Terrorism in Peru

ENGLISH * Forgiveness Means Love Name: Alejandra Cardenas Modality: Essay School: Villa Caritas Grade:11 B Stage:High School July 2012 Forgiveness Means Love What would happen if a doctor told you are dying tomorrow, would you forgive the people who ever hurt you? Or would you die with that resentment in your heart? Everyone has been hurt at least once by actions or words from another person. It is difficult to forgive such an injury. These wounds can stay forever if you don’t learn to forgive the ones who hurt you.Forgiveness means peace, love, respect, hope. We all talk about a peaceful world, but we don’t make an effort to make it happen. â€Å"Love is around us† but we reject it and prefer to obey our carnal desires. We expect people to respect us, but we don’t respect others, and sometimes we make fun of their believes. Hope is all it is left. Hope to have a better world, hope to become a better person, and hope to forgive others. A clear example of f orgiveness is terrorism in Peru. Today we still have resentment and thoughts of revenge for what Abimael Guzman did.But we need to forgive so we can live our lives in a peaceful way. After a long battle of terrorism in Peru, Abimael Guzman was finally put in jail in 1992. All the families were enthusiastic by the news and felt more secured. He was captured by the Intelligence Special Group, led by Alberto Fujimori, the president on that time. They started investigating various residence of Lima and found out that Mr. Guzman was hiding in a house of a lady. They found some medicines used for a treatment of psoriasis, a disease that Abimael Guzman suffered.Shining Path was a group of terrorists, who believed in marxism-leninism-maoism. They thought that fighting would solve all their problems. They wanted a change but they were not heard. It was a fight between the proletariat and the state, between the landowners and the capitalists in the city. This group of terrorists wanted to rep lace what it was seen as bourgeois democracy with a â€Å"new democracy†. The Shining Path wanted to impose a dictatorship of the proletariat, lead a cultural revolution, and eventually introduce communism and have the complete control of the government.Before he was captured, Abimael Guzman wanted to get the whole power of the Peruvian government. He used violence to achieve his goals. He attacked the Peruvian Armed Forces and the National Police. Guzman placed diverse bombs in schools, houses, streets and popular places. Many people died, and families were devastated with their loss. It was a time of mourning. Every day was a new wake, and every day more people lost faith. Many families, who lived in such a devastating period of time, blamed Abimael Guzman for all their misfortunes. Wished him the worst, and wanted to put him in jail.At the end, Guzman was captured; people were safer but still felt a grudge towards him. But it is necessary to forgive and wish him the best. Everybody makes mistakes, some of them are big or small, but mistakes are made to learn from them and become a better person. Generally, forgiveness is a decision to let go the resentment and thoughts of revenge. Many people may think: Why is it important to forgive a man who hurt so many families? Forgiveness can lead to feelings of understanding, empathy and compassion for the one who hurt you.It doesn't mean that you deny the other person's responsibility for hurting you, and it doesn't minimize or justify the wrong of his action. Forgiveness brings peace that helps you go on with life. And that’s what Peruvians should do. It’s not easy but it is the right thing to do. We are free to decide what the best is for us, and the best is to always forgive. â€Å"†¦but I say to you that everyone who is angry with his brother will be liable to judgment; whoever insults his brother will be liable to the council; and whoever says, ‘You fool! will be liable to the h ell of fire. So if you are offering your gift at the altar and there remember that your brother has something against you, leave your gift there before the altar and go. First be reconciled to your brother, and then come and offer your gift. † It is possible that many Peruvians agree to forgive Abimael Guzman. On the other hand, there might be some of them who refuse to even consider forgiving him. Unforgiving means to have anger, resentment and bitterness in your life. Having all this negatives aspects would make life harder to enjoy.Also it is possible to become more negative and insecure. Having a good future means to forgive the past. As Jesus once said: â€Å"But I tell you who hear me: Love your enemies, do good to those who hate you, bless those who curse you, pray for those who mistreat you. If someone strikes you on one cheek, turn to him the other also. † It is an obligation for all the citizens to let go that resentment and feeling of revenge towards Abimael Guzman. Peace is not reached easily; it takes time and reconciliation with everyone who has hurt you.Forgiveness means to have an open heart and mind. Forgiveness does not come easy for anyone. Human’s natural instinct is to protect itself when he or she has been injured. Forgiveness can change lives; it brings peace, happiness and emotional healing. It is job of everyone to build a better world, a world with love, peace, kindness and reconciliation. There is no love without forgiveness and there is no forgiveness without love. ——————————————– [ 1 ]. Matthew 5:22-24 [ 2 ]. Luke 6:27-29

Eco Engines Essay

â€Å"Eco Engines†, an article by Steve Miller provides excellent information about the correlation between automobile industry and ecosystem. The article is both an opinion and informative. His primary audience is general public. This article summarizes the paradoxical nature of automobiles industry involved in producing eco-friendly vehicles. He says that â€Å"going green† is slogan that is easy to propagate but difficult to follow. Automobile industry is an adherent f this idealism of â€Å"going green â€Å"but in reality their sales are affected by this idealism. So there is paradox in what they say and what they do. He further highlights that consumers’ attitude too is paradoxical as they pay lip service to eco-friendly notions but by gasoline cars instead of hybrid one. 2 B: Response In the present age consciousness about the protection of environment is rising among masses. It is becoming a fashion in the modern world to be seen as eco-friendly. Media agencies are playing supreme role in this game. This drive of eco-friendliness has made the oil and auto industries face many problems. In reality a race has started among the players in these fields of industry to allure the buyers by making them convince that they are more eco-friendly than the others. However, the new arrivals in these two fields of industry find it a little bit less difficult to the changing situation as compared to the old players of the game. The established and old auto industries like Toyota and Prius are trying to answer the question by giving a kind of ‘hybrid vehicles’ to the world but they are finding it somewhat difficult to sell the new machine in large numbers for including the other reasons they are comparatively costly. Their sale brings low profit margins. It is, however, apparent that in spite of the idealism about eco-friendliness the big chunk of consumers is asking for gasoline-driven vehicles and to maximize their profit the producers like Accord and Ford and others are spending more on producing these vehicles than the ‘hybrid’ ones. Reality reigns supreme in this world and not the idealism. 3: APA Citation: Quotation: Miller (2003) states; â€Å"And yet hybrids, with their golf cart hum and often-jerky acceleration, have become a focus of nearly every automaker, a dramatic change from just five years ago. The unpleasant (perhaps â€Å"inconvenient†? ) truth that lurks behind all the feel-good green talk is that the models sell poorly and, when they do sell, profits for the makers are minimal. In fact, hybrids currently make up only 1. 5% of total auto sales, per Boston-based consultancy Global Insight. † Paraphrase: Hybrid automobiles have captivated the attention of every auto production company for the last five years despite its various drawbacks. But reality is that despite the notions of greener world, these hybrid automobiles do not sell well and thus deceases the profit margin for the companies. According to a Boston-based consultancy Global Insight Presently, hybrids only constitute a small percentage (1. 5%) of the entire auto trade. (Miller, 2003) Work Cited Miller, S. (2003, April 23). Eco Engines. Brandweek

A Interview On A Job Interview

Hello sir, thanks for your message i 'm very grateful. I over stressed my self while going for the interview for midwifery job and also disobey God that is why He is punishing me for that. He instruct me to visit some families and pray for them but it is outskirt of our region and i was too tired to go. Though they are not our church members but they do attend the Friday prayer meetings so i did not go and decide to rest a bit before i slept off. Unfortunately one of the family member that was sick†¦ Appropriate Posture in a Job Interview Setting Nonverbal communication includes posture and posture is a component of body language that is important in business, especially during a job interview. A person’s success is impacted by his or her posture and begins once someone lays his or her eyes on the person (Bjorseth, 2002). Rane (2010) states that individuals have their own unique ways in communicating his or her thoughts through the various kinds of body language, including posture. Nonverbal†¦ If you want to succeed at a job interview, you should not go unprepared. After all, job seekers went through the process of filling out an application using an online resume builder. A skillful interviewer will ask questions related to a variety of work-related subjects, so if you want to succeed, you have to come prepared. An interviewer will probe into your past performance to learn of clues about how you will perform on the job. The interviewer may ask you about something illegal or inappropriate†¦ Appropriate Posture in a Job Interview Setting Posture is a form of nonverbal communication and is also a component of body language that is important in business, especially during a job interview. A person’s success impacts his or her posture and begins once someone lays his or her eyes on the person (Bjorseth, 2002). Rane (2010) states that individuals have their own unique ways in communicating thoughts through various kinds of body language, including posture. Nonverbal cues are crucially important†¦ Getting a job can be a life changer, but in order to be hired an interview must be conducted first. No matter how many times a person has been to a job interview it can be nerve-racking, but it doesn’t have to be. What a person does before and during an interview can make all the difference. Some steps a person can take to prepare for a successful interview is to be prepared for the interview, dress for success, make a good impression, ask questions, sell yourself, and close the deal. First make†¦ The purpose of the interview is the most important part in the hiring process in discovering if a candidate matches what was presented by their resume and to determine whether they can fit into your organization. A person can tailor their resume so that it matches all the points mentioned in the job posting but all the qualities a company wants may not be indicated there. A background check can be performed in order to verify that the technical aspects of a job applicants resume match the advertised†¦ Shrek Interviews for a Job â€Å"No, sir. I still cannot see you. Did you enable the video on your webcam?† A woman dressed in a drab, grey suit was appearing on the screen. She was looking over a couple of papers, and writing things as she tried to instruct a person she could not see. â€Å"Arg! DONKEY!† yelled the large, green ogre. â€Å"I don’t know how to work this†¦ thing!† â€Å"Shrek! I thought you didn’t want my help on the computer?† said the sassy, talking donkey walking into the office. Shrek rolled†¦ Job interviews are the most important step in the challenging course of finding a job. A job interview is often a chance to make a first impression with a company or organization, which can make a huge impact on whether or not one is offered a job. Job interviews also serve as a two-way street for the exchange of information (Joseph). The interview provides a selling opportunity for the organization as well as the candidate (Joseph). The interview allows for one to explain to the company exactly†¦ actions; however, they know nothing about that individual’s lifestyle and what they are going through. In the poem â€Å"The Job Interview† by Darcie Dennigan, Dennigan portrays the character by having a job at a church, but the character does not have faith; however, she claims is good job; once the reader continues the rest of the poem, we are led to believe that she does not like her job. In comparison to Keetje Kuipers â€Å"Drought,† Kuipers portrays a character to be living a good life speaking of dandelions†¦ went for a job interview today and the interviewer asked me same question†. â€Å"What would you answered? Can you name your biggest personal weakness instantly?† I asked him. He replied, â€Å"That is why I am upset today. I am honestly told everything, now I am worried, that he might judge my abilities on, what I answered to him.† Our conversation for that night went into a deep, judging night for both of us. I have never thought somebody will ask that straight forward question for a job interview. We discussed†¦

Economics and Finance Essay Example | Topics and Well Written Essays - 2000 words

Economics and Finance - Essay Example Another important feature of a developed bond market is that this corporate bond market provides an alternative source for funds used for operational purposes by the private sector other than borrowing from banks or from the equity markets. Debentures, Unsecured Notes and subordinated debts are those securities which are traded and issued on the corporate bond market. Those firms which are running efficiently and successfully can also decide to spread out their activities and start-up new projects. To start new projects the firms need to raise capital. Hence the firm can decide on raising those funds from the bond market as it can be advantageous for the firm in the long run. Understanding the corporate bond market is critical for any company. The following sections give an outlook of the market, on how it functions(the securities which can be issued in the market), the advantages of issuing bonds over other sources such as equity markets and other sources of finance, the types of fi rms that can issue the corporate bonds, the providers of debt and their requirements. The information of the corporate bond markets will help the Board in making informed decision regarding the use of corporate bonds for raising capital to finance the new project which is worth 800 million. Types of securities that can be issued in the corporate bond market The following are the three types of securities that a firm can issue. 1. Debentures A debenture is a type of a document which is not secured by any collateral. Below are the two types of debentures explained? a. Fixed-Charge debenture:. In this type of debenture, a charge is fixed over those assets which are permanent for example fixed assets like buildings. In case the company defaults, these assets are not allowed to be sold until the bondholder has been satisfied in the event of default. The first claim on the assets is of these bondholders b. Floating-charge debenture: In this type of debenture, the charge is floating, that is a charge is issued over assets such as finished goods. Since, these assets are meant to be sold the firm issues a floating charge over these assets. When the firm defaults the floating charge is converted into fixed charge. The bondholders can then take control of the assets. When the claims of the fixed charge bondholders are satisfied, they can claim the remaining assets of the firm. 2. Unsecured Notes It is a corporate bond with no underlying security attached to it. The bondholders cannot claim the assets until the fixed-charge and floating-charge bondholders are satisfied. In the event of default, the unsecured notes holders will be paid last. 3. Subordinated Debt Subordinated debt is that type of a debt which is issued for the long-term and in the event of a default, subordinated debt holders receive after all other creditors. Subordinated debt is closer to equity than debt. It is shown as shareholders’ funds on the balance sheet. It improves the credit rating of the firm. As a result the firm can borrow more easily. Types of firms that qualify for raising direct debt Direct debt can be raised by public limited companies, who can do this by issuing financial securities such as stock and bonds.. These shares can be issued to the general public by means of an Initial Public Offering (IPO) and

Argument Paper Essay Example | Topics and Well Written Essays - 750 words

Argument Paper - Essay Example Dry weather caused the bad droughts and the wildfires. When people have enough water they do not think about water. But when people do not have water they suffer. When people do not have water they do not have a good life. In some countries business is in charge of water. Privatization is when a business is in charge of the water in a community. Public water management is when the government has control of the water in a community. Some communities have a combination of business and government in charge of water management. Governments cannot control climate change but they should manage water because then water will not be too expensive, it will be easy for people to find, and people will be healthier. This paper argues for government management of the water industry. the paper identifies the need for affordability, hygiene, and equitable distribution as the major reasons why government should manage the industry because the private sector cannot guarantee the factors. Argument for public water management One of the arguments in favor of public water management is that with public management, water will be cheaper to the consumer. Shah Anup argues that water is the most fundamental of all human rights and should not be treated as a commodity. Private companies should not manage water because they have self-interest in making profits than fulfilling the public’s interest. ... Essie Solomon from Environment Probe shares the opinion that water is essential and is a fundamental right. The author explains that water is one of the â€Å"inalienable rights†; and â€Å"do not come from a government† but must be protected by the government (Solomon 1). Consequently, the government must take the responsibility of water management to ensure that people’s right to access water is protected. Such protection ensures availability and a subsequent affordability of water to all economic classes of people (Solomon 1). Macdonald Nancy argues that it has a great success story, with increased efficiency, quality, reliability, and affordability. She explains that â€Å"privatizing water services is bad for the poor, bad for the environment, and leads to inequitable distribution of water† (Macdonald 1). This is because the poor becomes the most vulnerable due to the profit orientation of the private sector that focuses on delivering quality services to the rich who can promote the sector’s profit motive. According to industry’s track levels, privatization has often led to private companies’ violation of operational standards of water services. These have resulted in high prize fixations which often lead to the poor people consuming contaminated water. In Britain, for example, after privatization, water and sewage bills increased by 67% and water disconnection because of lack of payment rose by 177%. A report by the French government showes that consumer fees increased by a whopping 150% after privatization (Shah 1). Currently, 90 per cent of the world’s water distributions are controlled by the state and records indicate that they are well managed. The

Europa's Subsurface Hydrothermal Vents, 'Super-Earth', Eccentricity of Essay

Europa's Subsurface Hydrothermal Vents, 'Super-Earth', Eccentricity of Saturn etc, - Essay Example C) Lipps and Riebold (2005, p.1) insists that life can thrive in some harsh environments. The areas include tidal flux, hydrothermal vents, chemical disequilibria, sunlight, ocean energy, and the abundance of life-sustaining nutrients, as discussed in chapter 4 of the text (Keynes 2004). Specifically, the liquid ocean flowing below Europa’s solid icy surface can produce new living objects. Both authors stated that there are several life forms thriving in inhospitably high temperatures, low temperatures, and other unwarranted living conditions (Keynes, 2004, p.13). Consequently, life can thrive in the unwelcome high salinity areas of Jupiter’s moon, Europa. Likewise, there are strong probabilities that Europa’s life conditions create new life where the current light conditions are enough for certain living creatures to survive. The living creatures thrive in Europa (Lipps & Lieboldt, 2005, p.2). Further, Europa’s current light conditions, only 20 percent of the Earth’s possible land creatures, are similar to early earth’s viable living conditions (Irwin, 2010, p. 178). To enhance living conditions, as Europa orbits Jupiter, Jupiter’s gravitational pull on Europa produces heat creation (Perkowitz, 2007, p. 38). The authors stated that life can exist in many nooks, crevices, open space, or other ocean. Question 2. Titan’s atmosphere, limb darkening, includes a vast chemical laboratory of several complex reactions. Titan’s atmospheric photochemical (molecule) reactions between the upper atmosphere (composed of Nitrogen and other elements) and hydrocarbons (continually dissolving methane) to produce other hydrocarbons, such as ethane. The chemical reactions of the molecules generate the atmosphere’s radiation, similar to early earth’s situation (p. 180). Question 3. A). Exoplanets are planets revolving outside the earth’s solar system. The discoverer

Benefits and Contributions of ICT to Educational Sector Essay

Benefits and Contributions of ICT to Educational Sector - Essay Example Wisdom (2002) states that students have been equipped with the necessary ICT education which they will need in their future careers and education. They are able gain several computer based learning approaches as well as computer aided learning as well as research and development. This has made students to have the ability to make better decisions regarding their future education and careers due to better information and is now in a position to take part in global resource-sharing. Through the internet, students can now access information about higher education in oversees universities that offer the best education. These universities have posited their information related to all courses they offer and their costs thus the aspiring students can easily get wide selection of courses as their passion and capability. They can still use the internet for distance learning which cuts down education expenses (Preston & Hammond, 2004). ICT has also enabled the teachers to advance their level of education through e-leaning. Through the internet services the teachers are able to access education in universities and colleges by accessing learning materials and exams in the internet. They therefore advance their skills and knowledge while still carrying the normal teaching duties.

Writer's choice Assignment Example | Topics and Well Written Essays - 250 words - 6

Writer's choice - Assignment Example It can also be used to assess whether or not high-priority objectives in the strategic plan are being achieved. In some cases, especially large organizations that have complex processes and relationships, a strategic audit can be employed in monitoring changes in the external environment and providing clues as to areas that need improvement. For some firms, a strategic audit is an instrument for fine-tuning effective corporate strategies with the intention that it continues supporting minor internal and external changes that can occur. Overall, a strategic audit is a vital and almost irreplaceable aspect of organizational strategy and success. If used correctly, it is a source of competitive advantage because it allows companies to understand their strategic orientation and measure it against its internal and external environment to provide a clear view of current and future operations (Gong, 2013). Previous and current research has shown that effective and efficient strategic audits are directly proportional to organizations’ understanding of their markets and competitors. As an enterprise expands, strategic audit becomes increasingly important as it becomes more interconnected with performance and market

Business Psychology on Leadership Essay Example | Topics and Well Written Essays - 2000 words

Business Psychology on Leadership - Essay Example The trait approach to leadership focuses on the leader, not the followers.   This approach â€Å"emphasizes that having a leader with a certain set of traits is crucial to having effective leadership† (Adam & Eves, n.d).   In this approach, society sees qualities in individuals that they deem worthy characteristics in their leaders, and consequently they install them as their leaders.   The trait approach relies on qualities of a person ranging from the superficial to the intellectual and even to the spiritual.   Physical qualities in a leader could be in the person’s height, general appearance, and grooming.   Less superficial traits such as intelligence, honesty, integrity, and expertise are also qualities that people expect in their leader.   Ã¢â‚¬Å"In the trait approach, effective leadership is defined in terms of the traits of leaders thought to exemplify good leadership†   (Vasu, et.al., 1998, p.98).   This approach equates good leadership wi th desirable traits and qualities (such as those previously mentioned).      The trait approach to leadership focuses on the leader, not the followers.   This approach â€Å"emphasizes that having a leader with a certain set of traits is crucial to having effective leadership† (Adam & Eves, n.d).   In this approach, society sees qualities in individuals that they deem worthy characteristics in their leaders, and consequently they install them as their leaders.   The trait approach relies on qualities of a person ranging from the superficial to the intellectual and even to the spiritual.   Physical qualities in a leader could be in the person’s height, general appearance, and grooming.   Less superficial traits such as intelligence, honesty, integrity, and expertise are also qualities that people expect in their leader.   Ã¢â‚¬Å"In the trait approach, effective leadership is defined in terms of the traits of leaders thought to exemplify good leadershipâ €    (Vasu, et.al., 1998, p.98).   This approach equates good leadership with desirable traits and qualities (such as those previously mentioned).      Behavioural Approach The behavioral approach came about as a response and as an alternative to the trait approach to leadership.   The focus of this approach is the behavior of the leader, not his qualities or traits.   Ã¢â‚¬Å"Effective leadership became transformed into what leaders do as opposed to what they are† (Great Visionaries, n.d.).   As a result of this approach, there was a greater emphasis on training leaders to be better in their craft.   In this approach, the leader’s behavior is easier to describe because they are observable actions, as opposed to traits that may be generally characterized and reduced to single word adjectives which are difficult to measure or quantify.   Transformational The transformational approach to leadership makes use of â€Å"’transactions’ as a means of motivating employees to achieve business results† (Gmelin, 2005).

Martin Luther King Jr Essay Example for Free

Martin Luther King Jr Essay Many find it interesting to glimpse inside the lives of famous thinkers in an effort to understand where such thought and intelligence is rooted. Famous thinkers have little in common with what makes them reach their level of achievement (Goodman Fritchie, 2011). In that tone, here is a peek into the routines and rituals of Martin Luther King Jr. and Cornel West that writers, philosophers, and statesmen have depended on to keep their work on track and their thoughts flowing. Whether you need inspiration to make it through the next college semester of your bachelor’s degree, finishing up your master’s degree program, or are working on a future best-selling novel, explore the contributions to society these men have created, how their personal, social, and political environments helped with their creativity, how they solve their ideas and problems, how their ideas were implemented, as well as what they could have done differently along with comparing their creative process. Martin Luther King made many contributions to society at the most difficult time. He helped African American’s gain civil rights and equality in America. He completed these contributions through actions like the bus boycott that he led in Montgomery, Alabama. The boycott fought against city buses that refused to allow African Americans to sit in the front seats of the buses. This boycott led to a citywide boycott of the bus system until the rules were changed. He also led the march from Selma to Montgomery along with other protestors as they voiced their right to vote. Dr. King not only led marches but he also gave what is now famous speeches like â€Å"Give Us a Ballot† â€Å"I Have a Dream† â€Å"I’ve Been to the Mountaintop† that also helped with his movement. Through the speeches Dr. King had the ability to reach many in delivering his thoughts and creativity toward his movement. Dr. King also published many books like Stride Toward Freedom: The Montgomery Story, Strength to Love, Why We Can’t Wait, and Where Do We Go From Here? These books also helped with Dr. King’s movement to reach people all over the United States to see his vision. Dr. Cornel West has a passion to communicate to a vast variety of publics in order to keep alive the legacy of Dr. Martin Luther King Jr.; telling the truth and bearing witness to love and justice. Dr. West stated, â€Å"You can’t lead the people if you don’t love the people. You can’t save the people if you don’t serve the people.† Cornel West contributions to society has been monumental, he is a motivational speaker in politics, education, talk radio and even major motion pictures.

Societal Trends Affect Employment Business Essay

Societal Trends Affect Employment Business Essay HRP is the process by which an organization ensures that it has the right number and kinds of people, at the right places, at the right time and that these people are capable of performing their tasks effectively and efficiently. This helps the organization to achieve its overall objectives. Two major ways in which societal trends affect employment is through consumer markets, which affect the demand for goods and services, and labour markets, which affect the supply of people needed to produce goods and services. Maintaining a flexible workforce is the major challenge of the HR department and HRP helps it handle this challenge. HRP is done at different levels corporate, intermediate, and operations levels and for short-term activities. A proper human resource planning exercise should utilize the inputs of all the departments in the organization and enjoy the support of the top management. A human resource professional would be better equipped for human resource planning if he has a good understanding of the market dynamics, changes in the economy,organizational processes and technological developments. The process of HRP involves three key steps assessing and making an inventory of the current human resources, forecasting the organizations human resource needs and matching the demand and supply of human resources. Forecasting the overall human resource requirements involves studying the factors affecting the supply and estimating the increase or decrease in the external and internal supply of human resources. New hires, transfers-in, individuals returning from leave etc. increase the internal supply of human resources, while retirements, dismissals, transfers-out of the unit, lay-off, voluntary quits, sabbaticals, prolonged illness, and deaths reduce the supply. Part 1 Strategic importance or current, future anticipated HR Requirement Strategies concerns for hiring people at time of requirement and laying them off when they are not required. This strategy argument distinguish between personnel and the human resources. Human Resource Requirement is to control labour costs, looking for the talented labours or employees, making informed business decisions and assessing the future market risks. The important work of the HR people is too place right people for the right job at a right time and with the right price which an organization can afford because the employees are the main assets of the organization. H.R people plans that what the organization will need with his employees and those employees can meet the needs or the target of an organizations. The major problem now is faced by the H.R people is that this may create the gap between the organizations demand and the availability of the workforce supply, the organization is going to develop new strategies or approaches to close these gaps. Strategies as per the H.R Requirements Environment Scan Environment Scanning is a form of business intelligence. If the environment of the organization is in good, then it is easy for the new worker to mix up with the environment of the work, and it is going to help the organization that the employee or worker is giving his/her fullest working skills. Current Workforce Profile Current State is a profile of the demand and supply factors both internally and externally of the workforce the organization has today. Future Workforce View H.R people look towards the future organization that what all the requirements they need for the organization, what all the demand of the market, what sought of trend is going to be there, what will be the requirement of the employees at what price or the requirement of some other resources which may help to improve in the workforce in future and creates much better Working Environment of an organization. As well thinking about the Quantitative and Qualitative of the product and as well as for the employees.(It may be Internal or External demand and supply) Closing the Gaps The major work of the H.R people is to close gaps between the management and the employees, so that the easy flow of working can be there which will help to the organization for achieving its goals. H.R people work is to motivate the workers and employees at time of they needed, it can be in terms of money or as per the requirement of the employee or worker which an organization can easily provide while looking to the past performance of the employee. There are other things which an organization required to close those gaps, those are Resourcing, Learning and Development, Remuneration, Industrial Relations, Recruitment, Retention, Knowledge Management, Job design. HR Planning impacts on the Strategic Plan Integrating human resource management strategies and systems to achieve the overall mission, strategies, and success of the firm while meeting the needs of employees and stakeholders. (Source: Herman Schwind, Hari Das and Terry Wagar, Human Resource Management: A Strategic Approach) As per the HR plan for the Strategic Plans it may Positive or Negative too for an organizations, but we are going to discussed on the positive side of the impacts on the strategic plan. Strategy Development Develop strategies for workforce transition. -List specific goals to address workforce competency gaps or surpluses. -Changes in organizational structure -Succession planning -Retention programs -Recruitment plans -Career development programs -Leadership development -Organizational training and employee development. These are the developments which are going to impact on the organization with the help of HR planning in the strategic plan, these plans may be for the future or the current plans as per the requirements of the organization. Part 2 Human resources are the participants as also the beneficiaries of economic development process. In that, human resources figure on the demand as well as the supply side of production of goods and services in the economy. On the demand side, goods and services produced are used by the human beings to alleviate poverty, improve health, generate better living conditions, enhance general educational levels and provide better facilities for training. Utilisation of goods and services thus leads to an improvement of quality of human resources. On the supply side, human resources and capital form essential ingredients of production systems which transform natural and physical resources into goods and services. Complementarity between human resources and capital is so close that optimal increases in output and hence optimal economic growth is not possible through increases in one of them either human resources or capital at the cost of the other.Some growth of course can be had from the increase in more conventional capital even though the labour that is available is lacking both in skill and knowledge. But the rate of growth will be seriously limited. It simply is not possible to have the fruits of modern agriculture and the abundance of modern industry without making large investments in human beings . There is an optimal ratio of human resources to capital which has to be maintained to reach the attainable rate of economic growth. In this Unit we will take into account the two dimensions of human resources: Quantity and Quality in context of HRP in general and also in tourism. Quantitative and Qualitative on the basis of legal requirement of Human Resource Planning Human being is looked as productive power which is one of the part of the population of an economy and another one the human being those are without any productive power. Population Population of a country, in a generic sense, is taken as constituting the totality of all human beings of the country. The concept of population, viewed in this manner, appears to be very simple. However, in reality, the definitions used vary not only from country to country but even within a country depending on the purpose of enquiry. Broadly, the definitions of population used may be categorised into de facto and de ju re. Human resources being an integral part of population, the growth of human resources is depend on the growth of population. Population growth is measure by three factors: population structure, migration and population policies. Age Composition Age composition means dividing the population by age groups, usually five year age groups. At some point of time it shows the results of the past trends in mortality and in fertility. In the computation rate of growth of population, future births are usually computed by applying five year age specific fertility rates to the women of child bearing age (10 to 49 years) at the midpoint of each five-years time interval. It is useful in analysing and in computing of the labour supply. Normally the active age-group is being considered to be 15 to 65 years. Migration Another factor which causes changes in population is the net migration. If the net migration is positive, the population rise at a rate faster than the indicated by natural growth. If the net migration is negative then it causes decline in the rate of growth indicated by the natural growth. If population changes then it doesnt cause changes as such in the human resources. Rather than change in the economical active component of population which affects the growth in the human resources. In terms of economic activity classification, population may be divided into workers and non-workers. Workers are defined as a person who actively participate in the productive work by mentally or physically presence. It includes not only the actual work but also includes effective direction and supervision. The non workers is being categorised as : beggars, retired person, full-time students, infants and dependent doing no work, persons engaged in household duties, renters living on rent on an agricultural or non-agricultural royalty, vagrants and others with unspecified sources of income, inmates of penal, charitable and metal institutions, unemployed but available for work, and others. Labour force is that segment of population whose work is to produce goods and services demanded by the whole population they are known as economically active population also, Usually they are aged between 15-64 years. However, not everyone in the productive age-group is effectively in the labour force. According to the accepted definition, labour force comprises all persons of either sex who furnish the supply of labour available for the production of economic goods and services including:employers, employees, self-employed persons, and those engaged in family enterprises without pay. Education and Training Education and training is the most affective quality of the human resources in the terms of skills and knowledge. Educational labour demand is more than the uneducated labour in the market. Education and training serve both social and individuals ends. Education and Training affects on the culture and social for the up gradation of an individual. In other words training and education for the society means to take advantage of the technology which helps in the furthering technological progress. Depending on the methods of imparting knowledge and skills, education and training may be classified into two types: Formal and Informal. Formal education and training, which is imparted through schools and colleges, emphasises transfer of knowledge. Informal education and training such as on-the-job training and hereditary training lays stress on transfer of skills, i.e., practical application of knowledge. As far as development of education and training is concerned there are five choice areas which are critical: Choice between science and technology on the one hand, and on the other hand liberal and humanities. Choice between quality and quantity in education and training. Choice between level of education such as higher, secondary and primary education. Choice between market forces and incentives to attract people into some occupations. Choice between the aspirations of individuals and needs of the society. Health and Nutrition Health and nutrition status is one of the most important status for an human resource as significantly they contribute in building and maintaining a productive human ability as well as improving in the average expectation of life and a quality of life. There are three determinants of health status: Public sanitation, climate and availability of medical facilities. Peoples knowledge and understanding of health hygiene and nutrition. Education, health and nutrition are inter-linked and they complement each other in the process of human resources development. Equality of Opportunity Investments in human resources development do not always ensure proportionate development of all sections of population. In the absence of deliberate policy intervention, there are bound to be discriminations. We can say that there are three distinct forms of discriminations which are relevant to developing nations: Social discrimination may take either the form of sex discrimination or discrimination among different social groups or both. For example, a few years back the air hostesses of a particular airlines petitioned in the court because their retirement age was earlier than of their male counterparts. The court upheld their petition and now the retirement age of both male and female air hostesses is same. Economic discrimination takes place largely among groups of population belonging to different economic strata classified in terms of either income generating assets. Regional discrimination can be in the form of either discrimination between rural and urban population or discrimination among population belonging to different regions. These three forms of discriminations individually and/or jointly lead to inequality of opportunities of varying degree among different sections of population. Discrimination of any form causes differential access to education and training, and health and nutrition. This in turn leads to differences in quality and productivity of human resources belonging to different segments of the population with the privileged benefiting the most and under privileged being deprived of their due share in the development process. Opportunity costs of discrimination are very high, as it leads to many social and economic evils apart from retarding the pace of economic development. It has been demonstrated that the national output can be further expanded by improving the average level of productivity of each individual through appropriate social and economic policies directed towards equality to opportunity in the fields of education and health. Tourism has long been recognised as a tool for economic growth and development. However, it can be beneficial to the host economies when it creates jobs for the locals. Here qualitative dimensions of HRD become an important factor for education and training of local population as per the requirements of responsible tourism development. The dimensions, attributes and distribution of population the product of whose labour adds to national wealth constitute human resources. They are thus, the participants and beneficiaries of economic development. The demographic profile, migration and mobility and participation patterns in economic activity determine the quantitative aspects of actual and potential human resources. Investments in education and training, health and nutrition, and social welfare and quality promote quality of human resources through enhanced labour productivity. While quantitative and qualitative dimensions only regulate supply of human resources, the other aspect of human resources planning namely the demand for human resources crucially depends on the functioning and flexibility of labour markets. Labour market analysis is a principal instrument of human resources planning, as it helps identify skill shortages and also enables a diagnosis of market failure to match labour supply with demand. To facilitate labour market analysis, there is a need for a comprehensive and regularly updated labour market information system. The variables for determining the quantitative and qualitative dimension of human resource planning are: Quantitative Population policy, Population structure, Migration, and Labour force participation. Qualitative Education and training, Health and nutrition, and Equality of opportunity. These all are the points which directly or indirectly relates to the current legal requirements of the HR persons, which they had to consider while recruiting the people that what is going on in the market (in terms of population in there country, in terms of education and skills, health of the employee, age factors) Process for recruiting and selection of new staff The recruiting and selection of new staff is very sensitive because if HR people recruits any wrong person that can affect great loss to an organization and on the other hand if the recruitment is being done properly and HR people recruits right person for the right job then he/she will be useful or profitable for an organisation as well as the person who can achieve the targets of an organisation. Recruitment process can be done internally or externally that is online, telephonic, face to face interviews, exams related to the job profile. There are many ways for recruiting are as follows: Internal or External recruitment is being done. Successful Internal Recruitment. Referral Recruitment. Opening Job Position. HRM role at job interview. The attractive internal or external job poster. External Recruitment. ~ External Recruitment Success factors. ~ External Recruitment Channels. ~ Corporate website as a external recruitment job positioning tool. ~ External Recruitment Process Key Issues. ~ External Recruitment: Recruitment Agencies. ~ Setting KPIs for recruiting agencies. ~ Direct Search: The premiere external recruitment service. ~ Job Market Analysis. ~ Basic External Recruitment Measures. ~ Job website based external recruitment. ~ External Recruitment Competitive Advantage. General Recruitment ~ SWOT Analysis ~ Recruitment sources ~ Recruitment marketing ~ What is War for Talents? ~ Recruitment Strategy ~ Recruitment Strategy of differentiate ~ Recruitment Process Future ~ Recruitment Process Key Issues ~ Defining recruitment strategy ~ Best Performing Recruitment Source ~ Cost of the Recruitment Internal Recruitment ~ Internal Recruitment Benefits ~ Internal Recruitment Process Weaknesses ~ Internal versus External Job Candidates ~ Right Internal Recruitment Job Posting Job Resume ~ Quick selection of Job Resumes in Graduates Campaigns ~ Job Resume Components to Observe The Job Interview ~ Job Interview Role ~ Job Interview Preparation ~ HRM Job Interview Questions Recruitment Process Design and Developments ~ What to find out before recruitment process design? ~ Designing Recruitment Process: Recruitment Measures ~ Simple Recruitment Process wins ~ Main Recruitment Process steps ~ Recruitment Analysis ~ Recruitment Process Outsourcing [(http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection.html) HRM Advice,  © 2008 HRM advice] Main steps for the recruitment process are as follows:- Job Design Opening Job position. Collecting job resumes. Pre-selection of job resumes Job Interviews Job Offer [(http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/recruitment-process-design-and-development/main-recruitment-process-steps.html) HRM Advice,  © 2008 HRM advice ] Part 3 The effects of the organisation environment on staff The organisation environment is being created by the organisation members itself therefore, the organisation environment effects on the staff and labour too, this includes in the internal environment of the organisation. If any of the staff is not working properly in any of the department then, it creates bad environment in the organisation, if that particular person is been not checked by his/her seniors, then while looking that particular person others also became lazy which is not good for an organisation, it may lead to the failure to achieve the goals and targets of an organisation. As some one had rightly said that, in bunch of apple if any of the apple is spoiled and it has been not throne then it spoils the whole bunch. The organisation environment effects the staff to do not achieve the organisation goals when the organisation is not providing the affective raw material to work out like the machinery, the area where the employees are going to work out, raw material are not available at the time of requirement, these all are the hindrance while achieving any goal of an organisation. There are many ways which effects the organisation environment are as follows: Person and Knowledge People those are working in an organization they should be correct skilled or knowledge people for the correct work, the age of the people affects the outcome of the work and in an department the mix people should be included as the experience people with the new people. Materials and Tools The quality and quantity of the input materials must be provided to an employees to easily work without wasting time on the collecting of materials e.g. pencil, scale, providing of the internet. The tools can be used for the labour people that the tools must working under the good condition if any requirement is there that should be told earlier to labour supervisor. Equipments The equipments must be up to the date and fit for the purpose. e.g. Assignment is being given the faculty and in the college no books are available for an particular assignment if it is available then the books are not in good condition to read out and understand it, therefore it is difficult to prepare a good and effective assignment, which leads to fail to achieve a goal. Employees motivation is also affects to an organisation, if the employees were not motivated properly at time of the motivation then it may lead to the failure of an organisation to achieve goals which affects to the environment of an organisation which affects to the other departments and at the end the environment affects on the productivity of an organisation which fails the whole process of an organisation. The Work life balance issue and the changing pattern of work practices 1) Meet needs of expansion / downsizing programmes. 2) Nature of present workforce in relation with Changing Environment helps to cope with changes in competitive forces, markets, technology, products and government regulations. 3) Cater to Future Personnel Needs. 4) Each Organisation needs personnel with necessary qualifications, skills, knowledge, experience aptitude. 5) Meet manpower shortages due to labour turnover. 6) Need for Replacement of Personnel -Replacing old, retired or disabled personnel. Shift in demand from ERP to internet programming has increased internet programmers assess staffing levels to avoid unnecessary costs. reduce delays in procuring staff. prevent shortage / excess of staff quantify job for producing product / service. comply with legal requirements determine future staff-mix quantify people positions required In organisational development, succession planning is the process of identifying and preparing suitable employees, through mentor, training and job rotation, to replace key personnel within an organisation if they leave. All employers need to consider the issue of succession planning to ensure that no part of the business is at risk should a particular member of staff leave the organisation. With good succession planning, employees are ready for new leadership roles as the need arises. Moreover, when someone leaves, a current employee is ready to step up to the plate. In addition, succession planning can help develop a diverse workforce, allowing decision makers to look at the future make-up of the organisation as a whole. Develop a succession plan for internal replacements, and if you will need to hire, think about the type of person or skills you will need so that if the situation arises you have already done some of the groundwork. In your succession plan you may wish to consider: staff interchange where employees swap jobs within the organisation in order to have experience in multiple positions; formal or informal mentor arrangements; coaching of staff; identification of suitable professional development activities for high-performing staff; making agreements to introduce flexible working arrangements; creating forward-thinking internal promotion policies; supporting staff to take increased responsibility; the allocation of higher-grade duties or assignments. Part 4 Process Steps There are four main grievance process steps: discovery, conciliation, internal review and arbitration. Discovery It means the date when the member raised any grievance against the any member or his/her senior, or it may be reasonably discovered, that particular circumstance leads to the grievance. Conciliation In this the grievance between faculty member and the board sitting in the lowest administrative is being tried to resolved as soon as possible, this is the informal effort before filing for the formal grievance. This is being assisted by a FA-appointed campus conciliator. Internal Review Hearing A informal meeting is being called by president, or the presidents designee. The president listens to the grievance, the responding administrator and their representatives as they address the allegations contained in a timely Notice of Grievance that has been filed with the District. The president writes an Internal Review Hearing decision regarding the Notice of Grievance allegations. Arbitration Hearing Before the formal hearing the arbitrator choose seven candidates from the list those are supplied by the State Conciliation Service. Both parties and all testimony as witnesses is under oath by Legal counsel. After reviewing evidence, testimony and argument briefs from both parties, the arbitrator renders a written decision that is binding on both parties. Discipline issues that result in dismissals Disciplinary and grievance procedures provide a clear and transparent framework to deal with difficulties which may arise as part of their working relationship from either the employers or employees perspective. Informal oral warning is given to the minor and not part of the formal disciplinary procedure. Formal oral warning Written warning or sometimes second time written warning. Final written warning Dismissal While given the previous warning there is effect and misconduct continues then we should move on to the next stages of the procedure. If misconduct is serious but falls short of the misconduct, then other options are transfer the worker to another job non payment of bonuses demotion Dismissal When the severest problem occurs then the dismissal is required. While giving warning it should be clear that the repetition of misconduct will be the dismissal. The dismissal can be done without giving any notice at time of the gross misconduct by the any person or pay in lieu of notice but we must try to follow the procedure. We can suspend a worker on a full pay but the investigation is being carried out. In employment contract the allowing provision of suspension is an good idea. The suspension should be made on the proper and reasonable cause and it should be used at the time of extreme and it shows that before we had consider the alternative procedure of transfer.(http://www.is4profit.com/business-advice/employment/handling-grievance-and-discipline-procedures/types-of-disciplinary-action.html , is4profit, copyright ©2000-2010 is4profit) The role of the Acas Code of Practice The Acas Code of Practice Disciplinary and Grievance Procedures was revised to reflect the removal of the statutory procedures and a new version came into force on 6 April 2009. CIPD endorses the Code. Following it is crucially important for employers: an employment tribunal will consider whether the employer has followed the Code and, if they have not, then the tribunal may adjust any awards made by up to 25% for unreasonable failure to comply. In situations where the trigger event occurs on or after 6 April 2009, an employment tribunal will consider whether the employer has followed the Acas Code and, if they have not, then the tribunal may adjust any awards made by up to 25% for unreasonable failure to comply. CIPD members can find out more on the content of the Code, the legal aspects of this topic and likely future developments from our FAQ on Discipline and grievances procedures in the Employment Law at Work area of our website. Disciplinary policy and practice Using the disciplinary process There are two main areas where a disciplinary system may be used: capability/performance and conduct. Capability/performance It happens that the performance of the employee is not up to the mark in the work place, at that time also the employer faces many difficulties and at that time employer can take some harsh steps against the employee. Many employers will have a specific capability procedure to deal with such matters and it is good that the employers deals with this issue without addressing formally, and when it arise, and the informal options are being exhausted and there is no alternative of it then the managers enter to the formal disciplinary or capability procedure. Situations where an individual is unable to do their job because of ill-health may also fall into this category. In these instances an employee should be dealt with sympathetically and offered support. However, unacceptable levels of absence could still result in the employer making use of warnings. Conduct If an employee behavior is continuously misconducting in sought of failure to follow reasonable instructions of the managem

Major Challenges to Piagets Theory of Cognitive Development Essay

What are the major challenges to Piaget's theory of cognitive development and what aspects still have value? To answer this question, Piaget's theory of development should be explained along with Vygotsky's theory and the connectionist theory of development, and then each should be compared with the others. Once this has been achieved the main similarities and differences will be summarized, and finally the areas of Piaget's theory that have not been undermined by other theories will be reiterated. In Piaget's opinion, Intelligence is not how we would class it today, he believed that intelligence covered all mental thought. He did believe however that the development of intelligence was an evolutionary matter not something that could be built on after birth, only used. Piaget believed that the child was responsible for its own development and therefore teaching could be seen as defunct. In Piaget's development theory there is four stages the "Stages of Development". These stages are a progressive format which children follow through childhood to create a complex adult abstract thinking process. While the children move from one stage to the next the improvements they show are seen as indications they are not the progressing itself more so that it is evidence that it is happening. The sensor motor stage is the first of the four stages and normally refers to children from birth to eighteen months old. In this stage the child recognizes the world through its physical actions, the child will start to internalize this information. Once the child starts making representations for the information, it will start to develop thought and language, these accomplishments are seen as the move to the next stage. The preopera... .... (1992) "Connectionism and developmental theory", British journal od developmental psychology, 10, pp.209-54. Cited in Lee V. and Gupta P.D. (2001) (eds) "Childs Cognitive and language development", Blackwell Publishers Ltd, Oxford Thorndyke, E.L. (1911) "Animal intelligence" New York: MacMillan. Cited in Roth, I. (2000) "Introduction to psychology" vol 1, Psychology Press, East sussex Vygotsky, L.S. (1962) "Thought and Language", Cambridge (Mass.), MIT Press. Cited in Lee V. and Gupta P.D. (2001) (eds) "Childs Cognitive and language development", Blackwell Publishers Ltd, Oxford Vygotsky, L.S. (1988) "The genesis of higher mental functions" in Richardson, K. and Sheldon, S. (Eds.) "Cognitive Development in Adolescence", Hove, Erlbaum. Cited in Lee V. and Gupta P.D. (2001) (eds) "Childs Cognitive and language development", Blackwell Publishers Ltd, Oxford Major Challenges to Piaget's Theory of Cognitive Development Essay What are the major challenges to Piaget's theory of cognitive development and what aspects still have value? To answer this question, Piaget's theory of development should be explained along with Vygotsky's theory and the connectionist theory of development, and then each should be compared with the others. Once this has been achieved the main similarities and differences will be summarized, and finally the areas of Piaget's theory that have not been undermined by other theories will be reiterated. In Piaget's opinion, Intelligence is not how we would class it today, he believed that intelligence covered all mental thought. He did believe however that the development of intelligence was an evolutionary matter not something that could be built on after birth, only used. Piaget believed that the child was responsible for its own development and therefore teaching could be seen as defunct. In Piaget's development theory there is four stages the "Stages of Development". These stages are a progressive format which children follow through childhood to create a complex adult abstract thinking process. While the children move from one stage to the next the improvements they show are seen as indications they are not the progressing itself more so that it is evidence that it is happening. The sensor motor stage is the first of the four stages and normally refers to children from birth to eighteen months old. In this stage the child recognizes the world through its physical actions, the child will start to internalize this information. Once the child starts making representations for the information, it will start to develop thought and language, these accomplishments are seen as the move to the next stage. The preopera... .... (1992) "Connectionism and developmental theory", British journal od developmental psychology, 10, pp.209-54. Cited in Lee V. and Gupta P.D. (2001) (eds) "Childs Cognitive and language development", Blackwell Publishers Ltd, Oxford Thorndyke, E.L. (1911) "Animal intelligence" New York: MacMillan. Cited in Roth, I. (2000) "Introduction to psychology" vol 1, Psychology Press, East sussex Vygotsky, L.S. (1962) "Thought and Language", Cambridge (Mass.), MIT Press. Cited in Lee V. and Gupta P.D. (2001) (eds) "Childs Cognitive and language development", Blackwell Publishers Ltd, Oxford Vygotsky, L.S. (1988) "The genesis of higher mental functions" in Richardson, K. and Sheldon, S. (Eds.) "Cognitive Development in Adolescence", Hove, Erlbaum. Cited in Lee V. and Gupta P.D. (2001) (eds) "Childs Cognitive and language development", Blackwell Publishers Ltd, Oxford

Magnesium Essay -- essays research papers

Magnesium is the twelfth element on the periodic table. It is located in the second group called the alkaline earth metals. Natural magnesium contains three different isotopes, and there are twelve others that are recognized. Seawater is a rich source of magnesium in the form of salt. Magnesium is the eighth most abundant element in the earth's crust. Magnesium readily ignites upon heating in air and burns with a dazzling white flame. To extinguish the flame water should not be used. Alkaline earth metal salts in general, are less soluble in water than the corresponding alkali metal salts. Some are even so insoluble that they resist weathering and leaching action in rainwater. Alkaline earth metals are extracted from the mineral ores like they have been for many decades. This second group of metals is also less reactive than the alkali metals. They do not need to have a specific storage procedure like that of the corresponding elements. These alkaline metals react with acids, and in certain temperatures of water. They are also harder than their alkali friends. In general, they have a gray-white luster that tarnishes quickly in the air to form a tough, thin oxide coating. The coating protects the metal, particularly magnesium, from further oxidation. This allows alloys of these metals to be used as low-density structural materials. Magnesium is one of the two most important alkaline earth metals. It is found in seawater. Today, though it is chiefly produced by electrolysis of fused magnesium chloride. It has many uses. Magnesium is an important material that is a chief component in a number of high-tensile-strength, low-density alloys. These properties allow the alloy to be very valuable in air and spacecraft construction. Also, the alloyed metal is used to make a large variety of other products, such as, artificial limbs, vacuum cleaners, optical instruments, recreational skis, wheelbarrows, lawn mowers, and outdoor furniture. Magnesium is also found in asbestos. Asbestos was used in insulating materials up until it was found to cause cancer and other types of lung diseases. The unalloyed metal of magnesium is used in photographic flashlight powders, incendiary bombs, and signal flares. This special element also has many important roles in the body. The most vital need for it is on the cellular level. It is as important as calcium, and is found in bone... ... nuts, pecans, and cashews contain some of the highest amounts of the element from edible nuts. Many types of fish contain the element too, specifically salmon. Also fruits such as dried apricots or avocados hold the element well. Eating these foods proves to be beneficial to the body in the ways already stated and many more in the long run. As you can see, magnesium is a special element that is extremely useful in our lives. We come across every day, completely unaware that it is there or even what it is. Most elements are like that though, never thanked or recognized for the important roles they play in our world today. Life without elements wouldn't be life at all. Without elements, such as magnesium, we would find ourselves without many of the conveniences and advancements in civilization that are currently available to us. Society, as a whole, (not just chemistry students) should learn more about these elements and appreciate all that they have given them for without them, life wouldn't be the same. With new advances in space exploration and more experimental research, we are sure to find many more elements which will make the life to come almost an effortless exsistance.

Ahab as the Hero of Moby Dick Essay -- Moby Dick Essays

Ahab as the  Hero of Moby Dick      Ã‚  One might think it a difficult task to find a tragic hero hidden in the pages of Moby Dick. Yet, there is certainly potential for viewing Ahab as heroic despite unfavorable responses to him by the reader. In the original formula coming from the Greeks, the tragic hero had to be a high-born individual of elevated status possessed of a fatal flaw which resulted in their downfall. With Othello Shakespeare redefined elevated status to include position alone rather than being linked to societal or birth status. In this way it was possible for Othello as the military leader to be the tragic hero despite being an outsider in the composition of the society. Melville follows this example in Moby-Dick. On board the Pequod, Ahab as the ship's captain assumes the role of king or dictator that gives him the elevated status to fit this traditional view of the hero (Millhauser 76). Melville himself wrote: Men may seem detestable . . . ; men may have mean and meagre faces; but man, in the ideal, is so noble and so sparkling, such a grand and glowing creature, that over any ignominious blemish in him all his fellows should run to throw their costliest robes . . . . If, then, to meanest mariners, and renegades and castaways, I shall hereafter ascribe high qualities, though dark; weave round them tragic graces; . . . then against all mortal critics bear me out in it, thou just Spirit of Equality, which has spread one royal mantle of humanity over all my kind! . . . . Thou who, in all Thy mighty, earthly marchings, ever cullest Thy selectest champions from the kingly commons; bear me out in it, O God! (444-445)    Melville takes the traditional heroic view and reinterprets it from the American... ... halters round their necks; but it is only when caught in the swift, sudden turn of death, that mortals realize the silent, subtle, ever-present perils of life" (Melville 545). With these words, Ahab's fate is linked with a universal fate of mankind. Through this common denominator, Ahab's struggle becomes that of all men everywhere.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In Ahab, Melville developed an unlikely hero. He is not always appealing, but he does seek within his own realm of knowledge and experience to overcome what he perceives as a major evil force. Ultimately, Ahab gives his life in pursuit of a betterment for everyone.    Works Cited Melville, Herman. Moby-Dick. 8 Classic American Novels. Ed. David Madden. San Diego: Harcourt, 1990. Millhauser, Milton. "The Form of Moby-Dick." Critics on Melville. Ed. Thomas J. Rountree. Coral Gables: U of Miami P, 1972. 76-80.

Relation of Physical Education to the Personality Development of the Students Essay

According to Harrison (2005), in the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development. According to Robbins and DeCenzo (2000), training has traditionally been defined as the process by which individuals change their skills, knowledge, attitudes, and/or behavior. In this context, training involves designing and supporting learning activities that result in a desired level of performance. In contrast, development typically refers to long-term growth and learning, directing attention more on what an individual may need to know or do at some future time. While training focuses more on current job duties or responsibilities, development points to future job responsibilities. However, sometimes these terms have been used interchangeably or have been denoted by the single term performance consulting, which emphasizes either the product of training and development or how individuals perform as a result of what they have learned. Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness and performance at work. Effective trainings convey relevant and useful information that inform employees and develop skills and behaviors that can be transferred back to the workplace Robinson and Robinson (1999). The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people’s attention on incorporating their new skills and ideas back at work. Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors. These two processes, Training and Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff. Development can be used to create solutions to workplace issues, before they become a concern or after they become identifiable problem. Development perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything â€Å"wrong† at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and job performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the Development process aims to find ideas and solutions that can effectively return the group to a state of high performance. Development implies creating and sustaining change. Training and development describes the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programmed. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced â€Å"continual learning† and other aspects of training and development is a process that â€Å"strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them†. Development perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything â€Å"wrong† at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and job performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the Development process aims to find ideas and solutions that can effectively return the group to a state of high performance. Development implies creating and sustaining change Charnov, Garavan, Costine, and Heraty (2000). According to Marmer (1999), training and development describes the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programmed. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced â€Å"continual learning† and other aspects of training and development as a means of promoting employee growth and acquiring a highly skilled work force. In fact, the quality of employees and the continual improvement of their skills and productivity through training are now widely recognized as vital factors in ensuring the long-term success and profitability of small businesses and in addition create a corporate cultu re that supports continual learning. For the most part, the terms â€Å"training† and â€Å"development† are used together to describe the overall improvement and education of an organization’s employees. However, while closely related, there are important differences between the terms that center on the scope of the application. In general, training programmed have very specific and quantifiable goals, like operating a particular piece of machinery, understanding a specific process, or performing certain procedures with great precision. According Ambler (2006), effective training and development begins with the overall strategy and objectives of the small business. The entire training process should be planned in advance with specific company goals in mind. In developing a training strategy, it may be helpful to assess the company’s customers and competitors, strengths and weaknesses, and any relevant industry or societal trends. The next step is to use this information to identify where training is needed by the organization as a whole or by individual employees. It may also be helpful to conduct an internal audit to find general areas that might benefit from training, or to complete a skills inventory to determine the types of skills employees possess and the types they may need in the future. Each different job within the company should be broken down on a task-by-task basis in order to help determine the content of the training program. According to Schwartz (2000), in measuring the effectiveness of train ing, researchers have typically relied upon the subjective reactions of participants (Baker & Titus, 1982; Heppner & Reeder, 1984; Pfaff, 1981; Pritchett, Clay, & Nichols, 1984; Twale & Muse, 1996; Upcraft & Pilato, 1982). Other measures that have been used previously include the performance of task activities within the context of training programmed (Baker & Titus, 1982; Forney, 1986) and follow-up questionnaires designed to assess trainees’ subsequent emotional states (Winston & Buckner, 1984) or their ability to apply programmed content to hypothetical situations similar to those encountered on the job (Schuh, Stage, & Westfall, 1991). With the exception of one study by up craft and Pilato (1982), in which ratings of job performance were used as a criterion, there appears to have been little or no published research dealing with the effects of training on actual job performance. Importance of Training and Development on Job Performance Training is one element many corpora tions consider when looking to advance people and offer promotions. Although many employees recognize the high value those in management place on training and development, some employees are still reluctant to be trained. Training and development offers more than just increased knowledge. It offers the added advantage of networking and drawing from others’ experiences therefore it is not uncommon to hear excuses regarding why someone has not received training. (Choo 2007) According to Bowley (2007), training in an organization can be mainly of two types; Internal and External training sessions. Internal training occurs when training is organized in-house by the Human resources department or training department using either a senior staff or any talented staff in the particular department as a resource person. On the other hand, External training is normally arranged outside the firm and is mostly organized by training institutes or consultants. Whichever training, it is very essential for all staff and helps in building career positioning and preparing staff for greater challenges. While the applications of training and development are as various as the functions and skills required by an organization, several common training applications can be distinguished, including technical training, sales training, clerical training, computer training, communications training, organizational development, career development, supervisory development and managemen t development. According to Mondy, R.W. and Adeniyi, (1995), is of the opinion that for every employee to perform well, there is the need for constant training and development. The right employee training, development and education provide big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution to general growth of the firm. The reasons behind employee training and development cannot be overemphasized. Local According to Roberto G. Medina, training is regarded as an attempt to improve the employee’s ability to perform his job so the goals of the organization can be achieved. The person mainly responsible for training is the supervisor who is assisted in some ways by the personnel manager or the training director. The supervisor of the new employee is the best position to provide training. This is so because he knows what output his unit needs. In addition, the supervisor has the abilities, the skills, and the right attitude needed to be imparted to the new employee. According to Jose P. Leveriza, training starts before the employee walks through the door of the place of work for the first time. However, learning about the employer starts with the job advertisement and continues through the selection process. As a result ‘training’ in its widest sense could be deemed to have begun, albeit subliminally, several weeks, or even months, before a new employee is added to the payroll. It is important at this stage to make a clear delineation between training or development as a result of some initiative taken at work, and education that is undertaken before and is mutually exclusive to the work situation. Education at school, college or university may be undertaken as part of an individual’s development programme, but for the process of this discussion, achievements in these areas outside and prior to employment will be regarded as qualifications required to gain employment, and thus not within the employer’s control. According to Florence M. de Guia, training is ‘a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization’. This is a wide-ranging remit, but the confusion with the education which has a more abstract, formal and lengthier connotation must be established at the outset. Related Studies Foreign The study conducted by Joseph Kennedy (2009) â€Å"The Impact of Training and Development to Job Performance†. The Judicial Service of Ghana as a Public Service Institution is the organ responsible for the day to day administration of the Courts and Tribunals of the land. To achieve the above function of the Judicial Service of Ghana, part of its budgetary allocation has been earmarked solely for training of judges, magistrates and judicial staff to enhance their capacity to perform their duties effectively and efficiently so as to achieve the vision and mission statements of the Service. To this effect, the judicial training institute which has the mandate to promote effective training of judges, magistrates and judicial staff, has over the years conducted and continue to provide training to judges, magistrates and judicial staff to build their capacity to perform their functions effectively. Notwithstanding the huge investment in training by the Judicial Service of Ghana, the service is confronted with a lot of challenges in achieving its vision and mission statements. These challenges include delays in the processing of court cases and the need to constantly upgrade the skills of judicial staff, judges and magistrates to cope with new trends in efficient justice delivery. This study seeks to evaluate the impact of the huge investment made in training on job performance of judicial staff. The researcher used both primary and secondary sources of for the conduct the research. The research findings revealed that the training conducted by the Judicial Service of Ghana for its employees was very negligible. The research further recommends that the frequency of Training provided by the Judicial Service of Ghana should be improved to ensure that more employees have access to Training and Development. Again, Training and Development offered by the J udicial Service of Ghana should ensure a better understanding of the Mission and Vision statement of the Judicial Service of Ghana so that, employees can identify themselves with the organizational values in the discharge of the duties. The study conducted by Ayesha Mirza (2010) â€Å"HR Process and Impact of Training and Development on Employee’s Performance at PSO† This project discusses research that was undertaken about the HR process and impact of training and development on employee’s performance at Pakistan State Oil. I have studied all the HR practices of the company but the main focus was to study the impact of training and development on employee’s performance in the company. A theoretical framework is developed from a literature search and this issued by me as a model for further research. I have collected data within this framework and analyzed it according to the requirements of the project. To collect the data required I have also visited regional office of PSO in Karachi and also collected data from several outlets of PSO. The web site of PSO is also used as source of data by the group. At PSO, they strongly believe that Human Resource is the asset that should be appreciate d with the passage of time. Consequently, PSO considers the strong focus on training and development of their employees a value added and worthwhile investment. Then, in the last by the detailed study of the impact of training and development practices used by the company some recommendations are made and on the basis of the analysis of company’s practices conclusions are drawn. Chapter 3 RESEARCH METHODOLOGY This chapter deals with the methodology to be applied in. It covered the research design, respondents of the study, research instruments, and procedure in gathering the data, determined of sampling technique, and the statistical treatment. Research Design The researchers will use the descriptive design to find out and make a comparison of training and development and job performance of the newly hired employees of Card Mutually Reinforcing Institute and to determine the levels of training and development. The correlation design will also use to determine if there is a significant relationship between training and development and job performance. Population and Distribution of the Study The populations of the study are the newly hired employees of Card Mutually Reinforcing Institute in San Pablo City. The researcher selected fifty (50) newly hired employees in the said company by administering a self-made test questionnaires. The respondents randomly selected by the researchers by dividing them into two (2) batch , which consist of twenty five (25) member per batch by giving them thirty minutes allotted time to answer the provided questions given by the researchers. Research Instruments The researcher prepare self made test to measure the effectiveness of training and development to the job performance of the newly hired employees. The constructed test includes the profile factors such as age, gender and socio-economic status. Self- made Tests. These are the 15 item questionnaires made by the researcher which were use to measure the effectiveness of training and development to the job performance of the respondents. The questionnaires generally consist of general information and evaluation to test the effectiveness of training and development to the job performance of the employees. The questionnaires were then validated by the experts of the field. Research Procedure In order to get the necessary materials needed for the review of related literature and studies, the researchers visited different libraries namely San Pablo Colleges, City Library, University of the Philippines Los Banos and Colegio De San Juan De Letran. The researchers’ visit and surf different websites to gather more information and data to have a better understanding of the studies. The researchers made test questionnaires to determine the effectiveness of training and development to the job performance of the newly hired employees. The fifty (50) respondents of Card Mutually Reinforcing Institute divided into two batches for not to interrupt the workplace of the respondents. For gathering the data of the study, the researchers ask for their consent before making them as the respondent of the study. Also the researchers ask the respondents to answer the questionnaires with all their honest and sincerity. After the respondents have finish answering the questionnaires, the researchers will collect and sort it out and tabulate the scores then analyze and interpret it.

My Terror

My ambition of life Introduction:- NO one in this world is without dreams in life. Everyone has is own dream in Fife. Many have an aspiration to be a rich one or to become business tycoon. Some person have a dream of becoming leader,application & social reformers. Their are others who has a crazy for becoming poets,writers & novelists. While most of us generally have a desire of becoming engineers,doctors,scientist of a great repute. But some have a opinion to be commissioned officers in the Armed forces.There are fewer & fewer people who are happy-go–lucky†by nature & have no clear cut aim in their life Importance:-AS for myself, I don ‘t have very ambitious aims in my life. ‘ don ‘t wish to became a mill owner or a multi-millionaire. The soul object of my life is to lead a life of simplicity ; oddness devoted to the service of humanity. The life of a professional leader ; a plantation leader does not interest me because most of such persons are grown parasites in the society. Our society also dislike ARISTOTLE said â€Å"THESE applications are Just like â€Å"demagogues† mean a cruel & black bird like vultures have preying eyes.Different aims:- I born of middle class parent's. From the very begging I have been passing through the struggles of life . 1 have cut throat competition in most of the profession . Let's consequences have been far reaching. People demoralized. Examples are not wanting when we can find every engineers excepting very big bribes,lawyers saving guilty persons or murderers & doctors are demanding money from patients at crucial stages of surgical operations Choice of profession:- Then what do I want to be?Indeed,from the core of my heart,' wish to become a teacher. The motto of this life s simple living & high thinking,which inspire me to take up this profession. The noble ideals of the teacher in the ancient time or before me. As I am fully aware of difficulties & hardship off teacher life. ‘ kn ow that a teachers are on the bleating graph of poverty in the past,But I now if he is not a wealthy person then he is not depicted to anyone . Elf he has not luxurious life then on the other he can easily can meet out the basic needs of life.A teacher is always busy in correcting answer book or exercise books of students but along with this as a result of continuous research n education, the role of the teacher is only of a supervisor & a facilitator in the innovation methodologies & strategies. Len short there are no stirring event in his life. Teacher is a bank of respect & prestige in every nook & corner of the street in the shape of student. ‘spite of these hardships,' don ‘t have any aim but only to become a teacher. ‘ have my own reasons & considerations for this choice. From my childhood,' have developed of a love for young children's .To me, they are delicate & beautiful like the petal of a flower. Feel that as a teacher, I can help the students in widenin g their outlook by giving them a treasury of knowledge . 1 will have the satisfaction of doing valuable service to country by producing egoistic citizens. Moreover,the company of the young children's can even help me in remaining young & fresh I thought & out-look. Conclusion:-Besides doing all these important services I will also have the mean of consistency. ‘ have a great faith in life of noble & ideal teacher,because teachers are the custodians off highest value Essay on Terror By machineries

Character Sketch of Caliban

Character sketch of Caliban The Oxford Dictionary of English defines the adjective servile as the quality of â€Å"having or showing an excessive willingness to please others†. This is a trait of character that is often desired in a slave. But is it a required trait for a good slave or are there other ways to make them bide your words? In the stage play â€Å"The Tempest† (1611) written by William Shakespeare we are presented with the character, Caliban. Caliban is a native ofa remote island, the power of which 12 years earlier was usurped by the magician Prospero.Prospero made Caliban his subordinate and additionally tried to civilize him. Caliban, however, violated Prosperds trust as he tried to commit rape upon Prosperds daughter, Miranda. Prospero and Miranda believe that they did Caliban a favour by teaching him their language and â€Å"civilizing† him. This belief is central in the discussion of imperialism and can be easily transferred to the English Empir e even though it took place around 200-300 years after the play was written. Caliban represents the opinions of the colonized people.His island has been taken over by a foreign power nd he feels impotent and in contrary to Prospero and Miranda he says that it hasn't done him any good to learn their language: miou taught me language; and my profit ont Is, I know how to curse. The red plague rid you For learning me your language† (II. 364-366) It seems as if Caliban has developed this hatred towards Miranda and Prospero over the last 12 years. As they have taught him more, he has become more aware that they were treating him badly. â€Å"When thou camest first, Thou strokdst me and mad'st much of me and then I loved thee† (11. 333-337).Caliban believes in the upernatural. He uses curses and mentions the god of his mother as a ruling power that is able to have influence. It is, however, not an almighty god, as Caliban mentions that Prospero is stronger that Setebos, the go d. Before Prospero and Miranda started teaching him their language his knowledge was limited. He says that they taught him â€Å"how to name the bigger light, and how the less†. Hence, he has not had a word to describe the sun and the moon before Prospero and Miranda came. The argument between the three of them is generally kept in a very cruel tone, which emphasizes

GAAP for zero-interest-bearing note Essay

Wie Company has been operating for just 2 years, producing specialty golf equipment for women golfers. To date, the company has been able to finance its successful operations with investments from its principal owner, Michelle Wie, and cash flows from operations. However, current expansion plans will require some borrowing to expand the company’s production line. As part of the expansion plan, Wie will acquire some used equipment by signing a zero-interest-bearing note. The note has a maturity value of $50,000 and matures in 5 years. A reliable fair value measure for the equipment is not available, given the age and specialty nature of the equipment. As a result, Wie’s accounting staff is unable to determine an established exchange price for recording the equipment (nor the interest rate to be used to record interest expense on the long-term note). They have asked you to conduct some account research on this topic. (a) Identify the authoritative literature that provides guidance on the zero-interest-bearing note. Use some of the examples to explain how the standard applies in this setting.†¨(b) How is present value determined when an established exchange price is not determinable and a note has no ready market? What is the resulting interest rate often called?†¨(c) Where should a discount or premium appear in the financial statements? What about issue costs? ———————————————————————————— This work requires that you consider the fair value of the note on the seller’s books (note receivable). Portion of the codification are cut and pasted into the document for you. There are two pieces of purchasing an asset with a note. The asset value and the value of the note. Here, the asset value is not known. Below it discusses that if you don’t know the value of the asset, you use the value of what was exchanged for it. Quotes from Codification†¨360 Assets†¨845 Nonmonetary Transactions†¨10 Overall†¨30 Initial Measurement 30-8 Fair value should be regarded as not determinable within reasonable limits if major uncertainties exist about the realizability of the value that would be assigned to an asset received in a nonmonetary transaction accounted for at fair value. An exchange involving parties with essentially opposing interests is not considered a prerequisite  to determining a fair value of a nonmonetary asset transferred; nor does an exchan ge ensure that a fair value for accounting purposes can be ascertained within reasonable limits. If neither the fair value of a nonmonetary asset transferred nor the fair value of a nonmonetary asset received in exchange is determinable within reasonable limits, the recorded amount of the nonmonetary asset transferred from the entity may be the only available measure of the transaction.†¨310 Receivables†¨10 Overall†¨30 Initial Measurement†¨Certain Receivables 30-1 The following provides initial measurement guidance for certain notes receivable, specifically those exchanged for cash and those exchanged for property, goods, or services. Such notes may be originated by an entity or purchased from a third party. 30-3 As indicated in paragraph 835-30-25-8, notes exchanged for property, goods, or services are valued and accounted for at the present value of the consideration exchanged between the contracting parties at the date of the transaction in a manner similar to that followed for a cash transaction. 30-5 As indicated in paragraph 835-30-25-10, in circumstances where interest is not stated, the stated amount is unreasonable, or the stated face amount of the note is materially different from the current cash sales price for the same or similar items or from the market value of the note at the date of the transaction, the note, the sales price, and the cost of the property, goods, or services exchanged for the note shall be recorded at the fair value of the property, goods, or services or at an amount that reasonably approximates the market value of the note, whichever is the more clearly determinable. 30-6 Paragraph 835-30-25-11 explains that, in the absence of established exchange prices for the related property, goods, or services or evidence of the market value of the note (as described in paragraph 835-30-25-2), the present value of a note that stipulates either no interest or a rate of interest that is clearly unreasonable shall be determined by discounting all future payments on the notes using an imputed rate of interest as described in Subtopic 835-30. Paragraph 835-30-25-11 explains that this determination shall be made at the time the note is acquired; any subsequent changes in prevailing interest rates shall be ignored.†¨Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€ Now, to your questions†¦ Wie Company has been operating for just 2 years, producing specialty golf  equipment for women golfers. To date, the company has been able to finance its successful operations with investments from its principal owner, Michelle Wie, and cash flows from operations. However, current expansion plans will require some borrowing to expand the company’s production line. As part of the expansion plan, Wie will acquire some used equipment by signing a zero-interest-bearing note. The note has a maturity value of $50,000 and matures in 5 years. A reliable fair value measure for the equipment is not available, given the age and specialty nature of the equipment. As a result, Wie’s accounting staff is unable to determine an established exchange price for recording the equipment (nor the interest rate to be used to record interest expense on the long-term note). They have asked you to conduct some account research on this topic. (a) Identify the authoritative literature that provi des guidance on the zero-interest-bearing note. Use some of the examples to explain how the standard applies in this setting. The literature says that you value assets acquired by the value of that asset. If you don’t know it, you are supposed to figure it out, if possible, by looking at the cash price you could have paid (but didn’t). Or, if there is just no way to figure it out reasonably, then you look at the fair value of the item traded, in this case the note. So, you see if there is a market value for the note. Is it traded? Does it bear an interest rate so you can get the present value of it? No! The value of this note isn’t immediately apparent because you don’t have an interest rate to use to discount it back to the present value. So, you have to impute an interest rate (whole other section in the codification!). Another example of difficulty valuing an asset exchange would be when a firm leases, rather than sells, their inventory. What is the selling price? The present value of the minimum future rentals are used to establish a likely selling price for the purpose of re cording the sale and the gross profit from the sale. Another example of difficulty valuing an asset exchange is when assets are traded and there is no cash price or cash exchange. You would use the value of whichever asset is more readily determined, such as the price of the stock on actively traded exchanges. (b) How is present value determined when an established exchange price is not determinable and a note has no ready market? What is the resulting interest rate often called? You have to discern an interest rate by looking at the prevailing interest rates for  similar instruments with firms of similar credit status to this one. This is called the imputed interest rate. (c) Where should a discount or premium appear in the financial statements? What about issue costs? The discount or premium is a contra account to the note receivable on the issuer’s books (reduces assets in the balance sheet). Cost to issue should be spread over the life of the note (capitalized as asset in the balance sheet and amortized over life of note).