A Written Study of Edward Scissorhands Essays -- Papers Movie Film Sci

A Written Study of Edward Scissorhands In the film Edward Scissorhands, Tim Burton makes a rural dream by clarifying his translation of what it resembles to live in a suburb. The meaning of suburb is living in the edges of a town what's more, having constrained interests and extremist perspectives. Tim Burton makes the suburbs and for all intents and purposes makes a farce of the suburb where the family live. The ladies epitomize the meaning of a rural housewife; they remain at home, clean and cook. They are consistently on every others doorsteps attempting to get the most recent tattle and they continuously recognize what everybody is up as well. Tim Burton blends this in with his creative mind making it a rural dream. He does this by making Edward and the dull château where he remains. This is only one case of the various types that Tim Burton utilizes for example: Horror, parody and sentiment. Instances of loathsomeness in the film are the manor where Edward lives, Tim Burton has made it look extremely old, grimy, spooky and neglected all things considered however you partner dull frequented manors with blood and gore movies. Tim Burton makes satire by making a joke of the way that Edwards' hands are scissors he does this when Edward pops the water bed while attempting to get out. Tim Burton likewise makes sentiment where Edward begins to look all starry eyed at Kim. Tim Burton has a specific coordinating style that seems to appear in his different movies, for example, Beetlejuice, Mars Attacks, Ed Wood, Big Fish, Planet of the Apes, Batman and Sleepy Hollow. I saw Beetlejuice and thought about the class, setting, plot and characters with Edward Scissorhands. Tim Burton acquires thoughts from his different movies for case; he loves... ...ilette in the kitchen or a cooler in the family room. Music is likely the most significant thing in a film since it influences the entire state of mind of a specific second or scene. You see this when Kim is looked like as an edge the music turns nearly fantasy it is moderate extremely delicate and without it is difficult to feel the genuine effect of this scene. To deduce in this article I have taken a gander at the diverse sort's Tim Burton uses and how he utilizes them. I have contrasted it with another of his movies, and saw it in detail mise-en-scene. All in all, I feel that Tim Burton makes a rural dream by blending heaps of diverse type's together similar to: Fantasy, Horror, Romance and Comedy. He gets thoughts from his different movies like Beetlejuice. Tim Burton overstates things and utilizations generalizations to put his point over.

Problem Solving Process Wheel (PSP) Model

Critical thinking Process Wheel (PSP) Model Chapter by chapter guide THE MODEL (NAME DESCRIPTION) THE REASONS Results Issues IDENTIFIED Answers FOR THE PROBLEM EFFECTIVNESS OF THE MODEL REFERENCES THE MODEL (NAME DESCRIPTION) The model that I have decided to address the given issue is Victor Newman’s PROBLEM SOLVING PROCESS wheel (PSP) model with that of the IDEAL structure model. The PSP model includes critical thinking process that is isolated into 8 stages. These eight focuses can be utilized as reference to deal with the issue close by. The psp model separates the issue into eight territories which at that point can be dealt with all the more effectively and without any problem. The model is fundamentally separated into three zones as appeared in figure- The FOUNDATION area includes three stages Recognizing the issue Social affair the information Examination of Data. The GENERATION area having two stages Creating various arrangements Choosing arrangement The EXECUTION area including †Plan Test and practice Activity The accompanying advances have been appeared in the outline THE REASONS As I was going perusing net and different sources I could related the way that this model is like situation where the skipper in chopper has favorable circumstances as he can have an elevated perspective on the front line. That is it gives a chance to see huge picture and deal with our assets of time individuals and consideration .The model helped me deal with my strategies with foundation of a key model. So it empowers me to give my consideration on a specific territory while at the same time holding within proper limits the general procedure. Its a mix of effortlessness and availability. The model helps looks past the traditional procedures of critical thinking to the hidden procedure. The eight distinguished stages disclose how to perceive which procedure is suitable to which stage. Likewise I have picked IDEAL structure alongside this model however in next to no rate, since this system gives orderly examination which is required in the given issue and furthermore it includes expectation. Results The main stage is the establishment stage in this model. Establishment stage includes the distinguished issues which in the given issue are that the staff is immense and most individuals don't know about GROUPWISE. A little extent of the staff is likewise inexperienced with email, they are learners. Additionally modest number of staff shares PCs. The information assembled from the given issue expresses that there is around a staff of 1200 .Most staff knows about Pegasus. Half of staff are scholastic, half are organization and the board. There are three grounds of WINTEC in Hamilton, 1 in Auckland, 1 in Thames and 1 in Te Kuiti. Presently comes the age part where different arrangements are created. Arranging has been completed cautiously remembering the minutest of subtleties which have been talked about further in tackling the issue area where fluctuates methods of tending to the issue have been taken up. In spite of the fact that move will made first before testing and practicing as simply after activity we will have the option to break down the advantages and disadvantages of arrangement. Issues IDENTIFIED Issues that can distinguished from the given case is that there are- In all out 6 grounds where establishment of Group insightful electronic journal application is required. There is acceptable number of staff of 1200,most of them have never utilize the application. They know about Pegasus. The staff individuals however covers all degrees of PC ability, from absolute fledgling to high power clients completely experienced in programming, website architectures, database the executives and so forth.. The semester training terms for the foundation run from early February until late November with breaks in April, June and September. Summers school runs from late November to late January . No satisfactory number of frameworks for staff to take a shot at Absence of web abundance serious issue Answers FOR THE PROBLEM With assistance of psp model and the now coming to age stage †First the staff of 1200 ought to be partitioned into sub classes of the expert clients and novices/beginner clients. That is division of staff regarding two gatherings which contains a first gathering that has high force clients completely experienced in programming ,website compositions and database the executives. This gathering ‘A’ ought to be additionally separated into gatherings of database chiefs, website specialists and software engineers. The website specialists will structure a site for WINTEC with the goal that different frameworks in various grounds can stay in contact. The developers will configuration programs so information base of every part can be kept up alongside compensations and expenses individually and other fundamental subtleties .the last gathering will be of information directors will gather and keep up information from the program structured by software engineers. The Group ‘B’ will have the individuals who are new to framework, messages beginners and so on this gathering will be additionally isolated similarly in number over all grounds. Each gathering will have least of two chiefs who will originate from Group A to train the nuts and bolts of framework messages and so on to them on standard premise and screen their report. Further division of the PC lab spaces into various classes as indicated by utilization will be there . A common lab set-up where general programming including documentation instruments that don't require a lot of registering force will be there. Along these lines the staff individuals who have never utilized GroupWise and those not mindful of essentials will have the option to learn and contribute. All the lab spaces ought to be furnished with satisfactory number of frameworks as there are less number of frameworks as staff needs to impart to one another which might be of bother in addition to time hampering Every grounds lab will have a server which framework which will be associated with the server of framework in the different grounds. That implies there will be 6 servers in the system of WINTEC. Establishment of wifi switches in every grounds ought to be made compulsory with high security concerns in light of the fact that GroupWise will be online in order to make it available to entire of the staff. This will take care of the issue of absence of web get to issue. The trustworthiness and security brief for the net access will require an arrangement that would permit understudy and staff access from their labs by interfacing through the grounds organize however confine general understudy get to and forestall any grounds IT traffic running over the connection. This worry will likewise be remembered. Next huge issue happens to introducing and arrangement of the frameworks and delicate product over the grounds. Remembering that normal educating isn't upset in grounds which will incorporate giving non unsettling influence climate to the scholastic staff aswell.so all the establishment arrangement should begin April as this is the primary month of break period and after that there are ordinary breaks in month of June which comes after May and afterward in September so beginning establishment in month of April will give satisfactory time to begin procedure and work going all out without impediment as grounds will be shut for understudies ,making a success win circumstance for the two understudies and scholarly staff and the installers. In spite of the fact that the work will back off in May however again it tends to be begun with full swing in June which is again an off month. as summer school runs from November to January, this April period will be the able time to begin establishme nt over the grounds of GroupWise application. Along these lines the WINTECH will have it grounds changed its PC lab to a spot not just where understudies and staff could figure out how to utilize programming apparatuses, however as some place where they can encounter the GroupWise. EFFECTIVNESS OF THE MODEL It is significant that the model which is chosen for breaking down and tending to the issue is straightforward yet powerful being used. The PSP model has been extremely receptive to my requirements of the given problem.the nature of the model to delineate and assault them has rendered the issue a simple hand. Critical thinking is typically extremely upsetting. One is required to recall the procedure adequately just as to picture it in one’s head and decipher it. The eight stage model furnishes simple approach to given issue with giving plentiful space to plan and execute just as create thoughts. Its adequacy can be found in the model working where one can draft introductory issue, assemble and break down certain information and affirm it. The models has steps in which information is assemble and investigated, which is significant in light of the fact that regularly issue is disregarded when social affair of information is there which typically has venture of making a move not at all like this model which includes examination. The IDEAL structure was regardless of how little however was thought about in light of the fact that the issue required to consider the methodical examination as establishment was to be completed in productively easily and cost adequately. REFERENCES Essential focuses and thoughts from: https://www.msu.edu/~dwong/CEP991/CEP991Resources/Johnston-DeweySciAesth.pdf http://www2.gre.ac.uk/about/schools/business/about/offices/sms/staff/victor-newman creating an answer and focuses from: http://www.microsoft.com/casestudies/Microsoft-System-Center/University-of-Incheon/Using-a-Computer-Lab-as-the-Starting-Point-for-Students-Cloud-Computing-Experience/710000000867 model portrayal and EFFECTIVNESS focuses were taken from: http://books.google.co.in/books portrayal additionally taken from: http://www.ashgate.com/isbn/9780566075667

Writing Paper Can Be Easy

Writing Paper Can Be Easy Writing Paper Can Be Easy Home›Education Posts›Writing Paper Can Be Easy Education PostsThere are always tons of different writing paper assignments in college. Professors provide very strict and difficult instructions students should meet. Very often deadlines are too short and students cannot cope with all tasks at the same time. To write a really good paper, students should do a thorough research, read a lot of literature, and create well-structured paper. It is essential to write paper from scratch as professors are very strict when it comes to plagiarism issues. If your paper will be plagiarized, there is a high possibility that you will fail the class. That is why, you should never copy someone’s ideas but thoroughly analyze them and provide your own. A good paper should be formatted properly. There are a lot of formatting styles such as APA, MLA, Harvard, Chicago, Oxford, and so on. Students have to refer to formatting guidelines in order to properly format the paper as grade can be lowered due to formatting issues. Remember to use only credible sources. Many professors forbid to use Wikipedia and other unreliable sources for research papers. It is advisable to take information from peer-reviewed journals. Also be very careful with outdated sources since your grade may also be lowered.It is understandable that you are overloaded and want to have some free time to relax and spend it with your friends. However, you have to turn all your writing assignments on time if you want to succeed in college. Yes, it may be not so easy but try to concentrate on studying process as your future academic career depends on it. If you need some professional help or useful tips, you may always visit QualityCustomEssays.com where real experts provide you with all necessary stuff. Don’t ignore the studying process, put all your efforts, and you will definitely achieve remarkable success!

Organisational Behavioure - 23151 Words

ROBBMC08.QXD.0132431521 12/15/05 12:25 PM Page 258 Reason is, and ought only to be the slave of the passions, and can never pretend to any other office than to serve and obey them. — David Hume Emotions and Moods After reading this chapter, you should be able to: 1 Differentiate emotions from moods. 5 2 Discuss the different aspects of emotions. Discuss the impact emotional labor has on employees. 6 Identify the sources of emotions and moods. Discuss the case for and the case against emotional intelligence. 7 Apply concepts on emotions and moods to OB issues. 3 4 Describe external constraints on emotions. LEARNING 258 OBJECTIVES ROBBMC08.QXD.0132431521 12/15/05†¦show more content†¦What Are Emotions and Moods? Although we don’t want to obsess over definitions, before we can proceed with our analysis, we need to clarify three terms that are closely intertwined: affect, emotions, and moods. Affect is a generic term that covers a broad range of feelings that people experience. It’s an umbrella concept that encompasses both emotions and moods.5 Emotions are intense feelings that are directed at someone or something.6 Moods are feelings that tend to be less intense than emotions and that often (though not always) lack a contextual stimulus.7 Most experts believe that emotions are more fleeting than moods.8 For example, if someone is rude to you, you’ll feel angry. That intense feeling of anger probably comes and goes fairly quickly, maybe even in a matter of seconds. When you’re in a bad mood, though, you can feel bad for several hours. Emotions are reactions to a person (seeing a friend at work may make you feel glad) or event (dealing with a rude client may make you feel angry). You show your emotions when you’re â€Å"happy about something, angry at someone, afraid of something.†9 Moods, in contrast, aren’t usually directed at a person or event. But emotions can turn into moods when you lose focus on the event or object that started the feeling. And, by the same token, good or bad

The Social Problem Of Poverty - 1173 Words

Nowadays, one of the most important associated topic in people’s live is poverty. The definition of poverty is a social condition where individuals do not have financial means to meet the most fundamental standards of the life is a acceptable by the community. Individuals experiencing poverty do not have the means to pay for basic needs of daily life like food, clothes and shelter. According to Lansley, (365) â€Å"Poverty is humiliation, the sense of being dependent on them, and of being forced to accept rudeness, insults, and indifference when we seek help.† Poverty staves human being off from accessing needed social materials of well-being like education and health requirements as well. The direct results from this social problems are†¦show more content†¦With economic growth, income poverty falls; with economic contraction, income poverty rises. Some countries in East Asia sustained per capita GDP growth rates of 5% over four decades, with massive improvem ents in living standards and in health and education for poor people and for everyone else. Other countries, most countries in Africa such as Somalia, registered negative growth or no growth at all over the same period, delivering no improvements even in average living standards. While economic growth is systematically associated with poverty reduction, the rate growth translates into lower poverty depends on the initial level of inequality in the distribution of income, and how that distribution changes over time. Growth and its effectiveness in reducing poverty also depend on sound, constant governance. So confronting socioeconomic inequalities and building sound institutions might be important for providing a socially sustainable basis for overall growth and for ensuring that poor people gain substantially from that growth (Lansley, 78). Voicelessness and powerlessness the institutional basis of poverty Secondly, those materially deprived feel acutely their lack of voice, power, and independence. This helplessness subjects them to rudeness, humiliation, shame, inhumane treatment, and exploitation at the hands of the institutions of state and society. Absence of the rule of law, lack of protection against violence, extortion and intimidation, and lack ofShow MoreRelatedPoverty As A Social Problem796 Words   |  4 PagesPoverty Name: Institutional affiliation: â€Æ' Introduction Author Browning Cagney (2003), defines poverty as a state of inadequate resources and low living standards that cannot cater to basic human requirements. Poverty thus means lack of basic needs such as food, clothing, health institutes, and shelter. For most countries around the world, poverty is a prevalent social issue. It usually leads to multiple social ills like parental and domestic abuse, drug abuse, diseases, and corruption among manyRead MorePoverty As A Social Problem1739 Words   |  7 Pages Poverty as a Social Problem Magdalena Brania Mrs. Kropf May 27, 2015 Poverty is inscribed in the history of the world, but it is not inherent fate of every human being. It is also not related to the human nature, which does not mean that it can not be due to its nature. All communities experience it, with a greater or lesser extent way causing psychological and sociological conflicts. Society who have to deal with poverty is not only from undeveloped countries, but also developedRead MorePoverty Is A Social Problem957 Words   |  4 PagesStates is the wealthiest nation in the world, but yet poverty remains prevalent. Childhood poverty affects every aspect of their life. â€Å"Poverty is not having income for basic needs, food, medical care or basic needs and housing† (Crosson-Tower, 2014, p. 59). Poverty is affecting thousands of Americans every day, and it isn t sparing anyone of a particular race, age or gender, leaving people on welfare, and without homes, or transportation. Poverty is a crisis that deserves attention from everyone,Read M orePoverty As A Social Problem1543 Words   |  7 PagesJaidyn Hagen Osterman Social Problems 30 September 2017 Poverty A social problem is defined as some aspect of society that large numbers of people are concerned about and would like to change. Poverty is defined as the state of being extremely poor. It is also described as the state of being inferior in quantity or insufficient in amount. Poverty is considered a social problem because it affects tons and tons of people across the nation. The poverty rate at one point declined, but then wentRead MoreThe Social Problem Of Poverty1347 Words   |  6 PagesThe social problem is poverty, a risk factor that predisposes disadvantaged groups to incarceration. Data shows that the incarcerated majority are minority groups like African Americans and Latinos. In today’s society, one can argue that both the state and people tend to place the blame solely on the individual. The poor are often stigmatized, associating them with an undesirable stereotype that reduces their value as an individual. Furthermore, people tend to think that those in poverty e ngage inRead MorePoverty Is A Social Problem2189 Words   |  9 PagesWalking down the street in Missoula, Montana often brings you into contact with poverty. From the courthouse lawn to the sidewalks in front of the grocery stores there are many people who are homeless and begging for money and food. Living in this city for the majority of my life, I have been exposed to people in poverty everyday. This topic is of interest to me because I have worked with these people firsthand and seen their struggles within their lives. These people are often very warm-heartedRead MoreSociology : The Social Problem Of Poverty1251 Words   |  6 Pagespublic issues of social structure. Mills also believed that without a sociological imagination, individualistic bias makes people think that individuals are the source of trouble, when some of the worst problems are caused by social forces. You could use a sociological imagination to examine the social problem of poverty by looking at the social f orces that are relevant to the problem. Poverty is a social problem rather than an individual problem because it is a deeply embedded social issue that permeatesRead MorePoverty As A Contemporary Social Problem Essay1704 Words   |  7 PagesPoverty as a Contemporary Social Problem A social problem, is â€Å"a general factor that effects and damages society†. It can be used to describe an issue or a problem within a certain group of people or an area in the world. Examples of contemporary social problems today include anti-social behaviour, drug abuse, and sexual abuse. Poverty is an example of a social problem that exists all over the world, and to different extents. In the UK, poverty has effected at least a third of the population, asRead MoreThe Current Social Problem Of Poverty Essay1368 Words   |  6 Pagesgoing to discuss poverty a current social problem that I chose to focus on throughout this course. There are different factors such as economics, government, and culture that affect poverty. Poverty is not new to our communities and it impacts people of all ages. Poverty Poverty in our communities is getting worse and not enough is being done about this social problem. This is becoming more widespread especially during times of the global economic downturn. I learned that poverty is not having enoughRead MorePoverty : A Social Economical Problem868 Words   |  4 PagesThe idea poverty as a social economical problem started way back during the Early Industrial Age. During the Industrial Age Edmund Burke was a man who searched a way to preserve the good in society and change the bad in society. He also as political expressed expression of objection to â€Å"Labouring the poor†. Later poor laws reformed the expression in relief to the poor. Later in 19th century the poor laws were reformed to a Poor Law Amendment Act 1934. The act was ruthlessly enforced and was unpopular

Working with and Leading People Free Essays

string(122) " to their hardworking employees and they should also work on the enhancement of the technical knowledge of the employees\." Cool Sounds is an established music retailer throughout the UK and it has around 280 stores and 15000 employees, both full time as well as part-time. The products sold by Cool Sounds range from CDs and DVDs to software for computer consoles. The organization has a tall structure and most of the decisions are made from the Head Offices although leading people is usually the specific remit to store management team. We will write a custom essay sample on Working with and Leading People or any similar topic only for you Order Now Cool Sounds has planned to open a new flagship store in Coventry and hire 80 more employees. I being the general manager of the store have prepared this paper to address some of the issues related to recruitment, selection and retention, leadership, performance appraisal, etc. (Anthony, Kacmar Perrwe 2005). RECRUITMENT, SELECTION AND RETENTION What does Cool Sounds look for in its employees? Cool Sounds looks for a strong academic record when assessing the application of employees. Past experience shows that academic skills are seldom sufficient to be a successful professional within a company as challenging, dynamic and diverse as Cool sounds. Therefore, Cool Sounds has identified four skills and qualities as being essential to performing to the high standards that they expect from their employees. Capacity, achievement, relationships and technicality are these skills identified by Cool Sounds. Capacity is the diagnostic ability to put problems in an extensive but in a relevant view. Achievement is the ability to get things done. Relationships refer to the ability to work efficiently with others in a team and technicality is the ability to understand and approach technical issues coupled with an enthusiasm for technical challenge. The HR management refers to these qualities throughout their assessment and selection process, looking for candidates who can show them to a greater degree than their contemporaries. (Benefiel 2008). Applications and resumes Cool Sounds offers an amazing range of recruitment in many different fields and also requires people from diverse backgrounds. Every year Cool Sounds examine its business requirements and accordingly they conduct external recruiting and for this, they should advertise in the leading newspapers and shortlist the candidates suitable by interviewing them after which they must select candidates on the basis of their degree, although work experience really counts but they should also recruit candidates on the basis of their answers and intelligence. All applications should be assessed and candidates based on the above mentioned qualities and both internal and external selections should be done. Cool Sounds should recruit employees both internally and externally. (Butteriss 1998). The Interview Process Once the recruiters have reviewed the candidates’ application forms and CVs/Resumes, they must conduct telephonic or face-to-face interview and many other interview techniques and questions must be asked to determine the personality of the candidate. Cool Sounds must conduct competency based interviews in order to evaluate the competence in a candidate. (Barker 2008). Situational interviews are conducted by asking questions like e. g. ‘A person in your team is disrupting information, how would you handle the situation? ’ Behavioral interviews should also be conducted in which Cool Sounds should inquire about the candidates’ achievements and any challenges they have faced e. g. ‘Please tell us about a time when you were under great pressure? How did you cope? What was the outcome? The content of the responses to the questions asked should then assessed by Cool sounds. Offer and Onboarding Once the candidates have been successfully selected to work in the organization, they should be called in for a management trainee program. (Clawson Corner 2004). Offer To give their candidates the best value they can get, Cool Sounds should make sure that it provides the job that the person wants, for instance, if the employee is more flexible about their preferred job and location, the more likely should Cool Sounds should be able to give what the employee want. After finding a suitable vacancy, the employee should be invited to a ‘Get to Know You’ session so that the employee meets the business managers they’ll be working with, as well as some of their team, and find out more about the position. This would also give the employees as well as the company itself to double check whether the candidate is suitable or not and if a suitable match is lacking at this point, Cool Sounds must continue to explore for more candidates. Gravett 2003). Onboarding This is when the employees’ career begins with Cool Sounds and the onboarding programs should be carried out so that employees can get to know the organization better. Moreover, the company should always be ready to guide its employees in the best possible way, so that the employees can have a feel of what their job role is in the organization, what they are supposed to do, and find out how Cool Sounds operates itself. Retention Rewards and Benefits Rewards and benefits are major set of HRM activities and so Cool Sound should provide their employees rewards and benefits and the most common rewards they can give to the employees are worker’s compensation, social security and unemployment insurance. Reward System Reward system serves as a strategic purpose of attracting, motivating and retaining people, therefore Cool Sounds should provide bonus to their employees in order improve the performances of the employees. By taking a look to the performance of the employee or his sincerity with the organization, the employees should be given rewards to keep them motivated. (John 2001). Pay Structure Pay structure is the difference of pays of employees within the organization and it is vital to give the same pays to the employees having same designation so that no sort of conflict arises between them; however the pay must only be different for employees on the basis of their performance. Individual Pay Decisions To promote the employees, individual pay decisions should be made as well and Cool Sounds must ensure that employee’s individual contribution is recognized and rewarded through performance-related pay and bonuses, moreover, facilities must be provided to their hardworking employees and they should also work on the enhancement of the technical knowledge of the employees. You read "Working with and Leading People" in category "Papers" Other factors of retention Health and medical benefits should be provided to the employees, every employee should be fairly treated and job security should be provided to them. (Kay 2000). Legal and ethical issues When staff is to be recurited, some legal and ethical issues need to be considered. Code of ethics These include age and gender, race and religion discrimination and sexual harassment and it is mandatory for the HR Department of Cool Sounds to make sure a fair treatment of employees. Employees know that they are safe and they can approach someone in case they are unfairly treated by anyone. Legal issues The HR Department should act as a negotiator and works to establish cooperation between the legal entities, regulatory agencies, supervisors and employees to properly address and determine the issue prevailing. BUILDING WINNING TEAMS. The culture followed by an organization highlights its personality. Culture basically comprises of the assumptions, the values and norms of an organization, the financial position of the organization and about its members and their behaviors. Whenever a new member is added to an organization, they don’t take much time to study and learn about the type of culture being followed by an organization. However, every organization has its different culture and although new employees may take time to adjust but they soon get to know about it and work accordingly and the culture of an organization makes an organization different from others. The culture an organization adopts should be such that it should be accepted by all the employees and it basically helps to understand the human system in an organization and there are basically two types of challenges a culture has to overcome. Once an employee joins an organization, he has to get accustomed to its culture effectively and only those who can adopt it well can survive. After the employees adopt the culture, it leads to a collective learning process creating shared assumption and beliefs. Team learning This refers to the learning that develops the ability in a team to create the results expected and desired by the other members. It further builds personal mastery and shared vision. Team learning leads to good results and growth becomes more rapid. Team learning is dependent on the type of members a team consists of and the way they think and take the other members. (Kline SaCool Soundsders 1997). Problematic areas One of the major problems being faced by the HR department is because of the diversified workforce at an organization. Many people feel uncomfortable to working with people of a different age, sex, or culture. Despite the fact that employing people from different groups is good but it can lead to a clot of conflicts. The management has to manage a diversified workforce effectively or it can effect employee satisfaction and productivity negatively and the employees who recognize themselves as valued members of their organization are more diligent, concerned, and innovative and this tends them to work harder. Another problem can be the economic unrest prevailing. People from diversified groups would be having different definition of ambition. The outcome of ambition is mostly unpredictable, some ambitions begun in selflessness end in rancor; others begun in selfishness end in large-heartedness. It can at times be uncontrollable as well and some people may not be able handle ambition serving it as a grief to others. It also leads to jealousy. Other than that, people might opt any way to achieve their goals and these might be unlawful as well. Team Charter †¢ Policy formulation – It is essential for the employees to obey the set of rules and policies set by Cool Sounds as this is essential so that proper regulation can be maintained at the work place. (Christensen Irwin 1976) Knowledge Management – It relates to the programs such as the objectives of the organizations, creating ways to improve the performance of the employees, developing a competitive advantage and creating innovation. (Evans 2003). †¢ Ethics – this is the most important area of philosophy is about right conduct and good life and is considerably broader than the common idea of analyzing right and wrong. †¢ Customer Satisfaction – Serving the customers well. Team roles identified by Belbin These roles are identified on the basis of the behaviour of the people when they work in teams and these have a great impact on their performance as well. The roles that Beblin identified are mentioned below. Action Oriented Role †¢ Implementer – the role of the implementer is to translate the ideas and the decisions of the team into actions that can be managed. †¢ Shaper – his role is rather goal directed and more challenging as he has to overcome obstacles and work under great pressure. †¢ Completer/Finisher – the basic task of the completer is to meet deadlines. People Skills Oriented Role †¢ Co-ordinator – facilitates interaction as well as decision making. †¢ Teamworker – it is vital for the teammaker to listen attentively to his team members, to be collaborative and to cooperate with them. Resource Investigator – developing contacts, have excellent communications skills and exploring new ideas are the basic roles played by a resource investigator. Cerebral/Intellectual Role †¢ Planter – his basic goal is to solve problems. †¢ Monitor/Evaluator â⠂¬â€œ having good judgemental and thinking skills are essential for an evaluator. †¢ Specialist – constant learning and building knowledge. The ideas that are proposed by the team members should be implemented in the store if they are feasible. For instance, in the case of Cool Sounds, both the shaper as well as the completer is important so that the store can do its best. To make the store operate in a better way, it would be good to discuss ideas with the team members so that new things can be implemented and this would give a competitive edge to the store. Moreover, it is also vital for the planter to solve problems and negotiate with the team members in order to keep things going in an orderly manner and to avoid conflicts. LEADERSHIP Leadership is basically the process of social influence in which one particular person is able to help and support the others in order to accomplish a common task. It is also about creating something that could help out the people achieve something that is extraordinary. There are a lot of leadership theories proposed by many theorists. Leadership style is the manner or approach of providing direction; implementing plans and motivating people and according to Kurt Lewin, the 19th Century German psychologist suggested three different styles of leadership. All three styles of leadership can be used by Cool Sounds depending on the type of the employees they have hired. (Kouzes Posner 2008) Styles of Leadership 1. Authoritarian /autocratic – Such leaders have full authority to take decisions and are preferred by such employees who need close supervision in order to complete the tasks assigned to them. Northhouse 2006). 2. Participative or democratic – Such leadership involves including the employees in decision making, however the final decision is taken by the leader. 3. Delegate of Free reign – The leader permits the employees to make decisions for them. However, in any event leaders are the ones who are actually responsible for a ll their decisions. This style is usually used where employees are few and have greater awareness. (Lee 1991). Skills in leaders The leaders are the ones who should encourage their juniors to suggest ideas that could lead to creativity and innovation. The employees should be rewarded, supported and proper amalgamation should be provided for the processes. Fund learning should be encouraged. This can be done by prioritizing it into budgets and work plans and to make it accessible to the employees or it would be of no use. Trust and respect should be placed on all the levels of the organization. Free communication and personalization should be allowed. Constant training or at least monthly or yearly training programs should be held for all the staff to keep on learning new things. The return on investment should be taken care of. The employees should know how much they are contributing to the company. These are some more factors that could help UN to retain their current employees. (Leat 2001). In order to manage conflicts, the leaders should use conflict management i. e. an amalgamation of different processes that aids in eliminating the sources of conflict and these processes includes negotiation, mediation and diplomacy and dispute resolution or alternative dispute resolution are other terms for conflict resolution. Motivational techniques Empowerment It facilitates the process of making choices and translating these choices into decisions by enhancing the choice making abilities of involved individuals and groups. As a result of this empowerment, individual and collective assets are created which are crucial to the efficiency of organizational and institutional development which controls the utilization of these assets. (Schein 1993) Equity theory This is all about how satisfied an employee is regarding the distribution of resources. The theory was proposed by John Stacy Adams in 1962 and he said that employees seek to maintain equity between the inputs and the outcomes. Everyone expects to be fairly treated and this keeps them motivated to stay in an organization. This theory is basically based on the ratio of inputs (contribution made by employees) to the outcomes (behaviors and contribution of the employees). This theory would be useful for Cool Sounds because it describes the relationship between the level of motivation that an employee has and the way he receives equitable or inequitable treatment. This relationship is basically between the employee and the employer. With this, the issue to comparison arises as what the employees do is that they compare their input and outcome with that of the others. The inputs mainly are the time the employee gives to accomplish a task, his expertise experience and skills, etc. however, the outcomes are the monetary compensation such as the benefits the employees receive and likewise. Therefore, it can affect the morale, efficiency, productivity, and turnover of the employees at the organization. Furthermore, there are certain assumptions of this theory when it is being applied to a business. For instance, if an employee expects a fair return for her contribution and by comparing her input and outcomes or is not being fairly treated. This comparison is called social comparison and this discourages the employees badly and if the management does not work on it and the result of this would be that the employees will start distorting their inputs as well as the outputs. Therefore, the organization must ensure that they take care of all this in future. Expectancy theory This is basically about choice and the way in which people make choices. It is a motivation theory and was proposed by Victor Vroom. In this theory, the level of motivation of the employees is expected to rise when they put more efforts to do the tasks they are assigned to do and this makes them do better work and this leads to organizational rewards that are valued by the employees. Two things that the expectancy theory emphasizes is the self-interest of the rewards that the employees want and how the employees behave with reference to it. According to this theory, the behaviour of the employees is a result from conscious choices among alternatives. The sole purpose of this theory is to maximize pleasure and reduce the pain involved in completing a task. This theory is based on three concepts that results in motivation. 1. Valence – this is what an employee prefers for a particular outcome and the employee must be motivated to prefer to attain an outcome than the idea of not attaining it. 2. Instrumentality – the extent to which a first level outcome leads to the second level. . Expectancy – Probability that an action will lead to the first level outcome. Therefore, Cool Sounds must use proper reward systems making sure that the performance of the employees is measured properly. WORK AND DEVELOPMENT NEEDS As the store would be divided into various sections that must function effectively, some work activities need to be analyzed. For this, it is important for the leaders to plan out things for each department efficiently and motivate the employees of the respective department to perform well. The development needs of an employee can be identified by doing performance appraisal and it would also help to identify the effectiveness of the activities. Performance Appraisal Performance appraisal is done for the purpose of promotions. It is the assessments of an employee’s performance. It serves for administrative and developmental purposes. Administrative purpose provides information for making salary, promotion, lay-off decisions and documentation. Developmental purpose can be used to diagnose training needs and career planning. Cool Sounds appraises its employees because feedback and coaching based on appraisal information provide the basis for improving day-to-day performance. (Perlmutter, Bailey Netting 2000). Results Appraisal Cool Sounds should appraise its employees’ performance. Results appraisals tend to be more objective and can focus on production data such as sales volumes or profits. Management by Objectives A process in which objective set by subordinate and supervisor must be reached within a given time period. This is another name given to â€Å"Results appraisal. † Aim of MBO. Cool Sounds must use MBO to achieve a set of goals that is clear, specific and reachable, and when managers want to empower employees to adapt their behavior as they deem necessary in order to achieve desired results. The standard of performance at Cool Sounds should be based on job analysis after which performance standards should be notified to its employees. (Morgan 1997). Managers and Supervisors Cool Sounds should also use its managers and supervisors as a source of appraisal information because they are often in a best position to observe an employees performance. Internal and External Customers Cool Sounds should use its internal and external customers as sources of performance appraisal information and it is a good idea for employees to evaluate their own performance. 360-Degree Appraisal Cool Sounds should also use multiple sources of appraisal to gain a comprehensive perspective of one’s performance because each source of performance appraisal information has some limitations, and different people may see different aspects of performance. 60-degree appraisal is beneficial and would be accepted by employee if not linked with increments. (Frappaolo 2006). Performance Appraisal Interview Employees want to know how they are doing, but typically they are comfortable about getting feedback. Cool Sounds should conduct performance appraisal interviews thoughtfully and must summarize the employees’ specific performance, and then supports the employees who are not performing well and appreciates those whose performances are good. Conclusion. Therefore, it is essential for Cool Sounds to take care of the employees they select and recruit because the employees serve as an asset of an organization and so it is a must for them to retain them as well. Moreover, they must also manage the teams well and good leadership skills are essential to make the employees work well. Conducting performance appraisal is also necessary as it can help Cool Sounds find out the level of performance of the employees and how they can further improve their performance. (Lewis 2003). How to cite Working with and Leading People, Papers

The Effect of Study Habits on the Academic Performance free essay sample

THE EFFECT OF STUDY HABITS ON THE ACADEMIC PERFORMANCE OF FRESHMEN Information Technology STUDENTS IN National UNIVERSITY, Sampaloc Manila, SCHOOL YEAR 2010-2011† A research proposal Table of Contents Chapter Page 1 The Problem Introduction . 1 Conceptual Framework . . . 3 Schematic Diagram . . . . . 3 Statement of the Problem.. . . .. 5 Null Hypothesis.. . . . . . . . 6 Significance of the Study.. . . . .. 6 Scope and Limitations.. . . . . .. 8 Definition of Terms.. . . . . . . . 8 2 Review of Related Literature and Studies. . . .. 10 3 Research Methodology.. . . . . .. 17 Research Design. . . . . . . . . 17 Samplings and Respondents.. . . . . . 17 Research Setting.. . . . . . . .. 18 Data Gathering.. . . . . . . . . 18 Instruments Use.. . . . . . . . . 19 Bibliography.. . . . . . . . . . . .. 20 Appendices.. . . . . . . . . . . .. 23 Curriculum Vitae.. . . . . . . . . 27 Chapter 1 THE PROBLEM A. Introduction The extent of student’s learning in acade mics may be determined by the grades a student earns for a period of learning has been done. It is believed that a grade is a primary indicator of such learning. If a learner earns high grades it is concluded that they may also have learned a lot while low grades indicate lesser learning. However, many experiences and studies found out that there are also several factors that would account for the grades. We will write a custom essay sample on The Effect of Study Habits on the Academic Performance or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page No single factor can be definitely pointed out as predicting grades. It has been an interplay of so many factors – gender, IQ, study habits, age, year level, parent’s educational attainment, social status, number of siblings, birth order, etc. In fact, almost all of existing environmental and personal factors are a variable of academic performance. However, at this point in time, the researchers would like to investigate the possible relationship of study habits and the factors affecting it to the academic achievement of under graduate education students of National University-Manila. The investigation of on this area thus becomes a real and compelling motivation for the researchers to conduct this study. B. Conceptual Framework Figure 1 shows the conceptual framework of the study. INDEPENDENT VARIABLES DEPENDENT VARIABLE Study Habits Time Management Learning Skills Study Skills Independent variables as it influence the dependent variable of this research are on the bases of psychological and educational theories, principles and concepts. Many studies say that learning are better acquired and mastered as soon as the learner attends to it. Gestalt psychology mentions the Law of Proximity referring to the way in which he tends to form groups according to the way they are spaced, with the nearer once being grouped together (Tria, et. Al. , 1998). As applied to learning, this refers to the closeness in space or in time. Furthermore, it explains why it is easier to remember recent events and hence more easily joined with the interest of the present in a common Gestalt (tria, et. Al. , 1998). In application to learning process, immediate and regular study periods and doing school requirements tend to result in a better performance than delayed and erratic study periods do. Diverse study techniques, even for the improvement of memory tress the importance of immediacy in remembering and learning. Thorndikes Law of Exercise further supports this kind of principle asserting that, other things being equal, the more frequent a modifiable connection between a situation and response is used, the stronger is the connection. When a modifiable connection between a situation and a response is not being use over a period of time, the strength of that connection is weakened. A behaviour that is stimulated over regular periods wil l tend to be repeated leading to habit formation. A student who has developed this kind of behaviour, in this case, in terms of having regular and scheduled study periods and follows certain methods in studying proves to have better performance. The study focuses on the factors affecting study habits, influencing the academic performance of the student. In this view, the researchers wanted to study the factors in which affect the study habits. C. Statement of the Problem This study intended to find out the factors affecting the study habits of undergraduate XU -Education students. It also aimed to answer the following questions: 1) What is the profile of the respondents according to: 1. Time management 1. 2 Learning Skills 1. 3 Study Skills 2) What extent of influence did the independent variables have on student study habits? 3) Did the independent variables significantly influence students study habits? D. Null Hypothesis Based on the three specific problems which are of concern of this research, problem 1 is hypothesis-free. For problems 2 and 3 however, the following null hypotheses were stated. Ho1: The independent variables do not significantly influence the study habits. Ho2: Time management, Learning skills and study skills do not have a significant influence on study habits E. Significance of the Study The researchers believes that students, particularly National University will be benefited from the findings of this study since the study provides basis for awareness and better understanding of how their current study habits affected their academic performance. Likewise gives them a more focused and clear perspective on how the specific behaviors related to their studies influenced study habits. Consequently, this awareness also gives a much deeper understanding of their selves as students considering that the college life is typically beset of developmental adjustment demands. School administrators, like subject area coordinators, may also be guided in the formulation of future modification of educational policies, curriculum and strategies toward a more effective delivery of learning. Teachers will also be help in understanding better the diversity of learning of their students. As such, it is hoped that they could develop more effective methodologies in teaching their subject matter. Guidance and Counselling Centre will also be help by this study through providing a more focused and factual knowledge on the factors affecting students study habits. This increased the understanding of the Guidance Counsellors on the interplay of the variables studied in this research. Such knowledge is hoped to help the Guidance and Counselling practitioners towards the development and implementation of more effective programs in consideration of these variables. Students will be given information on how study affects their academic performance. The result of the study will make them aware of the common study habits among their co- education students. Future Researchers, they may be able to use the result of the study in farther research similar to what the study is. F. Scope and Limitations The scopes of this research are the Education students here in National University of all year levels. The limitations of this research are only those students that are currently enrolled at NU and is having the prescribe study load for a given semester. Only those undergraduate IT students are allowed to participate in the research. This study considered only National University and the students of it. This may have an effect on the generalizability of the study and its findings. However, its findings, at least some portion and extent of it may still hold true to other schools possessing the same characteristics or adhering to the same educational vision, mission, objectives, and curricula of the studies of National University. G. Definition of Terms Constitutive Definition: †¢ Factors- one that actively contributes to an accomplishments, results, or process †¢ Develop- to bring out the capabilities or possibilities of †¢ Study Habits- manner which you consistently use to study for school or college or even for the next day lesson. †¢ Students- describe as one who directs zeal at a subject. Student is used for anyone who is learning. Operational Definition: †¢ Factors- these refers to anything that affects study habits †¢ Develop- refers to fast or gradual changes in a range of time †¢ Study Habits- refers to the ways of studying on aparticular subject †¢ NU Students- referring to all officially enrolled students of National University Chapter 2 REVIEW OF RELATED LITERATURE STUDIES According to Palm Beach Community College (PBBC, 2008), they recommend that student’s study should have at least three hours out of class for every hour spent in class. They also said that a student must have a special place to study with plenty of room to work. And students should not be cramped. They presupposes thatstudy time will go better if a learner take a few minutes at the start to straighten things up. A desk and straight-backed chair is usually best. â€Å" Dont get too comfortablea bed is a place to sleep, not to study† as what they said. A student must have everything close at hand (book, pencils, paper, coffee, dictionary, computer, calculator, tape recorder, etc. ) before starting to study. Students are not suggested tospend ontime jumping up and down to get things. The PBCC suggests also thatdistracting noise shouldbe minimized however they said that there aresome people need sound and some like silence. In this case, a learner must finds what works for him or her. Culprits are family and friends. consider a do not disturb sign and turning on your answering machine is the way also to have better study habits according to the PBBC.. Frank Pogue(2000) did a research project to determine why students fail. What he founds to be true in that study habits survey was that more than 30 years ago still rings true todaystudents fail because they do not know how to study . The best advice he can give is to develop sound study skills. He said that a student should make sure that he/she has a good study environment, a good desk, a sturdy chair, good light, comfortable room temperature and a quiet atmosphere. That means he/she should eliminate all external and internal distractions. Second, get a good overview of the assignment before starting the work. Know what skills, facts and ideas that are expected to master and the ground that are expected to cover. Start with most difficult subject first, while the mind is freshest and most receptive. Professors in the developing countries said that the undergraduate students should be fully equip with high level of analytical skills, the capacity for critical reasoning, self-reflection and conceptual grasp and ability to learn autonomously and exercise flexibility of mind (Simmons 2003). Study habits are said to be improving because of the advent and wide use of the Internet, hypertext, and multimedia resources which greatly affects the Study Habits (Liu, 2005). Karim and Hassan (2006) also note the exponential growth digital information, which changes the way students perceive studying and with printed materials that are to be use in facilitating study. Liu (2005) and Ramirez (2003) report that students print material from the Internet in order to study and read later on. Igun (2005) also found that Nigerians study from materials downloaded from the Internet. Reading is an attempt to absorb the thought of the author and know what the author is conveying (Leedy 1956). Studying is the interpretation of reading materials. Study habits and skills are particularly important for college students, whose needs include time management, note taking, Internet skill, the elimination of distractions, and assigning a high priority to study. Fielden (2004) states that good study habits help the student in critical reflection in skills outcomes such as selecting, analyzing, critiquing, and synthesizing. Nneji (2002) states that study habits are learning tendencies that enable students work private. The study conducted by Hope L. Graven (2008) on the relationship between an individuals amount of caffeine consumption during his/her study session and the individuals study habits showed that the main effect of drinking caffeine on exam preparation was not significant There were participants, 20 male and 58 female college students (N=78), answered self- ratings on their personal consumption of caffeine as ell as their study habits when preparing for a test/exam. It was hypothesized that the more caffeine a student consumes while studying, the more accurately his or her study habits would be labeled as unhealthy, as determined by the researchers. Unhealthy study habits were operationally defined as low scores on amount of time per study session, time(in days) when preparation began, and amount of information the participants believed they had retained. High scores on anxiety level were in cluded in unhealthy study habits. A Pearson correlation indicated no relationship between amount of caffeine consumed while studying and the individuals effectiveness of studying and preparation. Marcus Crede and Nathan R. Kuncel (2008) in their research at the University of Albany said that Study habit, skill, and attitude inventories and constructs were found to rival standardized tests and previous grades as predictors of academic performance, yielding substantial incremental validity in predicting academic performance. The meta-analysis examined the construct validity and predictive validity of 10 study skill constructs for college students. They found that study skill inventories and constructs are largely independent of both high school grades and scores on standardized admissions tests but moderately related to various personality constructs; these results were inconsistent with previous theories. Study motivation and study skills exhibit the strongest relationships with both grade point average and grades in individual classes. They also said that Academic specific anxiety was found to be an important negative predictor of performance. In addition, significant variation in the validity of specific inventories is shown. Scores on traditional study habit and attitude inventories are the most predictive of performance, whereas scores on inventories based on the popular depth-of-processing perspective are shown to be least predictive of the examined criteria. Overall, study habit and skill measures improve prediction of academic performance more than any other non-cognitive individual difference variable examined to date and should be regarded as the third pillar of academic success. According to the how-to-study. com (2009), students who are very successful in their desired career have good study habits. It is stated in the website that students apply these habits to all of their classes. The website also recommends some tips in improving study habits. The website also suggests that the student should try not to study all the subjects in just a period. The website also added that if you try to do too much studying at one time, you will tire and your studying will not be very effective. Space the work you have to do over shorter periods of time. Taking short breaks will restore your mental energy. A study conducted by University of Kentucky was to determine if the college success can be improved with the Student Attitude Inventory (SAI). The inventory was developed in Britain and contains 47 items which attempt to identify students in higher education on the basis of: (1) motivation, (2) study methods, (3) examination technique, and (4) lack of distractions toward academic work. Students in six Kentucky community colleges were asked to express their attitudes toward study habits on the Student Attitude Inventory. There were 996 students in the sample population (413 males and 583 females). A measure of ability (composite American College Test score) and academic performance (cumulative grade-point average) were obtained for each student sampled. The Student Attitude Inventory did contribute a statistically significant amount of variance beyond an ability measure for males and females. ( Mark E. Thompson, 2005) According to Mark Crilly (2000), Successful students are able to balance social activities with good study habits. A diversion from studies will alleviate stress and help prevent from becoming fatigued. He said that a student should make sure that he must take a break for an hour after studies to meet with friends, to play some cards, work out at the gym, or to gab with a new acquaintance. For this way, that student will find concentration when he do study, if he plans a social activity afterwards. He said, â€Å"To develop a healthy social life, develop routine study habits. After supper, lug your books and homework to the library, find a comfortable and quiet niche, and study for two or three hours, taking intermittent 10 minute breaks every 45 minutes or so. † Making friends with whom you share similar study habits, and share a table or a study space with them would be a best way in developing study habits as what Mark said. Chapter 3 RESEARCH METHODOLOGY This chapter presents the methodology that will be use in the conduct of this study and will include the discussion of research design, samplings, respondents, data gathering and statistical instrument used. A. The Research Design The study will use the descriptive survey design in its attempt to determine, describe and analyze relationships between time management, learning skills, and study skills and the dependent variable which is the study habits. It tries to find out if the independent variables significantly influence the dependent variable. B. Samplings and Respondents Information Students who are enrolled during the recent school year at National University which is comprised 5 percent of the total population will the sample size of the study. The sample population is 286 taken the total from the 1000 Education students of National University. The names of the students of the total population will be arranged alphabetically and according to year levels. Simple stratified random method, proportionate to size will be done based on the random numbers generated by Minitab or Excel. Names will then be picked up and these will be included in the sample population. C. Research Settings The study will be conducted inside the Main Building in National University-Manila. D. Data Gathering The researchers will ask permission from the dean of The College of Computer Studies to allow the education student to answer the questionnaire. The answering of the questionnaire will be done in the Learning Research Centre (LRC). Answered questionnaires then, will be gather, responses coded and will be subject to the appropriate statistical computation for reliability. These students name will then be deleted from the list of the total population so as not to include them again in the selection of the sample population. E. Instruments Use Self- developed questionnaire composed of 10 items questions will be use to measure Study Habits of Education Students. Bibliography Books Tulio, D. , Foundation of Education 2. Mandaluyong City: Echanis Press, 2008 Noll, J. , Educational Issues, USA: Mcgraw-Hill Companies, 2006 Thomas, G. , Education and Theory ( Strangers in Paradigm), New York: Open University Press, 2007 Hargreaves, S. Study Skills for Dyslexic Students, California: SAGE Publication Inc. ,2007 Schultz, F. , Annual Editions Education, USA: Mcgraw-Hill Companies, 2005 Fullan, M. , and Germain, C. , Learning Places, USA: Corwin Press, 2006 McGregor, D. , Developing Thinking Developing Learning, England: Open University Press, 2007 Mirasol, G. C. , Extent of Influence of Study Habits, Attitude and Peer Relationship on Students’ Academic Per formance: St. Michael’s College, Secondary Level, Philippines: 2002 Internet Links The Ten Study Habits of Successful Students†, February 18, 2009 (http://how-to-study. com/study-habits. htm) â€Å"Establishing Good Study Habits†, February 16, 2009 (http://www. academictips. org/acad/literature/establishinggoodstudyhabits. html ) â€Å"Study habits of postgraduate students in selected Nigerian universities†, February 14, 2009: by Igun, Stella E. ,Adogbeji, Oghenevwogaga Benson (http://www. articlearchives. com/education-training/students-student-life/1548550-1. html) Appendix COVER LETTER TO THE QUESTIONAIRE ON STUDY HABITS Dear_______________________, A blessed day! I have the honor to request your participation in the study presently conducted by the researchers in National University. The study wants to know the factors affecting study habits and their relationships on your academic performance. Its respondents are the undergraduate students of this university. Such study is a requirement for the completion of the subject Technical Writing And Research Report currently taking at National University, Sampaloc, Manila. We are therefore requesting you to give this questionnaire your utmost attention. Rest assured that your responses here will only be used for the study and therefore are confidential from other persons not related in any way to the study. Thank you very much. Sincerely, Abillon. Jr, Danilo Javier, Franz Josef Tutaan, Lord Alfonse Rosita, Jaysi The researchers Survey Questionnaire on Study Habits Name_______________________ Course Year______________ Age______ Gender_______ Date________________ Direction:  Please put check (v)  on  the  space  that corresponds to what  you are actually doing, thinking, and feeling  regarding  the  statement. There are no right and wrong answers to this questionnaire. Rest assured  that your answers will be  treated  in strictest and will be  used  only for  this study. 1. What is your gender? Male_____  Female______ 2. What year are you in college? 1st  year____  2nd year_____  3rd year_____  4th year______ 3. What is your average grade? 4. 0____  3. 5__ _ _ __  3. 0______  2. 5______2. 0______  1. 5_____1. 0______ 4. How far in advance do you start studying for finals? One month____Two weeks______One week_____Days before_____ The night before_______ 5. What time of day do you do the most studying? Morning (6 a. . to noon)_____  Afternoon (noon to 6 p. m. )_____ Evening (6 p. m. to 9 p. m. )_____  Night (9 p. m. to 12 a. m. )_____ Late night (12 a. m. to 6 a. m. )_____ 6. On average, how many hours do you study for finals? 20-24 hours______  15-19 hours_______10-14 hours_______   5-9 hours________1-4 hours_______ 7. What is your favorite way to study ? Repeating points out loud_____  Writing index/flash cards, then using them_______ Writing outlines_______  Highlighting text______ studying in a group__________ Going to review sessions______ Other, please describe : ________________ 8. Where is your favorite place to study? Dorm room_____  Bedroom_______  Dorm common room/lounge_______ Library______  Coffee shop_______  Parents’ home______  Campus ______ Pub/Bar__ _ __ Student union_______  Other, please describe:_______________ 9. What is your favorite study break? Exercise_______  Watching TV/movie____ Surfing the Internet_______ Napping_________  Socializing______  Playing video games________ Praying/meditating__ _ __ _  Other, please describe: _______________ 10. Do you feel increased stress or anxiety leading up to exam time? Yes____  No_____

5 Simple Ways to Improve a Boring Lesson

5 Simple Ways to Improve a Boring Lesson The key to teaching any student is to get them to be actively engaged in the lesson. Textbooks and worksheets have been a staple in classrooms for decades, but they can be extremely boring. Not only are they boring to the students, but they are boring for the teachers as well. Technology has made teaching and learning more engaging, but sometimes that may not be enough either. Although its quite possible to have a paperless classroom that is filled with appealing technology, its not always possible to keep students actively engaged. Here are 5 teacher-tested tricks to help you improve a boring lesson and keep your students engaged. Give Student Choice When students are given a choice they feel like they have some kind of control over what they are learning. Try asking students what they want to read, or give them an option on how they want to go about learning a topic or completing a project. For example, lets say that students have to read a book for a lesson but its a boring book. Give them the option of watching the movie, or acting out the book as well. If you are conducting a lesson and you want students to complete a project about it, then give them a few options, it will make it more interesting if they decide how they will complete the task, versus having you tell them what to do. Add Music The benefits of music are amazing; increased test scores, higher IQ, improved language development, and thats just to name a few. If you find that your lesson is boring, add music to it. You can basically add music to anything if you really think about it. Lets say that you are in the middle of a multiplication lesson and you find that students are getting extremely restless, add some music. Have students clap, snap, or stomp as they are saying the times tables. Every time they count, 5, 10, 15, 20... they will add a sound. Music can help you get out of any boring lesson, and get students back on track. Use Food Who doesnt like food? Food is the perfect option to make your boring lesson, a little less boring. Heres how. We will take the same example from above. You are working on a multiplication lesson and students are doing their times tables. Instead of adding rhythm and music, you can add food. For example, lets say students are trying to figure out what 4 x 4 is. Give each student enough gummy bears, grapes, fish crackers, or whatever other food you want to use and have them use the food to figure out the answer. If they get the answer right, they get to eat the food. Everyones got to eat, so why not make this lesson during snack time? Use Reals There is no better way to keep students engaged then to relate the lesson to something that they already know. If you are teaching fifth graders a social studies lesson, then try having students create a song by changing the lyrics of a popular artist to correlate with what they are learning. Use technology, popular celebrities, video games, musicians, or whatever else that is currently relevant to children to keep them interested. If you are teaching students about Rosa Parks, then find a real-world example to compare her journey to. Use Objects By objects, we mean anything from a tiny manipulative like a coin, to a magazine or an everyday item like a paper towel roll or piece of fruit. Here are a few examples of how you can use objects to increase student engagement and make your lessons less boring.

Curry College - SAT Scores, Costs and Admissions Data

Curry College - SAT Scores, Costs and Admissions Data Curry College Admissions Overview: Curry College admits almost 89% of those who apply, making it accessible to the majority of applicants. Still, students generally need good grades and scores to be admitted. To apply, prospective students must submit an application, test scores from the SAT or ACT, a letter of recommendation, a writing sample, and high school transcripts. Will You Get In? Calculate Your Chances of Getting In  with this free tool from Cappex Admissions Data (2016): Curry College Acceptance Rate: 89%Test Scores 25th / 75th PercentileSAT Critical Reading: 420 / 520SAT Math: 420 / 520SAT Writing: -  / -What these SAT numbers meanACT Composite: 18 / 23ACT English: 17  / 24ACT Math: 17  / 22What these ACT numbers mean Curry College Description: Founded in 1879, Curry College is a private liberal arts college located on a 135-acre campus in Milton, Massachusetts. Boston is just seven miles away. Milton itself has around 25,000 residents, and, with its proximity to Boston, provides students with a small-town experience, with the bonus a large city nearby. Full-time Curry students come from 31 states and 7 countries, and the college also has a sizable number of continuing education students. Undergraduates can choose from 20 majors and over 65 minors and concentrations with professional fields being the most popular. In a partnership with Boston University, Curry also offers ROTC programs. Academics are supported by a 12 to 1  student / faculty ratio. Curry students keep busy by taking advantage of regular shuttles to Boston and participating in more than 35 student clubs and organizations. These clubs range from music ensembles, to social justice groups, to athletic organizations. On the athletic front, the Curry College Co lonels compete in the NCAA Division III The Commonwealth Coast Conference (TCCC) for most sports. The college fields 7 mens and 7 womens intercollegiate sports. Enrollment (2016): Total Enrollment: 2,926  (2,688 undergraduates)Gender Breakdown: 41% Male / 59% Female79% Full-time Costs (2016 - 17): Tuition and Fees: $37,835Books: $1,150  (why so much?)Room and Board: $14,310Other Expenses: $2,000Total Cost: $55,295 Curry College Financial Aid (2015- 16): Percentage of New Students Receiving Aid: 99%Percentage of New Students Receiving Types of AidGrants: 99%Loans: 80%Average Amount of AidGrants: $21,626Loans: $10,325 Academic Programs: Most Popular Majors:  Business Administration, Communication, Criminal Justice, Nursing, PsychologyWhat major is right for you?  Sign up to take the free My Careers and Majors Quiz at Cappex. Graduation and Retention Rates: First Year Student Retention (full-time students): 71%4-Year Graduation Rate: 40%6-Year Graduation Rate: 47% Intercollegiate Athletic Programs: Mens Sports:  Football, Ice Hockey, Tennis, Baseball, Lacrosse, Basketball, SoccerWomens Sports:  Basketball, Volleyball, Track and Field, Cross Country, Softball, Lacrosse, Soccer Data Source: National Center for Educational Statistics If You Like Curry College, You May Also Like These Schools: Endicott College: Profile | GPA-SAT-ACT GraphSimmons College: Profile | GPA-SAT-ACT GraphUniversity of Rhode Island: Profile | GPA-SAT-ACT GraphBoston College: Profile | GPA-SAT-ACT GraphMerrimack College: Profile  Suffolk University: Profile | GPA-SAT-ACT GraphUniversity of Massachusetts - Amherst: Profile | GPA-SAT-ACT GraphRegis College: Profile  Framingham State University: Profile  Boston University: Profile | GPA-SAT-ACT Graph Curry and the Common Application Curry College uses the  Common Application. These articles can help guide you: Common Application essay tips and samplesShort answer tips and samplesSupplemental essay tips and samples

Discussion questions 1-6 Assignment Example | Topics and Well Written Essays - 500 words

Discussion questions 1-6 - Assignment Example They both involve finding the minimum or maximum in a set of unfamiliar real variables. A good example is how petroleum products are usually transported, that is transportation from production point to the end user involves a wide range of modes of transport which include tank ships, rail tankers and pipelines. Each mode of transport here has disadvantages but are nonetheless each used in the transportation of petroleum products from the source to the end user. I do agree with Dustin in that a vector is a collection of data of the same type. Vectors help in that the minimize repetition and coding if there is a wide range of data of the same type. Vectors are good I that; they remove or add elements; it access character elements by their location indices and they iterate elements through any order. Vectors perform almost the same way as arrays but also give room for expanding. However they take up more memory space than arrays. This is to allow for future growth. This is also true. A vector is indeed a compilation of data of the same type. However, vectors are also implemented as dynamic arrays meaning that their elements can also be accessed using offsets pointers to the elements. Generally, vectors are generally the fastest when it comes to adding, removing and accessing elements from the end sequence. However, in some situations they don’t perform well. These situations include when removing and adding elements in other positions other than the sequence end This is true, an array should also be declared before being implemented. You should feed the compiler what type of array being defined. Arrays take up less space than vectors hence limiting their efficiency. However, arrays are best used when the data is minimal and when removing and adding elements that are not at the end of the sequence. This is true. Arrays are referred to low level abstraction because they cannot be defined and the code

Riots Essay Example | Topics and Well Written Essays - 250 words - 2

Riots - Essay Example The protesters rallied with Gray’s family in a bid to find answers as to what happened to Gray while he was under police custody. The protesters rallied to help his family find the truth. The protests turned violent on the Monday night of 27th April 2015, when rioters began to damage buildings and destroy police vehicles. The violent protests resulted to looting of several stores and businesses. The protesters pushed to get explanation on Gray’s death and for justice. The protests resembled those held in Ferguson, Missouri, and New York after the deaths of unarmed African American men while under police custody. The Baltimore riots resulted from the arrest and death of Freddie Gray an African American man. The riots were sparked on the basis of calls for justice for Gray’s family and accusation of police brutality and racial profiling of suspects. The protests began peacefully but later turned violent resulting to looting and damaging of public and private goods in Baltimore,

Strategy and practice

Strategy and practice Strategy and practice Human resource management and industrial relations The role of line managers in human resource management Abstract Recent research indicates that there is an increasing trend that human resource specialists and line managers share more effective responsibility for their organizations human resource practice. However, HR specialists and line managers often have different opinions and implementation on human resource management. Line managers didnt work well as expected. Therefore, much literature argues that line managers are the weak link in converting HR strategy into practice. Introduction In the first part, this paper analyzed HR specialists and line managers perspectives on line managers involvement in HR activities. Many literatures and a case study are used to find out the reasons. Line managers who are regarded as the weak part in HR practice implementation can be analyzed from four aspects: the competence of line managers, disdain for HR work, working priorities for line managers, tension and conflict with HR specialist. Secondly, this paper comprised the suggestions which could enhance line managers contribution to organizational performance. Defining line management It is important to define the concept of line management at the first stage. An early literature described that â€Å"the distinction between line function and staff function within organization, despite some speculation, maybe limiting.†( Logan, H. 1966,p.46) It is valuable to distinguish boundaries of responsibilities between line function and staff function. Stewarts defined line mangers as â€Å"those that have direct responsibility for achieving the objectives of organization, and are often identified in production terms (production/ operation/ manufacturing), while staff functions exit to provide advice and service to line functions†. (Stewart 1963 p. 24) Storey proposed a typology of senior/ middle line managers which is clear to show the role of line managers in organization. (Storey, J., 1992) Firstly, he identified two dimensions of line managers role. It was shown in a matrix. (Figure 1) The first dimension concluded commercial oriented and technical oriented. The second dimension is the extent to which line managers response to organization: proactive and reactive. Storey defined four types of line managers: business mangers, manufacturing managers, sales managers and production managers. Storey suggested that HR specialists and line mangers share different proportion of HRM responsibility in each type. Production mangers was regarded as the most traditional interpretation of the role, hence, HR specialist takes mostly responsibilities for the HRM. The manufacturing managers share HRM responsibilities with HR specialists. Business managers should have a general insight in the whole organizational business and environment. They a re expected to be more focused on strategy version. Here, HRM responsibilities are shared by line managers and HR specialists as well. The last types of line managers- sales managers, Storey have not got clear findings yet. The role of line mangers in HRM Much literature noted that the involvement of line managers in human resource management (HRM) has been a heated issue in the past few years (Guest, 1987, Storey, 1992), and HR work are partly devolved to line mangers in practice. The reasons of line managers involvement in HRM have been concluded by Brewster and Larsens research (2000) in five aspects: â€Å"to reduce cost; to provide a comprehensive approach to HRM; to place responsibility for HRM with managers most responsible for it, to speed up decision making; and as an alternative to outsourcing HR function. (Brewster and Larsen, 2000, p 196-198) The relationship between line managers and HR specialists is probably clarified as â€Å"partnership† in much literature. And a popular view is that line managers should be engaged in particular HR practice, cooperating with HR practitioners. Results from CIPDs research indicated that HR specialist is more likely to cooperate with HR specialist in resourcing, training and development but undertake alone in employee relations and reward management. (CIPD 2006) Furthermore, whats the particular work line managers should be responsible for? From Marchington and Wilkinson‘s point of view, the major responsibilities of line managers are: â€Å"leading team briefings, problem-solving groups and informal communications; performance review; team/staff development; managing employee absence.† And the shared responsibilities are â€Å"selection decisions; induction and ongoing training; disciplinary cases; flexible working patterns.† Lastly, the little responsibiliti es are: â€Å"performance-related pay; recruitment advertising, applications and initial search; promotions welfare; organization development.† However, although line managers have always been engaging in some specific HR work, they have been criticized by many researcher and HR managers for less effective performance than they expected. Thus, in the next section, an examples and case were illustrated to analyze these drawbacks from training, appraisal performance, EIPï ¼Å'recruitment and selection, theoretically and practically. Methodology In the next section, the weakness of line managers in implementing best HR practice and strategy will be discussed from many literatures and the results of interviews with line managers on their own experience in undertaking HR work, which is conducted by Douglas Renwick (2002). The research was done in three organizations in UK-Utility Co, Local Authority, Manufacturing Co. All three organizations distribute part of HR work to line managers, â€Å"appraisal performance, recruitment, communication with employees, sickness absence, and employee development.† A qualitative method was used to analysis interview resources. Some useful findings from the in case study are: â€Å"the line have many duties, and lack time to do HR work well; doing HR work diluted the lines generalist managerial focuses; significant line inadequacies in handling HR work; tensions between HR and line over transfer and completion of HR duties; the line are reliant on HR to do HR work properly.†(Dou glas Renwick 2002 p 271-272) Combined with these findings, if we look at more literatures, some explanations for criticisms of line managers in the delivery of HR practice can be summarized. (Below) Lack of competences Many researchers indicated that line managers dont have adequate competence and professional knowledge to implement HR activities if they dont receive supports and advice from HR specialists. Douglas Renwicks researchï ¼Ë†2002ï ¼â€° typically pointed out that: â€Å"significant line inadequacies in handling HR work† Thus, the line sometimes lacked the skills and abilities to do HR work but they still want to speed up decision making. The ineffectiveness of delivery is likely to emerge. Therefore, it is accepted by most line managers that they need proactive support from HR specialists. In Hiltons case study (Maxwell and Watsonï ¼Å'2006)ï ¼Å'Maxwell and Watson indicated that HR specialists in Hilton provided large support to line managers on training, coaching, recruitment and retention; staff budgeting; performance appraisals. Competing priorities Many line managers fell that they dont have enough time and effort to undertake HR activities when they are responsible for their own business jobs. Compared with their HRM responsibility, they are more likely to consider their own duties first. Using Hiltons study again, 86% line managers feel that they are enduring â€Å"heavy workload† while 78% think they have â€Å"short term job pressures.† (Maxwell and Watsonï ¼Å'2006). And Douglas Renwicks interview has similar findings. (2002) â€Å"line managers inadequacy in HRM was sometime to lead to problems when they are doing HR work.† As a line managers said in the interview (Douglas Renwick, 2002 p 269): â€Å"Quite often the manager doesnt have the time to deal with the problem and hes maybe unaware of it. And some managers are strong characters and give staff a hard time.† If we look at certain HR practice, Redmans findings (2001) showed that line managers dont like some HR activities, for example, in performance management; they think it is time consuming. Tension and conflict with HR specialist When HR specialists hold different views with line managers about the responsibility of specific HR practice, tension and conflicts would be emerged. For example, in terms of recruitment, many line managers think that recruiting an excellent employee is HR departments business, while HR practitioners think Line manager should take more responsibility because they understand clearly what kind of employees are truly needed. Thus, unclear boundaries of responsibility in particular HR practice may lead to conflict and reduce the effectiveness. Furthermore, different reorganization about the importance of particular HR work between the two groups also may result in tension and conflict. Finally, as performers of HR policy, most of line managers feel that some HR policies are unrealistic and hard to apply it into practice. According to Douglas Renwicks study, â€Å"line managers thought problems in HR policy lead to poor outcomes in HRM†. As some managers from UK-Utility Co, Local Authority, and Manufacturing Co said: â€Å"This is a HR initiative from corporate HR, but something is wrong. You should be developed now.† â€Å"If you really fall out- you try to give them a doing and it depends how well you defend themselves† (Douglas Renwick,2002, p.272) Disdain for HR practice Bevan and Hayday(1994) found that some lime managers are not clear about their responsibility and role in HRM. Many line managers think that a specialist qualification in HRM is not necessary because they believe that these skills and competence are gained from practical work and experience, not from training and development. Some line managers are even dont believe that HRM can make contribution to organization performance. Hayman and Cunningham (1995) confirmed that there was a lack of training and development among line managers even they realize the weakness. In a small organization in which lack of HR specialist, HR work are usually implemented by line managers who may dont posses any relevant knowledge. But in many cases, the organization still runs well because line managers only focus on routine and easy HR practice, such as regular pay, sickness absence, data collection, payroll management and simple appraisal management. Line managers can do this kind of work easily and well. But situations are totally opposite in a big organization. Operational system and people management are much more systematic. HR presence is essential as they can afford professional advice for line mangers. Whats more important, line managers as performers of HR practice need to handle much more complicated HR affairs than that of small organization. For example, in terms of recruitment, many big organizations adopt professional staff evaluation method, such as assessment centre, which need relevant knowledge and training to make full use of these appraisal me thods. Hence, line managers disdain for HR training and development inevitable is regarded as an evidence of line managers inadequacy in HR implementation. What line managers should do? Though line managers are recognized as a weak link in converting HR policy and strategy into practice, we could not deny their contribution and influence to HRM if the delivery of devolution of HR practice is effective. What should line managers do to enhance their contribution to HRM? First, from the view of line managers, a new perspective of HRM should be established. They need to realize their responsibility and role in HR work deeply. Also, they have to admit that HR work is kind of professional job and requires relevant knowledge and skills. A useful way to test to what extent line managers emphasis on HR work is establishing an effective appraisal management system. Secondly, I think HR training and development system are very crucial for line managers. High quality of skills to handle interview, staff management and a series of HR work can be developed through training and development. In fact, more and more companies are aware of the importance of HR training for line mangers. For example, in order to support line managers to undertake HR issues, MarksSpencer created an e-learning system, called Line Manager Performance Centre, which is a flexible and creative training system for line managers. The result of feedback from line managers showed that 88% line mangers feel this training improved their knowledge and skills in HRM. And 72% think the training improved employee commitment. Another case in point is Searle, a pharmaceutical company in America, in order to change precious unsuccessful training, they carried out an systematic training program, which include needs analysis; line managers fully engagement in training; financial support; pro fessional training in specific field, appraisal, etc. The result is satisfactory; employees course satisfaction was increased from 82.5% to 87%. Except practical work like conducting an interview, absence management, appraisal, etc, focus on employee involvement and engagement does have positive effects. The LMX theory also proposed that a good relationship between employees and their line managers can increase employee outcome and performance. Line managers should held informal meetings with employees to listen to their suggestions and take care of their work-life balance. These small changes can improve their commitment to the organization. Finally, learning to use information technology has been promoted by many HR specialists. Line managers are required to be trained to use information technology in conducting absence management, personnel records which can greatly increase work efficiency. Conclusion Line managers are playing a very important role in human resource management. Their responsibility and performance in HR work have large impact on organization effectiveness. The relationship between line managers and HR specialists is defined as â€Å"partnership†. But much literature argued that line managers are the weak link in the implementation of HR activities. The reasons are analyzed from four aspects: Lack of competences, competing priorities, tension and conflict with HR specialist, disdain for HR practice. To strengthen line managers contribution to HRM, we proposed three suggestions: establishing a correct perception of HR work, emphasis on training and development, adopting the use of information technology. Reference 1. Logan, H., on line and staff: an obsolete concept of personnel. 1966 2. Stewart, R., The reality of managementï ¼Å'Pan, London,1963 3. Storey, J., developments in the management of human resource, Blackwell, Oxford, 1992 4. Hope-Hailey V, Farndale E and Truss C (2005), ‘The HR departments role in organisational performance, Human Resource Management Journal, 15(3), pp49-66 5. Purcell, J. and Hutchinson, S. (2007), ‘Front-line managers as agents in the HRM-performance causal chain: theory, analysis and evidence, Human Resource Management Journal, 17(1), pp 3-20 6. Noreen Heraty and Michael Morley, ‘ Line managers and human resource manage net, Journal of European industrial training,19(10), pp 31-36 7. McGovern et al., ‘Human resource management on line? Human Resource Management Journal, 7(4), pp 12-29 8. Whittaker S. and Marchington M. (2003), ‘Devolving HR responsibility to the line: threat, opportunity or partnership, Employee Relations, 25, 3, pp245-61 9. Currie G. and Procter S. (2001), ‘Exploring the relationship between HR and middle managers, Human Resource Management Journal, 11, 3, pp53-69 10. Perry, E. and Kulik, C. (2008), ‘The devolution of HR to the line: implications for perceptions of people management effectiveness, International Journal of Human Resource Management, 19, 2, pp262-73 11. Douglas Renwick, ‘ Line manager involvement in HRM: an inside view, Employee relations, 25(3), 2002, pp 262-280 12. G. Maxwell* and S. Watson, ‘Perspectives on Line Managers in Human Resource Management: Hilton Internationals UK Hotels, 13. Marchington M. and Wilkinson A. (2008) op cit, pp 200-210 14. Susan w. and Marchington M, ‘Devolving HR responsibility to the line: threat, opportunity or partnership, Employee relations, 2002, pp 245-261 15. Adrian Thornhill and Mark N.K. Saunders. ‘What if line managers dont realize theyre responsible for HR, Personnel Review, 1998, pp 460-476 16. http://www.kineo.com/case-studies/line-managers.html 17. Nicola Mindell, Case studies: Developing training and development to line mangers. Management Development Review, 1995

Who Won the Social War (Ancient Rome)

Who won the Social War? The allies war with the Romans involved hundreds of thousands of men and lasted for three years, this war was a turning point for Rome's political relations with its allies and was significant in the fact that Rome had to readjust politically. When looking at the Social War many confine the meaning of victory in terms of the battlefield, missing out on a vital aspect of war, the terms of peace and the political outcome.It cannot be determined, whether an army, even if victorious in individual battles, decisively won the war, or whether their success on the battlefields' was believed to be temporal and not immune to change. This essay will attempt to investigate the question, backed up by literary evidence from the likes of Appian, Livy and Polybus. It would be logical to first assess what the aims of the Italian allies were in making war on Rome, then to determine whether their objectives were met and on what terms.The causes of the Social War are commonly see n as Rome's refusal to grant Roman citizenship for the Italian allies. The allies in central and southern Italy had fought alongside Rome in several wars, overtime they began to chaff under Rome's autocratic hand, desiring the privileges and better equality the citizenship would bring them. Events came to a head in 91 BC following the assassination of the Roman tribune Marcus Livius Drusus, who attempted to pass a legislation that would have given citizenship to all Italians and settled a number of disputes.They saw the citizenship as vital to their business' abroad and saw an opportunity for fairer treatment by the Roman senate, ‘Their desire to become Romans reflects the success of Rome in unifying them in sentiment and was stimulated by the Cimbric war and by the career of Marius', indeed many saw the citizenship as their due for the sacrifices on their behalf for the expansion of Rome, † At the same time†¦ the consuls send their orders to the allied cities in It aly which they wish to contribute troops, stating the numbers required†.Furthermore, the Italians ‘preferred Roman citizenship to possession of the fields', Rome's policy of land distribution had led to great inequality of land ownership and wealth and led to the â€Å"Italian race†¦ declining little by little into pauperism and paucity of numbers without any hope of remedy†. After the murder of Drusus, one of the last pro-Italians, the Italians began preparing for war: â€Å"The first act of war was by Picentes, who killed proconsul Quintus Servilius in the town Asculum, with all Roman citizens who were in this town. The people put on the war dress†.Dispute arises over the exact aim of the Italians in the Social War, what is important to note however, is the fact the Italians were not impatient and undiplomatic; their revolt was their final resort. ‘Even at the very last, when they had already taken up arms, the insurgents were to make one more appeal to the senate to concede the franchise', this is backed up by Appian â€Å"The Italians in despair of any other remedy, went on with their mobilization†. A commonly accepted view is that the rebels were fighting in order to share in the Roman citizenship, Empire and power, going further than local autonomy.Indeed, there were many close ties between Italian and Roman aristocrats, running deeper than just trade and business ties. Another view is that the Italians wanted a complete autonomous state as shown by the creation of an independent capital and coinage, and the risk on their part of inciting a war on such a large scale, â€Å"they had forces in common amounting to about 100,000 foot and horse. The Romans sent an equal force against them, made up if their own citizens and of the Italian peoples who were still in alliance with them†.Many see the allies choice of creating their own coinage as a potent one, the choice of their designs can be interpreted as thei r solidarity with one another and their hostility towards the Romans, as shown by the depiction of eight men holding swords towards a pig- a way of making a sworn oath in ancient Italy. However, this can be open to interpretation, the creation of a new coinage would have most likely been necessary for purchasing supplies and paying and feeding troops. The images on the coins can be viewed as effective propaganda, aiming to remind the soldiers the justice of their cause.It can also be argued that a new capital (Italia) was not in fact a desire of the allies to break from Rome when looking at the military nature of the creation of Corfinium. Corfinium was an important base of operations, that offered space to hold and distribute supplies, a large source of food and water . Strategically Italica was necessary to the Italian war effort, the allies needed bases like Corfinium when fighting Rome, whose endless resources were an invaluable asset to their military progress.The new allied go vernment, was modelled closely on the Roman government, this indicates the high respect the Italians held for the Roman constitution and the doubt cast on the claims that the allies wanted the destruction of Roman rule or a complete separation from it, in addition, a strong argument can be established in relation to the Italians having a vested interest in the continuation of the Roman Empire, Italian businesses benefited from trade and land investments.The most significant indication that the allies were fighting for Roman citizenship rather than autonomy, is evidential in the depth of Roman power and the likelihood that Rome would be more successful in battle â€Å"Quintus Caepio†¦ was besieged and successfully repelled his enemies†¦ Consul Lucius Julius Ceaser fought successfully against the Samnites†. Rome had larger military supplies and a larger force than the allies, as shown by the fact that they were able to reinforce their armies with considerable speed.Mo st importantly however, Rome had a huge treasury helped by the spoils of so many wars, which dwarfed anything that the allies could attempt to bring together. This, including the fact that the network of roads across Italy were all centred around Rome, did not give the allies firm belief that they could eventually defeat Rome, or permanently separate themselves. The benefits the Italian allies enjoyed from Rome's empire made it unlikely that they would want to destroy an empire in which they themselves had so much at stake, and to which they contributed a considerable amount to its formation.Rome's predominant influence was extremely well established and its continuity was favourable to Italian interests. Therefore, the rebellion of the allies should not be viewed as an attempt to end Rome, or divorce from it, as shown by the death or exile of the majority of pro-Italian politicians in Rome, the allies had no other alternative to assert their political interests in Rome than war. Th e outcome of the Social War was for the Italians to gain Roman citizenship, if one can accept that citizenship was the intended aim rather than separation.The Italian vote was to begin with, less than the proportion of their population, the allies were all grouped into separate tribes and assigned less voted than the 35 Roman tribes. But, the Italians were eventually joined into the Roman tribes and Italy unified. It is not likely that the allies were rooting for total victory in the Social War in order to achieve their aims, for they did not underestimate the power of Rome. Their previous loyalty had undoubtedly helped Rome win the Second Punic War, the Romans were able to recover losses and rebuild its forces hrough the sources of arms, manpower and money, a lot of which came from its allies. However, the Social War challenged the stability Rome felt in its allies, what is important is the fact that although Rome ‘won' military speaking, but the allies were victorious in ter ms of diplomacy and social standing. The fact that the allies never strayed from their goal and eventually achieved it is extremely courageous and admirable. Bibliography Brunt, P. A. Italian Aims at the Time of the Social War', in Fall of the Roman Republic (Oxford, 1988), pp. 90-109. Brunt, P. A. ‘The army and the land in the Roman revolution' revised in Fall of the Roman Republic (Oxford, 1988), pp. 240-80. Brunt, P. Social Conflicts in the Roman Republic (Oxford, 1971). Bagnall, N. The Punic Wars (London, 1990). Gabba, E. Republican Rome, the Army and the Allies (Oxford, 1976). Goldsworthy, A. The Army at War, 100 BCAD 200 (Oxford, 1996). Frier, B. W.Roman coinage and army pay: techniques for evaluating statistics (1981), pp. 285-295. The Cambridge Ancient History, vol. IX (2nd ed. ) p188. Scullard, H. H. From the Gracchi to Nero: A History of Rome from 133 BC to AD 68 (London, 1982). Salmon, E. T. ‘Notes on the Social War', in Transactions and Proceedings of the Ame rican Philological Association (Michigan, 1958), pp. 159-184. ——————————————– [ 1 ]. See Brunt. ‘Italian aims at the time of the Social War' p. 90. [ 2 ].See Polybus, 6. 21, 4-5. [ 3 ]. See Appian The Civil Wars 3. 21 p. 42 [ 4 ]. See Appian The Civil Wars 1. 9 p. 19 [ 5 ]. See Livy Periochae Book 72 [ 6 ]. See Brunt, ‘Italian aims at the time of the Social War' p. 93 [ 7 ]. See Appian The Civil Wars 5. 39 p. 76 [ 8 ]. See Appian The Civil Wars 5. 39 p. 76. [ 9 ]. See Livy Periochae Book 37, chapter 2 . [ 10 ]. See Livy Periochae Book 73 1-7 [ 11 ]. See Cambridge Ancient History, Vol. 9. 2nd Ed. p. 188 [ 12 ]. See Appian The Civil Wars 14. 116 p. 225