Critical Thinking about the Viet Nam Conflict Research Paper - 2

Critical Thinking about the Viet Nam Conflict - Research Paper Example The media was allowed more unfiltered access to this war than any previous and was extremely instrumental in shaping opinion back home. The reporting during the first part of the conflict essentially mimicked the government’s â€Å"domino theory† justification, that the U.S. was preventing the spread of communism. However, events during the later part of the war such as My Lai and the Tet Offensive turned the media and therefore public opinion against American involvement. The close-knit relationship between the media and military turned adversarial which affected public opinion and ultimately brought an end to the war. The debate continues whether or not the reporting was unbiased and accurate, if the folks back home knew the real story and if history has recorded the war according to fact or an agenda driven fiction. Media accounts of war consisted mainly of photographs during the First World War. The public saw only what passed the Press Bureau’s censorship guidelines however, a move to ensure public opinion stayed positive. Moving pictures in the form of newsreels shown prior to movies depicted America’s involvement in the best possible light. The people back home saw their soldiers bravely gaining ground against the fascist and Japanese menaces that threatened to take over the world and end the American way of life. In these days before television, these accounts helped theater goers to feel a sense of pride and security. Support for the war was practically unanimous. Everyone wanted to pitch-in for the war effort. The stories coming out of Vietnam were similar at least at first. The general public bought into the idea of America’s fighting men fighting and dying to preserve freedom and democracy in another foreign land. â€Å"This attitude stemmed from the journalistic style that had been used in the preceding American wars of the twentieth century and also from sheer patriotic support for the United States†

Practical critical essay on Jude Part 6 Ch.2. Essay Example for Free

Practical critical essay on Jude Part 6 Ch.2. Essay Little Father Time has just hanged himself and the other two children. Jude and Sue have just come across this scene of horror. Hardy cuts upon the floor, on which was written, in the boys hand, with the bit into short segments with commas giving the narration a breathless effect. It demonstrates Jude and Sues feelings towards the scene they have just witnessed. These commas also fashion the sentence as if it were being spoken by a child. There is no complex diction in this passage so it reflects the innocence of the children involved, which is quite a contrast from the adult and gothic language such as half paralyzed and grotesque and hideous horror used in the last paragraph. There is a pattern that emerges so whenever the narrator describes the scene (usually the most horrific parts), he uses simple, unadorned, monosyllabic words, i. e. the little bed, and placing the negative first no children were there. However, when describing the parents reaction, he uses more complicated and descriptive lexis. This gives rise to an unnerving, disturbing feeling for the reader. The note written to Jude and Sue by Little Father Time, Done because we are too menny explains clearly, why he had performed this task. This is a succinct, poignant note written with what is either no feeling whatsoever or overwhelming but repressed emotion. However, menny indicates the pure innocence and child-like quality of Little Father Time and it shows us the level of his education. Menny incorporates the word men and his ignorance of spelling may signify his ignorance of the ways of man. Perhaps in the word Done there is a resonance of Macbeths If it were done when tis done (Act I scene VII) emphasizing the horrific finality and decisiveness to Little Father Times actions. Sue provoked Little Father Time into reflecting along these lines of their being too many of them due to her conversation with him in the last few pages. He asks, It would almost be better to be out o the world than in it, wouldnt it?, and she off-handedly replies, It would almost, dear. This careless reply and its tragic ramification is a result of Sues narcissism and the solipsistic nature of both the parents towards Little Father Time. The language now becomes more elaborate and graphic as the children are no longer mentioned and the following paragraphs concern merely Jude and Sue. Sue realizes her careless words were responsible for Little Father Times actions. Her convulsive agony that knew no abatement is powerfully personified, and implies that she is in the grip of someone who refuses to let go. The syntax, ending in the stark phrase no abatement makes Sues feeling even more infinite and absolute. She is so distraught that the woman of the house is vainly trying to soothe her, with her eyes staring at the ceiling. She seems to be undergoing an out-of-body experience. She is not to go upstairs because her presence might do harm; the intensive shock may also lead to endangering a coming life, her unborn baby would be the only child left in her life. Sue confesses she believes herself responsible for this and Jude replies It was in his nature to do itunknown in the last generation: This is an allusion to a number of views and theories. Thomas Malthus published An essay on the principle of population in 1798. In it he argued against population growth. He believed that if one cannot afford to raise children, one should not bring them into the world. Jude quotes the doctor who says that such boys were not heard of in the last generation. Here, Darwins The Origin of Species (1859) is being alluded to. Darwin proved humans are not special creatures chosen by God, but instead, simply animals that are highly evolved and well adapted to their surroundings. Hardy stresses the way that Little Father Time had struck at the conventional views of Victorian family life and instead of having the typical morals of a little boy, believed that survival was more important than family values. I believe that Little Father Time is in a sense more highly evolved than Jude Jude attempted to commit suicide and failed. Little Father Time however, did so he is a child brought up without love. The use of the words springing up make this new type of child seem linked to regeneration, growth, felicity and seasonality, but in fact they bring death and are the product of new views of life. Of course Sue herself is a product of such views which perhaps have affected Little Father Time subconsciously. He never shows any signs of hope, happiness, excitement and general strong emotions until his last conversation with Sue, and even then he gives us no impression that he is going to murder his brother and sister and commit suicide. The child is an example of the coming universal wish not to live Jude states bleakly. This phrase demonstrate the thematic pessimism in the narrative, the apocalyptical nature of Little Father Time, and the fast approaching, universal nihilistic views of the end of the century. At the end of Judes version of the doctors analysis of Little Father Time, the text ends with an aposiopesis: consolations to -. Judes composure cracks. Ironically, Jude stops short just as he mentions, (the doctor) can give no consolation, the phrase no consolation extends Hardys apocalyptic theme of lack of hope. We find out Jude has composed himself for Sue, but could do so no longer, and in her efforts to comfort him, distracted her from her poignant self-reproach. Hardy describes what Sue sees when she is allowed to finally see the children. Little Father Times face expressed the whole tale of their situation which is clearly, death, despair, struggle, lack of love, and lack of hope. Linking the boys face to their situation describes them both perfectly well without describing either. The use of simple, unadorned language describing the boy as a little shape shows us that the small boy is not yet defined, he is not yet delineated; he dies young and unformed. Hardy writes that in Little Father Time he had converged all the inauspiciousness of Jude. The childs corpse conveyed the suggestion of the tragedy, despair and death that was looming in his relationship with Arabella, as well all the accidents errors of the last; the potent and tragic element of fate is stressed. Little Judes description as his parents nodal point demonstrates that he is an entanglement where inauspiciousness and the lack of love have become enmeshed. The paragraph concludes with a tricolon, For the rashness of those parents he had groaned, for their ill-assortment he has quaked, and for the misfortunes of these he had died. This relates to Judes relationships with Arabella and Sue, and Little Father Times short life; it is a conclusive and tragic summation of Little Father Times short life and tragic end. This scene hints at Hardys disaffection with God, and when Jude and Sue overhear the psalm Truly God is loving unto Israel we realize this disaffection is very tangible.

Career Development Essay

Career Development Essay Jump to: Phases of Career Development | Career Development System | Steps for Career Development Plan | How to Create a Career Plan | Career Plan Example | Conclusions and Recommendations INTRODUCTION When we were kids, every one of us where thinking of being something or having specific job in the future. Many of us were thinking to be doctors, teachers, policeman, pilot etc But reaching these positions or got these jobs will not be easy without knowing what are we good at and what are the ears that we want to improve ourselves in. Also if we want to get these jobs or positions we should have goals and we have to work as hard as we can to accomplish these goals. Every one of us should have a career plan in mind when we graduate from universities or collage or even before that when we graduate from high school because having plan is always motivate us to study, work and develop ourselves in order to achieve and accomplish our plan. When we get our first job we should ask for career development plan and it will be much better if we could draw this plan ourselves because we know what our strengths and weakness and we know what are the best trainings and programs we should take in order to improve ourselves. Career development is very important aspect in our working life and personal life. In our working life its important because no one of us wants or wishes to stay and the same job and the same position for ever, without developing or having the career development plan we will not be able to improve ourselves and get promoted. In our personal life it is important to have career development plan we will be able to make our families and friends happy and proud of us because by having the career development plan we will be able to reach our goals that we have always dream of. This paper is talking about the career development and career development plan and how it is important for the employees and the organizations. CAREER DEVELOPMENT Now days there are many people change their careers more than one time in their lives. For these people who change their career for more than three times, they should know and understand the important of the career development. (John Groth) The career development is the formal approach used by the organization to help people acquire the skills and experiences needed to perform current and future jobs. (R. Wayne Mondy) The career development process is the exploring of your skills and what are your strengths and weakness. Career development is also like a plan you design it yourself to help you in advance through your career. (John Groth) The Roles of the Managers and the Employees in the Career Development (R. Wayne Mondy) Managers Appraising the Performance Coaching and Supporting Guiding and Counseling Providing Feedback Supplying Information Employees Self Assessment Gathering Data Setting Goals Working with Supervisor Developing Plan THE THREE STAGES OF THE CAREER DEVELOPMENT: The First Stage is the Bring It on Stage: this is the first stage in the career life. The age of the people in this stage is from the mid 20s to the early 30s. People in this stage of their career development are very active, strong and powerful. They determine to make their mark in the world of work. Most of the people in this stage feel that they are very strong and able to do everything they asked for also they can make what they want to happen. Success and possibilities are unlimited during this stage. (Dan Strakal) The Second Stage is the Realistic Stage: the age of the people in this stage is from the early 30s to mid 40s. During this stage specific values and career realities begin to come out. At the point of the career development, people of this stage feel that the values could create a conflict between choosing priorities in their work life and their home lives. After spending 10 to 15 years in the workforce, people in this stage feel that they might not being able to do what they were planning to at all, because some of them are feeling that they are not controlling their own career destines. (Dan Strakal) The Third Stage is the Reinvention Stage: this is the last stage in the career development. The age of the people in this stage is from the mid 40s to retirement. This stage starts when people began to redefining and reconciling their work life and personal life. People during this stage have learned from many challenges that they were facing in the last pervious stages and this is the best time to be focus in creating a legacy of specific contributions to be remembered for in their careers, their families and their communities. (Dan Strakal) THE ROLES OF THE LEADERS AND MANAGERS DURING THE THREE STAGES OF THE CAREER DEVELOPMENT : They have to find ways to match peoples values, beliefs, and behaviors to projects and tasks. For example it will be great if they assignee people who are in the Bring it on Stage to the tasks or projects which need and required lots of energy. Get the people who are in the Realistic Stage to value added projects or tasks so they can feel engaged and a part of something big and important. For the people who are in the Reinvention Stage, leaders and manager should get them in projects such as monitoring programs, company history initiatives or leadership development programs. (Dan Strakal) Managers and leader should understand the and knowledge the three stages in order to be able to prevent and solve problems and conflicts that may be occur due to career development differences in values and perspectives. (Dan Strakal) The Assessment Phase: Those who think about successful and satisfying career need to understand themselves first. They also need to know how in which way they can perform best at workplace. One of the key factors in career development is job satisfaction. Job satisfaction is at its highest when the job engages the strongest personality qualities of an individual and when the job is in line with individuals values and attitudes. The fit between employee and organization, in terms of organization nature and culture, directly affects employees career development, performance and chances to succeed. Leadership skills are one of the key factors in career development, too. Ability to cope with stress effectively is another important factor in career success. Assessments can help individuals understand their preferred activities, work style, learn best ways of working with others, and manage conflicts. Facilitates the improvement, alignment, and integration of overall organizational effectiveness and capabilitie s . Monitors progress over time . The assessment evaluates organizational approaches (processes), the extent to which they are deployed, evaluated/improved, aligned, and integrated throughout the organization, and their effectiveness at driving organizational results. Organization assessments are used for learning and improvement. Much like an annual health physical, this tool helps managers better understand what is working well and on what they should be focusing their improvement efforts. But the real value of an assessment is its ability to improve performance to improve outcomes and drive tangible organizational results. And a few studies have proven the value of an assessment and systemic management framework. Organizational Assessment Public and private organizations are complex systems of interacting components. In order to properly gauge the organizations performance and its readiness for change, it is critical to engage in an assessment for immediate feedback and understanding of issues such as: Roles and responsibilities Work climate Group dynamics Training needs Culture and norms Team behavior Communications Work processes Organizational Assessment Sequence Organizational Assessment is a systematic procedure to gather information about an organization, diagnose specific challenges, and develop ways to address them. Effective assessment should be seen as a window into the organization, providing insight into critical issues. It is the cornerstone of any transformation process, and provides the basis for determining how an organization will achieve its vision. Readiness for change is a proven and critical measure of success. Assessment is the first step in understanding the complexity of organizations and essential in measuring the conditions that are necessary for successful change. A thorough assessment will assist in developing an effective transformation plan. The information gathered provides the organization with an understanding of its readiness for change, as well as the actions that will be necessary for successful transformation. Organizational Assessments are an excellent first step towards taking action to initiate positive organizational change. Managing organizational change is an important challenge for leaders at all levels today. In assessing the effectiveness of an organization, it is important to first understand its functional purpose . Self Assessment: Self assessment is the first step of the career planning process. During a self assessment you gather information about yourself in order to make an informed career decision. A self assessment should include a look at the following: Values: the things that are important to you, like achievement, status, and autonomy Interests: what you enjoy doing, i.e. playing golf, taking long walks, hanging out with friends Personality: a persons individual traits, motivational drives, needs, and attitudes In addition to determining what youre good at, a skills assessment also helps figure out what we enjoy doing. The direction phase: One of the most critical and important phase in the process of career development for employees in any organization is the direction phase that acts as a golden link between the assessment and development phases since it has two main roles by driving the identified employee to the appropriate path in the career life and provide a chance to improve the quality and options of this path in the future as a development mission. Only specialists have the ability to design the career direction of any employee based on their experience with taking in their consideration different aspects related to the organization and employee needs; in order to satisfy all the needs. At the same time, you as an employee must be honest in order to ensure the successful of the assessment phase and get the right information about yourself, so counselor will be able to select the right career path. The most important tasks carried out by them are: Choosing a major Developing a career plans Planning a job search Changing careers Counselor will have some discussions and meetings in order to show you different options available and suitable for your future. In case if you are not interested in those options for any reasons, other alternatives will be taken in considerations by designing a job research planning. Sometimes employees are working for a long time in the wrong field, but they accept this situation just to get salary and survive in this life. Actually this mistake must be solved by changing the whole career which is the most difficult step because counselor must focus on the behavioral and mentality side of individual. Nowadays, there are many career counseling centers and offices all over the world that provide a service for those who are confused and dont know what kind of career major to select. Today, the most valuable asset for everyone is the information that must be given for those who are looking for career development and job search. It is a complementary activity for setting up the direction process. Different methods and tools can be used to offer this information and training sessions for employees, such as seminars presented by professionals on a broad range of topics of interest to job seekers like (Starting Your Own Business, Working for a Charity). Also, job workshops can be carried out in order to gather the maximum number of people with different culture and knowledge and then divide them into groups to share ideas and points with each other besides learning from other mistakes and experiences. THE DEVELOPMENT PHASE: Introduction: The development phase in the career growth of an employee is a significant milestone to move in an organization. An employee who meets the requirements of career development is more likely to be catapulted to the higher position. This improvement however could not be done overnight because the skills, concepts, and capabilities are enhanced through processes. Discussion: The promotion of a certain individual depends on the success of the development phase. This stage in his life is crucial depending on people and organization that are responsible in preparing him for higher opportunities. These people and organizations that play key roles in shaping the employee to prepare for the new challenging tasks awaiting him on his new position, are either his managers, supervisors or even peer group and affiliated associations. Some of these common development programs offered by organizations are mentoring, coaching, job rotation and tuition assistance. The terms may change interchangeably but the desired objective to develop and mould the employee to the next higher position will help tremendously for the career development of the employee. Famous among the development programs is mentoring. To mentor as Psychology book says is to walk along with the other person. It could happen between a senior and a junior officer, manager and supervisor or supervisor and employee. It can happen also between a person and his peers, his organizations or affiliated association. Mentoring can simply be called advising, role modeling, sharing contacts and giving general support. Mentoring can happen any time during office hours or even outside of the official time. Moreover, it can happen in any levels in the organization. Empirical evidence proves that effective mentoring can improve outcomes such as performance levels, promotion rate, upward mobility, and income and job satisfaction. It can even re-ignite enthusiasm and motivation for those mentees who are about to retire. The most effective mentoring is matching the mentees skills and interests. Furthermore, another study reveals that employees with mentors have achieved greater level of career development. Another concept that is link to mentoring is job shadowing wherein a junior employee observes a more senior employee for a set duration. There are concerns to address in mentoring. Employees who belong to small organizations or individuals who are self employed may find a hard time finding a mentor. However, the solution is for them to affiliate in any organizations or associations that will serve as support system. The next development program is coaching which involves spontaneous meeting between employer and employee to discuss the latter career goals and development. This will enhance productivity and more likely to the managers own advancement. Another program is job rotation which could be an answer for companys downsizing. It gives the employee the opportunity to broaden his knowledge and increase marketability. Job rotation allows employee to work on another jobs and be trained to add more skills on his CV. However, one advantage is the fact that there are employees who by discretion do not want to broaden their horizons for the purpose of mastering own skills and potentials. Conclusion: The tuition assistance Program is another offering in the development program of the organization for his employees. This takes in the form of workshops, seminars, conventions and the like. It could also be in a form of scholarship grant to an individual which is the support of the organization to further the individuals knowledge. All these career development programs may happen simultaneously or it may be conducted one at a time. Not necessarily than an employees undertakes the four programs, but to avail of either one of these, as long as the program is effectively done will ensure promotion for the employee. CAREER DEVELOPMENT SYSTEM The career development system is an everyday activity shows how is the organizations needs are linked with the individuals needs so when the employees are satisfy with their career, the organization will achieve its goals and objectives. (Thomas H. Jakel) ORGANIZATIONAL NEEDS What are the organizations major strategic issues over the next two or three years? Critical needs challenges to be faced? Critical skills, knowledge and experiences needed to meet these challenges? Staffing levels required? Does the organization have the strength necessary to meet the critical challenges? ISSUE Are employees developing themselves in a way that links personal effectiveness and satisfaction with the achievement of the organizations strategic objectives? INDIVIDUAL NEEDS How do I find career chances within the organization that will do the following? Use my strength Address my developmental needs Provide challenges Match my interests Match my values Match my personal style (Thomas H. Jakel) HOW CAN MANAGERS SUPPORT THE CAREER DEVELOPMENT There are many way that the managers can use to make their employees to take advantage of career development opportunities. Below are some ways that the managers can use to encourage and support their employees: The managers have to set time to meet with their employees and ask them about their career goals and how they would like to achieve these goals. The conversations should be un formal and friendly and the managers have to show their employees that they are not only supporting their development, but also show them that they are interested on their career goals. (Career Development The Managers Role) The managers have to evaluate their employees performance annually. Also they have to give then feedback and suggestions in how they can develop themselves. (Career Development The Managers Role) Make sure that the job descriptions change based on the talents that people bring to their jobs and projects. (Career Development The Managers Role) Recognize and reward the employees who are doing a good work. (Career Development The Managers Role) Managers have to focus on the development of the person more that improving his/her job performance. (Career Development The Managers Role) Start the employees development programs in a way that help them to establish their goals for their professional development. (Career Development The Managers Role) Make them feel that there are always enough budgets for the trainings programs. (Career Development The Managers Role) THE IMPACT OF THE CAREER DEVELOPMENT The career development could impact of the employees, staff, managers and departments. Impact on the employees: the career development will be very helpful for the employees because they will be able to see the path from one job to another, including the skills and knowledge needed. (Career Development: Impact) Impact on the Managers and the staff: career development will let the staff and managers to have the information and the tools to plan for career development and support succession planning. (Career Development: Impact) Impact on the Department: career development will get the department to have an access to more prepared internal candidates who are prepared for advancement. (Career Development: Impact) CAREER DEVELOPMENT PLAN What is Career Development Plan? Career Development Plan is the most important part of the performance review, and it is identify your strengths and weakness and the area that you need to develop in order to meet you career goals. Creating a career development plan will be very helpful to develop your strategies to take advantage of your chances for your future work. (Career Development Plan) Career Development Plan: it is like a map that shows you where do you have to move in your current career and where or what you want to work in the future. This map will show you how to develop yourself and how you want to provide yourself with the right and the important skills and experiences. It will also help you to find the right ways to achieve your goals and the organization goals and interests at the same time enjoy your work and try to balance between your career and your life. It is very important for the career development plan is to be fixable and it may be changed during your current job. (Career Development) An Individual Development Plan (IDP): it is a progress tool which discovers activities that will help you to improve your knowledge, skills and abilities. The IDP process gives you a chance to share with your supervisor or manager your objectives as well as talk about your strengths and development needs. (Career Development Tool: Career Planning) Since the career development plan includes and talk about your work experiences and your career goals and it could includes the development that needed for your current job, it is always good idea that you use this for moving to a new job as well. When you will start working on your career development plan you have to focus on your current job. Once you feel that you are meeting your current roles expectations then you can start develop plan for you future career. (Career Development Plan) The career development plan includes materials that allow you to think about your personal career development. By creating you personal career development you will be sure that you have all the skills, knowledge and the ability you need to successfully achieve your career goals. (Career Development Plan) You have to share your completed career development plan with your manager to make him/her aware of your career goals and plans. (Career Development Plan) HOW TO CREATE CAREER DEVELOPMENT PLAN: First of all you have to write about your background information. This could be done by doing the self assessment, because by doing the self assessment you will be able to know your strengths and weakness. (Career Development Plan) The First Step: Self Assessment I think that the self assessment is the best thing that everyone has to do before starting to look for a new job or even to move from the current job to another. The most common question that you have to ask yourself about before searching for a job for the first time or moving into a new job is: I dont know what I want to do? The only and the right way to answer your question is to do self assessment this is the tool which can guide you toward the kind of job that is suited you. Self assessment is the way or the process which can you use to gather information about yourself to make the career decision easy for you. (Dawn Rosenberg McKay) The Self Assessment should include the following: Values Interests Personality Skills Values: The values are the things that are very important to you such as the achievements. Values are the most important thing to think about very carefully when you are planning to work for the first time or thinking of moving to a new job, because if you didnt care about your values you will lead yourself to a not good results such as you may doing like your job therefore you will not be able to achieve what you are looking for. (Dawn Rosenberg McKay) Interests: The interests mean the things that you like to do and the things that you dont like to do. Asking yourself this question will help you to see or to know what kinds of works or tasks that you like to do and enjoy working or doing them. (Dawn Rosenberg McKay) Personality: The personality is when you ask yourself about what type of person are you? Do you like thinking, feeling, jugging and perceptive? Do you like to work alone or with a team? These kinds of questions will help you to be successful in your job because you will know what kinds of jobs or tasks that suited your personality. For example if you have an introvert personality you are going to face a lot of problems if you work in a job that requires presentations or public speaking. (Dawn Rosenberg McKay) Skills: You have to look at what are you good at and what are the skills that you have to improve. This is a very important question that you have to ask yourself about in order to find a job that meets all your skills otherwise you will have face obstacles. For example if you get a job that requires using the computer as a major tool and you are not good enough to use it. (Dawn Rosenberg McKay) The most important goals of the Self Assessment are: To enhance the self awareness and confidence of your decisions To know what is your strengths and weakness (The Steps for Self Assessment) Step two: Set your development goals: there are three main reasons of why its important to write or setting you development goals. These reasons are: Setting your development goals cold help to get organized, make big decisions and realize your dreams. Setting your development goals gives you long term vision and short term motivation. This step will help you to understand the direction of your career. When you start writing your development goals you have to start with identifying your development needs. To do this you have to look at the feedback information that you have from your resources such as your manager, team leader and supervisor. Also you have to be aware of the organizations goals and directions and you have to consider the objectives of the team or group that you work with. Writing your development goals will help you to consider your short team goals (1 to 3 year) and your future or long term (3+ years). The short term goals could be much related to your current job or to a position that you are planning to get or reach. Write SMART Goals S: your goals have to be Specific so you know exactly what are you striving and looking for. M: your goals should be Measurable so you can exactly know when the goals have been reached. A: Action oriented to indicate an activity that create and produce results. R: your goals have to be Realistic and can be achieved. T: you have to consider the Time because you have to define the timeline and the availability of the resources. (Career Development Plan) Step Three: Write Your Action Steps: once you are done with writing your development goals you need some directions to follow in order to get, reach and achieve these goals. The creating of the action steps will give you a list of the most important things that you have to do and this list will help you track your progress toward your goals. The Action Step should have three main parts: ACTION: a verb that describe what action you will be taken CONTEXT: when and where will it take place? RESULTS: what will be the result of this action? (Career Development Plan) Step Four: List your Obstacles and Solutions: This step is important to make sure that your career development goals are not sidetracked. It is good to know and consider what are the problems and the obstacles which may stand as barriers in reaching your goals. Also this step will help you to identify and find possible ways to overcome these obstacles and problems. The common problems and obstacles that you may face: Limited time Lack of financial support Lack of feedback, encouragement and motivation Manager is unsupportive of development Some of the potential solutions for such obstacles are: If you cant take more training courses because of your workload, the potential solution for this would be cross training with another team member. If the budget of the trainings is limited, the potential solution for this would be choosing low cost trainings, online learning or reading a book. If your manager does not provide you with feedback, the potential solution would be looking for feedback from other sources such as mentors. (Career Development Plan) Step Five: Identify your Resources: You have to identify what resources are available to successfully achieving your career development goals. You should think about what kinds or types of resources you may need and where they come from. Resources could be anything that supports your development such as: Getting the approval on the trainings and development programs Encouragement and motivation from your manager coach or mentor Support from you manager to work on new projects and tasks Get the time to work on your development Get feedback and advice from people who are skilled on the area you are seeking to develop (Career Development Plan) Step Six: Evaluate your Progress: When you are successful in achieving and meeting your career development goals, you will be able to evaluate your progress. By setting S.M.A.R.T goals will make sure that their achievement can be evaluated. If you thing that its hard to evaluate the goals, it is probably is not meeting one of the S.M.A.R.T guidelines. You have to keep in mind that the career development plan is not a onetime activity, but you have to revises and change your career development plan annually, because your roles and responsibilities are changing you are getting more experiences every year. (Career Development Plan) THE MAIN GOALS OF THE CAREER DEVELOPMENT PLAN From my respective understanding I can say that the main goals of the career development plan of the individuals are to know where their strengths and weakness are. Also to know where they want to be or what kind of jobs they want to work on in the future. The career development plan will help them to know what are the most useful trainings and courses they should take in order to improve their self in their career. Also they will know what are the most important skills that they should gain for their current job or for the future job? But they have to be aware of the organization goals and objectives so they can align their skills and abilities with the organization objectives and interests. In this case they will be able to impr

Boxing: Down For The Count :: essays research papers fc

Boxing: Down for the Count The tenth edition of Merriam-Webster's Collegiate Dictionary defines boxing as "the art of attack and defense with the fists practiced as a sport." I could be mistaken, but there is a certain emphasis placed on the idea that boxing is practiced as a sport. It is rather ambiguous. Is boxing a sport to begin with? Is boxing something else that is just practiced as a sport? Is it, can it, or should it be practiced as something else rather than as a sport? Maybe I am just making too big a deal out of a simple definition here. Nevertheless, this simple definition of boxing gives rise to one question we should all take some time to answer: should boxing be practiced as a sport? Examination of medical findings and statistics and re-examination of our views and goals as a modern society will lead us to the one inevitable conclusion: considering boxing as a respectable sport just flies in the face of decency and civilization and therefore, it should be banned. Somehow, boxers and supporters have deluded themselves into thinking that boxing, when properly conducted, is safe. The classic justification goes something like this: "[b]oxers are not two brawling brutes seeking to maim or kill each other. [t]hey are two closely matched athletes seeking, through the use of such skills an footwork, timing, accuracy, punching, and feinting, to determine who is the better man in the ring" (Farley 26). Unfortunately, dead boxers tell a different story. A study on dangerous contact sports conducted by Patrick Malone of the Knight Ridder News Service in 1980 revealed that from 1970 to 1978 in America, there was an average of 21 deaths per year among 5,500 boxers, or 3.8 deaths per 1,000 participants, compared to college football's 0.3 deaths per 1,000 and high school football's 0.1 deaths per 1,000 (Sammons 247). Another more recent study conducted by the National Health and Medical Research Council (NHMRC) of Australia revealed that 361 deaths have occurred in the ring worldwide since 1945 (NHMRC 22). Deaths and serious injury suffered in boxing contests reveal only a small percentage of the potential for danger. Unfortunately, the damaging effects of the "sport" are cumulative and difficult to diagnose, sometimes resulting in death, serious illness, or blindness long after the boxer is out of the public limelight. However, convincing evidence has mounted over the years to the effect that chronic encephalopathy (a disease of the brain marked by personality changes, intellectual impairment, slurred speech, and motor deficits), Parkinson's syndrome (a nervous disorder marked by tremors, drooling, muscle weakness, and

Pursuasive Speech Outline

To persuade. Specific purpose: At the end of my speech my audience will Identify 2 consequences of drinking and drunk driving, and also 2 safe ways you can avoid those consequences. Central Idea: Drunk driving Is against the law and It causes harm to many people, but with the right precautions, many lives can be saved. Introduction Imagine receiving a call from a police officer telling you that there's been a terrible accident due to a drunk driver, and they need you to come in and identify a body.We all know that drunk driving is a serious thing that has killed many, but yet some still whose to get behind the wheel and endanger not only themselves, but the others that are on the road. Just think, how would you feel if you were to receive that horrific call? Many of people have unfortunately received this phone call and lost a loved one due to some stupid decisions. I myself have been through this experience. I lost my uncle to a drunk driver. He was riding his motorcycle one night, when a lady who had been drinking earlier that night, crashed Into him causing him to fly off of his motorcycle and Into a wall.The pain that my family went through was unbearable, ND unfortunately many other families have gone through the experience. Whether you're the person drinking and driving, or you're a victim of another person's inconsiderable actions, it's a problem that is much too common. I'm here today to talk to you about what drinking does to you and your health, the dangers of getting on the road while drinking, and some ways you can ensure the safety of yourself and others (if you do decide to drink).There are multiple ways to avoid going from a fun night out, to a deadly night that you'll never forget. Body l. What does drinking do to your mental and physical health? A. According to the National Institute on Alcohol Abuse and Alcoholism, alcohol affects many parts of your body. 1 . Along with the blackouts and memory impairment, alcohol affects the way the brain wor ks, which changes mood and behavior. A. This alteration makes decision making harder, which makes driving harder. 2.Drinking In excess, causes multiple problems to your heat, such as: cardiopulmonary, Irregular heartbeat, high blood pressure, or even result in a stroke. 3. Heavy drinking also causes problems to your liver, such as swelling or your liver. 4. Drinking increases your chances of developing liver, mouth, throat, and other types of cancer. 5. Alcohol damages and weakens one of the most important parts of your body, your immune system. A. â€Å"Consuming a lot of alcohol in one occasion slows down your immunes system, even up to 24 hours after getting drunk† (â€Å"Alcohol's Effects on the Body. ). B. Alcohol is also high in calories, which causes weight gain. C. Many think that alcohol helps relieve stress and helps in difficult situations, but it actually increases your chances of developing mental problems. 1 . Overuse of alcohol often causes depression, anxiety or even bipolar disorder (Salsas). Transition: Now of course If It's causing changing your Judgment, driving Is an absolute no! II. Every time you get behind the wheel while drinking, you risk your life, and those around you. A. Alcohol- impaired motor vehicle crashes cost more than an estimated $37 billion impaired driving crashes – one every 51 minutes† (â€Å"Impaired Driving†). C. â€Å"Among drivers with BACK levels of 0. 08 % or higher involved in fatal crashes in 2010, more than one out of every 3 were between 21 and 24 years of age† (â€Å"Impaired Driving: Get the Facts†). Transition: Now the last thing I'm going to talk about, which in my opinion is the most important, is how to avoid anything dangerous happening to you or anyone else. Ill.It would be unreasonable to ask people to not drink at all, but Just take precautions if you do plan of having a drink or two. A. If you're going out with a group of friends, assign the designated drive r position to a friend that is okay if he/ she doesn't drink that night. B. If you're by yourself and you've been drinking, call a trusted person to come pick you up. C. Never get in a car with someone who has been drinking. 1. Offer to drive, if you haven't had anything to drink. D. Be very careful and observant while driving, even if you haven't been driving. ConclusionNow that Eve talked about the harm that drinking does to your health, the dangers of driving while drinking, and ways to ensure your safety; I hope this encouraged you to be careful and be smart enough to never get behind the wheel while driving, or even get inside of a car with someone who is drinking and driving. Some people don't realize how their actions can affect those around us, and that is why we still have, to this day, people dying from an accident that could have been avoided. There are plenty of people that care about each and every one of you, so please don't risk your entire life, for a couple of shots and a good night.

Supermajority Vote in US Congress

Supermajority Vote in US Congress A supermajority  vote is a vote that must exceed the number of votes comprising a simple majority. For example, a simple majority in the 100-member Senate is 51 votes; while a 2/3 supermajority vote  requires 67 votes. In the 435-member House of Representatives, a simple majority is 218 votes; while a 2/3 supermajority requires 290 votes. Key Takeaways: Supermajority Vote The term â€Å"supermajority vote† refers to any vote by a legislative body that must get more votes than a simple majority of votes in order to win approval.In the 100-member United States Senate, a supermajority vote requires a 2/3 majority or 67 of 100 votes.In the 435-member United States House of Representatives, a supermajority vote requires a 2/3 majority or 290 of 435 votes.In the US Congress, several major legislative actions require a supermajority vote, most notably impeaching the president, declaring a president incapable of serving under the 25th Amendment, and amending the Constitution. Supermajority votes in government are far from a new idea. The first recorded use of supermajority rule took place  in ancient Rome during the 100s BCE. In 1179, Pope Alexander III used a supermajority rule for papal elections at the Third Lateran Council.   While a supermajority vote can technically be specified as any fraction or percentage greater than one-half ( 50%), commonly used supermajorities include three-fifths (60%), two-thirds (67%), and three-quarters (75%) When is a Supermajority Vote Required? By far most measures considered by the U.S. Congress as part of the legislative process require only a simple majority vote for passage. However, some actions, like impeaching presidents or amending the Constitution, are considered so important that they require a supermajority vote. Measures or actions requiring a supermajority vote: Impeaching: In cases of impeachment of federal officials, the House of Representatives must pass articles of impeachment by a simple majority vote. The Senate then holds a trial to consider the articles of impeachment passed by the House. Actually convicting an individual requires a 2/3 supermajority vote of the members present in the Senate. (Article 1, Section 3)Expelling a Member of Congress: Expelling a member of Congress requires a 2/3 supermajority vote in either the House or Senate. (Article 1, Section 5)Overriding a Veto: Overriding a presidential veto of a bill requires a 2/3 supermajority vote in both the House and Senate. (Article 1, Section 7)Suspending the Rules: Temporarily suspending the rules of debate and voting in the House and Senate requires a 2/3 supermajority vote of the members present. (House and Senate rules)Ending a Filibuster: In the Senate only, passing a motion to invoke cloture, ending extended debate or a filibuster on a measure requires a 3/5 supermajo rity vote - 60 votes. (Rules of the Senate) Rules of debate in the House of Representatives preclude the possibility of a filibuster. Note: On November 21, 2013, the Senate voted to require a simple majority vote of 51 Senators to pass cloture motions ending filibusters on presidential nominations for Cabinet secretary posts and lower federal court judgeships only. Amending the Constitution: Congressional approval of a Joint Resolution proposing an amendment to the U.S. Constitution requires a 2/3 majority of those members present and voting in both House and Senate. (Article 5)Calling a Constitutional Convention: As a second method of amending the Constitution, the legislatures of 2/3 of the states (33 states) can vote to request that the U.S. Congress convenes a constitutional convention. (Article 5)Ratifying an Amendment: Ratification of an amendment to the Constitution requires the approval of 3/4 (38) of the state legislatures. (Article 5)Ratifying a Treaty: Ratifying treaties requires a 2/3 supermajority vote of the Senate. (Article 2, Section 2)Postponing a Treaty: The Senate may pass a motion to indefinitely postpone its consideration of a treaty by a 2/3 supermajority vote. (Senate rules)Repatriating Rebels: An outgrowth of the Civil War, the 14th Amendment gives Congress the power to allow former rebels to hold office in the U.S. gove rnment. Doing so requires a 2/3 supermajority of both the House and Senate. (14th Amendment, Section 3) Removing a President from Office: Under the 25th Amendment, Congress can vote to remove the President of the United States from office if the vice president and the Presidents Cabinet declare the president unable to serve and the president contests the removal. The removal of the president from office under the 25th Amendment requires a 2/3 supermajority vote of both the House and Senate. (25th Amendment, Section 4) Note: The 25th Amendment is an effort to clarify the process of presidential succession. On-the-Fly Supermajority Votes The parliamentary rules of both the Senate and House of Representatives provide means by which a supermajority vote can be required for the passage of certain measures. These special rules requiring supermajority votes are most often applied to legislation dealing with the federal budget or taxation. The House and Senate draw authority for requiring supermajority votes from Article 1, Section 5 of the Constitution, which states, Each chamber may determine the Rules of Its Proceedings. Supermajority Votes and the Founding Fathers In general, the Founding Fathers favored requiring a simple majority vote in legislative decision-making. Most of them, for example, objected to the Articles of Confederations requirement for a supermajority vote in deciding such questions as coining money, appropriating funds, and determining the size of the army and navy. However, the framers of the Constitution also recognized the need for supermajority votes in some cases. In Federalist No. 58, James Madison noted that supermajority votes could serve as a shield to some particular interests, and another obstacle generally to hasty and partial measures. Hamilton, too, in Federalist No. 73 highlighted the benefits of requiring a supermajority of each chamber to override a presidential veto. It establishes a salutary check upon the legislative body, he wrote, calculated to guard the community against the effects of faction, precipitancy, or of any impulse unfriendly to the public good, which may happen to influence a majority of that body.