Take home final exam Term Paper Example | Topics and Well Written Essays - 2000 words

Take home final exam - Term Paper Example The advent of ‘Email’ as a form of social media was made in the year 1966. This form of social media has been of great help to the society. In keeping with the advantage, apart from normal sending and receiving of messages through mail, one can also send greeting cards among others. Another form of social media that has facilitated to ease the lifestyle of the masses worldwide is ‘LinkedIn’. This form of social media has been of great assistance to the working people or for businesses. By executing this social media within the organizations, it becomes convenient to get connected with professionals and executives. YouTube became functional in the year 2005. This was considered to be the first major website for hosting along with sharing of the videos worldwide. This has helped the users’ in viewing the videos of their interest. In the year 2006, social media emerged with a new innovation for common users i.e. ‘Facebook’. With this social media, communication amidst the society has become more effective. This assists the society to maintain connection with their closed ones worldwide. ‘Google Buzz’ is the form of social media that acts as a messaging tool. By applying this form of social media, the users can send messages, photos and links among others (Ritholtz Barry, â€Å"History of Social Media†). 2. ... Social media ensures the connection of individuals with friends, along with facilitating to share information and contents among others which contribute to the popularity of social media. In the modern day scenario, communication within the organizations has greatly changed. The traditional form of media is quite different as compared to the new form. Traditional social media comprises newspapers, films and magazines among others. The new form of social media entails inherent properties that have made it more successful rather than the traditional form. With regard to the dimension of accessibility, social media is very easily available at minimum or no cost at all. In order to use social media, there is no requirement of specialized knowledge or skills. In keeping with speed as a property of social media, it is readily available everywhere. Furthermore, it is being used by everyone within the community. Moreover, an individual can communicate with a larger base of audiences without any interruption. New social media is being highly applied by the marketing departments in organizations in order to reach the larger client base at a shorter tenure. Interactivity as another property of social media basically fosters two or multiple way communication. In accordance with longevity as a property of social media, it is generally volatile by nature. Reach of social media is unlimited in terms of contents. Application of social media in modern day context enables the users to search unlimited contents of their interest. Comparatively, in case of traditional media, it is not that volatile, speedy and accessible as the new form of media i.e. social media (Taprial and Kanwar 6-39; Blazevic,

Tanglewood Case Essay Example for Free

Tanglewood Case Essay Each branch of Tanglewood uses distinct methods for recruiting. With the employee turnover very high is the retail industry, Tanglewood is no exception. For that purpose, they need to constantly hire new employees. To fill these positions Tanglewood uses a variety of recruiting methods, though each region need not necessarily follow all. While the methods used for recruiting are Media, Referrals, Kiosks, State Job Services and Staffing Agencies, individual branches determine which staffing method suits best for them to use for hiring store associates. Tanglewood needs a uniform recruiting strategy and a recruiting guide that will not only help them hire a candidate with the Person/Organization match but also attract a culturally diverse workforce. This will lower the chances of employee turnover and also make them compliant with the EEO and other laws. Having a standardized recruiting process across the chain will also create staffing operational efficiencies and help maintain the culture of the organization. In order to have a successful recruiting plan, the first thing that needs to be addressed is having a Job description for each position that is there in the organization. This can be done by Job Analysis which will determine what KSAOs are needed for a certain position. After job Analysis and Job description, a detail selection plan has to be made which will rank the KSAOs and how they can be assessed. For any recruiting plan to be successful, Tanglewood has to determine which method to use. Though each division uses a variation of methods to search for their job candidates, there has to be some consistency across the whole organization. WESTERN WASHINGTON It is the largest and most profitable region of all the Tanglewood stores, mainly because it is centered around Seattle which is a big urban city. In keeping with the company’s culture and values, this region strongly believes in employee participation and autonomy. This region’s primary method of recruiting is employee referral. In the Seattle area, job Services is also heavily used for recruiting. Lastly, to fill positions that have not been met with the initial methods, the Kiosk method is used. Western Washington heavily relies on employee referral recruiting method. Data shows that it gets the largest number of applicants that is 3362, of which 1564(47%) are  qualified and 1048(31%) are hired. This method has one of the highest rate of retention of 712(68%) next only to Job service which is 75% of the hired workforce. The setup cost for employee referrals is the same as Media and Job service which is $250,000. However, it has the highest variable cost amongst all the methods of $2,356,240, thus putting the total cost to $2,606,240 which is even higher than the Kiosk method. The cost per hire is $2,486.87 and the cost per 1 year survival is $3,660.45. This reveals that even though the employee referral method costs almost $1,100 more than Job service, in terms of qualification rate, hiring rate and employee retention it yields better. Job service data shows that it yields 4236 applicants, of which 1398(33%) are qualified and only 378(9%) are hired. This method has the highest rate of retention after 1 year of 284(75%). But if we look at the number it is only 284 employees versus 712 in referral. The setup cost for Job service is the same as Media and employee referrals, but it has the lowest variable cost amongst all the methods of $462,720, thus putting the total cost to $712,720 which is the lowest of all the methods. The cost per hire is $1,885.50 and the cost per 1 year survival is $2,509.58. This reveals that this is the cheapest method used for recruiting however the retention rate for this method is also the lowest. The kiosk method in the recruiting data shows that it yields 3114 job applicants, of which 1278(41%) are qualified and only 652(21%) are hired. This method has a retention rate after 1 year of 358(55%). This method is the most expensive with the setup cost of $40,000 and the variable cost of $1,413,574, thus putting the total cost to $2,413,574 which is the highest of all the methods. The cost per hire is $3,701.80 and the cost per 1 year survival is $6,741.83. This reveals that this is the second most expensive method used for recruiting per hire. The Media method in the recruiting data shows that is it the most expensive method in terms of applicants attracted and hired. It yields only 1430 job applicants, of which 536(37%) are qualified and only 204(14%) are hired. This method has a retention rate after 1 year of 92(45%). The setup cost is $10,000 and the variable cost of $469,280, thus putting the total cost to $719,280 which is slightly higher than Job service. However, the cost per hire is $3,525.88 and the cost per 1 year survival is the highest at $7,818.26. This reveals that this is the most expensive method used for recruiting per hire. Seeing the methods used and their results in  attracting and retaining employees, western Washington should continue using Employee referral method as their primary method, along with job service and Kiosk. EASTERN WASHINGTON Eastern Washington is very similar to western Washington in its management styles. It is where the company originated. It has 25 stores like Western Washington but the area apart from Spokane is largely rural. Though this region has pioneered all the organizational policies, since it the birthplace of the organization, it has created some variations due to its geographical differences. It largely uses traditional media methods of Advertising for recruiting more than any other method. Data shows that Media yields the most applicants 4592, of which 1608(35%) are qualified and 676(15%) are hired. This method has a rate of retention after 1 year of 352(52%). The total cost is $1,799,200 and the cost per hire is $2,661.54 and the cost per 1 year survival is $5,111.36. Employee referral data shows that it gets 4046 applicants, of which 1720(43%) are qualified and 1016(25%) are hired. This method has the highest rate of retention after 1 year of 762(75%). The total cost for employee referrals is the highest at $2,565,760. However, the cost per hire is $2,525.35 and the cost per 1 year survival is $3,367.14 which is the lowest amongst all the methods used. The kiosk methods in the recruiting data shows that it yields the lowest number of job applicants that is 2776, of which 1110(40%) are qualified and only 444(16%) are hired. This is mainly due to the fact that the area has a rural population who probably feel more comfortable applying for the job through an advertisement than physically going to the store and applying at the Kiosk. This method has a retention rate after 1 year of 284(64%) which is the second highest only after Media. The cost per hire is $4,466.07 and the cost per 1 year survival is $6,982.17. This reveals that this is the most expensive method used for recruiting per hire. This reveals that the region should make necessary changes to yield better results for recruiting more effectively. They should focus more on emp loyee referral which has yielded the highest rate of retention, and the lowest cost per hire as well as cost per 1 year survival. NORTHERN OREGON Northern Oregon has a very different philosophy for running its operations which is more professional in nature. It has a hierarchical decision making structure which is opposite to the company’s culture. It largely uses traditional media methods of Media, Kiosk and Staffing Agencies for recruiting. The kiosk method yields the most applicants that is 3896, of which 1656(43%) are qualified and only 696(18%) are hired. This method has a retention rate after 1 year of 446(64%) which is the second highest only after Agency. The total cost is $2,246,696 which is the highest. The cost per hire is $3,228.01 and the cost per 1 year survival is $5,037.43. Data shows that Media yields 2686 applicants, of which 1102(41%) are qualified and 364(14%) are hired. This method has a rate of retention after 1 year of 164(45%). The total cost is $1,022,720 and the cost per hire is $2,809.67 and the cost per 1 year survival is $6,236.10 which is the highest amongst all the methods used in Northern Oregon. The Staffing Agency method in the recruiting data shows that it yields the lowest number of job applicants that is 1290, of which 614(48%) are qualified and only 490(38%) are hired. This method has the highest retention rate after 1 year of 402(82%). The setup cost is the highest at $900,000, whereas the total cost is $1,451,400. The cost per hire is $2,962.04 and the cost per 1 year survival is $3,610.45 which is the lowest. This region should focus more on getting qualified applicants from staffing agencies as it yields the lowest cost per hire as well as cost per 1 year survival. SOUTHERN OREGON Southern Oregon is known for its innovativeness as a lot of recruiting methods were first tried in this region. It is the smallest division with only 16 stores, tough they are looking to expand into northern California. The primary methods used for recruiting in this region are Staffing agencies, referrals and Kiosk. Data shows that employee referral gets 1384 applicants, of which 610(44%) are qualified and 396(29%) are hired. This method has the second highest rate of retention after 1 year of 290(73%). The total cost for employee referrals is $1,054,880. However, the cost per hire is $2,663.84 and the cost per 1 year survival is $3,637.52 which is the lowest amongst all the methods used. The kiosk methods in the recruiting data shows that it yields the highest number of job applicants that is 2280,  of which 866(38%) are qualified and only 346(15%) are hired. This method has a retention rate after 1 year of 216(62%) which is the second highest only after Agency. The total cost is $1,409,600 which is the highest of all the three methods used. The cost per hire is $4,073.99 and the cost per 1 year survival is $6,525.93. This reveals that this is the most expensive method used for recruiting per hire. The Staffing Agency method in the recruiting data shows that it yields 1132 applicants, of which 522(46%) are qualified and 392(35%) are hired. This method has the highest retention rate after 1 year of 336(86%). The setup cost is the highest at $800,000, whereas the total cost is $1,245,120. The cost per hire is $3,716.33 and the cost per 1 year survival is $3,705.71. Therefore, this division should focus on referrals and agencies for getting the best recruits. CASE 6 – INTERVIEW Hiring the right person starts with the interviewing process. Conducting a successful interview requires a skilled interviewer to adequately prepare for the meeting and to recognize and respond to the dynamics of the situation. Although being a skilled interviewer is part of the equation, applying the correct interview technique can be just as important. There are several types of interview techniques used by managers: traditional interview, behavior interview and situational interview techniques. Tanglewood is looking to revise its selection methods for the department manager position. Presently, there is no structure to the selection process for this position. The current method of hiring department managers is similar to the one used for store associates. Tanglewood is looking to have a more efficient policy for screening. They would like to create a good sequence of staffing procedures by creating a selection plan for the department manager position as well as building a structured interviewing format which would include both situational and behavioral questions. A selection plan establishes an understanding of the job so you can hire the most qualified applicant. The plan lays out the major responsibilities of the job, identifies what KSAOs are needed to perform the job, and identifies the most effective selection procedures to use. INADEQUATE KSAO MEASURES There are a couple of inadequacies as far as the KSAO measurement is concerned. Those are the knowledge of legal Precepts and skill in analysis of financial and operational data. Both these KSAOs are not sufficiently measured during the selection process. It is essential for the department manager to be knowledgeable about the legal aspects concerning the retail business. The department managers in addition to having knowledge of legal aspects of the business need to have some kind of financial skills as well. A candidate’s knowledge in these fields can be tested through the interview process. 4. Knowledge of customer base served by the store| Yes| X| 5. Skills in managing personnel resource| Yes| X X| 6. Communication and speaking skills| Yes| X X| BIO=Biodata, MAE=Marshfield Applicant For, RK=Retail Knowledge, CON=Conscientiousness, EXT=Extroversion The current selection plan for the store manager bears some resemblance to the hiring process of store associates, but at a higher level. Tanglewood is seeking to change their hiring process for this position so as to hire the most appropriate applicant. Furthermore, the Spokane store where they are trying to fill this position has a symbolic value to the organization. It is not only the largest store in the chain but also nearly all managers are send to this store as part of their initial training. Therefore, it is important to create a hiring model that will help fill the position of store manager for this store but also help standardize the hiring process so that other stores can follow too. When we look at two of KSAOs, t hat is â€Å"Knowledge of Organizational policies and practices† and â€Å"Knowledge of Retail management policies and practices†, we can consider two  options. One is that the applicant should be knowledgeable about basic Organizational and Retail management policies and practices. Second is that if he is an external hire, he cannot be expected to know the Tanglewood’s Organizational and retail policies and practices. Only an internal hire would know that. As a result, we have marked the KSAO â€Å"Knowledge of Organizational policies and practices† and â€Å"Knowledge of Retail management policies and practices† as both â€Å"Yes† and â€Å"No†. â€Å"Yes† to be aware of basic Organizational and Retail management policies and practices, and â€Å"No† to the need to know Tanglewood’s Organizational and retail policies and practices. Tanglewood uses various methods to measure the KSAOs needed for the position of store manager. This position needs Behavioral KSAOs which measure soft skills which are the attitudes and approaches the applicants take to their work, such as a ability to collaborate on team projects or the ability to communicate orally with a broad range of individuals. Hence it is very important that the store manager possesses skills like sound decision making and communication skills. Other KSAOs necessary for the selection should be weighed depending on their importance to the job and as to whether they can be further enhanced by training on the job. Following a standardized selection process can help recruit the best candidate to achieve Tanglewood’s goals and maintain its corporate culture.

Research On The Types Of Chocolates English Language Essay

Research On The Types Of Chocolates English Language Essay Chocolate is a raw or processed food produced from the seed of the tropical Theobroma cacao tree. Cacao has been cultivated for at least three millennia in Mexico, Central and South America, with its earliest documented use around 1100 BC. The seeds of the cacao tree have an intense bitter taste, and must be fermented to develop the flavor. The type of chocolate is determined by the various amounts of cocoa butter and chocolate liquor the chocolate contains, as well the amount of sugar and any other ingredients added to the mixture. TYPES OF CHOCOLATES Dark chocolate Sweetened chocolate with high content of cocoa solids and no or very little milk, it may contain up to 12% milk solids. Dark chocolate can either be sweet, semi-sweet, bittersweet or unsweetened. White chocolate Chocolate made with cocoa butter, sugar, milk, emulsifier, vanilla and sometimes other flavorings. It does not contain any non-fat ingredients from the cacao bean and has therefore an off-white color. Milk chocolate Sweet chocolate which normally contains 10-20% cocoa solids (which includes cocoa and cocoa butter) and more than 12% milk solids. It is seldom used for baking, except for cookies. Sweet dark chocolate Similar to semi-sweet chocolate, it is not always possible to distinguish between the flavor of sweet and semi-sweet chocolate. If a recipe asks for sweet dark chocolate you may also use semi-sweet chocolate. Semi-sweet chocolate This is the classic dark baking chocolate which can be purchased in most grocery stores. It is frequently used for cakes, cookies and brownies. Can be used instead of sweet dark chocolate. It has a good, sweet flavor. Contains often 40-62% cocoa solids. Bittersweet chocolate A dark sweetened chocolate which must contain at least 35% cocoa solids. Good quality bittersweet chocolate usually contains 60% to 85% cocoa solids depending on brand. If the content of cocoa solids is high the content of sugar is low, giving a rich, intense and more or less bitter chocolate flavor. Bittersweet chocolate is often used for baking/cooking. Unsweetened chocolate A bitter chocolate which is only used for baking. The flavor is not good, so it is not suitable for eating. HEALTH BENEFITS OF CHOCOLATES Studies show that eating chocolate, primarily dark chocolate, may contribute to improved cardiovascular health. Packed with natural antioxidants, dark chocolate and cocoa sit in the same good-for-you category as green tea and blueberries. Thats because chocolate comes from cacao beans (or cocoa beans), which grow on the cacao tree and are full of natural plant nutrients. Most of the studies to date highlight dark chocolates health values because it has the highest percentage of cocoa solids, therefore more flavanol antioxidants. Heart Health Benefits of Dark Chocolate: Dark chocolate is good for your heart. A small bar of it everyday can help keep your heart and cardiovascular system running well. Two heart health benefits of dark chocolate are: Lower Blood Pressure: Studies have shown that consuming a small bar of dark chocolate everyday can reduce blood pressure in individuals with high blood pressure. Lower Cholesterol: Dark chocolate has also been shown to reduce LDL cholesterol (the bad cholesterol) by up to 10 percent. Other Benefits of Dark Chocolate: Chocolate also holds benefits apart from protecting your heart: it tastes good it stimulates endorphin production, which gives a feeling of pleasure it contains serotonin, which acts as an anti-depressant it contains Theobromine, caffeine and other substances which are stimulants Ph.D., Mark Stibich, (2006). Health Benefits of Chocolate. Retrieved 6 March 2011 from About.com: http://longevity.about.com/od/lifelongnutrition/p/chocolate.htm cacaoweb (2005). types of chocolate. Retrieved 6 March 2011 from cacaoweb: http://www.cacaoweb.net/chocolate.html HISTORY OF CHOCOLATES 1500 B.C. 300 B.C. The Olmec Indians are believed to be the first to grow cocoa beans (kakawa) as a domestic crop. Cacao trees have grown wild for possibly 10,000 years. The Olmec civilization lasts to about 300 B.C. 300 B.C. 500 A.D. 250 to 900 The Olmec, a very sophisticated society, give much of their culture to the Maya, including xocoatl, sho-KWA-til. Consumption of cocoa beans is restricted to the Mayan societys elite, in the form of an unsweetened cocoa drink made from the ground beans. A.D. 600 1000 600 The Maya migrate into northern regions of South America and Mesoamerica, establishing the earliest known cocoa plantations in the Yucatan. Nobles drink frothy cacau from tall pottery beakers. Beans are a valuable commodity, used both as a means of payment and as units of calculation. Beans are local and international currency: a turkey could be bought for 200 beans, a tomato for 3 beans. Later, when the Maya trade with the Aztecs, 400 beans equal 1 Aztec Zontli, 8000 beans equal 1 Aztec Xiquipilli. Ancient Mexicans believe that Tonacatecutli, the goddess of food, and Calchiuhtlucue, the goddess of water, are guardian goddesses of cocoa. Each year they perform human sacrifices for the goddesses, giving the victim cocoa at his last meal. 1200 AD: The Aztecs believed the first cocoa plant was created by Quetzalcoatl who came from heaven on the morning star. As the Aztecs didnt know about sugar, other spices were used. Mostly spices like chilli to flavour the drink as it was a little bitter. During this time, cocoa beans were used for currency as they valued the plant so much. 1492 Columbus brings back a few beans to present to the King and Queen. However, they were mostly ignored amongst all the other wonderful array of goods that were brought back. 1528 Hernando Cortez again sees the benefit of the cocoa bean and surmises that it might taste a little better if sugar cane was added. Vanilla pods, flowers, cinnamon and other spices were used also. This blending was regarded as a success! Because of the high cost of cocoa, it was still a luxury which only the rich could afford. 1645 Beans were again part of the dowry of Princess Maria Theresa to Louis XIV. This time, the phenomenon of chocolate took off in France. It was also considered an aphrodisiac and was reputed to have helped several Kings and Queens to entice their lovers. 1671 An accident by a kitchen boy leads to the making of praline. A tray of almonds was dropped. Chef tries to whip the kitchen boy but instead drops the pan of hot sugar over the almonds. The Duke of Plesslis-Praslin was served up the cooled mess and was so happy with it, he named it after himself Late 1600s to early 1700s Chocolate houses spring up all over Europe. During this mass craze for the drink and the increase in growers, cocoa bean prices drop. The invention of a steam engine helps with the grinding of the beans and speeds up manufacturing. 1765 The first chocolate making factory in the USA. 1800 Chocolate becomes an Industry on its own. 1900-1970s 1900 Milton Hershey creates a model factory town town called Hersheyville dedicated to the production of chocolate. The specialty is the Hershey Kiss. Around 1900, the price of cacao and sugar drop tremendously, making chocolate affordable for the middle classes. 1912 Jean Neuhaus invents the chocolate shell that can be filled with soft centers and nut pastes, offering vast variety to the previous dipping and enrobing of chocolate. 1925 Barry Callebaut begins the production of chocolate couverture, in Belgium. (We dont know which company made the first couverture.) The New York Cocoa Exchange begins in New York City. 1926 Belgian chocolatier, Joseph Draps starts the Godiva Company to compete with Hersheys and Nestlà ©s American market. 1930 Nestlà © makes first white chocolate, named Galak, although it was called different names, such as Milkybar or Alpine White, in different countries. During the 1930s, brand names become increasingly important. After two years of research, Nestlà ©Ã‚  launches the Black Magic bar.4 1939 World War II rationing includes chocolate: in Europe it is rationed to 4 ounces per person per week. Sales of chocolate are half of pre-war sales. Production of Kit Kat, a leading brand, is suspended.4 1980s Present 1980 A story of chocolate espionage hit the world press when an apprentice of the Swiss company of Suchard-Tobler unsuccessfully attempted to sell secret chocolate recipes to Russia, China, Saudi Arabia, and other countries. 1986 Valrhona introduces the concept of the single origin chocolate bar, making their first with beans exclusively from South America. The 70% cacao bar is named Guanaja in honor of the island of Guanaja, off Honduras, where Christopher Columbus first tasted chocolate almost 500 years earlier. They call it a Grand Cru chocolate. 1990s Following Valrhonas pioneering efforts, other designer chocolate bars debut, including bars made from the beans of single plantations. Today, annual world consumption of cocoa beans averages approximately 600,000 tons, and per capita chocolate consumption is greatly on the rise. But the best chocolate, made of criollo beans, is just 5% of the world crop. 2000 A new generation of chocolatiers knows no bounds. The fusion cuisine of the late 20th century has logically found its way to chocolate: exotic spices such as saffron, curry and lemongrass are now commonplace in chocolate, as are everyday kitchen foods such as basil, goat cheese and olive oil. Most appropriately, chocolate has returned to its Mesoamerican roots. Many artisan chocolatiers now offer some version of Aztec chocolate, spiced with the original new world flavors of chile and cinnamon. The market has seen growth in organic and kosher brands and high percentage cacao chocolate is recognized as a functional food, delivering antioxidants. It seems that the Aztecs were right about the health-giving properties of cacao. 2000 The Cote dIvoire is the worlds largest exporter of cacao beans, 1.4 million tons. The Netherlands both imports and grinds the most cacao. Some is made into chocolates; the remainder is processed into couverture and cocoa powder and exported to other countries which make their own chocolates from it. the nibble (2006). The History Of Chocolate. Retrieved 6 March 2011 from the nibble: http://www.thenibble.com/reviews/main/chocolate/the-history-of-chocolate.asp TASK 2 PROJECT PLAN Task Description Marks Time Date 1 Research. The purpose of this research and the aim of the website is to promote chocolate as a versatile and healthy food. 10 1week 4th to 20th Feb 2 Project plan Produce a project plan for the way you intend to complete the rest of this assignment. 10 1week 21st to 27th Feb 3 Design Specification Using the appropriate techniques to specify the structure and navigation of the proposed site. 15 2weeks 27th Feb to 5th Mar 4 Website The website must be developed using XHTML 1.0(transitional or strict) and consist of 6 interlinked pages. A home page from which it is possible to navigate to the other resources in the website. A page that explains about health and chocolate. A page that describes the history of chocolate from ancient Mesoamerican times to present day. A recipe of the month page A page that provides links to other websites of interest and sources of further information A page that demonstrates the use of HTML forms 40 1 month 5th Mar to 5 April 5 Critical evaluation A short report of 1000 words analyzing the website you have submitted 25 2 weeks 5th to 15th April TASK 3 DESIGN SPECIFICATIONS HEIRARCHY Home Instructions Photographs Health benefits Recipe of the month Links Submission form History of Chocolates Fig 1.1 Site Plan Background info Home page has to communicate purpose of website. External sites (User will be required to press back button to go back to our site or have external sites open in a new window New Recipe Entry Page title Provide forms for users to submit new recipes Links Page title Give links to other websites of interest Recipe of the month Page title One quality photograph Clearly structured instructions History of chocolates Page title Describe history of chocolates Health and Chocolates Page title Provide health benefits of chocolates Give types and quantities of chocolates that should be eaten Show drawbacks of chocolates Home Page Background info Health chocolates History of chocolates Recipe of month Links New Recipe Entry Fig1.2

Teaching - Every Day Brings Something New :: College Admissions Essays

Teaching - Every Day Brings Something New I started seriously thinking about what I wanted to do with my life, concerning my career, in the 11th grade. From my junior year until my first semester in college, I was certain my purpose in life was to teach. However, people I spoke with, including some family, friends, and even schoolteachers, repeatedly crushed this choice: "Why would you want to be a teacher? Don't you know how much they make? Why would you want to deal with bratty kids all day? Don't you know teaching is one of the most stressful jobs you can have?" Being the naà ¯ve, 17 year old that I was, I listened, and changed my career choice-3 times! I went through 2 years of computer classes to become an administrative assistant, 1 year studying law for paralegalism and 1  ½ years focusing on business management. Throughout those 4 years of unfulfillment, the idea of teaching still lingered in my head. I started asking myself why I decided teaching was not for me. I discovered that even though teaching did ca rry a few negative aspects, they could never come close to the positive. For the past 5 years, I have been coaching the varsity dance team at Woodhaven High School. Although there have definitely been some difficult, stressful situations, I have found the experience very rewarding. The greatest thing about coaching is the satisfaction you feel after a student succeeds in what he or she has set out to accomplish-not only physically, but also mentally. Being a coach is more than just a 9 to 5 job. It's more than staring at a computer for 8-10 hours, not caring about the people around you or your work. This is even more apparent in teaching in a classroom 5 days a week, for as much as 7-9 hours a day. Teaching is adventurous, challenging, and exciting, because every day brings something new. As a teacher, you're not only working for a living, you are acting as a role model to every child around you. A teacher has the chance to change a child's life everyday. The main element of lifelong learning is to never stop learning. One must understand that there's no such thing as a person who knows everything.

Helping Children Improve their Self-Esteem Essay

To have a healthy sense of self-esteem is what most parents would want their young children to have. Special emphasis is given to self-esteem because parents know that self- esteem has a powerful effect on communication behavior. Also, many observers believe that at the bottom of the many societal problems lie in low self-esteem. Adler and Towne added that â€Å"people with high self esteem are more willing to communicate that people with low self-esteem† (48). Although self-esteem has been studied and scrutinized for many years already, specialists and educators still argue about its nature and development. Even so, they all generally agree that parents and other adults who are important to children play a major role in laying a solid foundation for a child’s development. So what or how is self-esteem defined and illustrated in the different social contexts? Self-esteem is said to be a part of self concept that involves evaluations of self worth. The basics of self-esteem laid early in life when infants develop attachments with those who are responsible for them. Babies learn to feel loved and valued when those who look after them readily respond to their cries and smiles. By being loved and accepted by the people they idolize, children come to feel loved and accepted too. Also, parents and teachers can help their children to build healthy self-esteem by teaching good values, expressing appreciation, giving challenges, and coping with defeats. As children become increasingly sensitive to evaluations by their peers, parents and teachers can be very instrumental in fostering positive relationships with the children’s peers. You can also help the child by being clear about good values and keeping the communication lines open about experiences outside the home. When adults respond to the child’s interests and efforts with appreciation rather than just praise, a child’s sense of self-worth is more likely to deepen. Imagine this, when your child shows interest in something you are doing, you might want to include the child in the activity. In this manner, you respond positively to your child’s interest by treating it seriously. On the contrary, flattery and praise can sometimes distract children from the topics they are interested in because children may develop a habit of expressing interest in a subject matter just to receive flattery. Tasks and activities that offer a real challenge than from those that are merely playful or funs are more likely to benefit children from. Involving the children in doing house hold chores will help boost self-esteem because it will give the children a sense of accomplishment. Cutright also put emphasis that rather than emphasizing constant successes and triumphs, parents and teachers can help the child develop and maintain healthy self-esteem by helping him or her cope with defeats. When love and support remain unchanged during times of disappointment or crisis, the child’s weakened self-esteem can be strengthened when parents or teachers let the child feel that. As a conclusion, parents and teachers can play a significant role in strengthening children’s self-esteem by treating them respectfully, taking their views and opinions seriously, and expressing appreciation to them. Also, parents must keep in mind that self-esteem is an important part of every child’s development. Reference: Adler, Ronald B. , and Neil Towne. Looking out/looking in interpersonal communication. 2nd ed. New York: Holt, Rinehart and Winston, 1978. Cutright, Melitta. â€Å"Self-esteem: the key to a child’s success and happiness. † PTA Today 17 (1992): 5-6.

Ordinary Courage: The Revolutionary War Adventures Essay

The narration depicts the adventures of Joseph Plumb Martin’s as a patriot in Washington army, giving the unusual contributions of soldiers to American history. Joseph Plumb was at first recruited in the Continental Army in 1776 at 15 years of age and was deployed to serve as a rank and file solder for eight operation seasons. It was during this time when Martin suffered the horrors of war including killer illness, brutal weather, virtual starvation and dangerous attacks. In the process, Joseph assisted in making a new American nation. In the last part of the book, Martin claims that the 1818, Revolutionary Pension War Act, was a long behind time payment for the war veterans for the services they provided. He maintains that the Continental Army was not adequately supplied with clothes, rations, or shelter and their monthly pay was even too low. As a war veteran Martin believed that the contribution of the Continental Army even their final conquest was not appreciated and recognized to be backbone of revolution (Martin, 1999). Martin maintained that discipline of the Continental Army was very critical for their success and victory. In his first enlistment, the regiment -5th Connecticut that was commanded to defend New York City in 1776, the regiment was defeated due to lack of experience and training for the soldiers. Martin faulted his regiment for lack of leadership and proper command resulting to complete disorder. In addition, Martin asserts that the cause of defeat for the Connecticut Army was as a result of deployment of untrained soldiers. During the Monmouth campaign, Martin was received the necessary training after he was transferred to a light troop and was in charge of maintaining close contact with British Army in inspect and harass them. Fear was a major them in the experience of the America Army. Fear was demonstrated in several forms and for a soldier in the war field there was the possibility of being killed in the battle. This fear was common to the soldiers and the military people since they did not want to be perceived as letting their fellow soldiers down. The soldier feared to dying before they had left a legacy of what they were to be remembered for by their comrades. Martin was first struck by fear like any of the other soldiers when he first went to his first war in which New York was attacked by General Howe. The reports about Howe’s attack and the smell of sulfur in the air gave Martin a disagreeable mood and his nervousness increased when he saw smoke from a bomb at a distance. Solidarity was a vital constituent of the experiences of the American Army. The theme was portrayed in the army experiences of Joseph Martin and the men of Grace Hopper. Companionship was developed through hardships and challenges faced. If there was no comradely soldiers like Joseph Martin and Grace Hopper could have nobody to turn to for support. Martin demonstrated a remarkable sense of companionship when the Americans moved back from Kip’s bay, he found a friend who was sick as he made efforts to meet with his regiment and with persuasion Martin assisted him back. The man was prepared to die but when Martin found him he carried his friend on his shoulder and guided him back to the regiment. Alcohol was also an ordinary theme in the American army experiences together with their everyday lives. The soldiers wanted alcohol in order to forget the suffering and pressures of military life. In addition, taking of alcohol was essential in creating associations between the army personnel. Moreover, alcohol had an important place in celebrations and social military events. Martin and his comrades enjoyed spirits in their recruitment in the Continental Army. When no spirits were provided by the authorities, they could normally go to get them out and in some occasions a fight could ensue over having a drink. In the course of his service period, Martin came to have a high regard for people around him. Martin liked the attacking skills and expertise of his regiment officers together with his commanders including other commanders of the continental army. However, there were some conflicts between superior army officers and the juniors during wartime. Such disagreements arose due to misunderstandings in communication and arose from differences in communication. There was misunderstanding between Martin and an army officer which led to Martin and many of his comrades being separated from their regiment. In conclusion, Martin objectives for tolerating the long years of war and suffering were patriotism and loyalty to his comrades and the fight against American enemy. Martin emphasizes that the cause was revolution of America and incase the army had disintegrated the cause of their fight would have been lost. Martin asserts that in spite of the army’s commitment to fight the enemy in the Revolution of America, their effort was not appreciated by the America leaders of that time. References Martin, J. P. (1999). Ordinary Courage: The Revolutionary War Adventures of Joseph Plumb Martin. New York: Brandywine Press.