The higher the resistance Essay Example for Free

The higher the resistance Essay Aim To see if the length of wire will affect the resistance Factors I will be changing the length of the wire Prediction I predict that the longer the wire the higher the resistance Fair test To make my experiment a fair test I will: iKeep the voltage and amps the same   Keep the equipment in the same position i Keep the thickness of the wire the same i Use the same wire Apparatus The apparatus I will be using are: i Lab pack Ammeter i Voltmeter i Crocodile clips i 1 Metre nichrome wire . Metre ruler i Switch Youre Experiment 1. Place all apparatus onto a table 2. Place apparatus as: Battery then switch then ammeter then wire then place voltmeter parallel to the wire 3. Put one crocodile clip at one end of the nichrome wire and the second 10cm away 4. Read and record the results from voltmeter and ammeter onto a table 5. Keep everything the same (voltmeter and wire) 6. Move the second crocodile clip another 10cm away from the first one 7. Record the result of the voltmeter and the ammeter on the table. 8. Repeat this four more times at 30cm, 40cm, 50cm and 60cm and record the results Diagram Safety Connect all the apparatus correctly make sure that everything works and nothing is faulty. Results First Results Length(cm) Current (A) Voltage (V) Resistance (ohms) 10 3. 29 verage Resistance Length of wire (cm) Average Resistance (ohms) 1Conclusion I found out that the longer the nichrome wire the longer the resistance. Evaluation Erin Brennan 10CAH 09/05/2007 Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Electricity and Magnetism section.

Coca Cola Consists Of Their Company And Bottling Partners Commerce Essay

Coca Cola Consists Of Their Company And Bottling Partners Commerce Essay The Coca-Cola system has more than 16 million customers around the world that sell or serve their products directly to consumers. They keenly focus on enhancing value for the customers and helping them grow their beverage business. They strive to understand each customers business and needs, whether that customer is a sophisticated retailer in a developed market or an owner in an emerging market. HISTORY Coca-Cola was invented in May 1886 by Dr. John S. Pemberton in Atlanta, Georgia. The pharmacist concocted caramel colored syrup in a three legged brass kettle in his backyard. He first distributed Coca-Cola by carrying it in a jug down the street to Jacobs pharmacy. For five cents consumers could enjoy a glass of Coca-Cola at the soda fountain. Dr. Pembertons partner and book keeper, Frank M Robinson, suggested the name Coca-Cola in the unique following script that is famous worldwide today. MISSION STATEMENT The mission statement should be a clear and succinct representation of the enterprises purpose for existence. It should incorporate socially meaningful and measurable criteria addressing concepts such as the moral/ethical position of the enterprise, public image, the target market, products/services, the geographic domain and expectations of growth and profitability. http://www.businessplans.org/Mission.html Coca-Cola Company is the worlds largest seller of liquid, non alcoholic refreshment. Their mission is to maximize state owner value over time. In order to achieve this primary objective of delivering superior investments return to shareowners through consistent increase in sales volume and creating value for all constituents they serve, including their consumers, customers, bottlers and their communities. The Coca-Cola Company creates value by executing a comprehensive business strategy by six key beliefs: Consumer demand drives everything they do. Brand Coca-Cola is the core of their business. They serve consumers a broad selection of the non-alcoholic ready-to-drink beverages throughout the day. They will be the best marketers in the world. They will think and act locally. They will lead as a model corporate citizen. The ultimate objectives of our business strategy are to increase volume, expand their share of worldwide non-alcoholic ready-to-drink beverage sale, maximize their long term cash flows and create economic value added by improving economic profit. They are nearly six billion people in the world who are potential consumers of their Companys products. Ultimately, their success in achieving their mission depends on their ability to add value for their customers. They achieve this when they Place the right products in the right markets at the right time. CULTURE AND ENVIRONMENT Most of the time effective selection is made, for this purpose employee is recruited either on reference basis or through interview, which is followed by background checks to make sure that he is not involved in criminal activities and have good reputation so that he should not create annoyance and problems for the company. The core values of Cokes culture are honesty, integrity, diversity, quality, respect, responsibility and accountability. Coca-Cola employees are oriented properly so that employee should be well aware of the mission of the company and give their best performance in order to let the company achieve its goals. They are made aware of all sorts of companies policies and procedures. . Coca-Cola culture is based on the following: Respect our people Integrity Open communication Committed to winning PLANNING Without a strategy the organization is like a ship without a rudder, going around in circles. Its like a tramp that has no place to go to. Strategic planning, formulation and implementation are core management functions. Although strategic management has been in existence for only a few years its implications have been firmly and strongly rooted in organizations that want to stand in good stead. Among all the varied things that managers have to deal with and act upon, few affect an organizations performance more lastingly than do the task of charting an organizations future course, figuring out the what strategic moves and approaches to undertake, and then orchestrating execution of the chosen strategy as close to perfection as is managerially possible. One of the factors in determining whether the organization performs up to its potential or not is the extent to which the management team performs the strategic goals. Indeed Good strategy and good implementation are the most trustworthy proof of good management Strategy is a very broad term which commonly describes any thinking that looks at the bigger picture. Successful companies are those that focus their efforts strategically. To meet and exceed customer satisfaction, the business team needs to follow an overall organizational strategy. A successful strategy adds value for the targeted customers over the long run by consistently meeting their needs better than the competition does. A strategic plan, then, is the bridge to the future, which an organization uses to lead from what it is to what it envisions it can become. THE CORPORATE OBJECTIVES Coca-Cola vision statement: We will become the best and the biggest anchor bottler in the world COCA COLA has a very flat hierarchy, consisting of just three layers. Thus, the top management handles most of the goals setting and planning activities. The objectives of this company can be classified as: STRATEGIC GOALS: The overall goal of an organization in terms of its market position in the medium or long-term. A strategic goal forms part of an organizations corporate strategy, and should act as a motivating force as well as a measure of performance and achievement for those working in an organization. The strategic goals are considered when company is thinking of the long-term objectives but at coca cola strategic objectives and goals are set up for three years. These strategic goals are decide by the top management .However, they are reviewed every year in the annual meeting to make sure that they are in line with the changing environment. They are: To continue to be an organization providing the quality products to the valuable customers. To select and retain the professional people for the organization. To project an outstanding corporate image. To satisfy the customer through extra ordinary service and an excellent service along with the complete tactical and operational support. TACTICAL GOALS: The top management of the company on an annual basis devises these goals together with the consultation of the lower level employees. Then each departmental director is given these annual tasks that then subdivide it on the quarterly or monthly basis to have a proper check to ensure that these objectives are achieved, mainly through marketing, is the job of the director of each division. For this year, these goals are: To increase the revenues by 20% as compared to last year. To increase the total retail customers by around 10%. To increase the market share by 5%. To reactivate the discontinued customers by 30%. OPERATIONAL GOALS: Operational goals are decided by the top management in consultation with the lower level employees. They are following the concept of management by objectives (MBO). Each employee is assigned its goals and is told what is expected of him and then he is evaluated on the basis of certain rules and regulations followed evenly by the company. For example: a sales man is given following tasks, duties and certain targets: Each salesman has to oversee around 100-125 outlets. The frequency of visits to each outlet depends upon the sales of that particular outlet. Normally, a salesman has to visit a single outlet thrice a week i.e. every alternate day. This means that a salesman visits at least 20-30 outlets per day. The salesman has three basic functions to perform. To find new customers, To retain existing ones, To bring back the discontinued accounts. Each salesman has to bring in at least three new accounts every month. These may either be new customers or the reactivation of the discontinued accounts. Sales manager is made responsible for the performance and achievement of operational goals and is assigned to set certain milestones for the salesman so as to give him proper feedback, which definitely helps the salesman achievement of the above-mentioned goals. DECISION-MAKING Competing in the market place is like a war. You have injuries and casualties, and the best strategy wins. Purposeful selection from among a set of alternatives in light of a given objective. Decision-making is not a separate function of management. In fact, decision-making is intertwined with the other functions, such as Planning, Coordinating, and Controlling. The decision-making process in COCA COLA is centralized. The model used is classical, whereby the top management takes their time while making decisions and explore and evaluate all the possible alternatives before choosing the rationally economic and feasible solution. Programmed decisions are made only by the top management with no consultation what so ever with the line managers while the daily and routine decisions are made by the line managers at the middle level with the prior permission or approval from the general manager. Decisions, which are normally taken at the top management, are related to The package positioning Trade discounts Advertisements Price reductions Distribution While recruiting new employees, we, the top management approves the vacancies and asks the Human Capital Department to conduct the written test and this test normally is conducted for the employees at the lower level. Then prospective applicants are short listed through the interview process. Then the Business and operations manager or general manager personally interviews the employees and then makes the final decision about the selection himself. Hence, the decisions are made on the basis of the inputs provided by the lower level employees and the managers at the middle management level. Top management asks for the suggestions and ideas of his subordinates and then takes the final decision himself. However, the remaining decisions, which are mainly related to the daily operations, are made by the respective managers who are eventually made responsible for the results. The management is very much cooperative and encourage its employees to come up with new ideas related to their duties and the work they do so as to increase the overall efficiency of the organization and eventually increasing the profits. TEAM BUILDING WORK TEAMS Employees especially in the production, sales and marketing department in Coca-Cola work in teams to achieve their goals. CLARIFY RESPONSIBILITY Coca-Cola has very organized HR department and all major disciplinary actions are taken by it. Supervisors usually given oral warnings and written notices are issued by human resource department. DEFINING PERFORMANCE EXPECTATIONS Employees responsibilities are mentioned in the Job Description and the kind of work expected by them is communicated clearly through appointment letter and by orienting them properly. COMMUNICATE DISCIPLINARY POLICIES, PROCEDURES AND RULES Coca-Cola appointment letter gives all the details of the disciplinary policies and rules. Employee is expected to sign that letter before he joins the organization. Company tells all its employees before hand that if they would violate companys rules and regulations and would engage in any kind of misconduct, immediate disciplinary action would be taken and that this may cause in termination of their services. COLLECT PERFORMANCE DATA In order to start discipline action, company requires proof by the supervisor who thinks that disciplinary action should be taken against some person. For example, if the person has the habit of coming late, then the supervisor is required to give dates on which he arrived late and the time. Usually company verifies the cases of misconduct from various sources and makes sure that the information is correct. ADMINISTERING CORRECTIVE COUNSELING Coca-Cola considers all its employees valuable, if somebody is unable to perform well problems in the meetings that are specially called to administer Corrective Counseling. During these meetings he can give reasons of his bad performance KEY PERFORMANCE INDICATORS: The key Performance indictors are as follows 1. FINANCIALS/PROFITABILITY Coke pays special attention to the financials as important performance indicator. Coke controls the amount of money being paid out. All bills are reviewed to determine how much is being disbursed and for what purpose. Managerial efficiency is gauged by the financials and profitability of the plants as well as corporate office. 2. QUALITY INDEX Coke follows quality index to maintain quality standards and this is the performance indictor which is strictly adhered to. An independent body is invited to check the quality of the products being manufactured. A market team is brought in and a 95% to 98 % of quality indicates good quality. SALES MONITORING Coke regularly checks as how sales are responding to marketing and promotional efforts. Through these performance indictors Coke measures how an individual or a team is performing. Coke emphasizes that performance indictors play an important role in determining the efficiency of any individual/team. NON-BUREAUCRATIC, OPEN DOOR POLICY The structure is non-bureaucratic and any employee can approach anyone from high level of hierarchy and present his problem or suggestion. This phenomenon is known as the Open door policy. Coke also encourages its key employees to take on important decisions as they feel necessary for the working of their own departments. Job Description A job is a collection of tasks and responsibilities that an employee is responsible to conduct. Jobs have titles. A task is a typically defined as a unit of work, that is, a set of activities needed to produce some result, e.g., vacuuming a carpet, writing a memo, sorting the mail, etc. Complex positions in the organization may include a large number of tasks, which are sometimes referred to as functions. Job descriptions are lists of the general tasks, or functions, and responsibilities of a position. Coke has a very good policy as regards to job description. When a job is advertised it is properly described so that applicants know what the job requirements are. The advertisements properly lay out these descriptions. Applicants selected are those who fulfill the criteria of the given job description. Coke is very cautious when making job descriptions as it wants to induct only those people who are required by the company. Job description is prepared by HR managers and proper care is taken while defining the description of each job so that later when a person is inducted he properly fits the job requirements. MOTIVATION If you want to make things happen the ability to motivate yourself and others is a crucial skill. At work, home, and everywhere in between, people use motivation to get results. Motivation requires a delicate balance of communication, structure, and incentives. When an employee inducts in Coke, he is joining Coke: The Company meaning that it gives him recognition as he is working for a huge multi-billion corporation with huge profit turnover. Associated with Coke not only gives him career break but also excellent learning opportunities. So he becomes more marketable as an employee and thus this is a great motivating factor for him. COKES CULTURE ENVIRONMENT The culture and environmental setup of Coke is also very friendly and as already explained Coke has open door policy as a part of its culture. This culture is also very motivating for employees and thus leads to their higher productivity and they give out their best to their jobs. PARTICIPATIVE MANAGEMENT When Employee feels that he is given adequate authority and responsibility in making key decisions of the organization he feels an important part of the organization. He feels he has a role to play in the organization and feels a part of the bigger picture. His suggestions are valued and efforts are acknowledged. Thus all these factors lead to high motivation in employees. WELL PAY AND FRINGE BENEFITS Coke employees are offered excellent pay scales and job related benefits. The pay and the benefits match their job requirements and their pay scale is also very competitive as compared to other companies. Thus, this is an important factor in motivating employees. JOB PROMOTIONS Each and every employee is given a fair chance to progress in his job. Job promotions based on their performance appraisals are a part of Cokes policy in motivating employees. PAY RAISES, INCENTIVES AND COMMISSIONS Coke employees are given pay raises, incentives and commissions as per their performance, their goal achievement and if they out perform their jobs. All these factors lead to high motivation in Coke employees. CONFLICT RESOLUTION Conflict resolution is part of daily routine in Coke. The conflict could be labor related as well as management related. The labor related matters are dealt by engaging a legal consultant whereas management resolves its own conflicts by sitting down and discussing the problem at hand thoroughly. The management related problems are not turned into open arguments and matters are not made personal, rather they are dealt professionally. The labor related matters are also dealt very professionally. Services of Legal Counsel are engaged in order to resolve matters relating to employees as well as labor as per government regulations. Negotiations are also a part of conflict resolution process. Peaceful resolutions are preferred over heated resolutions of conflicts. Following roles are involved in conflict resolutions: Mediators: Coke utilizes the service of mediators as per the conflict requirements. Consultants: Consultants play an important role in Coke in conflict related matters. Coke engages these consultants so that the conflicts that arise are skillfully managed through communication and analysis. Compensation Plans Group Life Insurance Coca-Cola secures its employees through group life insurance incase of death/disability of any employee. Free Sampling Coca-Cola provides its employees with free samples of its beverages on different festivals etc. Volunteer Separation Scheme(Golden Handshake) Incase of restructuring, if the employees need to be laid-off then Coke gives volunteer separation scheme (golden handshake) with extra benefits over and above their legal dues. Gratuity/Provident Fund Coke gives its employees gratuity/provident fund. Employee Old-Age Benefits When an employee retires, those employees who are secured through employee old-age benefits institution under the current law, 6 % is contributed by the Coke and 1 % is deducted from the employees pay. Performance Development Programs Coke provides its employees with performance development programs. Annual Performance Incentive Plan Monetary awards are given to employees if they perform well and this is done through Cokes annual performance incentive plan. Workers Participation Funds The company maintains workers participation funds so as to share its 5 percent of its profit with its employees. 9. Medical/Hospitalization Coca Cola reimburses its employees medical/health insurance. PERFORMANCE APPRAISAL Performance appraisal is an important part of performance management. In itself it is not performance management, but it is one of the range of tools that can be used to manage performance. http://www.cipd.co.uk/subjects/perfmangmt/appfdbck/perfapp.htm Reviewing Planning Tracking Reflection The Performance Management System End of Cycle Review Continuous progress and development Key Result Areas Objectives Competencies Development Plan Reaching Agreement Tracking Feedback Coaching Mid-year Review wikipedia.org/wiki/Total_quality_management Method Coca-Cola uses Management by Objectives (MBO) method; evaluator is given five to seven areas on which he has to assess the employee. Evaluator is supposed to rate an employee on the job related objectives and he is also supposed to give tracking sources. This part is known as THE WHATS. Evaluator also rates an employee on the key competencies required by the job and critical to the objectives, this part is known as THE HOWS. Evaluator also mentions competencies required for development and development goals. It also focuses on the time frame in which the developmental activities would be implemented and the way these developed competencies /skills/knowledge would be used in achieving performance objectives, this is known as Development Plan. PERFORMANCE RATING There are five areas on which employees are rated: 1. Consistently Exceeds-CE Performance Objectives/ WHATS Employee, whose contribution exceeds the stated objectives in terms of quality and timeliness and performs beyond the scope of the current role/department which benefits the company in a significant way. Competencies Skills and Knowledge/ HOWS Demonstrates well-developed expertise to get outstanding results and consistently role models the above behavior and also coaches others. 2. Meets and Exceeds-ME Performance Objectives/ WHATS Employees who consistently meet the objectives and frequently exceeds objective and adds value beyond the scope of the current role, often benefit Division/Department. Competencies Skills and Knowledge/ HOWS An employee frequently demonstrates an advanced ability in using Competencies Skills and Knowledge in order to achieve and exceeds results. 3. Successfully Meets-SM Performance Objectives/ WHATS Employee, whose contributions consistently meets and occasionally exceeds the objectives, which are based on challenging goals falls in this category. Competencies Skills and Knowledge/ HOWS Employee demonstrates competence and applies skills and knowledge to achieve expected levels of performance. 4. Meets Some-MS Performance Objectives/ WHATS Employee who meets some but not all the objectives and performance, improvement is necessary. Performance is somewhat inconsistent and more than normal direction on job responsibilities and objectives is required. Competencies Skills and Knowledge/ HOWS Demonstrates limited working knowledge of this area, observable gaps exists in applying some critical Competencies Skills and Knowledge areas to achieve expected results. Further coaching and development is required. 5. Fails to Meet-FM Performance Objectives/ WHATS Employee whose contributions frequently do not meet the stated objectives, performance requires frequent monitoring and substantial direction from the manager. Competencies Skills and Knowledge/ HOWS Employee demonstrates very limited ability in this area, significant improvement is required. Coca Cola also uses the following methods: 1. Multi-rater Assessment Coca Cola asks its Employee to nominate the people, who would rate him on his performance. Then the assessment from different people is given a form of summary or key useful and informative points are extracted from these peoples evaluation, this is known as TOOL OF DEVELOPMENT in Coca-Cola. Coca Cola uses STARs as the way to evaluate a person. STARs= Situation-Task-Action- Result 2. Work Standard Approach 3. Critical Incident Technique 4. Essay Appraisal. Exit Interviews Coca-Cola also interviews employees leaving the organization and asks about their opinion about the way performance appraisal is conducted in the company to improve it if required. Purposes of Conducting Performance Appraisal To Assess the employee To develop and improve the employee. Who are the People Involved? People who are involved in this process are Supervisors and Department Heads, also known as Grand Supervisors. Training of people carrying out performance appraisal People, who carry out performance appraisal, are trained by head office and all sites are updated about this process. How Often Performance Appraisal is conducted? Coca-Cola conducts performance appraisal once a year, but from now they are thinking to conduct it after every six months. At Which Level Performance Appraisal Is Conducted? Employees of all management categories undergo process of performance appraisal. For how long it has been Part of Organization? COCA COLA was established three years ago since then performance appraisal is part of this organization. DIFFERENCE BETWEEN THE PERFORMANCE APPRAISAL OF COCA COLA AND OTHER MULTINATIONALS Performance appraisal conducted in Coca Cola is very thorough as compared to other multinationals. Developmental Plan and Career aspirations Coaching Log, Interim Review, end of cycle review are all part of performance appraisal. CHANGES AND IMPROVEMENT IN PERFORMANCE APPRAISAL PROCESS BY COCA-COLA Coca-Cola is introducing a change in this process. It is planning to conduct performance appraisal twice a year instead of once a year, they are naming this change as mid-year review. Lastly Coca-Cola claims that its employees are satisfied with this process that has also helped the organization. Performance appraisal method is same for new employees (recently joined company) and for old workers (those who are working for many years). Performance appraisal method used by Coca-Cola is same worldwide. TRAINING Coca Cola has its own training specialists and employees are trained usually on need basis. It has huge budget allocated towards training of its employees; it amounts to $200,000 per year. Whether the employee belongs to middle level management or senior level management, training is provided because company believes that it would benefit both the company and the employee in the long run. Employees are usually sent to Europe or Middle East for training. Coca Cola has its In-House Training Head Office in Atlanta, where they have their own training specialists. They also use local training facilities like they often send their employees to LUMS for special courses so that they can update their skills; others include PIMS, CMD, Informatics for computer Courses. Another important source of training is seminars. PERFORMANCE APPRAISAL Performance appraisal is done at the end of the year in Coca-Cola that usually helps in identifying the areas where training can bring improvements. OBSERVATION OF BEHAVIOR Supervisors usually report to the HR department about their employees, those who need training. By watching them performing their work, they can easily identify the problem areas that can be corrected by putting them on training. On the Job Training Job Rotation Job rotation is very commonly used to train the employees in different areas so that they can learn skills that can help in their development. CAREER GROWTH Job Rotation Job rotation is very commonly used to train the employees in different areas so that they can learn skills that can help in their development. Company provides with no additional benefits when employee learn skills other than his original job during Job Rotation because company believes that it is in the benefit of this employee, and its ultimately him who is going to benefit. MENTORING Operational manager in Coca-Cola in consultation with HR department is responsible for mentoring. JOB INSTRUCTION TRAINING Coca-Cola uses Job Instruction Training for middle-level, lower-level management and worker class, supervisors usually gives this training. COMMITTEE ASSIGNMENTS Coca-Cola very often puts its middle-level managers and lower-level managers on committee assignments so that they can learn. Apprentice Training Supervisors are responsible for apprentice training in Coca-Cola; worker class is trained by this method. EVALUATION AND CONTROL: QC Total Quality Management TQM is a set of management practices throughout the organization, geared to ensure the organization consistently meets or exceeds customer requirements. TQM places strong focus on process measurement and controls as means of continuous improvement http://managementhelp.org/quality/tqm/tqm.htm Coke believes in always motivating to anticipate present and future needs of customers and consumers, to be nimble, dynamic and growing, always in a state of continual evolution. Developing and maintaining an environment, which enables full participation and development of all backgrounds, cultures, styles and views, leveraging the capabilities, insights, and ideas of all member Consumers are given foremost importance. COCA COLA focuses on TQM in order to deliver TCS (Total Consumer Satisfaction). The Company value creativity and risk taking to fulfill this motto. To meet the consumers changing demands, COCA COLA has adaptable and flexible structure. The authority is at the right place. The employees are given empowerment by virtue of which they feel themselves as part of organization: consequently they put all the efforts to prove their worth. Young and junior employees with high potential are entrusted with senior assignments. At COCA COLA risk taking and out of the box thinking is encouraged. New and creative ideas are always welcomed. Top management supports the innovative process and appreciates employees to THINK DIFFERENT and to be INNOVATIVE. The Company is in the process of increasing in its culture the element of the trust, maximum collaboration among individuals and groups, increased sense of organizational ownership, allowing people to exercise self-direction and self-control at work. Decision making at Coca-Cola is very participative due to friendly atmosphere. Anyone can give suggestions without any hesitation. Employees exchange views with each other and recommend the final decision to the senior managers. If any decisi

Langauge Essay -- essays research papers

Language   Ã‚  Ã‚  Ã‚  Ã‚  My language has mainly been influenced socially and politically. The society taught me the proper way to speak, when to speak, and to whom to speak. The politics taught me what views I should hold when I speak. Yet the influences are different through out the world as I have learned when I moved to United States, at the age of nine, from The Former Soviet Union. It has been a very unique experience to learn the social and political boundary differences of the two different nations.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  My first language experience was through my family and pre-school, as they both taught me the proper ways to say letters. Later on they putt a heavy infuses on me to learn how to make proper sounds when saying words. I recall that one of the hardest sounds I had to learn was to roll my r‘s. I learned other unique sounds as well through out my younger years. I had to learn the proper way to speak in order to sound educated. In The Former Soviet Union a person would be seen inferior if he or she could not speak properly. After pre-school I moved on to the first grade and was expected to learn political poems and other text. The poems that I learned had their own influence on my speech and its content. The nation was heavily influenced by political patriotism and there for so was the language. I remember as a kid my friends and I would always say that we swear on Lenin, an x - national hero, as people in United States say they cross their heart. I would always see adults seating down and arguing about politics and would always think why are the arguing so hard about it if they cant do anything about it. Now I understand that they argued because it was patriotic and proper to care about the government so much. When I watched the television as a kid I would always see cartoons that would teach me the proper ways to communicate with others. But at many times when I would turn the television on I would see the president speaking on every channel. I never really understood his patriotic speeches to the nation. I was expected to be very respectful to all elders by waiting to speak to them after they were done speaking, and to never interrupt two adults while they are talking to each other. And if I was very to address an adult the only proper way to do so was to make eye contact and speak ... ...n in the same way by analyzing the content of their speech and the grammar. Of course those are very stereotypical ways to judge people, but it is the way that the class system works in U.S. Unlike in Soviet Union were people where there were two classes of either educated or they were not, in U.S. there are many levels of the class system. I have learned that it is helpful to be able to communicate with all types of people, there is no single best way to communicate. But when communicating through various types of reports it is very important to be able to use proper grammar, formatting, and sentence structures. That is the only one standard that everyone needs to know. Every person’s ideas and feeling can be expressed on paper, yet the only way to really do that is to know the proper techniques. Oral Communication is world wide in different molds, but communication by words on paper is a world standard. Therefore, the greatest language lesson that I have learned so far is the impotents of knowing how to properly communicate my feelings and ideas on paper.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  

My Future in the World Wrestling Federation :: Personal Narrative Essays

My Future in the World Wrestling Federation Before I even entered the double doors, I could hear the power saw inside. My warm breath turned to fog in the cold, January night, and I took the step that would change my life. Entering into a large room, the smell of sawdust almost made me sneeze, and I saw the wrestling ring in the far right corner. I passed the men cutting the 2 x 4s, and making my way towards the ring, was greeted by a stranger. "Are you Jesse?," a 350-pound man asked. "Yea, are you Ray?," I inquired back, figuring that this was the man whom I had spoken with on the phone the previous evening. He was Ray, and he was the man who would be training me over the next several months. He ran this particular professional wrestling school, and by the time the night was over, I couldn't turn my head sideways and had two gigantic purple and yellow bruises on my back. I then drove the hour and a half back to my house, relishing the fact that I was on my way to fulfilling my dream of becoming a professional wrestler. I continued this training routine three times a week for three months, paying 20 dollars for every session I attended. Yes, wrestling is fake. Fake, however, is a misrepresntation. "Rigged" would be a better term, because wrestling is not competition--it is entertainment. The popular term coined in the 1980's is "Sports Entertainment." Endings of matches are predetermined, but it is the road to that ending that is the real action. Wrestling is not a sport, but wrestlers are athletes. The ring has padding, but it is not soft. Wrestlers are taught how to fall, but there is only so much one can do to combat gravity. Most people think the ring ropes are soft and springy, but those people are incorrect. The ropes are made of steel cable with a thin vinyl covering, and they leave welts and bruises until a wrestler's skin is conditioned to take it. It would be unfair of me to expect everyone to enjoy professional wrestling, but anyone who doesn't respect the effort that goes into it probably doesn't know much about it. I, like every other professional wrestler, attended a wrestling "school," which is less like a school and more like sports camp. This school is designed to teach athletes the uniform method of wrestling so that they can wrestle any opponent and still be on the same page.

Colonialism and the Heart of Darkness Essay examples -- Essays Papers

Colonialism and the Heart of Darkness Heart of Darkness, by Joseph Conrad, is a work that strongly attacks colonialism and its affects not only upon the native population but also upon the colonizers invading the land. Conrad experienced being colonized as a young boy in a Poland under Russian occupation. He also witnessed the affects of colonialism upon a colonizer while he commanded a river steamer in the Dutch Congo. He relays these experiences through the eyes of his character Marlow who is a riverboat captain as well. The attacks upon colonialism come in three classes: directly, ironically, and metaphorically. Conrad attacks colonialism directly throughout the book. Obvious and scathing statements are made telling of the horrors of colonialism. One example is Marlow and his description of the Roman colonization of ancient Britain: They grabbed what they could get for the sake of what was to be got. It was just robbery with violence, aggravated murder on a great scale, and men going at it blind†¦. The conquest of the earth, which mostly means the taking away from those who have a different complexion or slightly flatter noses than ourselves, is not a pretty thing when you look into it too much (Conrad 140). Through this statement Conrad attacks the vicious and selfish nature that colonialism infests upon colonizers. Another direct attack is Marlows description of the natives. They faced hardships and atrocities, many of whic...

Investigatory Project Essay

Introduction Oil used in cooking foods is commonly derived from vegetable. Cooking oil is high in fat calories. Unsaturated and saturated oils have approximately the same number of fat grams and calories. Olives, safflower, corn, cottonseed, canola, sunflower seed, soy palm and coconut oil all contain about 13.5 grams fat and 120 calories per tablespoon. Cooking oil is commonly used for frying and it’s usually thrown away. The recycling of cooking oil also provides a form of revenue for restaurants, which are sometimes compensated by cooking oil recyclers for their used deep fryer oil. Cooking oil recycling also results in less used oil being disposed of in drains, which can clog sewage lines due to the build-up of fats. Abstract This investigatory project determines the possibility of purifying used cooking oil using sedimentation method. The activated carbon was also used in the experiment to absorb some dissolved substances in the oil. The purified oil was compared to commercial oil in terms of color, odor and clearness using acceptability test The means of the samples were compared and revealed that purified oil had no significant difference to commercial cooking oil in terms of color/clearness and odor as the result of the acceptability test. Statement of the Problem This Investigatory project aims to answer the following questions: Can this purified vegetable oil become clearly as new oil? Is the product will be effective and safe to use? Is this product may lessen your daily expenses? How many times does this purified vegetable oil can be use? Objectives of the Study The Objective of the study are: To help you to lessen your expenses in home because it’s thrifty. To make the vegetable oil purified as new cooking oil. Significance of the study: The used cooking oil cause problem to the kitchen pipes, clogging them and creating odors, therefore all of us, the students should do campaigns of information so our people understand the need to recycle the used cooking oil. Some of the products that we can get from recycling used cooking oil are: detergents, candles, soap, paint, waxes and varnishes. We can get fertilizer for the agriculture too.And very important it can be recycled to make bio-diesel for engines in general. For every liter of used cooking oil that is recycle, one liter of bio-diesel can be produce. Chapter II Review of Related Literature Name: Cooking oil Background: Cooking oil is plant, animal, or synthetic fat used in frying, baking, and other types of cooking. It is also used in food preparation and flavouring that doesn’t involve heat, such as salad dressings and bread dips, and in this sense might be more accurately termed edible oil. Cooking oil is typically a liquid at room temperature, although some oils that contain saturated fat, such as coconut oil, palm oil and palm kernel oil are solid. For centuries, people have rendered fat, squeezed olives, collected cream and savored fish to obtain the fatty acids their brains, nervous systems, immune systems and body cells need to function well. Luckily for us, things are a bit easier these days and the oils we need for good health are available on the shelves at Whole Foods Market. they don’t improve with age. Heat and light can damage oils, particularly polyunsaturated ones, so keep them in the refrigerator to avoid rancidity. For the record, you’ll know your oil is rancid if it takes on a characteristic bad taste and smell, in which case you should toss it and buy fresh oil. Heating oils beyond their smoke point — the temperature at which the oil begins to smoke, generating toxic fumes and harmful free radicals — is never a good idea. Always discard oil that’s reached its smoke point, along with any food with which it had contact. Some oils are refined to make them more stable and suitable for high temperature cooking. Keep in mind, though, that the process removes most of the flavor, color and nutrients from the oils, too. That’s why  refined oils are perfect for baking and stir-frying, where their high smoke point and neutral flavors are a plus. On the other hand, unrefined oil is simply pressed and bottled so it retains its original nutrient content, flavor and color. Unrefined oils add full-bodied flavor to dishes and are best used for low- or no-heat applications. http://en.wikipedia.org/wiki/Cooking_oilhttp://www.wholefoodsmarket.com/recipes/food-guides/cooking-oils

Thai Labour Law on Employment Termination

â€Å"If the parties have not fixed the duration of the contract either party can terminate it by giving notice at or before any time of payment to take effect at the following time of payment. But no more than three-month notice need be given. ?†The employer can, on giving such notice, immediately dispense with the services of the employee by paying him his remuneration up to the expiration of the notice† Section 17, paragraph two – of the Labour Protection Act: Where the employment contract is of no specific duration, the employer or the employee may terminate the employment contract by giving an advance notice in writing to the other party on or before the date fixed for a payment of wages so that the termination of the employment contract takes effect on the date fixed for the next succeeding payment of wages, provided that the advance notice need not be of a period exceeding three months. Compensation for Termination of Employment: Upon terminating an employe e, the employer is required to pay compensation to the employee whose amount depends on the length of the employee's service towards the employer. Periods of employmentAmounts of severance payment An employee who has consecutively completed 120 days, but less than one (1) year, of work:a payment of not less than 30 days of his or her last wages, or, in the case of an employee who works on a piecemeal basis, not less than the wages of his or her last 30 days of work. Before the termination of an employment is to take effect, the employer needs to notify his employee in writing on or prior to a wage payment date so that the termination takes effect on the succeeding wage payment date. However, the period of an advance notice need not be more than three (3) months. Unfair Termination 5. 1 Section 49 – Act on the Establishment of the Labour Court and Labour Procedure, B. E. 2522 (A. D. 1979) Besides the payment of severance pay, an employer may be ordered by the labour court, upon the employee's request to t pursuant to Section 49, either to reinstate the dismissed employee or to pay damages to him or her if it is found that the dismissal is unfair Section 49 provides: â€Å"In the trial of a case of dismissal of an employee by an employer, if the labour court is of the opinion that such a dismissal is not fair to the employee, the labour court may order the employer to accept the said employee to work at the rate of wage payable at the time of dismissal. If the labour court is of the opinion that the employer and the employee cannot work together any longer, the labour court shall fix the amount of damages as compensation to be paid by the employer by taking into consideration the age of the employee, the length of employment of the employee, the hardship of the employee at the time of dismissal, cause of the dismissal and the compensation to which the employee is entitled. † Thai Supreme Court Judgment No. 574/2526 An employee had committed 11 counts of wrongdoings some of which warranted a dismissal by the employer and denied the wrongdoer necessary protection under the labour law. The employer did not dismiss the employee in question by reason of the wrongdoing, but elected to impose a lighter disciplinary action against him. Subsequently, the employer decided to dismiss the employee after he failed to report to work for one day. Apparently, the dismissal was also made in reliance on the employee's previous wrongdoings. The court held the dismissal as an unfair termination of employment because the employer was believed to have no intention in penalising (i. e. dismissing) the employee at the times the past wrongdoings occurred. Therefore, the employer could no longer rely on the past wrongdoings to dismiss the employee again. Summary of What Constitutes an Unfair Termination. In addition, on the basis of court judgments, an unfair termination of employment may be summarised to include (i) a dismissal without cause, or with cause but such cause is unreasonable, or (ii) it is not to such an extent as to warrant a dismissal, or (iii) it lies outside a company's work rules or an employment contract, or (iv) a dismissal in which an alleged offence of an employee cannot be proved or in which an employee has committed no offence, or (v) a dismissal which is intended to harass or persecute an employee.