do it again! Sure, you challenge them. You take the moral high ground, argue facts logically, point out copyrights, escalate to publishers or web domain owners; but your remonstrations fall on deaf ears. When editors dont remedy the situation early and sufficiently, heres how you can take action. Publicize Reputations carry businesses, but are fragile. Social media is a powerful tool, but an untamed beast. Nothing travels faster than bad news. Use Facebook, Twitter, blogs, or your own mailing lists of writers/editors/sources to make noise. However, before you bandy about anyones good name, remember publicity is a two-way street. Choose your words carefully. Dont post on a public forum in a passion. Defamation charges can be difficult to defend, and the last thing you need is to have your life stolen too. Invoice anyway What have you got to lose? Invoicing a publication that has published your work without permission sends a clear message that you are a professional who knows the industry. PayPal has a professional template and a reminder system. Make your invoice due on receipt and clearly state terms and conditions including penalties for delayed payments. Join forces Yours may not be a solitary incident. Ask around. Someone may have experience dealing with the publications idiosyncrasies and may be able to advise you. Hit them where it hurts Magazines exist for sales. Contact the retail outlets where the magazine is sold and inform them of the transgression. They may stop stocking it. Go to court Before you recourse to judiciary as your last resort, consider: a) Money: Lawyers fees are ruinous. Unless you claim Donald Trump as a relation or have engaged a lawyer to work pro bono, think twice. b) Time: Court battles can drag on for years. You may end up resigning your great-grandchildren to life revolving around courthouse working hours. c) Effort: Meetings, filing forms, understanding the law, dealing with red tape there are an awful lot of legal hoops to jump through that drain energy. Will your court battle drain you of the sheer physical stamina to attend your daughters graduation ceremony, steal the mental inclination to host that long-overdue dinner party, rob you of the emotional wherewithal to cope with a friends illness? d) Scandal: Court cases are open affairs. You may think truth and public interest are on your side, but theres no guarantee how the case will develop. Your reputation may emerge out of the ordeal smelling like a bouquet of roses, or it may crawl out looking like something the cat dragged in. Can you live with the local garbage-man and that cute shop assistant at your favorite boutique knowing all about your dirty laundry? e) Practicalities: If you live in the US and the publication is based in Singapore, how do you propose to duel? So weigh pros and cons, calculate cost versus benefit and take action. Or finally, write off the loss and move on. Its great to be principled and fight for fairness. Its also natural to feel to want to get even. But is the article worth the tumult? If not, consider it an occupational hazard and move on. Lesson learned. Whatever you do, hope for the best and be prepared for the worst. Remain positive, proactive, and dont stop writing. As freelancer Judee Fong says, Thieves steal only from the best! 🙂 ID: 181074Â © Abdone | Dreamstime Stock Photos

Forsaken Fields essays

Forsaken Fields essays Forsaken Fields gave a lot history on Japanese-Americans from before, during and after World War II. The Japanese-Americans had the Alien Land Law which was put in force before the war. This law prohibited the Japanese who just arrived from Japan from becoming citizens which enabled them from owning land. The Japanese-Americans were smart and they found loopholes in this law. If you are born in America you are an American citizen, so Japanese would purchase there land in there children name who were American citizens. The Alien Land Law was just the start of the Japanese- Americans trouble in America. They came to America for the American dream, but all they got was hostility and anger. People want to come to America to work hard, and earn a life for them self and there family. I think most people who were born and raised in America take for granted the freedom we have. Americans are generally lazy people. Americans dont see that same freedom, and the American dream that foreigners visualize. I think it is sad that these Japanese- Americans came so far in search of a great place, and were treated so poorly. Even before the War; Japanese-Americans had a hard time finding someone who would sell them land, or equipment to run the land. A lot of Americans were concerned that Japanese were going to make more money then them ,or run better crops. Japanese-Americans did make good money enough to finance there families. By 1910 Japanese-Americans owned numerous crops like potatoes, rice, strawberries. Japanese- Americans had a great respect for land. They even found many new ways to aline crops to utilize the most space possible. They thought their children all about farming, and gave them knowledge of all the different types of plants. Most children before the war would look forward to growing up and becoming a farmer like there parents. During World War II Japanese were thought...

Perfomance and Occupation Essay Example | Topics and Well Written Essays - 2000 words

Perfomance and Occupation - Essay Example This paper will focus on the importance of the understanding of the occupation and this paper would also try to find out the proper occupational therapy to improve the performance of the employees. Introduction: To be written†¦Ã¢â‚¬ ¦ Value of skills and knowledge in the occupational therapy: To be written†¦Ã¢â‚¬ ¦ Professional skills: Personal and Professional Development, is the most important part of any educational course. The academic remarks will fetch good marks in the exams but, in the professional field the personal and professional development is very much important. The proper combination of good academics and the PPD would help a person to achieve a sustainable position in the real life corporate world. For any corporate on-job projects needs a personal and professional development training, because the fresher are not accustomed with the corporate world. And each and every organization has their own scale of professionalism and expectations from the employees. For any graduate the on-job projects are successful while they get confident about their personal and professional development during the projects. Most of the business schools send their students to the on-job training to get accustomed with the corporate world so, while they join the organizations in their final recruitment, they would be polished enough to join as the professionals. For any on-job training there is a learning stage and most of the time this learning stage is an ongoing process. This paper would try to reveal all the positive learning and the personal and professional developments during the training. The main outcomes of the process are written bellow. The meaning of success: It is very important to know the meaning of success. It is very easy to say that a course is very successful but it is very important to understand meaning of success. Erik Weihenmayer treated as one of the most successful man to reach his dream. He climbed the Mount Everest being the first blind men to reach the peak of the Everest (Throop and Castellucci, 2003). Now it is very important to understand why he is been treated as one of the most successful man, well, reaching the personal goal with the help of professional experience can be treated as the success. He was a blinded at the age of 13 and started climbing from the age of 16. With hard work and touch of professionalism he reached his goal and that is the reason he was successful. Same way in this case the meaning of success has been found with the proper blend of self belief, potentiality and values. Self belief: the confidence is a very important factor for any job to be done successfully. Nobody is perfect at the beginning; he or she has to nourish him or herself to gain the confidence. And with the mistakes the perfection will come, and that will make the person more confident. Potentiality: trainings are basically to improve the potentials of the individuals. Potentiality is a hidden strength and with the proper training it can be strengthened. The trainings and on-job projects help the individuals to learn from the others and it also teaches to understand the potentiality of the others. Values: personal values, professional values, ethical values and the ability to respect the values of the fellow employees are very much important. The particular course taught to respect what other thinks, how they feel and how an individual should act toward the values of the others. Organizational changes towards the better

Marketing Ethics Research Paper Example | Topics and Well Written Essays - 1500 words - 1

Marketing Ethics - Research Paper Example 104) describe marketing ethics as a dimension of social responsibility that involves principles and standards that delineate satisfactory behavior in marketing. Marketers should be careful and conscious of moral principles for tolerable behavior from numerous stand points such as the industry, company, consumers, society, and exceptional interest groups. When marketing actions diverge from the established principles, the exchange practice can collapse, resulting in consumer frustration, lack of reliance and law suits (Arnold, 2009, p. 113). An ethical issue is an identifiable dilemma that necessitates an organization or individual to decide amongst numerous procedures that must be assessed as wrong or right (Pride & Ferrell, 2011, p. 104). Any time an activity causes marketers or consumers in their target markets to feel manipulated or cheated; a marketing ethical situation exists, despite the legality of the activity. Ethical issues in marketing arise from product, distribution, pro motion, and pricing issues. The concept of segmentation and target marketing has been on the increase in the contemporary world. Market promotion and targeting can generate moral matters in a multiplicity of ways, among them forged and deceptive adverts and controlling sales advertising and targeting a market segment (Moore, 1990, p. 45). Marketers have fragmented consumer markets resulting to increased need for focused target marketing. Despite the role of recognizing and fulfilling customer wants, more target marketing has come with augmented denigration. Though target marketing is widely regarded as the embodiment of marketing conception, it has in certain cases been disparaged as unethical (Smith & Cooper-Martins, 1997, p. 1). Particularly, widespread media focus has been dedicated to the aiming of grown-up customer sections referred as susceptible with manufactured goods mulled over as damaging. This disapproval of targeting has engrossed merchandises such