Charlie Chaplin Essays - United Artists Films, Free Essays

Charlie Chaplin Essays - United Artists Films, Free Essays Charlie Chaplin Charlie Chaplin stars in the movie City Lights, a silent, black and white film, made in the 1930's. Chaplin, who portrays the character of a tramp, is the comic hero throughout the movie. It is odd that the film casts a tramp as the comic hero. Usually, no one laughs at a poor tramp; people tend to have pity and sympathy for a tramp or not even associate with one. Many of Chaplin's actions are common everyday routines for him, but his actions and gestures provide humor and comic relief in the film making him the comic hero. Henri Bergson discusses the comic in "Laughter". Bergson writes about the comic by breaking it down into different parts such as the comic in general, the comic in character and the expansive force of the comic. The Webster's Dictionary only goes as far as defining the comic as "an amusing person." Bergson, however, chooses to stay away from giving the comic a distinct, dictionary-like definition; instead he describes it, gives examples and dives deeper into the c omic's meaning and purpose (62). Through diverse roles and Charlie Chaplin's simpleness, many aspects of humor grow out of accidental happenings and coincidence. Bergson provides reason and understanding to back up what people think is funny. The first part of the comic, which is the comic in general, kind of describes itself; this information is general to all comics. Comedy can be expressed in many ways, but laughter always accompanies it (71). Laughter always happens in a group or originates in a group because it is easier to laugh in a group (62). Since laughter is a social event, it acts as a form of social correction (71). While comedy can be demonstrated on purpose, comedy can also occur at unexpected times or during normal times. Bergson suggests that comedy is accidental (67). As in Chaplin's case, his normal actions are funny to onlookers but not for himself. For example, when he is in the restaurant with the rich man, he is walking across the dance floor and he can't manage to keep his feet under him. Laughter comes from people watching the film, but Chaplin is not laughing he is just trying to cross the dance floor to get to his table. The more normal the action, the more comic the action is to others (68). Co medy "aims at the general" because it will be more humorous if people can understand it with little or no thought involved (157). The comic in character is another part of the comic that takes in a wide range of elements. Mostly, the comic is always in character. Charlie Chaplin is the comic in the film and the character is himself, which isn't supposed to be funny. Only his actions are funny. Bergson says, comedy "begins, in fact with what might be called a growing callousness to social life" (147). This is true in Chaplin's role because he is a tramp. He does not have to worry about what people think of him. He can pretend to be blind to the ways of the world. For example, Charlie Chaplin wakes up on a new city statue on the day of its unveiling. He never thought to himself, "what effects will this have on my social status?" Chaplin was not concerned with the impressions he would make. Chaplin could be a gentleman though, even though he couldn't afford it. He certainly was kind to people he met, the rich man and the blind woman. Bergson would probably suggest this is funny because Chaplin realizes his positio n in life and does not worry about it, while rich people worry about everything. His carefree attitude towards life lightens the mood, even causing it to be funny. The expansive force of the comic can be seen very often throughout the film. Charlie Chaplin has so many effects on characters in the film. The comic has such an impact on the rich man's life especially; he saves his life. In Bergson's words Chaplin would be considered a "social masquerade" when he pretends to be a fellow millionaire just like the rich man (89). When Chaplin is befriended by a drunk millionaire, Chaplin "masquerades" as a stuffy

Facts About Mount St. Helens

Facts About Mount St. Helens Mount St. Helens is an active volcano located in the United States Pacific Northwest region. It is about 96 miles (154 km) south of Seattle, Washington and 50 miles (80 km) northeast of Portland, Oregon. Mount St. Helens is a part of the Cascade Mountain Range which runs from northern California through Washington and Oregon and into British Columbia, Canada. The range features many active volcanoes because it is a part of the Pacific ​Ring of Fire and the Cascadia Subduction Zone which has formed as a result of converging plates along the North American coast. Mount St. Helens most recent period of eruptions lasted from 2004 to 2008, although its most devastating modern eruption occurred in 1980. On May 18 of that year, Mount St. Helens erupted, causing a debris avalanche which took off the top 1,300 feet of the mountain and destroyed the forest and cabins around it. Today, the land surrounding Mount St. Helens is rebounding and most of it has been preserved as a part of the Mount St. Helens National Volcanic Monument. Geography of Mount St. Helens Compared to other volcanoes in the Cascades, Mount St. Helens is fairly young geologically speaking because it formed only 40,000 years ago. Its top cone that was destroyed in the 1980 eruption began forming only 2,200 years ago. Because of its quick growth, many scientists consider Mount St. Helens the most active volcano in the Cascades within the last 10,000 years. There are also three main river systems in the vicinity of Mount St. Helens. These rivers include the Toutle, Kalama and Lewis Rivers. This is significant because the rivers (especially the Toutle River) were impacted in its eruption. The nearest town to Mount St. Helens is Cougar, Washington, which is around 11 miles (18 km) from the mountain. The rest of the area is surrounded by the Gifford Pinchot National Forest. Castle Rock, Longview, and Kelso, Washington were also affected by the 1980 eruption however because they are low-lying and near the regions rivers. The nearest main highway in and out of the area is State Route 504 (also called the Spirit Lake Memorial Highway) which connects with Interstate 5. Eruption of 1980 As previously mentioned, the most recent large eruption of Mount St. Helens took place in May of 1980. Activity on the mountain began on March 20, 1980, when a magnitude 4.2 earthquake struck. Shortly thereafter, steam began to vent from the mountain and by April, the north side of Mount St. Helens began to grow a bulge. Another earthquake struck on May 18 which caused a debris avalanche that wiped out the entire north face of the mountain. It is believed that this was the largest debris avalanche in history. Following the avalanche, Mount St. Helens eventually erupted and its pyroclastic flow leveled the surrounding forest and any buildings in the area. Over 230 square miles (500 sq km) was within the blast zone and was affected by the eruption. The heat from Mount St. Helens eruption and the force of its debris avalanche on its northern side caused the ice and snow on the mountain to melt which formed volcanic mudflows called lahars. These lahars then poured into the surrounding rivers (the Toutle and Cowlitz in particular) and led to the flooding of many different areas. Material from Mount St. Helens was also found 17 miles (27 km) south,  in the Columbia River along the Oregon-Washington border. Another problem associated with Mount St. Helens 1980 eruption was the ash it generated. During its eruption, the plume of ash rose as high as 16 miles (27 km) and quickly moved east to eventually spread around the world. The eruption of Mount St. Helens killed 57 people, damaged and destroyed 200 homes, wiped out the forest and popular Spirit Lake and killed around 7,000 animals. It also damaged highways and railroads. Although the most significant eruption of Mount St. Helens occurred in May of 1980, activity on the mountain continued until 1986 as a lava dome began forming in the newly formed crater at its summit. During this time, many small eruptions occurred. Following those events from 1989 to 1991, Mount St. Helens continued erupting ash. Post-Eruption Natural Rebound What was once an area that was completely scorched and knocked down by the eruption is today a thriving forest. Just five years after the eruption, surviving plants were able to sprout through the build-up of ash and debris. Since 1995, there has been a growth in the variety of plates within the disturbed area and today, there are many trees and shrubs growing successfully. Animals have also returned to the region and it is again growing to be a diverse natural environment.   2004-2008 Eruptions Despite these rebounds, Mount St. Helens continues to make its presence known in the region. From 2004 to 2008, the mountain was again very active and several eruptions occurred, although none were particularly severe. Most of these eruptions resulted in the building up of the lava dome on Mount St. Helens summit crater. In 2005, however, Mount St. Helens erupted a 36,000 foot (11,000 m) plume of ash and steam. A minor earthquake accompanied this event. Since these events, ash and steam have been visible on the mountain several times in recent years. To learn more about Mount St. Helens today, read Mountain Transformed from National Geographic Magazine. Sources:Funk, McKenzie. (2010, May). Mount St. Helens. Mountain Transformed: Thirty Years After the Blast, Mount St. Helens Is Reborn Again. National Geographic.  http://ngm.nationalgeographic.com/2010/05/mount-st-helens/funk-text/1. United States Forest Service. (2010, March 31). Mount St. Helens National Volcanic Monument.  https://www.fs.usda.gov/giffordpinchot/. Wikipedia. (2010, April 27). Mount St. Helens - Wikipedia, the Free Encyclopedia.  https://en.wikipedia.org/wiki/Mount_St._Helens.

How does place relate to cultural performance Essay

How does place relate to cultural performance - Essay Example The cultural geography enables the researchers to predict why a specific group of people exhibit a particular behavior. Specific places have specific groups of people who may have similar or different behaviors which are consistent and enduring. Through cultural performance, one is able to appreciate the behavior of a specific group in their everyday life. One pertinent issue before the classification of any behavior is that what is observed has to be consistent over a period of time. This will avoid biasness and subjectivity when reporting about a particular group of people. Having conducted a fieldwork study in a bus, different patterns from the population were established. Majority of the people in the bus were students, who displayed different values, and norms. Individualism, lack of concern for others, and lack of interaction were the main issues that were recorded from the fieldwork study. There was also a discrepancy between the way the older generation and the young behaved. While the older generations seemed to like interacting with others through communication, majority of the young adults in the bus perceived this as interfering with their privacy. With most of them glued to their phones, and listening to music, interpersonal communication was hindered. The following discussion will also focus on the report of the fieldwork conducted on the homeless population in a particular street. Methodology used For the purpose of this fieldwork study, the observation method was used. The behavior observed was recorded in a form. This was done for a number of days in order to ensure consistency in values, beliefs and norms before making a conclusion about the population of study. The place The place for the study was the bus, and also in the street. I choose this place owing to the fact it was more convenient to me since I used this means of transport almost daily. Further, I saw the same people almost every day. For this reason, it was possible to study the co nsistency of the behaviors manifested by the population I was dealing with. The bus was also the best way to have unbiased sample owing to the fact that any person in my neighborhood used this means of transportation. The results would therefore be imperative in making an inference about the rest of the population. At this site, my main subjects of study were passengers, who included the students, drivers, and a few working class individuals. The fieldwork was also conducted in the street where the main focus was the homeless population. In this second setting, there were the old, children and young adults. The performances This refers to the act of studying the behavior of a specific group of people in their day-to-day activities1. The main reason is to establish the values, norms and beliefs of the people from the manifested behavior2. For the purpose of this study, these performances were to be studied from the passengers and the homeless population. As indicated before, the ease of reaching these people almost on the daily basis prompted me to choose them. One of the main aims of the fieldwork is to be able to be able to describe the behavior of the subjects. It is also vital to highlight the reason making a specific group of people behave the way they do. The following discussion seeks to establish the

CLO, managing business finance Essay Example | Topics and Well Written Essays - 1750 words

CLO, managing business finance - Essay Example The feeling among many investors is that the development on new regulations to reduce the risk that comes with these forms of loans will reduce the chances of getting into a financial crisis. In 2014, it is evident that investors have ventured into the form of loan due to its higher returns as compared to other forms of loans. In this perspective, we seek to analyse the possible reasons for this trend and how this is likely to impact financial flows in the global arena. Collateralized loan obligation is defined as a form of low interest loan that comprises of a pool of debt backed up by some form of security. To design a CLO, commercial group different loans together and sectionalize them into different parts. Each section of the loan bears a different risk, some having higher risks than others. The rationale is that those who pick higher risk sections have higher returns while those who pick lower risk portions have lower returns. Another point to note is the way that cases of default are handled. When defaulters fail to repay the loan, the investor with high risk loan gets less money than one who has a lower risk section. The principle behind the formation of the CLO is to increase the lending willingness of the investors and to lower the interest costs. The banks accomplish these loans through a tranch structure in which different classes of borrowers dear different risks and acquire different level of returns (Pauley & Kroszner, 2012). This loa n structure operates much similar to the home mortgage loans that existed in the 1980s. At this time, companies that had good credit ratings were allowed to borrow at lower prices while others borrowed from the banks at much higher interest rates. For this reason, CLO gained popularity prior to the financial crisis in 2008. The global financial crisis of 2008 is was the cause for the loss of popularity for the CLOs in the world. A

How Can Resourcing and Development Add Value in the Modern Workplace Essay Example for Free

How Can Resourcing and Development Add Value in the Modern Workplace Essay According to Ann Marie E. McSwain, Assistant Professor at Lincoln University, â€Å"leadership is about capacity: the capacity of leaders to listen and observe, to use their expertise as a starting point to encourage dialogue between all levels of decision-making, to establish processes and transparency in decision-making, to articulate their own value and visions clearly but not impose them. Leadership is about setting and not just reacting to agendas, identifying problems, and initiating change that makes for substantial improvement rather than managing change. In the modern workplace, a good leader can lead the team to success and vice versa. The importance of a good leader in an organization cannot be doubted. However, one of the most challenging issues in the modern workplace is keeping talents. Talents or leaders may leave the organization for better offer or higher rate of pay. If no successor to drive it once the leader or key person leaves, the organization may get into troubles. In order to maintain the morale and loyalty for the other employees, another good, competent with respect of others should be appointed as leader. Other than leaders, junior grading employee should also be prepared to develop their career to some senior positions. This can explain why a career management (include succession plan for experienced staff) is so essential in an organization as a way of people sourcing. Career management is the combination of structured planning and the management choice for one’s own professional career. It is a process for employees to become aware of their interests, values, strengths and weaknesses, to get information about job opportunities within the organization, helps to identify the career goals, establish an action plan to achieve the career goals. Succession plan is a process to identify and develop internal potential employee to fill up the key or critical organizational positions. The main purpose of succession plan is to ensure the availability of competent, capable and experienced employee to prepare to be appointed to those positions when they become vacant. Succession planning meaning that prepare the experienced employees to undertake some key roles, focus on leadership continuity and sharing knowledge, provide a more effective and efficient monitoring and tracking of employees’ proficiency levels and the skill gaps and counter the increasing difficulty of recruiting talents externally. Succession plan is a very important and necessary part of an organization to reduce risk, create a proven leadership model, increase employees’ working morale and help the business to run smooth continuity and expand. Both people sourcing way are aids to develop talent and long-term growth, improve the capabilities and overall performance of workforce, create employee retention, meet the career development requirement of existing employee and improve support to employees throughout their employment. Career management is important in the eye of the organization and the employee. From the organization’s view, the failure to motivate their employees to plan for their career may result in shortage of employees to fill up the vacant, lower the employees’ commitment and inappropriate use of money which allocated for the training and development programs. From the employee’s view, lacking of career management may result in frustration, having a feeling that they are not value in the organization and unable to find some other suitable employment when the job nature changed, no matter due to mergers, acquisitions, restructuring or downsizing. The outcome for a successful career management includes employees’ personal fulfillment, goals achievement and a newly promotional theme in the modern workplace which is work-life balance. Different practices of people sourcing method can be used in different size of an organization. Entrepreneurship, partnership and limited company are some practices of forming an organization. Entrepreneurship means the one who undertakes innovations, finance and business acumen in an effort to transform innovations into economic goods. The most obvious formation of entrepreneurship is to start a new business. Entrepreneurship means that the business is run by an owner which call entrepreneur. Partnership is similar to entrepreneurship other than the organization is managed by at least two or above owners. Limited company means it is an organization which shareholders whose liability is limited by shares. Entrepreneurship is usually some small business and has fewer employees than limited organization which runs large business. If the business runs smooth and expand, entrepreneurship can turn into a limited organization. After choosing the right method of people sourcing within an organization, the organization can benefit from different kinds of advantages. With the right practice of people sourcing method in the right size of organization, the organization will be added value. Add value† can mean contributing directly to organization goals and deliver business objectives. Every organization has its goal and objective because these goals and objective can help the organization to define business and drive itself to success. Since the organization’s goal and objective are uses to lead itself to success, all the policies and procedures should follow its direction, including its employee sourcing way. Thomson, a pioneer in the old print economy, helped to create the electronic age with online system and CD-ROM products. One of the goals of his company, Thomson Corporation, is to become the dominant global e-information and solutions business. In order to make the growth strategy become successful, Thomson has to keep some key employees and motivate some junior employees because he believes that the essence to have employee retention includes creating a satisfying an challenging work environment, maintaining the right fit between the employees and their jobs and making sure that his employees have the right tools to perform their jobs successfully. Another goal of his company is to facilitate employees’ career development. In order to achieve this goal, Thomson had to educate his employees that career opportunities are available within the company and he had made it easier for employees to move within the company. By executing the career development within the company, Thomson had developed an online career center for his employees. The website includes seven hundred to nine hundred jobs listing every month. His employee can go to this website and choose specify preferred locations and full time or part time job. Meanwhile, a personal search agent would notify the employee whenever a new opening related jobs or career interests are posted automatically. The website had been developed to include self assessments so that the employees can decide whether they if they have the required skills. If the employees found that he needs some education or training to quality for a position, the website will link them to some courses. The design of the website is a kind of career management for the employees which can retain and motivate employees. After that, their supervisor will conduct performance appraisal annually to review their performance. As the career management systems start from self assessment, reality check, goal setting and finally the action planning, every employee in Thomson Corporation develop their career through the above steps. Self assessment refers to the use of information by the employees to found out their career interests, values, aptitudes and behavioral tendencies and it usually involves some psychological tests. In Thomson Corporation, employees can identify their occupational and job interests, e. . work in different types of environments and identify the relative value they place on work and the leisure activities through the career centre. Through the self assessment, employees may start to consider where they are in their careers, identify the future plans and assess them to fit in the current job with available resources. Reality check means the information that the employees receive about how their organization evaluates their knowledge and skills which help them to fit into organization’s plan. The said information is given by their supervisor as part of the performance appraisal process which included the performance review and employee’s career interests, strengths and possible development plans. Goal setting mean the process of employees developing short term and long term career objective. The goals usually relate to desired positions, level of skill application, work setting or skill acquisition. Employees in Thomson Corporation may have chance to achieve skill acquisition through specify training. Besides, development plan may be written out after the performance appraisal. The development plans include the descriptions of strengths and weakness, career goals and development plans for reaching the career goals. Action planning means how the employees determine their way to achieve short term or long term goals. An action plan usually involves in enrolling to some training courses, conducting information interviews or applying for a vacant within the organization. The information in the website is useful for ensuring the employees’ abilities, skills and nterests matches their jobs. If there is a mismatch, the website will provide some related training information and courses details for them to develop their skills. Other than the employee can benefit from such activities, the organization will benefit from the systems too. Firstly, it can reach a large number of potential job seekers after they post a vacant. Secondly, the website had provided detailed accessible information about the jobs which can facilitates employees’ development. Employees will then aware of what knowledge and skills are needed for the job. Thirdly, the system encourages employees responsible for an active role in the career management. This is congruent with a psychological contract and protean career. Career management is uses for junior grading employees and succession planning is designed for experienced or senior employees. Career management is usually applied to some small entrepreneurship and succession planning is applying to some large size limited companies. As large companies usually divided into few sections and each section will be managed by a line manager, an effective succession plan should be used. Motorola, Inc is an electronic and wireless communications company. In 1991, Motorola restructure itself and set out some new objectives and goals. Meanwhile, Motorola had promoted a succession plan named Organization and Management Development Review (OMDR). The objective would be diversity and sought to accelerate the advancement of women and minorities within the organization. The company goal which is within ten years the number of women and minorities at all levels of management should be representative of the number of women and minorities in the available talent pool. They also made a commitment that every year that at least three women and minorities would be appointed as vice-president among the twenty to forty people. In OMDR, the process of identifying the high potentials would be requires each section to submit a list of candidates in four categories: white men, women, minorities and technical staff. The succession plans are prepared for each high potential and their progress within the organization is being tracked. If the high potential leave or fall out of the list in the future, their supervisor must explain why this would happen. In order to counter the erception that most of the women and minorities are still in the feeder pool, a replacement chart had identifies some key positions and three people who could fill each one was developed. The first priority would be an immediate successor. The second priority would be a person who should success the incumbent if the organization had three to five years to prepare. The third priority would be the most qualified woman or minority candidate at that time, in addition to any women or minorities had already on the first two priorities. Women and minorities must be included even needs to hire externally. Besides the replacement chart, there are some other key elements of the program such as career planning. All individuals would receive a guidance to set out the career goals and develop some strategies to achieve them. The guidance of the program is give by managers through some informal mentoring and through the organization’s women’s leadership conference. In this case, Motorola had show the linkage between the succession planning initiative and the organization’s business goals which emphasis was placed on the business success that can flow from having a socially diverse workforce. Since Motorola sees diversity as a business initiative and not only human resources department but all line managers are responsible for the program’s implementation. Senior managers are required to keep tracking of the representation of women and minorities in their units. The succession planning is then effective because of the cooperation of all employees. Effective career management and succession plan can drive small size company or large size company to success through adding value to it. It can help the employers and employees to fulfill the company objectives and goals. In order to make the plan effective in the company, the below ten points should be noted. First, the organization must define the targets and goals clearly. It should set a time frame and numbers creates impetus for action. Without a clear direction, employee may not know what or how they should do to go for success. When the employee knows the company objective and goal and the time frame, they can set out their own career development plan. Second, the organization should define the details and meaning of the succession plan to include the widest talent pool. Succession plan is not yet common in modern workplace. High potential will be attracted to work in those companies with succession plan in order to get higher achievement. Third, the organization should inform the employee about the succession plan and to let them know that they should be ready all the times. It is because when they are on the radar, they will ask more questions about their development and it is harder for them to be lost within the organization. Fourth, the organization should implement the career management careful and have strategic planning for targeted individuals’ career development. Since being identified is not enough, the organization should consider the potential benefits of encourage informal mentoring. Fifth, the organization should ensure there is strong leadership and commitment from senior management. This is because initial and ongoing personal involvement of the director is an important criterion to lead the plan to success. Sixth, the career management and succession plan must be integrate into the business objective and positioned as a response to the business need. A clear linkage between the business goal and the desired results of the career management will help to gain commitment from the organization and employee. Career management must be success when it portrayed as a core issue. Seventh, the organization should make all the line managers accountable for the success of the initiative. Since the career management is a business initiative, all employees should be responsible and accountable for its delivery, especially the line managers. Eighth, the organization should encourage the employees to take an active role in the career management. The organization should let the employee know that the career management is a tool to help them to get higher achievement which is benefiting them. Ninth, the evaluation should be an on-going one which uses to get improvement. Tenth, career management should be linked to other human resources practices such as performance management, training and recruiting systems. The organization may evaluate the career management through several outcomes. First, the reactions of the managers and the employees who use the career management can be determined through some surveys. Second, some more information with objective related to the results of the career management system can be tracked such as the time needs to fill up a vacant, the percentage of usage of the system. Talent management is a new direction in the modern workplace. Career management and succession plan can help both the small size organization and large size organization to add value through contributing directly to organization objective and goal. In order to success, all organization should focus on the career development of employee more than business since employees are the most valuable assets within an organization

To Kill a Mockingbird by Harper Lee - jem scout and dills childhood :: To Kill a Mockingbird Essays

To Kill A Mockingbird. The characters Dill, Scout, and Jem in the book â€Å" To Kill A Mockingbird† by Harper Lee live a somewhat diverse childhood as they become aware of the prejudice in their hometown Maycomb and â€Å"learn to climb into other people’s skin and walk around in it†. In the story the children behave as a child would at their time, but their childhood evolves from playful innocence to realizing the pressures of living in a timeframe where prejudice is all around them. Scout, a 6-year-old tom boy, Jem, Scout’s older brother, and Dill a friend, ignore the prejudice issues currently happening in Maycomb until Scout‘s father, Atticus, is assigned to defend Tom Robinson, a black man accused of raping a white woman. Before this incident the children grow unaware of Atticus’ role as their father and his role in the community. Even as Miss Maudie supports Atticus and tells Scout that â€Å"Atticus is someone who does other people‘s unpleasant jobs for them,† the children are not conscious of their own prejudist ways towards Boo Radley, a â€Å"malevolent phantom† that went outside at night when the moon was down, and peeped in windows and when people’s azaleas froze in a cold snap, it was because he breathed on them. At a point Dill is attracted by this monster to the degree where his curiosity cannot be satisfied and spreads among Scout and Jem. As the children grow up, their view of the world around them is changed by the events that occur in Maycomb. Scout is teased at school because her father is defending a black person. Children at school call Atticus a â€Å"nigger-lover†. Scout does not think twice before beating anybody up and standing up for her father until Atticus asks Scout to ignore all the gossip about them and to â€Å"stop beating up kids at school.† Scout decides to listen to Atticus because Atticus rarely ever asked anything from them. This is when Scout starts to learn how to be a lady and Jem grows up to be a man. Aunt Alexandra’s stay with the Finch’s influences Scout and Jem to be well behaved people of their own fine breeding and higher social status. Jem and Scout suffer a traumatic event that could have ended both of their lives. They were attacked by Bob Ewell, but were saved by Boo Radley when Boo killed Bob and carried Jem to the Finch house because Jem was unconscious and had a broken arm.

Assisted Suicide-Rebuttal

Rebuttal: Physician Assisted Suicide Rebuttal: Physician Assisted Suicide Assisted suicide has been a controversial topic since long before this past election. Physician assisted suicide (PAS) is when a physician gives a patient, usually terminally ill, the means to end their life by self-administered lethal injection or an overdose of drugs (Marker). PAS should not be confused with euthanasia, which is when a person other than the patient causes the death. Ben Mattlin’s article, â€Å"Suicide by Choice?Not So Fast,† argues that the Massachusetts measure to make physician assisted suicide legal in cases for those who have six months or less to live, should not be supported. Mattlin contends that passing the â€Å"right to die,† will lead to abuse and coercion of patients that feel forced to end their lives (Mattlin, 2012). Mattlin’s article cites that in Oregon, Washington, and Montana, where physician assisted suicides have been made legal, there has been scant evidence of abuse and in Massachusetts alone there were over 200,000 cases of elder abuse in 2010 (Mattlin, 2012).He uses two seemingly similar points to support his own rationalization and applies a scare tactic to substitute fear for reason (Moore, 2009). Mattlin bases his claim on comparing the abuse of physician assisted death in other states to elder abuse in Massachusetts, committing a rhetorical analogy. This is also an example of the slippery slope fallacy (Moore, 2009). Since elderly abuse is already so prominent, â€Å"how will assisted suicide be abused if it becomes legal? † While the context of abuse is similar, Mattlin states nothing to support that elder abuse leads to assisted death abuse but implies that PAS abuse will rise if legalized.The Massachusetts measure would apply to those having terminal illnesses with six month or less to live, however, Mattlin uses his own experience as a sufferer of disbilitating spinal muscular atrophy to argue his opini on. This is an example of the straw man fallacy (Moore, 2009) because Mattlin’s initial prognosis of not living past the age of two (Mattlin, 2012), is a misinterpretaton of legalizing PAS for terminally ill patients with less than six month to live. In the article, it is evident that Mattlin concedes his situation is atypical, but he uses his anomoly to support the validity of his point.Now nearly 50 years old, a husband and father with a career, Mattlin points out that doctors’ needs to render judgement and opinion is a source of coercion that limits patients’ alternatives to continue living. He argues that if not for his family’s support for continued medical intervention to keep him alive, his seeming diagnosis and prognosis left doctors questioning whether to extend his life. To have survived his affliction for this long and been able to have a fulfilling life does not make him an authority on the options for those suffering from terminal illnesses.U sing his own illness as a credible source is an appeal to authority even though he is not a medical expert nor has he claimed any other reputable sources for his opinion other than experience. Mattlin leads the reader to conclude that physican assisted suicide is not really a voluntary, free choice, decision made by the patient to end their pain and suffering, but a limited decision that does not take into account depression and coercion. He makes emotional arguments on why the right to die should not be legalized, but the opinions are not based on reliable, credible, or valid data to logically support his argument.

Jumping Rope in Physical Education Settings Essay

This article by Susan B. Nye was written to educate all students that jumping rope is an activity that can be fun and enjoyable. The overall layout of this article I thought was well constructed. The article begins with background information about jumping rope and why it is important to incorporate jumping rope in the classroom as well as why it is considered a lifelong physical activity. Then the article shifts toward the basics of jump roping which is laid out in an easy to follow guideline. Moving on, the article shifts to the safety procedure that comes with jumping rope. Then lastly, the article shifts to more advanced jump roping activities that can be played that are fun for all students once each student has shown that they understand the basics and the Ready-Set-Jump protocol. The safety procedure that this article focuses on is described by Susan B. Nye in a three step process called the â€Å"Ready-Set-Jump† protocol. The author did a great job when writing this article so that either a public or private schools can understand and incorporate jumping rope into the classroom. The article states that jumping rope is an inexpensive way to engage students in a lifelong physical activity. After reading that I was shocked to believe that jumping rope was considered a lifelong physical activity. I also did not know that according to this article that depending on the students jumping pace, an individual can burn an estimated 11 calories per minute. Along with burning calories I did not realize that there are different various types of rope: beaded, speed & long handled ropes that were mentioned in this article. The beaded jump ropes are designed for beginning learners because they have a slower rotation rate. They are also better jump ropes for rougher surfaces. Speed jump ropes are inexpensive which can be fit into even the smallest school budgets. The benefits of the speed ropes are that they turn easier and can be easily adjusted to fit all students. The long handled jump ropes are great for beginning to perform tricks such as the criss-cross. The one aspect of the article I really did enjoy reading was the explanation of the safety procedures that are associated with jumping rope. The article describes the safety procedure for jumping rope as a â€Å"ready-set-jump† protocol. The goal of the â€Å"Ready-Set-Jump† is for students to utilize this protocol outside of class to remain safe and have fun. The ready stage in the safety protocol reminds students to fit their own jump rope and to correctly hold the jump rope. Holding the handle by your thumb and index finger is the proper way to hold the jump rope. Correctly measuring the jump rope is another key component to the safety protocol for jumping rope. I did not know this but there are three different measurements: standard, chest and lower rib cage when measuring for the correct jump rope length. The standard measurement is for the beginning learners; the shorter the rope the faster the revolutions per second. The second stage in the safety protocol is called â€Å"set†. In this stage students reinforce self space. The proper self space when jumping rope is two feet above your head, three feet on each side of your body and five feet in front and behind of the individual. The last stage of the safety protocol is simple it allows the students to know that it is time to jump rope and have fun. Jumping rope is considered being a high impact activity that requires coordination, balance and endurance. Jumping rope may be hard for younger students simply because it requires two skills: rope turning and jumping. The most effective way to implement jumping rope in your classroom is to teach it as a station or an instant activity but for short amounts of time no more than three to five minutes long. In conclusion, I totally agree with this article that if implemented properly in the classroom, jumping rope can be a high impact and inexpensive way to engage students in a lifelong physical activity. The author of this article did a great job with the overall organization of the information because it was in an easy to follow format for anyone to read. I can honestly say after reading this article I have a greater knowledge of how effective incorporating jumping rope can be in the classroom for all students.

Free Essays on Mallrats

Mallrats â€Å"Mallrats† is a film which appeared on the scene in . The film was directed by Kevin Smith, the director of such comic masterpieces as â€Å"Clerks†, â€Å"Chasing Amy†, â€Å"Dogma†, and the most recent, â€Å"Jay and Silent Bob Strike Back†. The movie stars Jason Lee, Jeremy London, Shannen Doherty, Claire Forlani, Michael Rooker, Ben Affleck, Renee Humphrey, and Ethan Suplee. Kevin Smith makes his usual appearance as Silent Bob, and Jason Mewes returns as pothead Jay. The plot is basically this: twentysomethings T.S. (London) and Brodie (Lee) have just been broken up with by their girlfriends. T.S. has planned a trip for months to Florida, but his girlfriend Brandi (Forlani) has other ideas†¦ She is to appear on a local game show produced by her father, (who hates T.S. with a passion) Mr. Svenning (Michael Rooker). The show is to be broadcast live from the mall. Brodie, on the other hand, gets dumped by his girlfriend Rene (Doherty) because she is tired of Brodie’s obsession with comic books and video games and lack of affection. T.S. and Brodie decide to go to the mall because Brodie wants to get comic books and T.S. wants revenge. Though the film was set in New Jersey, the majority of the action was shot at a mall in Eden Prairie, Minnesota. Once T.S. and Brodie get to the mall, they stumble upon an array of strange, hilarious characters. The first person they meet up with is Willem (Suplee), who is obsessed with seeing the hidden picture in a Magic Eye print. He literally spends the entire day at the mall staring at one picture, hoping to see a sailboat. The next person they come upon is Shannon (Affleck), a stuck-up bastard who works at a store called â€Å"The Fashionable Male†. Shannon ends up stealing Rene from Brodie as the movie progresses. The next person they come upon is Trisha (Humphrey), who is a fifteen-year-old genius. She is in the process of writing a book about male sexual patterns... Free Essays on Mallrats Free Essays on Mallrats Mallrats â€Å"Mallrats† is a film which appeared on the scene in . The film was directed by Kevin Smith, the director of such comic masterpieces as â€Å"Clerks†, â€Å"Chasing Amy†, â€Å"Dogma†, and the most recent, â€Å"Jay and Silent Bob Strike Back†. The movie stars Jason Lee, Jeremy London, Shannen Doherty, Claire Forlani, Michael Rooker, Ben Affleck, Renee Humphrey, and Ethan Suplee. Kevin Smith makes his usual appearance as Silent Bob, and Jason Mewes returns as pothead Jay. The plot is basically this: twentysomethings T.S. (London) and Brodie (Lee) have just been broken up with by their girlfriends. T.S. has planned a trip for months to Florida, but his girlfriend Brandi (Forlani) has other ideas†¦ She is to appear on a local game show produced by her father, (who hates T.S. with a passion) Mr. Svenning (Michael Rooker). The show is to be broadcast live from the mall. Brodie, on the other hand, gets dumped by his girlfriend Rene (Doherty) because she is tired of Brodie’s obsession with comic books and video games and lack of affection. T.S. and Brodie decide to go to the mall because Brodie wants to get comic books and T.S. wants revenge. Though the film was set in New Jersey, the majority of the action was shot at a mall in Eden Prairie, Minnesota. Once T.S. and Brodie get to the mall, they stumble upon an array of strange, hilarious characters. The first person they meet up with is Willem (Suplee), who is obsessed with seeing the hidden picture in a Magic Eye print. He literally spends the entire day at the mall staring at one picture, hoping to see a sailboat. The next person they come upon is Shannon (Affleck), a stuck-up bastard who works at a store called â€Å"The Fashionable Male†. Shannon ends up stealing Rene from Brodie as the movie progresses. The next person they come upon is Trisha (Humphrey), who is a fifteen-year-old genius. She is in the process of writing a book about male sexual patterns...

A Guide to Spanishs Future Tense

A Guide to Spanishs Future Tense The conjugation of the future indicative tense in Spanish is easiest of all the conjugations. It is the same for all three types of verbs (-ar, -er and -ir), and the ending is attached to the infinitive instead of a verb stem. Furthermore, there are few verbs that are irregular in the future tense, and those that are are still recognizable. Future Tense Conjugation The following list shows the future tense endings using the example of hablar(to speak). The endings are in boldface: yo hablarà © (I will speak)tà º hablars (you will speak)à ©l, ella, usted hablar (he, she, you will speak)nosotros, nosotras hablaremos (we will speak)vosotros, vosotras hablarà ©is (you will speak)ellos, ellas, ustedes hablarn (they, you will speak) Note how the same conjugation is used for an -ir verb: yo dormirà © (I will sleep)tà º dormirs (you will sleep)à ©l, ella, usted dormir (he, she, you will sleep)nosotros, nosotras dormiremos (we will sleep)vosotros, vosotras dormirà ©is (you will sleep)ellos, ellas, ustedes dormirn (they, you will sleep) Most of the verbs that are irregular in the future tense modify the stem but leave the endings the same as above. For example, the future tense conjugation of decir is dirà ©, dirs, dir, diremos, dirà ©is, dirn. There arent a lot of verbs that are irregular in the future, as even some verbs that are highly irregular (such as ir and ser) stay regular for the future tense. Among the most common irregular verbs and the stems used are caber (cabr-), haber (habr-), hacer (har-), poner (pondr-), poder (podr-), salir (saldr-), tener (tendr-), valer (valdr-) and venir (vendr-). Uses of the Future Tense While the conjugation (except for the few irregular verbs) is easy, what can be confusing is the uses of the future tense. As its name implies, the future tense is often used in discussing things that will happen. As in the above examples, the future tense frequently becomes the equivalent of the English will followed by the verb. ​Tendrà © tres hijos, I will have three children. Nadar maà ±ana, she will swim tomorrow. The future tense of Spanish also has two other common uses: The suppositional future - The future tense can be used to indicate likelihood or probability in the present. The translation will depend on the context; in question form, it can indicate uncertainty. Sern las nueve, its probably 9 oclock. Tendrs hambre, you must be hungry.  ¿Quà © horas sern? I wonder what time it is. Estar enferma, shes most likely sick. Emphatic command - As in English, the future tense can be used to indicate an intense demand. Comers la espinaca, you WILL eat the spinach. Saldrs a las nueve, you WILL leave at 9.

Organizational Change and Development Essay Example | Topics and Well Written Essays - 1000 words

Organizational Change and Development - Essay Example Argument The proposed research builds on the assumption that organizational change is the concept with no clear boundaries and draws on a number of traditions and social science disciplines (Hughes 2006). The complexity of the organizational change phenomenon justifies the presence of multiple change management perspectives. Interpretation of the issue That organizational change is interpreted in a number of ways is a well-known fact. Much has been written and said about the various perspectives on organizational change and change management. The organizational change process is extremely complex. Generally, organizations apply to change, with the goal to transform and, consequentially, adapt to environmental changes (Stacey 1995). Organizational change is always rational and intentional (Stacey 1995). Most organization theories explain and confirm the variability of organizational characteristics (Hannan & Freeman 1994). The multitude of organizational change perspectives can be int erpreted from a number of viewpoints. The causes and anticipated consequences of organizational change greatly affect organization attitudes to change. Environmental variables and the disciplines on which organizational change frameworks build matter a lot. The issue in question should be interpreted through the prism of the organizations’ values, missions, and performance principles. ...II. Organizational change perspectives – a view from the bottom: identifying the causes and drivers of organizational change. III. The process of organizational change – how and why different organizations implement change. IV. Organizational change resources – different perspectives on organizational change as a reflection of resource availabilities and constraints. V. Organizational change and outcomes – why organizations introduce change and what they seek to achieve. The proposed research assumes that the complexity of the organizational change phenomenon and p rimarily responsible for the multitude of perspectives on change in organizations. This is why each and every aspect of organizational change, from causes to anticipated consequences, should be considered. First, the essence and implications of the organizational change phenomenon should be clarified. Second, different perspectives on the causes and drivers of organizational change will need to be explained, followed by the analysis of the organizational change processes and anticipated outcomes. In many instances, the multiple theories of change reflect the diversity of modes and ways to shape our understanding of the world (Grieves 2010). Grieves (2010) lists several important perspectives on organizational change: structural-functional, multiple constituencies, organizational development perspective, and critical theory of change. The proposed essay will rely on these and other perspectives, to produce a coherent vision of the organizational reality.