james moody essays

james moody essays James Moody is a world-renowned saxophone player. He has played with many famous musicians, such as: Dizzy Gillespie and Miles Davis. In this past concert he played with Tim Jenkins on piano, Dwayne Dolphin on bass, and Roger Humphries on drums. This jazz band was the best I have ever seen. James Moody had very good improvisational skills on the three saxophones and even on the flute. He was very proficient on all four instruments. I liked the relaxed environment he provided with his jokes and laid back attitude. Tim Jenkins was excellent on the keys. He was able to stay with everyones solos and provide some very solid solos on his own. Dwayne Dolphin was good at playing the basic melodic lines, but when it came time for him to play solos he was behind or ahead of the beat. I believe that he was trying a little too hard. However, he was nice to listen too. Now for Roger Humphries. Being a drummer myself I was very excited to hear him play. He was absolutely wonderful. He was right on top of the beat the entire time, even when the bassist wasnt. His fills during the songs were very impressive. The best part was when he would play solos. I couldnt stop smiling. I was overall very happy with the performance. Im glad that we had to go because I would not have gone if it werent mandatory. I didnt know that it was going to be as good as it was. I would definitely go see him again if I had a chance. James Moody is the man. ...

Guide to Using SAT Practice Tests 20 Hour Prep

Guide to Using SAT Practice Tests 20 Hour Prep SAT / ACT Prep Online Guides and Tips It's important to learn how to use official SAT practice tests as study resources because they will give you the most accurate reading of what to expect on the real SAT. If you only have twenty hours to prepare, this guide will teach you how to use practice tests to your best advantage within that limited time. I'll walk you through why SAT practice tests are important and how you can use a step by step twenty hour plan to get the most out of them. Why Are SAT Practice Tests a Good Tool for Short-Term Prep? Practice tests can be very helpful if you only have a short time to prepare for the SAT.You’ll experience larger point gains through enhancing yourunderstanding of the overall format of the test than you would through focusing solely on specific content issues.Practice tests will introduce you to the time constraints and question types you’ll see on the real test, so you’ll be prepared to deal with the time pressure and confusing wording that tends to stump students who have less experience with the SAT. The benefits of practice tests increase even further if you can evaluate your mistakes accurately and take steps to fix them.Although you don’t have much time, higher level weaknesses in test-taking strategy can be fixed relatively quickly.Practice tests give you the power to recognize these weaknesses and take simple steps to eliminate them. How to Prep for the SAT in 20 Hours Using Practice Tests Here's a step-by-step guide to using practice tests in a twenty hour study plan. You can adjust the times to your personal needs, but this plan provides a rough outline of how to go about the process of taking practice tests and evaluating your mistakes. Step 1: Take a Baseline Test (4 Hours) You will need to take an initial practice test to see where you stand score-wise and diagnose your weaknesses.Make sure that you use the appropriate time constraints and set yourself up in a quiet environment.You should also print out the test so that you can simulate realistic testing conditions. Print out this picture and give it to your family when you're taking an SAT practice test. Step 2: Analyze and Fix Your Mistakes (4 Hours) Now that you’ve taken a practice test, you can look at your incorrect answers to figure out your biggest problems.You won’t have time to fix all of your issues on the test in this short study period, but you can tackle some of the most common mistakes at a higher level. Take note of whether you messed up on certain sections in particular.If you find that you had a lot of difficulty on one part of the test, you should devote some time to figuring out what went wrong and how you can fix it.There may be a few different issues that need addressing if you hope to raise your scores significantly. Here are a couple of scenarios you might encounter and some short-term strategies for improving your performance. Running Out of Time If running out of time is an issue for you, you will be able to improve your performance through greater familiarity with the test material and smarter test-taking strategies.Do you tend to get stuck on difficult questions? On your next practice test, skip any question that you can’t figure out within 30 seconds on the Reading and Writing sections or within a minute on the Math section.You shouldn’t waste too much time struggling on hard questions. If you do, you run the risk of missing easier questions at the end of the section and losingmajor points! If you’re running into problems with time on the Reading section, you might try switching up your strategy.Most students instinctively read the passages on the SAT closely, but this can lead to time issues if you’re a slower reader.Try skimming the passages instead (read the introduction and conclusion paragraphs and the first and last sentences of each body paragraph).You should be able to answer most questions just by skimming, and it will save you a ton of time.If you find that you don't know the answer to a question, you can always go back and read specific parts of the passage more closely. Another method that might work for you is skipping the passage altogether and heading straight for the questions.On the SAT, you’re given line numbers for most of the passage-based reading questions, so you can just read the lines indicated in the questions rather than the entire passage. For more strategies to combat time management issues on the SAT, see these articles with tips for how to stop running out of time on Reading and Math. Ah, time, the forever-ticking demon that haunts us all. Careless Mistakes If you made a lot of careless mistakes, you might be rushing or not reading the questions closely enough. Acareless mistake is an incorrect answer to a question that should have been easy for you.It might be a result of misreading what the question was asking for or being overly confident and not thinking it through. Issues with careless mistakes can be fixed through more practice testing (yay!) and awareness of your time management.Careless mistakes are also easy to spot if you double check your answers for each section. You should make a point of doing this if you have any extra time at the end! Question Misunderstandings Did you find that you genuinely misunderstood some of the questions on the test? If you're running into these types of mistakes, you should continue to practice similar questions. Make sure you fully understand why the correct answer makes sense.Once you know the solution, try working through the question or problem on your own to see where you might have gone wrong.This strategy will help train your brain to handle similar questions in the future. Lack of Content Knowledge Since you don’t have very much time, gaps in your content knowledge aren’t going to be easy to fill.If there are minor things you don’t know (such as a mathematical formula or grammar rule that you need to memorize), you can review them before the next practice test.If you’re struggling with an entire content area, like functions or geometry, you might not have enough time to fix those problems.Focus on surface-level content issues to maximize your point gains in this short time window. Make sure you're content with your content knowledge. For more tips on how to review your mistakes, check out this article.You might not be able to comb meticulously through all the questions you got wrong, but there are some useful strategies that can still be implemented by students who are pressed for time. Step 3: Repeat Steps 1 and 2 (8 Hours) Now that you’ve reviewed your mistakes and tried to fix most of the issues you had on the last test, you can take another practice test to see whether you’ve improved.Go through the same process with this test as you did on the previous one.If you find that you’ve improved significantly, that’s a good sign! You may be making different types of mistakes now, so it’s worth it to do another analysis. If you didn’t improve, you should consider how you went through the process of fixing your mistakes on the first test and whether you need to implement different strategies. Step 4: Take a Final Practice Test (4 Hours) After reviewing and fixing your mistakes on the second practice test, you should take a final test to prepare for the real SAT.You can take this practice test a couple of days before your test date. Make sure you keep all the strategies in mind that you developed from reviewing your other practice tests, and don’t change your methods between now and the real SAT. Total Time: 20 Hours! Wahoo! You did it! Will 20 Hours Be Enough for Me? Depending on how much you need to improve, 20 hours might be more than enough time, but it's not an ideal amount of prep time for students who are looking for significant score improvements on the SAT.You should start preparing earlierif you hope to raise your scores by more than 200 points or are looking for a perfect score. If you're hoping to improve by 300 points or so, you may be looking at 80 hours of studying as a more realistic amount of time. Take a look at this article on how long you should study for the SAT for more information. You can also read some of these resources to learn more about why your studying for the SAT now will pay off in the future. That being said, anyone can make moderate improvements in twenty hours if she'shonest about hermistakes and takes practice tests under realistic testing conditions.If you’re new to the SAT, you will probably see some big changes in your scores from the first practice test to the third.As a general rule, however, starting your studying earlier will be better for your mental health and your performance on the test! What's Next? Worried about low SAT scores? Here are some prep and test-taking strategies specifically targeted towards low scorers that will help you improve! Do you have procrastination issues when it comes to SAT prep? Find out how to combat procrastination in preparing for standardized tests. If you have a bit more time on your hands and want to learn how to get the best scores possible, read PrepScholar's ultimate guide to SAT prep. Want to improve your SAT score by 240 points?We have the industry's leading SAT prep program. Built by Harvard grads and SAT full scorers, the program learns your strengths and weaknesses through advanced statistics, then customizes your prep program to you so you get the most effective prep possible. Check out our 5-day free trial today: Have friends who also need help with test prep? Share this article! Tweet Samantha Lindsay About the Author Samantha is a blog content writer for PrepScholar. Her goal is to help students adopt a less stressful view of standardized testing and other academic challenges through her articles. Samantha is also passionate about art and graduated with honors from Dartmouth College as a Studio Art major in 2014. 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Heathrow Airport Project Evaluation Essay Example | Topics and Well Written Essays - 1750 words

Heathrow Airport Project Evaluation - Essay Example This meant some of the Star Alliance airlines having their operations at terminal 2 and 3 would have to move to terminal 1. Completion of this project on time would enable Heathrow Airport, which currently caters for 90 airlines, to rise up to more than 180 airlines worldwide. Though completing the project on the laid timeline was one of the most important things, there were other factors that had to be considered, including the safety and health issues (BAA, 2012). This was important because the terminal was to be used by passengers, and their needs came first. All factors had to be considered so as to maintain the reputation of BAA to the stakeholders , the public, and the media. The passage of terminal 1 may lead to delays which could cause not only significant penalties but also loss of other clients. A project manager, David Buisson, was chosen to manage the project as he was a certified project manager who also had more than 13 years of working experience as a manger in various challenging and complex projects (BAA, 2012). Mr. Buisson had worked with teams of professionals from various places around the world, including professionals from industries who were skilled enough to tackle major transport and communication projects. Using the experience developed from many years of experience and meeting different people around the world, Mr. Buisson had the required sufficient knowledge to choose a team that would be able to complete the project in the required timeline. The teams chosen would be required to collaborate and make the success of the project the most important thing they do. They should also remember the safety of the project as it is supposed to serve millions of people and for decades of years to come. Planning Approaches Planning and survey are a continuous process wh ich may take time before being implemented. There are three proven planning approaches for projects which include top-down execution and responsibility; top-down policy and bottom-up planning and execution; and bottom-up execution and responsibility (Kerzner, 2000). The top down execution and responsibility is the department responsible for coordinating and planning of procedures and policies. The management in this approach is centralized as it involves a few people making decisions for the rest of the team (Cooke-Davies, 2000). In this case, the stakeholders are informed of the proceedings of the project and they make the decisions of whether the project would still be done or not. They decide whether the request for time extensions would be necessary, whether additional resources would make any changes to the project and they make conclusions without consulting the teams doing the project. This approach has its disadvantages as various departments may not get the special attentio n required to complete the project on time. Different teams may also not understand how they should relate to each other while trying to complete the project. The other approach is the bottom-up execution and responsibility which encourages each department to develop or come up with their ideas and implement plans without much supervision (Morris, 2004). In this approach, there is a manager in charge of them, but they only report to them in critical circumstances. In our case, the project manager encourages the team members to use the collaborative approach while solving various problems. This approach involves training various people as well as having different parties which can be expensive especially to big projects such as refurbishing Heathrow Airport Terminals. The last planning approach is the top down policy and bottom up planning and execution which have overall planning rules or guidelines which are

Soil Mechanics Lap Report Lab Example | Topics and Well Written Essays - 2000 words

Soil Mechanics Lap - Lab Report Example rent laboratory tests, which were performed to determine various important mechanical properties and index of soils: Atterberg Limits, Visual classification, compaction (Moisture-Density relationship), Constant Head Method (Hydraulic Conductivity), Consolidation, and Unconfined Compression Test. This lab was performed with a view to determine the liquid and plastic limits of fine-grained soil. The LL (Liquid limit) is defined arbitrary as the water content expressed in percent, at which part of soil in a cut and standard cup by the groove of dimensions can flow together at a groove for 13 mm, when it is subjected to 25 shocks from a cup, which is being dropped from a distance of 10 mm in a standard LL apparatus operated at two shocks per second. The PL (Plastic Limit) refers to water content, expressed as a percentage, at which soil can be deformed any longer by rolling it into 3.2 mm diameter threads without crumbling. Porcelain dish, Liquid limit device, Flat grooving tool with gage, Balance, Spatula, Drying oven set at 150 degrees Celsius, Eight moisture cans, Wash bottle filled with distilled water, and Glass plate 1. About three quarters of the soil was taken and placed into the porcelain dish. The soil was thoroughly mixed with some small amounts of distilled water until a smooth uniform paste appeared. The cellophane was used to cover the dish in order to prevent moisture from getting out. 3. The liquid limit apparatus was adjusted by checking height of the drop of cup. The block which was the end of grooving tool was 10 mm high and was used as a gauge. Using the cup, the correct rate was determined by rotating the crank to drop the cup approximately 2 times per second. 4. A portion of previously mixed soil was placed into the cup containing the liquid limit apparatus at a point where the cup could rest on the base. The soil was squeezed down in order to eliminate air pockets and ensure it is spread into a cup to a 10 mm depth at its deepest point. 6.

Most Memorable Scene In Of Mice And Men :: essays research papers

Part One:The scene that was most memorable to me in this play was when Lenny and Curley ¡Ã‚ ¦s wife shared a conversation while the others were away. It started with Lenny moping around about the rabbit he had killed and then Curley ¡Ã‚ ¦s wife joined him. This scene ended in a surprising way, but in my opinion many interesting things were discussed about the concept of life. I was extremely surprised with the ending of this scene because when the conversation began I predicted that it was the start to a close relationship between the two of them. During this conversation they discussed issues such as life and dreams. At first Lenny refused to open-up. "  ¡Ã‚ ¥George says I ain ¡Ã‚ ¦t to have nothing to do with you-talk to you or nothing. ¡Ã‚ ¦ " He was very reluctant to talk to her or share anything with her. She was the complete opposite. Curley ¡Ã‚ ¦s wife was looking for someone to talk to. As the scene continued, Lenny relaxed and was able to talk and listen to her. Curley ¡Ã‚ ¦s wife began by asking Lenny questions. As she continued walls were torn down and she was able to get closer to him. Then she told him about her life. "  ¡Ã‚ ¦I get lonely ¡Ã‚ ¦  ¡K..  ¡Ã‚ ¦You can talk to people, but I can ¡Ã‚ ¦t talk to nobody but Curley. Else he gets mad. How ¡Ã‚ ¦d you like to not talk to anybody? ¡Ã‚ ¦ " It was hard for Curley ¡Ã‚ ¦s wife to get Lenny to talk but eventually he told her about his rabbit and other things about his life. "  ¡Ã‚ ¥We gonna have a little place-an ¡Ã‚ ¦ rabbits. ¡Ã‚ ¦ " In the end Lenny became overly excited and ended up killing Curley ¡Ã‚ ¦s wife. From this, I gathered that Lenny had never been so close to anyone, especially anyone of this opposite sex. This gave him such a great feeling that he did not know how to deal with it. The moment he felt Curley ¡Ã‚ ¦s wife moving away, he acted on his inner feelings and he was frightened. The scene portrayed a good example of the interaction of two complete strangers, it was interesting to see how they shared things and opened up to each other.Part Two:This scene is related to the theme in different ways. I think that it incorporates three main aspects of the theme. It is related to belonging, loneliness and dreams. All three of these are active issues in society today.

No More Privacy Rights for Employees in the Workplace

Privacy is the quality of being secluded from the presence or view of others, the condition of being concealed or hidden. The concept of privacy in the workplace however, is not only about the literal application of the word. The privacy in the workplace concept stems from every employee’s desire to be protected in terms of their individual expression of life choices and lifestyles that are considered irrelevant to their employment. The claim for privacy rights of employees is anchored on what they perceived to be good, proper, and just in the workplace. Privacy in the workplace has become a core value of employees.Privacy in the workplace like health is considered a right and is treasured by almost everyone. Though privacy rights in the workplace does not appear in the U.S. Constitution nor is guaranteed under the Privacy Act 1988 (Cth), yet it spawns endless constitutional arguments and simultaneously increased employees clamor for privacy in the workplace. Today, said conce pt has become a major issue and has even rise to international prominence with the growth of information and surveillance technologies especially adopted by organizations initially to ensure security and safety of the employees and the greater majority. After the fateful event on September 11, 2001, business organizations adopted other measures that further strengthen their security and safety, yet these also work to diminish privacy of employees in their workplace.The initial intention of the adoption of security measures like background checking, drug testing, and the use of technological monitoring devices in the workplace was also later expanded as means of predicting, monitoring, and evaluating productivity and efficiency of employees in their respective work. These become part of management style of almost all organizations to secure their investments and the people. However, employees viewed these to have eradicated their right to privacy in the workplace.The use of technolog y is so prevalent in the corporate world that it lessens if not at all diminishes privacy in the workplace. The widely accepted and practiced E-mail monitoring, video surveillance, computerized tracking systems, genetic screening, workplace alcohol drug testing, and the use of said information by employers are viewed to have significantly eroded privacy of employees.According to Jeremy Gruber, legal director of the National Workrights Institute, an advocacy for human rights in the workplace that â€Å"there is a very little, if any, privacy in the workplace especially in the private sector. Privacy is one of the most violated principles in the American-workplace. He further said that people are aware to a degree how much monitoring goes in the workplace, but most individuals are unaware of how pervasive the lack of privacy is† (Crane, 2005). This observation then fuelled many employees to demand for protection of their privacy rights.The growth of surveillance technologies ha s really impacted the modern corporate workplace. Employees viewed this trend to have increased the ability of employers to monitor and gather information on their personal circumstances and backgrounds that are irrelevant to their work. Studies have shown that monitoring employees electronically and in other ways is a growing part of the way American companies do business nowadays.Accordingly, employees’ private and public lives dissolve as the institution of the latest technologies in the management system of companies enables both the government and employers to intrude into the private affairs of the employees. It allows government and employers to gather data about them anytime and anywhere. Technological monitoring is so pervasive that it rarely differentiates between business and professional information. It does not work to specific information that is of public or employer’s concern only but also to other data available.The increasing variety of security measu res and workplace surveillance measures are viewed to have contributed to the atmosphere of lack of trust amongst workers, supervisors, and management. As such, these are not conducive to good organizational outcomes or productivity contrary to what employers intended and believed. Health problems of employees like stress, extreme anxiety, depression, hypertension, and others are even associated with the employees’ experience of having their personal affairs in the workplace and their performance technologically monitored by their employers.However, the above-mentioned considerations of employees relative to the adverse effect of security measures and technology on their privacy rights can be viewed constructively. One must only be open-minded about its positive effect to the whole organization. Background checking, drug testing, and other security measures are time and money consuming, yet it can help ensure safety not only to the employees but also to the whole organization .On the other hand, technology possesses the ability to change the workplace and the business world. It can unleash even the most powerful transformation. Thus, if constructively used and viewed, technology has also positive impact in the development of an organization and in the protection of its investments and resources. It can facilitate strict observance and compliance of company’s rules and regulations as well as the employee’s code of conduct, and professionalism. Employees must be aware that an employment does not give them the right to do whatever they wish within the workplace. Every employment carries a responsibility for employees to conduct themselves in a manner conforming to the policies and culture of the organization.Indeed, adopting new trends in the hiring process as well as technology in performance monitoring is vital to keep abreast with the demands of the changing environment. Today, an organization should adopt technological changes to stay comp etitive and to continue existence. Opting not to adopt these management approaches and styles can be viewed as an option to stagnation. Investment of the organization is then futile if it chooses to operate in a backward manner in this information age.The new trends in the employment process and monitoring procedure are rightful exercise of management prerogative. Management’s ultimate goal in the adoption of these approaches is to increase efficiency and productivity in the workplace as well as ensuring safety and security of everybody. Being so, adoption of technology and technologic monitoring of employees bring advantages that will redound to the benefit of the greater majority. Technology help promote safety and security as well as protect investments and assets of the organization. Technology has deterrent effect to employees who indulge in personal affairs or activities even while in the workplace. Technology’s impact sets imperceptible boundaries between privat e affairs of employees and those that are relevant in the performance of their responsibilities in the organization.Also, the increasing concern about productivity and the need for quality improvements in industries have highlighted the importance of effective selection and hiring process that can be efficiently facilitated through the adoption of latest technology. In order to get rid of unqualified applicants, it is of utmost necessity that selection process is designed in a manner that will also gather and generate information beyond what are usually presented by applicants. Today, the conduct of background check and the current trend for drug and alcohol testing requirement of would-be employees are widely accepted by employers as means of ensuring that they have the right people on board.These processes may be are tedious and would entail cost but are viewed by employers as worth the effort and the investment of time and money as this guarantees a certain level of efficiency in the hiring process. These technological means would control and safeguard the interest and safety of the whole organization against unqualified and unscrupulous applicants or employees. However, to avoid claims of bias, it is imperative that an organization is completely transparent about the reasons for setting up the said hiring process. Management should be able to justify the necessity of the inclusion of technology in the hiring process and in the human resource management system of the company.For most companies, an employees’ handbook is a working bible that enumerates the dos and donts in the company. As such, it can be used as an effective tool to make every employee of the organization become aware of the existence and the rationale of the adoption of certain security measures and the use of technological monitoring devices.The employees’ handbook should precisely explain its advantages and disadvantages. An employee cannot claim deprivation of privacy right s in the workplace once he is made aware of policies relative to it from the very start of employment. It must be noted that this stage is crucial for both the employer and prospective employee. Once the employee is aware of said measures and technology as being part of the management system of the organization, he has the option to continue or discontinue the employment.If the employee is not comfortable with the arrangement, he can always forego the employment and look for another company that does not adopt new trends in technology as part of the management of their organization. However, should the employee pursue the employment, he has technically waived his right to question intrusion of his privacy. Indeed, the employees’ handbook can help facilitate transparency between employers and employees.It must be noted also that any company has the right to set the rules and regulation affecting the conduct of all persons within its premises. The management has the prerogative to adopt measures that ensure the smooth and peaceful conduct of its business and facilitate the creation of a productive atmosphere. Management has the right to demand observance of utmost professionalism in the workplace where employees separate personal from their professional affairs and responsibilities.Technological monitoring devices can aid management in the objective evaluation of employees’ performance, productivity, and professionalism. However, employers must also afford employees with proper orientation of their management style and training for employees’ efficiency and productivityLastly, as traffic on the â€Å"information superhighway† continues to explode employees will also continue to clamor privacy rights in their workplace. Thus, employers must endeavor to delineate workers rights to privacy and reconcile those with efficient and effective management of the organization. Employers must clearly identify the boundaries between employees righ t to privacy in the workplace and the employers right to protect the interest of the organization. Employers must also realize that there are ways of weeding out bad and non-productive employees without shutting the dignity of the good employees through the indiscriminate use of technology in the workplace. Like health and safety in the workplace, employees are also entitled to a degree of privacy.ReferencesCrane, A. (2005). Workplace privacy? Forget it! Retrieved March 21, 2007Hodges, A. (2006). Bargaining for privacy in the unionized workplace. International Journal ofComparative Labour Law & Industrial Relations, 22(2), 147-182. Retrieved, February 25,2007, from the Business Source Complete Database.Tabak, F., & Smith, W. (2005). Privacy and electronic monitoring in the workplace: A model of  managerial cognition and relational trust development. Employee Responsibilities &Rights Journal, 17(3), 173-189. Retrieved Sunday, February 25, 2007, from the BusinessSource Complete Data base.The National Privacy Principles in the Privacy Amendment (Private Sector) Act 2000: as at  10/01/2001 No More Privacy Rights for Employees in the Workplace Privacy is the quality of being secluded from the presence or view of others, the condition of being concealed or hidden. The concept of privacy in the workplace however, is not only about the literal application of the word. The privacy in the workplace concept stems from every employee’s desire to be protected in terms of their individual expression of life choices and lifestyles that are considered irrelevant to their employment. The claim for privacy rights of employees is anchored on what they perceived to be good, proper, and just in the workplace. Privacy in the workplace has become a core value of employees.Privacy in the workplace like health is considered a right and is treasured by almost everyone. Though privacy rights in the workplace does not appear in the U.S. Constitution nor is guaranteed under the Privacy Act 1988 (Cth), yet it spawns endless constitutional arguments and simultaneously increased employees clamor for privacy in the workplace. Today, said conce pt has become a major issue and has even rise to international prominence with the growth of information and surveillance technologies especially adopted by organizations initially to ensure security and safety of the employees and the greater majority. After the fateful event on September 11, 2001, business organizations adopted other measures that further strengthen their security and safety, yet these also work to diminish privacy of employees in their workplace.The initial intention of the adoption of security measures like background checking, drug testing, and the use of technological monitoring devices in the workplace was also later expanded as means of predicting, monitoring, and evaluating productivity and efficiency of employees in their respective work. These become part of management style of almost all organizations to secure their investments and the people. However, employees viewed these to have eradicated their right to privacy in the workplace.The use of technolog y is so prevalent in the corporate world that it lessens if not at all diminishes privacy in the workplace. The widely accepted and practiced E-mail monitoring, video surveillance, computerized tracking systems, genetic screening, workplace alcohol drug testing, and the use of said information by employers are viewed to have significantly eroded privacy of employees. According to Jeremy Gruber, legal director of the National Workrights Institute, an advocacy for human rights in the workplace that â€Å"there is a very little, if any, privacy in the workplace especially in the private sector. Privacy is one of the most violated principles in the American-workplace. He further said that people are aware to a degree how much monitoring goes in the workplace, but most individuals are unaware of how pervasive the lack of privacy is† (Crane, 2005). This observation then fuelled many employees to demand for protection of their privacy rights.The growth of surveillance technologies h as really impacted the modern corporate workplace. Employees viewed this trend to have increased the ability of employers to monitor and gather information on their personal circumstances and backgrounds that are irrelevant to their work. Studies have shown that monitoring employees electronically and in other ways is a growing part of the way American companies do business nowadays.Accordingly, employees’ private and public lives dissolve as the institution of the latest technologies in the management system of companies enables both the government and employers to intrude into the private affairs of the employees. It allows government and employers to gather data about them anytime and anywhere. Technological monitoring is so pervasive that it rarely differentiates between business and professional information. It does not work to specific information that is of public or employer’s concern only but also to other data available.The increasing variety of security meas ures and workplace surveillance measures are viewed to have contributed to the atmosphere of lack of trust amongst workers, supervisors, and management. As such, these are not conducive to good organizational outcomes or productivity contrary to what employers intended and believed. Health problems of employees like stress, extreme anxiety, depression, hypertension, and others are even associated with the employees’ experience of having their personal affairs in the workplace and their performance technologically monitored by their employers.However, the above-mentioned considerations of employees relative to the adverse effect of security measures and technology on their privacy rights can be viewed constructively. One must only be open-minded about its positive effect to the whole organization. Background checking, drug testing, and other security measures are time and money consuming, yet it can help ensure safety not only to the employees but also to the whole organizatio n.On the other hand, technology possesses the ability to change the workplace and the business world. It can unleash even the most powerful transformation. Thus, if constructively used and viewed, technology has also positive impact in the development of an organization and in the protection of its investments and resources. It can facilitate strict observance and compliance of company’s rules and regulations as well as the employee’s code of conduct, and professionalism. Employees must be aware that an employment does not give them the right to do whatever they wish within the workplace. Every employment carries a responsibility for employees to conduct themselves in a manner conforming to the policies and culture of the organization.Indeed, adopting new trends in the hiring process as well as technology in performance monitoring is vital to keep abreast with the demands of the changing environment. Today, an organization should adopt technological changes to stay com petitive and to continue existence. Opting not to adopt these management approaches and styles can be viewed as an option to stagnation. Investment of the organization is then futile if it chooses to operate in a backward manner in this information age.The new trends in the employment process and monitoring procedure are rightful exercise of management prerogative. Management’s ultimate goal in the adoption of these approaches is to increase efficiency and productivity in the workplace as well as ensuring safety and security of everybody. Being so, adoption of technology and technologic monitoring of employees bring advantages that will redound to the benefit of the greater majority. Technology help promote safety and security as well as protect investments and assets of the organization. Technology has deterrent effect to employees who indulge in personal affairs or activities even while in the workplace. Technology’s impact sets imperceptible boundaries between priva te affairs of employees and those that are relevant in the performance of their responsibilities in the organization.Also, the increasing concern about productivity and the need for quality improvements in industries have highlighted the importance of effective selection and hiring process that can be efficiently facilitated through the adoption of latest technology. In order to get rid of unqualified applicants, it is of utmost necessity that selection process is designed in a manner that will also gather and generate information beyond what are usually presented by applicants. Today, the conduct of background check and the current trend for drug and alcohol testing requirement of would-be employees are widely accepted by employers as means of ensuring that they have the right people on board.These processes may be are tedious and would entail cost but are viewed by employers as worth the effort and the investment of time and money as this guarantees a certain level of efficiency i n the hiring process. These technological means would control and safeguard the interest and safety of the whole organization against unqualified and unscrupulous applicants or employees. However, to avoid claims of bias, it is imperative that an organization is completely transparent about the reasons for setting up the said hiring process. Management should be able to justify the necessity of the inclusion of technology in the hiring process and in the human resource management system of the company.For most companies, an employees’ handbook is a working bible that enumerates the dos and donts in the company. As such, it can be used as an effective tool to make every employee of the organization become aware of the existence and the rationale of the adoption of certain security measures and the use of technological monitoring devices. The employees’ handbook should precisely explain its advantages and disadvantages. An employee cannot claim deprivation of privacy rig hts in the workplace once he is made aware of policies relative to it from the very start of employment. It must be noted that this stage is crucial for both the employer and prospective employee.Once the employee is aware of said measures and technology as being part of the management system of the organization, he has the option to continue or discontinue the employment. If the employee is not comfortable with the arrangement, he can always forego the employment and look for another company that does not adopt new trends in technology as part of the management of their organization. However, should the employee pursue the employment, he has technically waived his right to question intrusion of his privacy. Indeed, the employees’ handbook can help facilitate transparency between employers and employees.It must be noted also that any company has the right to set the rules and regulation affecting the conduct of all persons within its premises. The management has the prerogati ve to adopt measures that ensure the smooth and peaceful conduct of its business and facilitate the creation of a productive atmosphere. Management has the right to demand observance of utmost professionalism in the workplace where employees separate personal from their professional affairs and responsibilities. Technological monitoring devices can aid management in the objective evaluation of employees’ performance, productivity, and professionalism. However, employers must also afford employees with proper orientation of their management style and training for employees’ efficiency and productivityLastly, as traffic on the â€Å"information superhighway† continues to explode employees will also continue to clamor privacy rights in their workplace. Thus, employers must endeavor to delineate workers rights to privacy and reconcile those with efficient and effective management of the organization. Employers must clearly identify the boundaries between employees r ight to privacy in the workplace and the employers right to protect the interest of the organization. Employers must also realize that there are ways of weeding out bad and non-productive employees without shutting the dignity of the good employees through the indiscriminate use of technology in the workplace. Like health and safety in the workplace, employees are also entitled to a degree of privacy.ReferencesCrane, A. (2005). Workplace privacy? Forget it! Retrieved March 21, 2007, fromhttp://www.workrights.org/in_the_new_bankrate.htmlHodges, A. (2006). Bargaining for privacy in the unionized workplace. International Journal ofComparative Labour Law & Industrial Relations, 22(2), 147-182. Retrieved, February 25,2007, from the Business Source Complete Database.Tabak, F., & Smith, W. (2005). Privacy and electronic monitoring in the workplace: A model ofmanagerial cognition and relational trust development. Employee Responsibilities &Rights Journal, 17(3), 173-189. Retrieved Sunday, F ebruary 25, 2007, from the BusinessSource Complete Database.The National Privacy Principles in the Privacy Amendment (Private Sector) Act 2000: as at10/01/2001

Child Poverty - 10142 Words

Princeton University Child Poverty Can Be Reduced Author(s): Robert D. Plotnick Source: The Future of Children, Vol. 7, No. 2, Children and Poverty (Summer - Autumn, 1997), pp. 72-87 Published by: Princeton University Stable URL: http://www.jstor.org/stable/1602388 . Accessed: 16/05/2013 10:19 Your use of the JSTOR archive indicates your acceptance of the Terms Conditions of Use, available at . http://www.jstor.org/page/info/about/policies/terms.jsp . JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more†¦show more content†¦The article by Devaney, Ellwood, and Love in thisjournal issue discusses the mitigation strategy,and the article by Currie examines the relative desirability of the two broad approaches. This discussion of policies to prevent or reduce child poverty has three parts. The first reviewsprograms for increasing the earnings of parents with low market skills and thereby preventing pretransfer poverty. The second discusses the three types of income supplementation-public cash transfers to families with children, private cash child support payments from absent parents, and tax credits--and how successful they are in reducing poverty.2 Part three provides international comparisons of poli cies to reduce child poverty and discusses lessons from abroad for U.S. policy. Market Incomes Increasing Pretransfer to Prevent Poverty Pretransfer poverty among children rose from 20.0% in 1979 to 24.2% in 1995.3The principal cause of this increase is that real earnings and wage rates among fathers with 12 or feweryearsof schooling fell in absolute terms over the past two decades, while they have at best been stagnant for similarlyeducated mothers. 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