Dickinsons If I Can Stop One Heart From Breaking

Dickinson's 'In the event that I Can Stop One Heart From Breaking' Emily Dickinson is a transcending figure in American writing. This nineteenth century artist, however a productive essayist, stayed isolated from the world for the vast majority of her life. Emily Dickinsons verse has an uncommon nature of honest perception. Her words reverberation the pictures around her. She didn't adhere to a specific sort, as she composed whatever interested her the most. The small, withdrawn artist composed in excess of 1800 sonnets during her lifetime. Be that as it may, less than twelve got distributed while she was as yet alive. The greater part of her work was found by her sister Lavinia after Emilys passing. The greater part of her sonnets were distributed by Thomas Higginson and Mabel Todd inâ 1890.â The Poem The vast majority of Emily Dickinsons sonnets are short, without any titles. Her sonnets leave you longing for progressively, needing to dig profound into the brain of the writer. On the off chance that I can prevent one heart from breaking,I will not live in vain;If I can ease one life the aching,Or cool one pain,Or help one blacking out robinUnto his home again,I will not live futile. On the off chance that I Can Stop One Heart From Breaking Analysis To comprehend the sonnet, one needs to comprehend the writer and her life. Emily Dickinson was a hermit who had scarcely any connection with individuals outside of her home. The greater part of her grown-up life was spent closed away from the world, where she took care of her evil mother and the issues of her home. Emily Dickinson communicated her conclusions through sonnets. Benevolent Love Is the Theme This sonnet can be classified as an affection sonnet, however the adoration communicated is not really sentimental. It discusses an adoration so profound that it places others before self. Caring adoration is the genuine type of affection. In this sonnet, the artist discusses how she would cheerfully consume her time on earth helping the individuals who experience the ill effects of disaster, profound pity, and gloom. By wishing to help a blacking out robin once again into the home, she uncovers her defenseless and touchy side. Her profound affectability for the government assistance of others, even before close to home self, is the message passed on in the sonnet. It is a message of benevolence, sympathy that one human ought to manage the cost of another human without the requirement for show or dramatization. A real existence that is committed to anothers government assistance is an actual existence all around lived. Holy people Who Followed the Path of Selfless Love A striking case of the sort of individual Emily Dickinson discusses in this sonnet is Mother Teresa. She was a holy person for a great many destitute, wiped out, and stranded individuals. She endeavored to carry joy into the lives of the at death's door, the hopeless, and the down and out who had no spot in the public arena. Mother Teresa committed as long as she can remember to take care of the eager, watch out for the wiped out, and wipe a tear from the essences of those despondently. Someone else who lived for the government assistance of others is Helen Keller. Having lost her capacity to hear and talk at an early age, Helen Keller needed to battle hard to teach herself. She proceeded to motivate, instruct, and control several individuals who were truly tested. Her respectable work assisted with changing the lives of a huge number of individuals around the globe. Holy messengers in Your Life In the event that you glance around, you will find that you, as well, are encircled by blessed messengers who have dealt with you before. These heavenly attendants could be your companions, guardians, educators, or friends and family. They bolster you when you need a comfort in times of dire need, assistance you ricochet back when you surrender, and facilitate your agony when you are experiencing an awful stage. These great Samaritans are the explanation you are doing fine today. Discover the chance to thank these favored spirits. Furthermore, on the off chance that you need to offer back to the world, read this sonnet by Emily Dickinson again and think about her words. Discover a chance to support someone else. Help someone else to reclaim their life, and that is the means by which you can recover yours.

Preventing Childhood Obesity in America Free Essays

string(25) grown-ups at age 25 years. Forestalling Childhood Obesity in America: Everyone Plays a Role Childhood stoutness in America is a developing plague. Most would guarantee they realize it is an issue in our nation, yet consistently there is an expansion in the measure of fat youngsters in the United States. The clinical, physical, and mental impacts related with corpulence are astonishing; by the by, handled, unhealthy, low supplement food is generally accessible and expended all the time by youngsters. We will compose a custom paper test on Forestalling Childhood Obesity in America or on the other hand any comparative theme just for you Request Now Guardians, childcare suppliers, schools, and the network all need to help in the fix and avoidance of youth corpulence by giving sound, nutritious nourishment for kids and empowering day by day work out. Youth stoutness rates have increased at disturbing rates in the course of recent decades. Since the 1970s, youth stoutness has dramatically increased in America. As per the Centers for Disease Control and Prevention ([CDC], 2010), corpulence expanded from 5 to 10. 4% somewhere in the range of 1976 and 2008 among pre-younger students 2-5 years old. The quantity of fat youngsters matured 6-11 expanded from 6. 5 to 19. 6% during those years.The estimation for 2010 is that one in each five kids in the United States of America is as of now, or will be, overweight. The aftereffect of this has gone to the way that youth corpulence is currently the most widely recognized predominant nourishing issue of youngsters living in the United States. It is one of the most widely recognized scatters seen by pediatricians in this nation too (Obesity Society, 2010). The issue of youth heftiness is unpredictable and not effectively helped. The â€Å"toxic environment† we live in right currently has added to one-fifth of our youngsters having a weight issue (Friedman and Schwartz, 2008, p. 718).Cheap, delectable, supplement lacking nourishments are never a long way from reach. Low quality nourishment, handled consumable things, and calorie thick pieces are sold in each general store, accommodation store, candy machine, and open spot accessible, including schools. It wasn’t as of not long ago that schools became providers of supplement poor, calorie thick food to kids. Milk and water from the wellspring were the main accessible refreshments in schools for quite a long time. In 1970, just 15% of kids ages 6-11 drank soft drink contrasted with 61% who drank milk. In 2002, the numbers took a turn with 33% of kids being soft drink consumers and 33% drinking milk.How did this measurement change? Schools began attempting to fill the hole between their requirements and their financial plan. Soft drink was less expensive than milk, so it turned into a replacement. In the mean time, candy machines came into the image (Friedman and Schwartz, 2008). Children could decide to eat a sandwich and carrots that were stuffed for them from home, or they could simply purchase a pack of chips and a soft drink out of the candy machine. Clearly, to kids, the sugar and chips would be more engaging than the sound other option. Ways of life have additionally changed radically for youngsters in the course of the last thirty years.With the expanded number of broken homes and ladies in the work power, inexpensive food is a simple supper fix. Most single working guardians, and even many wedded working guardians, would state it is a lot simpler, and by and large more affordable, to snatch a hamburger and French fries for their children through a drive through window than it is to prepare a nutritious supper at home. Notwithstanding the development of expending an ever increasing number of calories regularly because of way of life changes, schools have disposed of physical instruction projects and break, and now TV and computer games infant sit youngsters (Friedman and Schwartz, 2008).With the overabundance of caloric admission in all these unwholesome nourishments, and the diminishing of activity and development in kids, it ’s no big surprise there is a youth heftiness emergency. All in all, in what manner can a youngster be resolved as hefty? A child’s Body Mass Index (BMI) recognizes it. BMI estimates weight comparable to tallness. It is utilized to decide one’s weight status. BMI is the most generally acknowledged technique used to screen for overweight and hefty youngsters since it is the least demanding approach to get the stature and weight estimations expected to ascertain BMI, the estimations are non-intrusive for the kid, and BMI connects with body fatness.But, remember; while BMI is an acknowledged screening device for the underlying appraisal of muscle to fat ratio in kids and teenagers, it can't be utilized to analyze anything since BMI is certainly not an immediate proportion of muscle versus fat (CDC, 2010). Duplicating their weight in pounds by 703 and afterward partitioning that number by their tallness in inches decide a child’s BMI. This number is then contrasted with the CDC development graph that looks at other offspring of a similar age and sex. Youngsters who have a BMI at or over the 95th percentile for age and sex are viewed as hef ty. Stunningly, 20% of all youngsters in America are in this percentile (Obesity Society, 2010). The Obesity Society (2010) calls attention to that the various negative present moment and long haul impacts related with youth corpulence are overpowering. These incorporate both mental and physical wellbeing impacts because of a kid being overweight. Potential negative mental impacts corpulence may have on a youngster incorporate misery, poor self-perception, low confidence, and hazard for conceivable dietary issues sometime down the road, for example, anorexia, bulimia, or habitual gorge eating.Obese kids can likewise be the objective of tormenting, prodding, social prohibition, and other negative weight-related issues (Friedman and Schwartz, 2008). Negative wellbeing ramifications for a large kid can incorporate insulin opposition, type II diabetes, hypertension, high LDL cholesterol and triglyceride levels in the blood, low HDL cholesterol levels in the blood, rest apnea, early pubescenc e, orthopedic issues, for example, Blount’s malady and slipped capital femoral epiphysis, and non-alcoholic steatohepatitis (greasy penetration and irritation of the liver).Furthermore, fat youngsters are bound to be stout as grown-ups; subsequently they are at expanded hazard for various sicknesses including stroke, cardiovascular ailment, hypertension, diabetes, and a few tumors (Obesity Society, 2010). One examination found that around 80% of youngsters who were overweight at ages 10â€15 years were stout grown-ups at age 25 years. You read Forestalling Childhood Obesity in America in classification Papers Another investigation found that 25% of fat grown-ups were overweight as youngsters. In the event that a youngster is overweight before they are 8 years of age, heftiness in adulthood is probably going to be increasingly serious (CDC, 2010). There are numerous supporters of adolescence obesity.The CDC (2010) states that youth weight is the consequence of an irregularity between the calories a kid eats and drinks and the calories a youngster uses to help ordinary development and advancement, digestion, and physical movement. At the end of the day, a youngster becomes large when he expends a greater number of calories than he employments. The Obesity Society (2010) records a portion of these contributing elements as food decisions, absence of physical movement, parental weight, e ating designs, child rearing style, and parental taking care of and physical action propensities. A parent can pick a child’s food, which can add to their kid turning out to be overweight.These decisions, which add to weight, incorporate eating regimens higher in calories (counting fats and straightforward sugars), and lower in products of the soil. A kid who has hefty guardians is bound to be overweight (Obesity Society, 2010). A portion of this is acquired and connected to quality change; however even youngsters with a hereditary hazard for turning out to be overweight will at present possibly become overweight in the event that they eat a larger number of calories than they consume. Guardians who are overweight may likewise mirror a family unit who unnecessarily eats and doesn’t get enough physical movement (Obesity Society, 2010). Youngsters take a gander at their folks as job models.If a parent is showing unfortunate conduct, it can make a kid feel that sort of way of life is acknowledged and sensible. Because of this frightening information related with fat kids in the United States, numerous things need to change. Guardians and parental figures ought to pick what their kids eat, (what nourishments and beverages are in the home, what food sources and beverages are served at dinners and tidbits, what eateries they go to, and so on ); then again, instead of food decisions, guardians ought to permit their children to pick whether they eat at all and the amount to eat (Obesity Society, 2010).Parents ought not compel a youngster to eat when they aren’t hungry, nor urge a kid to complete their plate so they can have dessert. This energizes indulging. This will thus cause a kid will think they generally need to complete everything that is on their plate, regardless of whether that plate contains twofold their proposed day by day caloric admission. The Obesity Society (2010) likewise expresses that products of the soil, when contrasted with unhealthy nibble nourishments (regularly high fat and high sugar), ought to be promptly accessible in the home; guardians and childcare suppliers should serve and eat an assortment of nourishments from every nutritional category. Little segment sizes ought to be empowered, and that in the event that the kids are as yet eager, at that point more food can generally be included when they are finished. Meat ought to be heated, seared, cooked or barbecued rather than breaded and singed; meat substitutes ought to be consolidated into dinners since they contain less calories and fat than meat. Pollan (2009) claims that youngsters ought to be taken care of food. They ought not be taken care of high fructose corn syrup, since it is sugar. They ought to be taken care of nourishments that will in the long run spoil, not over-handled nourishments that have 10 years in length rack life.They ought not be taken care of additives that they can’t articulate, for example, ethoxylated diglycerides and ammonium sulfate. Nourishments that are exceptionally handled are ransacked of the greater part of their supplements, which broadens their timeframe of realistic usability. Handling tak

9 Questions to Ask When Negotiating Salary

9 Questions to Ask When Negotiating Salary Few things can be as exciting as receiving a call for the second or third interview.Why?Because you know you’re being called for the job. Either that, or you’re very close to getting the job.For the companies which only do two interviews, the second one usually includes job offer discussions. For those conducting three, this happens in the third interview.All the same, when called for a second interview, you know that you performed well in the previous interview. You are filled with joy. But this could also be the beginning of some uncertainties.What will they offer as a salary? Will it be worth the job? Will there be other benefits? How good are the benefits?Salary negotiations can be challenging. But they can also be great opportunities for getting what you want.The first thing you must do is to have the right perspective.Do not see it as a tricky situation but an opportunity to get the pay you want.PREPARING FOR A SALARY NEGOTIATIONA quick mention of some important things to w ork on before heading into the negotiation.You need to do some preparing so as to successfully negotiate.Whereas the 9 questions below will surely help you, the below are key to master.Know What You WantA salary negotiation is not any different from a business negotiation.You are seeking the best for yourself while the hiring manager will be seeking the best for her company. It’s therefore necessary to know what you want.How much salary are you looking to get? In case they don’t give you that, how much less can you accept?This is what will guide your negotiation. You don’t want to go into this with a view of discussing the offer given while having no figure in mind. If you do this, you will be limited to the offer.The company can agree to increasing the amount but that may still be below what you consider acceptable.Prepare to ListenListening is a skill everyone needs. When it comes to your salary negotiation, good listening plays a very important role. Its in the listening th at you gather information about the company.You can learn how generous they are from the words used by the interviewer. The look on his face when responding to you request for more and the voice tone can tell you a lot.Just from listening, you can be able to estimate the financial muscle of the company. This will guide your responses and help you keep within the limits you sense they cannot go beyond.Prepare a Counter OfferYou are going to discuss a business deal. That is what it really isâ€"a business deal. If you accept their offer, you will be waking up early to go to those offices.Much of your waking time will be spent there. That is where you will be earning your income from. Its serious business.If you do not have any idea the salary range they may offer, just do your research.Find out what other companies pay someone in a similar position. Of course companies are different. They amount of work may differ. The pay structure may differ etc. But knowing how much others are paid gives you the opportunity to prepare an informed response.When the offer you are given isn’t what you expected, propose your counter offer.Do not be afraid of making it in case Its too high compared to what has been offered. You may cut down on it but be careful not to reduce it too much.Remember that this is a negotiation.Demonstrate FlexibilityRemembering that Its a negotiation requires that you also become flexible.As much as both parties want the best for themselves, negotiations must end as a win-win situation. No-one should feel coerced into the agreement.In case you decide to join the company, you will be working with the person who interviewed you. There will also be more opportunities later for further negotiations, raises and promotions.Also, you expect them to consider your arguments and make changes to the offer in your favor. In a similar way, be ready to make changes to your stand and counter offer.This will encourage them and help both you and them come to an amicab le agreement.QUESTIONS TO ASK DURING SALARY NEGOTIATIONSTo get the pay you want, you have to prepare for the negotiation. A good way of doing that is by having some questions to ask.Questions are great because they open up the interviewer to giving you more information about the offer.With more information, you are able to negotiate because you can see the “good” and the “bad” of the offer.We have put together 9 questions which you can focus on. Go through them, learn how to use them and add them to your arsenal.1. Is this salary negotiable?The first question you should ask is whether the salary is negotiable.Do not go straight into making a counter-offer. Act like the professional you are and approach the negotiation gently.This will show that you are thoughtful and reasonable.Contrary to popular opinion by job candidates, most employers expect the salary offered to be negotiated. So seeking to do this should not make you uncomfortable.Do not think to yourself that you will seem money-focused. You are simply trying to balance your needs with the employer’s.If the salary is negotiable, then it’s time to show the interviewer that you are worth more than the offer given. Mention the figure you have in mind and wait for a response.During your preparation, you must have figured out what salary is paid to people in the position you are interviewing for.A website like Glassdoor is a good place to look. If in a position to, find out from the company staff what pay the position gives.This knowledge will help you bargain your salary more effectively.If you are told that the salary is not negotiable, then move to the next question.2. What does the entire package contain?This is where you start acting smart. Although many candidates negotiate salaries alone, show the interviewer that you know better.Every job compensation has more than a salary. There are benefits which come with the job. If you are interviewing for a junior position in the company, the benef its may not be many.But that doesn’t mean there aren’t any.Prompt the interviewer to tell you what else is in the package. You will then be able to gauge the attractiveness of the job compensation.This makes it easier for you to make comparisons with any other offers you may have received elsewhere.Still, even without other job offers, you can see the value of what you will be getting from this employer. Source: Pharmalogics RecruitingWhen asking this question, be ready to make a proposal. Whatever is important to you, include it in the proposal you will make.Some of these may include work-from-home options, stock options, health insurance cover etc. Whatever aligns with what you value should be discussed.3. How are salary raises and promotions given?Its expected that employees won’t work for ten years and get paid the same salary they started with. But just because its expected, you need to hear it from your prospective employer himself.This removes guesswork and assumptions which cannot make a solid case later when you ask for a raise.Salary raises and promotions will often be a result of employee performance. This question can therefore be answered by a quick and short response like, “It depends on an employee’s performance.”This is perfectly okay.However, this short answer can be used to steer you away from a powerful bargaining chip.To avoid that, ask how they measure an employee’s performance. Do not assume that it’s just doing the job right.At this point, you have no idea what the company policies says about job performance.Maybe you need to perform well for two years before a raise is considered. Get to hear it from them so you know what you are looking at.4. How often do salaries get raised?This question is quite similar to the one above but different in it’s own way. It will come in handy in case you were not given a comprehensive answer for the above question.Remember that the employer would rather you just accept the offer given and take the job.For you however, you would rather get the job and the best package possible.This is why you are in a negotiation.Stay focused on your goal but don’t be pushy. If the initial question was skillfully avoided and you are not yet comfortable with the answer given, this question will help.The essence of Its to get specific numbers. In this case, a specific duration by which you can expect a raise. This is actually seeking to get the interviewer to commit himself to a raise in the future.If she tells you it happens within a year or another specific time frame, that’s fine. If he is still non-committal, then move on to another question.But take note of the hesitation and know that you need to have a solid offer in order to accept the job.5. Can I see the job description?When you ask for the position’s job description, you are basically looking to understand whether the offer is commensurate with the day-to-day tasks.This is very important for your negotiation and you should not underestimate it.You see, many employers offer candidates the job and the job description follows after reporting to work.Sometimes, it will happen after finishing the induction process. This might be okay and isn’t much of an issue if the package is good.But what if the daily tasks and responsibilities are more than the package comfortably compensates for?If the work is more than you expected, it might be difficult to start negotiating the job again after agreeing to, and signing the job offer. This will be a trap for you and getting out of it can be tricky.You might start working on a job with thoughts of having been tricked. This will affect your performance and in due time, your chances of getting a raise or a promotion.Be wise and stay ahead of your future employer. Ask for a job description and see whether you can manage to carry out the daily routines for the salary offered.6. What does the severance package contain?One important though often-ignored part of the pay package is the severance. People think of severance only when it becomes clear that there is a danger of being laid off.When all is well, few give this any thought.Well, you have an opportunity to be different. Do not go by what you know the 401k will provide.You can negotiate further than that. You can ask for more options to be included in your severance package.If you are interviewing for a senior positi on, you have even more leverage.This is also true if you are in a high-demand job market like cybersecurity. If you are also looking at several offers from different companies, do not hesitate to push your interviewer to see how much they can give.Explain to them how your position requires job security so as to perform well. Show them how getting a package that is below the market average of your industry can reduce your chances of accepting the offer.Such a comment will have at least two effects:a. Show that you are interested in the jobThe interviewer will always want to know that the negotiation is not in vain.When they know that you are available for them and are thinking about their offer, they are likely to consider your demands.This gives you a chance to further pinpoint the issues you have with the offer given.Since you are certainly one of the candidates they are considering, your chances of getting what you want are increased.b. Show that you are well informedFew things ca n rival your bargaining power when you have insightful information. Knowledge is indeed power and the more you know, the more capable you are of getting what you want.Knowledge gives you the ability to know when a claim by the interviewer is meant to weaken your argument.And when you show that you have knowledge, you are immediately respected. They know that they cannot just counter your demands with empty words.More than that, a smart employer will actually like you some more since he sees the potential you carry. You will be seen as proactive and good in doing your homework.This further points to a possibility of you being a solution provider who is worthy of being invested in.7. What percentage raise do your highest performers get?Still along the lines of pay rise, here is a question to get the conversation going further.As the interviewer works hard to show you how good a place the company is, this question will be asking for proof.If you get the answer to this question quickly, then you know that its the company’s norm to give pay raises.But if there is hesitation, if the hiring manager doesn’t seem to know the answer or doesn’t remember, that should be a sign for you.That should tell you that raises are rare and they probably have to be earned the hard way.Maybe you only become a top performing employee when you do many “extras” which really stretch you out.If this is the case, then you might be looking at an employer who isn’t very reward-focused. Source: Patriot SoftwareIf you managed to see the work environment, you would notice if this is the case at the company. You will then have to put in some more thinking before accepting the job.On the other hand, if you got a straightforward answer, then you might be in a safe place. All you will be gauging is the figure given.If you are currently making $10,000 and the percentage given is 10%, then it’s reasonable to expect a raise of $1,000.This provides you with a good idea of what the prospects are in that company. Its always a good idea to know what the future holds.This gives you more information to use when comparing the offer to your current or former job. It also helps you compare the offer against offers from different companies you are interviewing at.8. Will I get a raise after being confirmed as a full-time employee?This question gives you a window of negotiation in case it has been tough throughout to this point. It also provides room for you to gain some more leverag e.To help you understand the power this question wields, consider the psychology behind it.Many job candidates start off in probation. This might be a requirement in the company you are about to join if you accept the offer. With probation periods often being 6 months, what happens after that?Testing. Or maybe a review of your performance.But will there be a salary increase after probation?Note that the question does not ask what criteria is used to confirm employees on probation. Rather, it asks whether there will be a raise upon confirmation. Meaning, it assumes that its obvious there will be a confirmation.Using this question, you will be communicating your confidence that you will pass whatever evaluation you’ll be taken through. Your concern therefore is what benefits will come with the good performance you will have shown.9. By when can I give you an answer?If there is one crucial aspect of negotiating a salary, it’s that you shouldn’t be quick to say either “Yes” or “No.” No matter how much you are pushed, always seek time to think it over.The interviewer may tell you that they are in a hurry to fill the position. They may even want someone to start working immediately. Whether this is true or it’s just a tactic, you may not be sure.One thing however needs to be etched on your mind. If you have come this far, and have negotiated the salary with them at length, they have probably decided to pick you.If you have negotiated well and are satisfied with all the details and information provided, then you can immediately accept the offer.But if you are still unsure about some aspects, don’t be afraid of asking for at least, some hours. You can give them an answer the following morning.This will give you time outside the probably-tense interview room to think about the offer.You will be able to assess what you observed about the company and decide if it’s the kind of place you want to work.In the event that there are other companies you are waiting for a response from, you can call them up and ask for an offer.You can tell them that you have an offer from a different company and would love to consider what they are offering.You don’t need to discuss the details of the offer received but this way, you can make a good decision by the following morning.CONCLUSIONWith these questions, you can easily negotiate your way to a great salary and overall job package.Stay confident and maintain a positive mindset.Know that the chances of getting what you want are more than if you hadn’t read these questions.

Detecting Plagiarism in Academic Writings

In the modern society, the problem of plagiarism occurs really often. People who use online or other sources do not always cite them properly. Plagiarism is considered to be an academic dishonesty that is why instructors do everything possible to detect and determine the plagiarism in the academic writings. This will not only find dishonest students, but will prevent them from plagiarizing again. Nowadays there are a lot of techniques which will help to detect and to determine plagiarism in the academic papers. These techniques are very helpful for the instructors in schools, colleges and universities. First of all, you can determine plagiarism by analyzing the format of the paper. Main errors that can signal about plagiarism in the paper are: the format of the paper is not according to the assignment that was given, line or page breaks are at odd places, URL or article number at the and of the writing, odd phrases like click here. All of the following signs may indicate that the paper was copied directly from the internet. Citations can also help to determine plagiarism in the paper. Usually plagiarized papers contain very old citations. Also try to match references listed at the end of the writing with the in-text-citations. If they do not match this is a sign that the paper may be plagiarized. Check the content of the paper. There are few basic signs of plagiarism that can be found: the paper doesnt exactly match the assignment, the paper is not unified and seems to be cut out from different places. Another way to check the research paper for plagiarism is to check its style. The style of the paper may differ from the students previous works; level of writing is much higher than others; the style of the paper doesnt match to the required. One more very efficient way to check whether the paper is plagiarized is to ask the student questions about the material in the paper or about this specific subject. Also you can ask the student to make a brief verbal summery of his/her paper. The answer will help instructor to identify whether the student wrote the paper himself. Checking the reference page can help a lot. Check the original sources that provided in the reference list and look through them. Also you can submit some unique words from the paper to Google, for example. This can help to find some online sources from where the student could plagiarize. You can also check term paper mills. Nowadays there is a lot of plagiarism detective software available. For example, EVE 2.2. Also a paper can be check by submitting to Turnitin.com. It compares the paper to the Internet sources and to other papers. There are also some similar online links to determine the plagiarism like: Plagiarism.com, InteqriGuard and MOSS. To check the paper online is one of the easiest ways to determine the plagiarism. All of the ways to determine plagiarism that are listed above can be very helpful. Careful evaluation of the paper and checking all the sources will indicate whether the paper was plagiarized.

Character Analysis of Gertrude in William Shakespeares...

Hamlet: Argumentative Essay Introduction The purpose of this essay is to analyze the role of Gertrude in Hamlet, which is counted as one of the famous plays of English language (Thompson and Neil Taylor 74) and the most popular work of Shakespeare (Wells and Stanton 1). This essay will evaluate the role of Gertrude, who was the mother of Prince Hamlet and also the title character of the play. Thesis Statement: Gertrude, the wife of late King Hamlet was disloyal to her husband and also responsible for his death. Gertrude The Queen of Denmark Gertrude the widow of the late King Hamlet married her husbands brother Claudius only after two months of her husbands death. Claudius who was also the uncle of Prince Hamlet became the new King and his new father. Despite the fact that Gertrude has very little role and few lines in the play still she is central to the action of the play. Prince Hamlet hatred and disgust for her mother as she marries Claudius, is one of the main important reflections of the play. This is because in times of Shakespeare, marrying husbands brother after husbands death was considered as a sin and act of being disloyal with the husband. Secondly, Prince Hamlet also considered Claudius inferior to his father, the late King Hamlet, in all aspects of life. Gertrude deeply loved her son and was very much concerned about his depression and gloominess (Barrons, 93) but Hamlet hated her. He considered her responsible for his fathers deathShow MoreRelatedAn Analysis of Queen Gertrudes Position in King Hamlets Death in William Shakespeares Hamlet1056 Words   |  5 PagesAn Analysis of Queen Gertrudes Position in King Hamlets Death in William Shakespeares Hamlet Usually in a playwright, one of the authors objectives is to keep the viewer or reader confused or disconcerted about certain events in the plot. 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Shakespeare attempted to have the audience feel the pain that Hamlet experienced, sense the f eelings of revenge that were deep in the heart of the prince, andRead MoreThe Symbolism of Ophelia’s Character Essay733 Words   |  3 PagesSymbolism of Ophelia’s Character The name Ophelia has been most commonly associated with William Shakespeares play, Hamlet, where she is referred to as the title characters mad lover. She is believed to have killed herself out of madness by drowning herself in a river. Interpretations about Ophelias character have ranged from being a woman who lost her sanity upon her father, Polonius death to being the object of hatred by Hamlet. However, despite her supporting character in the play, her personalityRead MoreThe Analysis of the Character Ophelia on Hamlet Essay1297 Words   |  6 PagesIn William Shakespeare’s Hamlet, Ophelia is the most static character in the play. 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360-Degree Performance Reviews Provide Greater Feedback in Healthcare Free Essays

string(31) " multiple sources is required\." Abstract Healthcare organizations have a unique set of challenges, particularly when it comes to measuring performance and understanding development needs. Some are strong at measuring clinical or functional skills. Yet few are equally adept at assessing the non-clinical skills that are so important to overall success in a healthcare organization. We will write a custom essay sample on 360-Degree Performance Reviews Provide Greater Feedback in Healthcare or any similar topic only for you Order Now 360-degree feedback can play a significant role in understanding the other side of performance, those skills that are not directly tied to day-to-day, job specific ability. Rather than relying on the perceptions of one individual, 360-degree feedback takes into account multiple perspectives. This is especially important when one person (i. e. , the employee’s manager) does not have the opportunity to observe all areas of the employee’s performance. Those working alongside the employee, along with the supervisor, are generally able to provide a more comprehensive look at the employee’s behavior and/or performance. 360-Degree Performance Reviews Provide Greater Feedback in Healthcare I. Introduction Performance of individual employees is central to the long-term success of an organization. Healthcare organizations have a unique set of challenges, particularly when it comes to measuring performance and understanding development needs. Some are strong at measuring clinical or functional skills. Yet few are equally adept at assessing the non-clinical skills that are so important to overall success in a healthcare organization. Clinical, or functional, ability is at the base of healthcare performance. However, possessing these skills does not always ensure success. Unfortunately, many organizations ignore â€Å"soft side† skills like communication and relationship management, viewing these interpersonal and behavioral skills as â€Å"nice to have† qualities. Yet lack of interpersonal performance is something that generally cannot be compensated for by even the strongest of clinical skills (Maylett, 2009). II. Expectations of the Consumer Issues of performance and productivity are continuously being scrutinized by the leaders of healthcare organizations. Although cost is urrently the driving force for health care system reform, there is still great concern for the quality of the health care provided. Consumers of healthcare services are now asking â€Å"How can I get the best care for the least amount of money? † This means that for an organization to gain competitive advantage, they must make sure that not only is the quality of care high, but the cost must al so be reasonable when compared to other providers of similar services. Equally important for the healthcare organization to recognize is that the definition of quality performance is not â€Å"value-neutral†. Standards are continuously evolving to reflect changes in values, new scientific findings, new technology, changes in regulatory requirements and laws and changes in the healthcare market place. The changes in these standards reflect the differences between the purchaser and the patient. The healthcare purchaser is concerned how effectively their dollars are spent and getting the most care for their money, while the patient expects the healthcare provider to be responsive to their individual needs (Popovich, 1998). Currently, the Joint Commission requires accredited healthcare organizations to assess, track and improve the competence of all employees (Fried Fottler, 2008). In addition, the Malcolm Baldridge National Quality Awards best business practices includes a model that is being increasingly followed by the healthcare industry that addresses key human resource practices directed toward creating a high performance workplace and toward developing staff by performance management systems (Kuzmits, Adams, Sussman Rabo, 2004). As cost stabilizes and becomes more aligned across providers, quality will become more important in deciding which organization or provider to use. According to the Joint Commission on Accreditation of Healthcare Organizations, â€Å"accurate, complete and relevant performance data can provide users of organizational services with objective evidence on which quality judgments can be based. † Patients and consumers now consistently assess the performance history of healthcare providers, organizations and systems. Therefore, those providers should be assessing their performance to help identify opportunities for improvement (Popovich). III. Performance Assessment and Management Having a well-functioning performance management system can help the organization determine several things, including the effectiveness of their selection process, the effectiveness of their training mechanisms and whether the organization’s compensation program is effective at driving employees to perform at a higher level. Performance management refers to a set of tools and practices that consists of setting goals with employees, designing strategies to make and sustain improvement, monitoring progress toward achieving goals, ongoing feedback and coaching by supervisors and peers, and measuring individual performance. Supervisors and employees tend to be uneasy about performance management and reviews, considering the process uncomfortable, highly unproductive and sometimes even unnecessary. Managers are often uncomfortable with sitting down to discuss concerns about performance with employees and employees often feel as though their managers are being critical and condescending during the process. Complicating matters is that performance appraisals and reviews can be extremely emotional, especially when directly tied to an employee’s potential compensation. Traditional performance appraisals have involved the employee’s manager collecting information about the employee, observing their performance and then sharing that information back with the employee. The review may include discussions about promotion, change in compensation, disciplinary action, transfer or recommendations for training. One concern with these types of assessments is that they are often subject to the biases and subjectivity of a single individual. Given the complexity of most healthcare jobs, it is often unrealistic for one individual to accurately describe the employee’s performance. In addition, traditional performance appraisal done purely for administrative reasons may be less than adequate for encouraging development, career planning or performance improvement (Jackson Greller, 1998). Another concern with the traditional single source performance appraisal is that supervisors only view performance from one perspective and often cannot directly observe employee performance. Furthermore, supervisor-based appraisal systems do not easily capture many important employee contributions, such as helping and training coworkers and being good team players (Fedor, Bettenhausen Davis, 1999). IV. Multi-source, or 360-degree, Performance Reviews Assessing performance in today’s complex health care environment resents a challenge to the healthcare profession. In order to effectively evaluate performance within this complex and evolving environment, evaluation from multiple sources is required. You read "360-Degree Performance Reviews Provide Greater Feedback in Healthcare" in category "Papers" Among the most useful ways to collect job performance information is to use multiple sources, or 360-degree feedback. This method recognizes that for most positions, relying on one source of information about an employee’s performance leads to incomplete and often inaccurate information. This is especially important when one person (i. e. the employee’s supervisor) does not have the opportunity to observe all areas of the employee’s performance. Those working alongside the employee, along with the supervisor, are generally able to provide a more comprehensive look at the employee’s behavior and/or performance. Feedback is a vital part of performance, growth and development. Understanding ourselves and how we interact with others helps us to understand what impact we have on those around us. A 360-degree assessment provides a comprehensive summary of an employee’s skills, abilities, styles and job-related competencies. The logic underlying 360-degree feedback is that there are many sources of information in organizations, and much of that information is available both to the manager and to the employee. Co-workers, customers, other managers and even the employee themselves can be sources of feedback (Jackson Greller). Simply put, 360-degree feedback is a method for evaluating an employee’s performance based upon feedback from everyone with whom the individual comes in contact – supervisors, coworkers, partners, subordinates, even the general public. This type of feedback helps employees see themselves as others see them and allows them to seriously examine their behavior. It allows them to understand how others view their effectiveness and become more cognizant of how their effectiveness as an individual, co-worker or employee is perceived by others. It can reveal areas in which employees are performing particularly well and those areas in which there is room for improvement. 360-degree feedback provides the employee and the organization with a wealth of information including the following: †¢ an increase in self-knowledge for the employee encourages continuous learning †¢ stimulates the employee to enhance their strengths †¢ identifies areas that need development or improvement †¢ provides guidance for positive change †¢ supports coaching and mentoring initiatives This information helps to build a partnership between the individual and the organization to maintain the process of continuous growth (Bentl ey, n. d. ). This review process is also helpful for the supervisor – it can provide a more accurate assessment of an employee’s performance and help eliminate accusations of favoritism. The process provides greater objectivity and because it is submitted anonymously, it provides a supervisor with the most unbiased and accurate information from which to draw performance conclusions. This new level of understanding is invaluable as employees develop professionally. Recent studies suggest that a large percentage of workers who have participated in 360-degree reviews feel that the feedback was more accurate and more reflective of their performance than feedback from just one supervisor (Gallagher, 2008). Additionally, this information provides great benefits to the healthcare organization as well: †¢ it enhances employee morale †¢ aids in assigning work †¢ stimulates employees to improve their work †¢ provides a basis for employment termination for sub-standard performers †¢ assists in determining who should be promoted, transferred or given additional compensation †¢ reveals exceptional employee talents and skills †¢ uncovers weaknesses in the training program †¢ promotes confidence in employer’s fairness †¢ helps resolve disputes in arbitration cases †¢ offers a basis for employee guidance and counseling (Harrison, 1978). In healthcare organizations, multisource appraisal, or 360-degree feedback, can play a significant role in understanding the other side of performance, those skills that are not directly tied to day-to-day, job-specific ability. These include such things as how well the individual collaborates with other health professionals to achieve desired outcomes, how well they improve their knowledge and understanding of their own performance, how they keep up to date with new developments and the degree to which they are aware of their own strengths and weaknesses (Council of Academic Hospitals of Ontario, 2009). Partly in response to concerns about performance and patient safety, and partly in response to demands for accountability to patients and funding agencies, the assessment of healthcare employee competence has received much attention. These concerns have shifted the concept of competence from a narrow definition of â€Å"clinical competence† or the ability to perform technical medical acts to â€Å"behavioral competence† which includes interpersonal and communication skills, judgment, relationship management and professionalism (Lockyer, 2003). Healthcare worker performance is recognized as being complex, multi-factorial and non-linear in nature. It is clearly influenced by the fact that healthcare workers perform within teams and systems and that their performance oftentimes is a reflection of the performance of the broader environment in which they work (Council of Academic Hospitals of Ontario). While there is wide acknowledgement that faulty systems and processes within the delivery of health care may adversely affect patient safety, individual failures can also contribute to patient injuries and complications. At a minimum, healthcare worker competency must be assured to maximize patient safety, as well as to ensure that the highest quality of patient care is provided. In addition, providing feedback that helps coworkers develop their interpersonal and task-related skills can improve work unit performance and, possibly, make one’s job easier and their environment more pleasant (Fedor, Bettenhausen Davis). As a result of individual performance assessments, 360-degree performance feedback in healthcare has the added advantage of identifying organizational improvement opportunities. Individual performance problems may identify larger systems or team challenges within a department or organization. The identification of these issues may be useful in guiding quality improvement initiatives that can be undertaken by the healthcare organization (Council of Academic Hospitals of Ontario). Multisource feedback is seen as potentially more useful than supervisor-only evaluations, especially in environments like healthcare organizations where the organizational structure is more flat and team-based (Rynes, Gerhart Parks, 2005). Most 360-degree feedback programs are strategic initiatives resulting in a tested method of improving productivity and job satisfaction. They are designed to support increased competitive advantage, development of leaders, increases in productivity, improved morale and job satisfaction and retention of high-performing employees (Bentley). Using 360-degree performance review models provides for ongoing measurement of healthcare delivery performance and subsequent assessment of the quality of that care. In addition, the models can be revised as needed to reflect the changes in the healthcare system and in the perspectives of the different sources that determine the standards that must be met and the resulting performance assessment. The 360-degree evaluation will help employees identify their strengths so they can build on them at the same time it addresses their skill gaps. It is a process that leads to continuous learning, team building, growing self-confidence and improved productivity. V. Conclusion A changing healthcare environment has resulted in an increased focus on performance, both at the organizational and individual levels. Healthcare managers and leaders face an increased need to focus on both operational, or clinical, performance as well as non-clinical performance such as communication, leadership and interpersonal skills. Performance measured solely from a clinical skills perspective misses a critical factor – behavior skills, or the â€Å"soft-side† of performance (Maylett Riboldi, 2008). Managers lacking in the non-clinical/non-functional side of leadership typically experience significant issues that eventually lead to decreased overall performance. On an organizational level, this could potentially result in high turnover, disengaged employees and lack of teamwork which will eventually impact patient care. Healthcare leaders are under increased pressure to raise the performance bar. Consumers and patients are demanding healthcare organizations deliver superior customer service and patient care in an often difficult environment. It is vital that healthcare leaders look at both elements of performance – the clinical AND the interpersonal. Each element plays a critical role in the overall effectiveness of the employee, manager and the organization and ultimately in the organization’s competitive advantage. BIBLIOGRAPHY Bentley, T. (n. d. ). Cumulative 360 Data Guides Strategic Planning. Panoramic Feedback. Retrieved from http://www. panoramicfeedback. com/shared/articles/hrdotorg. html. Council of Academic Hospitals of Ontario. (2009). 360-Degree Physician Performance Review Toolkit. Ontario, Canada. Fedor, D. ,  Bettenhausen, K. ,  Ã‚  Davis, W. (1999). Peer reviews: Employees’ dual roles as raters and recipients. Group Organization Management,  24(1),  92-120. Retrieved January 25, 2010, from ABI/INFORM Global. (Document ID:  39161423). Fried, B Fottler, M. (2008). Human Resources in Healthcare: Managing for Success. (3rd ed. ) Chicago, IL. Health Administration Press. Gallagher, T. (2008). 360-Degree Performance Reviews Offer Valuable Perspectives. Financial Executive, 24(10), 61. Retrieved from Business Source Premier database. Harrison, R (1978). Performance Evaluation in a Medical Environment. Medical Group Management, Sept. /Oct. 1978, 22-23. Retrieved from Business Source Premier database. Jackson, J. , Greller, M. (1998). Decision Elements for Using 360 ° Feedback. Human Resource Planning, 21(4), 18-28. Retrieved from Business Source Premier database. Kuzmits, F. , Adams, A. , Sussman, L. , Raho, L. (2004). 360-feedback in health care management: a field study. Health Care Manager, 23(4), 321-328. Retrieved from CINAHL with Full Text database. Lockyer, J. (2003). Multisource feedback in the assessment of physician competencies. Journal of Continuing Education in the Health Professions, 23(1), 4-12. Retrieved from CINAHL with Full Text database. Maylett, T. 2009). Healthcare Leadership Looking Beyond the Clinical Side of Performance. DecisionWise Leadership Intelligence. Retrieved from http://www. decwise. com. Maylett, T. Riboldi, J. (2008). Guide to Using 360 Degree Feedback for Performance Reviews. Retrieved January 18, 2010 from http://www. decwise. com/pdf/DecisionWise-Whitepaper-Guide-to-Using-360s-for-Performance-Reviews. pdf Popovich, J (1998. ) Multidimen sional Performance Measurement. Journal of Nursing Care Quality. 12(4):14-21[Article: PDF Only]Retrieved from CINAHL with full text database. Rynes, S. , Gerhart, B. , How to cite 360-Degree Performance Reviews Provide Greater Feedback in Healthcare, Essays

Gay Marriages Essay Research Paper Today in free essay sample

Gay Marriages Essay, Research Paper Today in society there are many force per unit areas put upon people by others and their beliefs. One of the major force per unit areas it puts on people is the force per unit area of homosexualism and whether it is right or incorrect. Homosexuality is on the rise in the United States every bit good as many other states around the universe. Along with the rise of homosexualism is the rise of matrimonies that are taking topographic point in these socially wrong relationships. Throughout the state and in other states there has been a legion addition in the matrimonies of homophiles. Same sex matrimonies defy the Torahs of Christianity, and it is immoral in the eyes of society. Homosexuality in all states has been looked down upon and sometimes condemned. This resistance stems from the Holy Bible. The twosome in the Garden of Eden was a adult male and a adult female, non two work forces or two adult females. If God intended two work forces or two adult females to be together he would hold put two work forces or adult females in the Garden of Eden, giving them both the ability to hold kids or to reproduce with the same sex, but that didn T happen. God created Adam and Eve, non Adam and Steve, for the reproduction of life. God wanted adult male and adult female to reproduce with one another in order for the human race to go on. In the bible yearss, Jesus Christ did a batch of learning about matrimonies and the sacred bond involved between a adult male and a adult female. The word matrimony means a bond or a lifetime committedness between a adult male and a adult female. Aside from heterosexual matrimonies being socially and moral correct, work forces and adult females are complimentary to one another. As I said before matrimony is a bond between two accepting grownups of the opposite sex. It has besides been stated that the basic edifice block of society is a strong household. The household as a establishment begins really simple ; two people meet, start dating, so as clip goes on they get married, so the twosome has a kid. Heterosexual matrimony has besides been known as the best environment for the upbringing of kids. Surveies show that most kids who are brought up in a family with a female parent and a male parent are more productive in school and their societal life. The environment which offers kids the best chance to accomplish optimum development is one comprised of their biological female parent and male parent or a married male and female. It is in the kid # 8217 ; s best involvement that this environment be fostered and protected. Children do best when they have the personal engagement and material support of a male parent and a female parent and when both parents fulfill their duty to be loving suppliers. Surveies besides show that kids brought up in homosexual families have the inclination to hold more jobs in school, work, and happening friends who don t expression at them otherwise. Children have a cardinal autonomy involvement in having the attention, company and society of both of their natural parents. At birth, a kid has no material ownerships and no hope of independent endurance. Whether it is biological, or psychological, the bilateral bond that unites a female parent and male parent to their kid is all that ensures its endurance. A kid s adolescent old ages are really influential what type of grownup the kid turns out to be in the hereafter. A kid s ethical motives are instilled from a immature age. Same sex matrimonies can non transfuse any ethical motives or values in a immature kid. In order for a kid to larn, he or she must be in an environment for them to larn and a same sex matrimony is non one. Same sex matrimonies merely cause struggle, confusion, and jobs for the ki d, some jobs for the parents excessively. Same sex matrimony can do favoritism, uncomfortableness, and grief ; that s why it is considered immoral and noncompliant in the eyes of society. There are many provinces throughout the United States seeking to maintain homophiles from acquiring married all together. On September 21, 1998 President Clinton signed a measure denying federal acknowledgment of same-sex matrimonies, and that it was no error. It is non a great political issue for Clinton but it did anger his loyal homosexual constituency. Clinton has long been on record as stating he would subscribe the measure into jurisprudence, even though he has charged that many of its protagonists were merely seeking a manner to sock homosexuals and tribades. Clinton # 8217 ; s base on the matrimony issue, for many homosexuals, Markss another letdown in the same vena as the president # 8217 ; s wear # 8217 ; t inquire, wear # 8217 ; t state # 8217 ; military service policy. The jurisprudence leaves it up to each province to make up ones mind whether to acknowledge same-sex matrimonies. Clinton said the measure besides # 8220 ; clarifies, for intents of federal jurisprude nce, the operative significance of the footings # 8216 ; matrimony # 8217 ; and # 8217 ; spouse. # 8217 ; # 8221 ; In California the Defense of Marriage Act ( DOMA ) is a ballot enterprise that would protect matrimony as merely between a adult male and a adult female in California. The DOMA is needed to protect Californians from being forced to accept same-sex # 8220 ; matrimonies, # 8221 ; even if they are legalized in another province. Judges in three provinces, including Hawaii, Vermont, and Alaska, are endangering to legalise same-sex # 8220 ; matrimonies # 8221 ; really shortly. In Irving, Texas curates who perform same-sex matrimonies can be brought before church tribunals and charged with noncompliance, the United Methodist Church # 8217 ; s highest tribunal ruled. The tribunal announced the church regulation against same-sex matrimonies is a jurisprudence, non a guideline. Utah and Hawaii are two provinces extremely up on the subject of homosexual matrimonies. The province of Utah says that they are traveling to contend same sex matrimonies because they feel that it is unconstitutional. Some of the politicians in Utah say that Marriage is the footing of household life, and households are the cardinal to civilisation. Robert H. Knight, who is a politician in Utah, says that the jurisprudence does non know apart against homophiles, but it says that each sex must be represented in matrimony. The statements stemming from Hawaii are really similar to those coming from Utah. Peoples in Hawaii are oppugning the fact of whether it is morally right. Throughout this clip it has been apparent that Hawaii will interrupt on the jurisprudence but the inquiry still remain on whether it is unconstitutional. Freedom to get married does non intend one is free to get married anyone. The prohibitions on same-sex and plural matrimonies are based on the cultural position that male-female, monogamous matrimonial dealingss are basic to society. Consequently, it has systematically been stated that: The twosome is the basic unit of society. It is the unit of reproduction, the wellhead of the household and most frequently the precinct of love, love affair and gender. The sex-based categorization is well related to accomplishing the aim by excepting merely those twosomes who are as a twosome, biologically incapable of reproduction. In this respect, same-sex twosomes are physically different and non likewise situated to opposite sexed twosomes. Sexual dealingss is an built-in portion of matrimony and # 8220 ; work forces who wish to get married work forces # 8221 ; is non a category defined by its gender, it is a category defined by the sexual orientation of the members. Excluding same-sex twosomes does non give rise to a sex favoritism claim asking a heightened examina tion reappraisal. In matrimony one of the demands, being met is the demand to care for the spouse both physically and emotionally. Marriage is a countenance that should be taken in by a adult male and a adult female. Homosexual or same sex matrimony is on the rise in the universe today. Same sex matrimony defies the Torahs of Christianity, and is immoral in the eyes of society.