Assignment Example | Topics and Well Written Essays - 500 words - 111

Task Example Another rising standard is that, gaining from progress and disappointment impact accomplishment of future targets and desires. This standard has been chosen since; supervisors are not reluctant to confront difficulties, and they follow up on their own feelings. The third standard specifies; it is basic to connect easily in exercises and assignments, which enhance authoritative execution. This rule was picked with the view that chiefs just direct assets and time to ventures, which contribute gainfully to an association (Saxena, 2009). The objective to be created from this guideline is the nonstop upgrades in the proficiency of the organization’s activities and capacities, and this increases the value of efficiency. The fundamental test in accomplishing this objective is on the grounds that it is less viable when achieving errands, which require help and heading. This objective can be very much actualized when people are exceptionally energetic and require least management (Gole man, 2000). I likewise esteem the consideration for mankind. The main rule produced from this worth expresses; all people are fit for progress, and everybody needs to convey to their fullest potential. The rule was picked in light of the fact that I accept that representatives can work better while seeking after a typical target. The subsequent rule investigates how people can accomplish elevated requirements and required principles through motivation. The guideline has been picked as it clarifies the significance of urging individuals so as to achieve testing objectives. The third guideline traces the essentialness of building predominant connections when working with others through certainty and trust. This guideline tries to infer the viability of cooperation when singular endeavors are perceived. The objective basic this rule identifies with building up a common relationship and regard for all people. This

Love Essay Research Paper Love at Second free essay sample

Love Essay, Research Paper Love at Second Glance In principle, individuals make conclusions about going included, impractically or something else, with others dependent on a figure of norms with which they assess the characteristics of the other person. In some condition of affairss a man may deliberately accept about the guidelines, or characteristics, they are searching for in that individual thus measure if the individual satisfies the guidelines. In many examples all things considered the individual does non intentionally consider this method, however only # 8220 ; knows # 8221 ; on the off chance that the person in question prefers the other individual or non. In certain occasions, the vast majority of import guidelines, in any event abdominal muscle initio, are surface sort properties, for example, race, visual perspective, or material riches. In add-on, the individual will now and again instinctively realize that the other individual is non suitable to get down a relationship with however is overpowered with the surface visu al angle. For these grounds connections will now and again disregard since the underlying rating can be founded on characteristics that are non really the greater part of import for an enduring relationship. I will try to demo that dependent on two characters in American Knees, their connections fizzled, or possibly battled, since they had non investigated the vast majority of import characteristics of the other person. A second sub-proposition of this treatment identifies with connections that are picked for people. For outline, a female parent, male parent, kin would suit into this class. In these condition of affairss, the individual does non make a similar sort of rating since there is no assurance expected to go associated with the relationship. In any case, eventually in the life of a man they truly recognize that a near meets, or does non run into, the greater part of import principles for a dependable relationship. In these cases there can be outrage and thrashing since people may reason that this individual does non hold the characteristics you need but then by definition they are picked for you. I will demo in Comfort Woman, that characters find-unappealing characteristics in relations, and this causes them thrashing and choler, since they had no pick in set uping the relationship. There are a figure of hypothetical norms that the mean individual uses for building up a relationship with a man. This incorporates a gigantic cluster of focuses, for example, visual perspective, race, knowledge, neighborliness, character, mind, devotion, and generally enjoyableness. In the book American Knees, there are two boss characters named Raymond and Aurora, who represent this strategy. In particular, Raymond was pulled in to his previously wedded lady Darleen, each piece great as Aurora, in view of upon legacy. The full subject of race and legacy is basic to every one of them. There are many confused emotions they each have about this subject and to some review it eclipses the entirety of the features of their lives. From numerous points of view they do non larn progressively about one another since the intricacies of race are sweeping. It shows up as though Raymond stomach muscle initio disregards sing other of import characteristics about Aurora. His first thoughts are abo ut race, # 8220 ; Was she partition Korean or Nipponese? Perhaps he was completely off base and she was local Alaskan, Indian or Latino. What a mitigation that would be. # 8221 ; He is tied in with quipping to himself here, expressing this would disentangle the full thing. It appears that he is too much worried about this feature. Aurora other than thinks about this subject from the beginning. Aurora thinks, # 8220 ; ? wanted to god, he wasn # 8217 ; t an uncertain Asiatic male who might talk only to her. # 8221 ; And # 8221 ; ? - simply Asiatic bounty to pass on spot to object? # 8221 ; She finishing ponders what their first discussion would infer. She explicitly considers requests, he will ask her, so as to discover her heredity. Aurora was other than giving significant idea in these initial couple of moments about what she thought of him. The nation that she is engrossed with relates non just to race, yet adjacent to his physical visual perspective, and the pieces of clothing he was have oning. She even attempts to discover what segment of the state he is from dependent on his costly and refined clothes. During their first gathering the book depicts in extraordinary thing, every one of their thoughts towards the other. A portion of the thoughts were preceding any discussion, and of class some are during their discussion. It is sensibly clear, that the most significant thing that each is considering identifies with come up issues, for example, genealogy, where they work, how much cash they procure, or sexual supplication. This is non extraordinary in numerous individuals and if these characteristics are engaging this can take to a relationship before finding if the individual has different properties that they like. The book shows how quickly Raymond and Aurora move their relationship along. In a brief period they had moved in together and were trying to parcel their lives together. It very well may be expected that these two sweethearts did non genuinely co gnize each other that great. While she was insightful of the feelings partner to parentage, she was incognizant to the profound degree that Raymond felt about this. He was an Asiatic grown-up male first, and behind that he was an American. This is fairly clear, when Aurora tells Raymond, # 8221 ; I only needed you to express that I # 8217 ; m the focal point of your life and that you love me. For what reason does the entire universe around that inside ever must be something many refer to as Asian America. # 8221 ; Raymond is extremely pleased to be Asiatic and needs to display Aurora, who is half-white, to be a similar way. He says to her, # 8220 ; That to be Asiatic, you should be Asiatic consistently, non when it is advantageous. # 8221 ; These are issues that must be managed before a generous relationship can get down. Aurora is no more to blame so Raymond is for their underlying disintegration, yet she feels it # 8217 ; s a lack or mix-up of herself. Aurora, directly after their disintegration talks about the ground for the disintegration, # 8220 ; Me being non Asiatic bounty or non socially delicate bounty, doesn # 8217 ; Ts make for truly intriguing miss talk. # 8221 ; There were unquestionably a few things that they did non like about one another. For delineation, Aurora did non like him to show her and be stooping. # 8220 ; She despised his educational tone. # 8221 ; She other than did non like his failure to express her how he reall Y felt. She said to him one time, â€Å" ? Like every single other man loaded with bull*censored* . I find out about what you lecture and discussion about in the things you don’t state so in the things you do say.† At one point they examine, and truly list everything she may non wish about him, so as to ideally happen something so he can change it. For outline, they list age, race, cash, companions, and so on. While they don’t place any reason, the two of them perceive that she needs to encounter ensured and he can’t do that. My announcement is that on the off chance that they had spent more clasp together during their amicable relationship, and examined these basic nations, and became familiar with one another, they would hold had a superior chance of a dependable relationship. Truth be told, when they get together at the terminal of the account, it is my inclination that they have a superior chance of progress, since they presently know each other much better and it is non only dependent on race and visual angle. The second segment of this paper manages comparable issues influencing connections and how sure of these are picked for us. For outline we have no control over whom our folks or different relations will be. We are carried into the universe with no existent pick or assurance in regards to who our family will be. Once in a while we are satisfied with this outcome and in some cases we are non. In any case, there is nil an individual can make to modify this outcome. The epic, Comfort Woman, by Nora Okja Keller, includes a connection between a female parent and young lady, battling to cover the days gone by and move into the great beyond. The main character, Beccah, winds up in a situation where she has many clashing affections for her female parent. Her female parent, Akiko, who by certain models would be viewed as odd, or even intellectually upset, raised her. Their relationship when Beccah was extremely youthful can be viewed as a truly close 1. As she gets more seasoned and increasing ly mindful of her milieus she perceives numerous characteristics in her female parent ( some she enjoys and some she doesn # 8217 ; t ) that convolute their relationship. Beccah, at the juvenile age of 10, sees that her female parent now and again goes into a transeunt region go forthing behind all normalities # 8217 ; s of life. Beccah areas, # 8220 ; At 10, notwithstanding all the individuals coming to hear her discussion this way, I was as yet apprehensive that individual would hear my female parent # 8217 ; s ridiculousness and lock her up. # 8221 ; Beccah does non look pleased with her female parent her however worried for her, about as though the capacities were turned around. She needed to ensure her female parent, and expectation that some twenty-four hours her female parent would be become # 8220 ; typical. # 8221 ; It is during this clasp in her life that I accept she does an existent evaluation on her female parent. Once in a while she is humiliated by her essence, and at a certain point, wishes her female parent wasn # 8217 ; t there. # 8220 ; It has taken me around 30 mature ages, pretty much an amazing entirety, however in the long run the needs I flung out in adolescence have worked out. My female parent is dead. # 8221 ; Beccah says. There is a lot of harming in her voice over the expire of her female parent and her emotions are profoundly muddled. She perceives certain afflictions that Akiko had suffered and how she had still thought about Beccah, yet she is as yet humiliated by specific practices. Beccah other than has occupations with associations with ot

Chemical Sensitivity Example

Chemical Sensitivity Example Chemical Sensitivity â€" Term Paper Example > 15 February, 2011Introduction Industrial accidents are very common. Chemical calamities in industrial premises entail fire, detonation, gas leaks, spills of dangerous substances, accidents in the process of hauling dangerous chemicals as well as exposure to ionizing radiations. The impact of such calamities, especially health related ones, may be long term and even extend to the next generation. Technological risks of greater magnitude and impact can be referred to as disaster like the Bhopal tragedy. Chemical risks are gradually becoming common with progressive development. Clear management principles and practices for dealing with such emergencies arising due to chemical risks are indispensable. The basic principles of dealing with all technological risks, together with chemical ones, are Avoidance, Prevention and Mitigation. Avoidance refers to the way of reducing the potential of the hazard. This can be achieved through various methods such as use of safer chemicals, having sm all inventories, operation at lower temperatures and pressures, among many others. These options are subject to availability of technology and economic viability. Avoidance as well needs suitable location and layout of a factory and also the control of all developments nearby after the establishment. Prevention is the process of minimizing the probability of accidents (hazards) in a given situation. This calls for steps for preventing failures, improving detection (like leaks), laying down shut-down procedures and methods, having proper relief site layout, smooth operation and maintenance. The aim of improvement is to reduce effect when an accident occurs. Emergency action plans, both on-site, are prepared and rehearsed to achieve this goal (Das Behera 262). Literature review Program managementAll industries must have an industrial hygiene program. All levels of administration in a corporation ought to be devoted to the institution and upholding of a safe and healthful place of w ork for an industrial hygiene program to operate and accomplish its objectives. For the plan to be successful, it has got to contain both organizational and financial backing. Both top and middle levels administrators ought to establish the program strategy and make sure that the company functions in the best interest of the employees’ health. They must commit resources, manpower, time as well as money to the full implementation of the program. They must as well offer the authority and demand answerability for the health protection of the workers. Commitment throughout an organization to the program begins with the manager of the industrial hygiene program (Williams, James and Roberts 530). The most significant requirement in the development, management and maintenance of a successful industrial hygiene program is top management support. Without top-level support such a program is not possible. Industrial hygienist ought to develop this support by teaching the production managers the merits of good sound industrial hygiene principles from both the moral and economic point of view. It is significant for the industrial hygienist to convince these young production managers and executives of the need for industrial hygiene programs since their paths will cross again and again in handling upper management. The subsequently significant matter in the expansion and retention of a quality industrial hygiene plan is the acquisition of qualified subordinates. This is a continuous process in the larger programs and is a far from simple issue. It is important for a quality industrial hygiene program to seek employees from institutions that train them well. Since most industrial hygiene programs are chronically shorthanded and can ill afford laggards on their staffs, it is extremely important to interview any prospective new employee very carefully. The other factor of a quality industrial hygiene program is the importance of the industrial hygiene analytical program. If one harnesses the field industrial hygienist to the industrial hygiene chemist, a synergism is developed that is rare in any staff function and is particularly rare in the occupational health field where turf differences are common (Garrett, Cralley Cralley 3).

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The Australian Red Cross Blood Service Essay - 1828 Words

1. Context and Problem The Australian Red Cross Blood Service (ARCBS) has identified a long-standing issue of poor repeat blood donation from young donors, in particular males. While this group of the population has a high number of new donors, it has been found they are also the least loyal, which poses a problem for both current and future blood stocks. As a marketing consultancy firm, we have been commissioned to analyse the issues surrounding blood donation in Australia, and to devise three cost-effective marketing strategies aimed at increasing repeat donation from this demographic. 2. Literature Review The topic of blood donation well-researched, with strategies having been devised to try and increase donation rates all over the world. Australia faces a challenging set of circumstances, in which remuneration for donation is illegal (ARCBS, 2013). It is thought this may be a contributing factor to the poor repeat donation rates in youth demographics, for whom altruism is no longer a primary driving factor when considering donation (Russell-Bennett, Hartel, Previte Russel, 2012). Since the iconic work by Titmuss (1970), blood donation has been considered one of the only â€Å"true† altruistic behaviours, and many marketing strategies have been engineered around this concept. Several authors, however, have argued that blood donation is not a case of â€Å"true altruism†, and is actually a case of â€Å"impure altruism†, whereby the donor receives personal utility and improvementShow MoreRelatedThe Australian Red Cross Blood Service1030 Words   |  5 Pagesconvey complex ideas that text alone cannot. Images also possess the ability to be simultaneously simple and natural while playing with the wits of the viewer. The Australian Red Cross Blood Service (ARCBS) is a part of the International Red Cross that seeks donations of two varieties for assistance in medical treatments namely cash and blood. The image that I have chosen is an ad print published by the ARCBS with assistance from a reputed ad agency MC Saatchi. The advertisement propose s that thoughRead MoreThe Australian Red Cross Blood Service1796 Words   |  8 Pages1. Context and Problem The Australian Red Cross Blood Service (ARCBS) has identified a long-standing issue of poor repeat blood donation from young donors, in particular males. While this group of the population has a high number of new donors, it has been found they are also the least loyal, which poses a problem for both current and future blood stocks. As a marketing consultancy firm, we have been commissioned to analyse the issues surrounding blood donation in Australia, and to devise threeRead MoreSocial Marketing - Australian Red Cross Blood Service Essay4935 Words   |  20 PagesSOCIAL MARKETING report Blood Brothers Campaign Mk418 social marketing Australia Red Cross Blood Service Executive Summary This Social Marketing Plan was commissioned by the Australian Red Cross Blood Service (ARCBS). The aim of the plan is to encourage the return of first time blood donors specifically Generation Y, males aged 18-25. The lack of returning donors especially young people has prompted the need for strategy to â€Å"win-back† one time only donors. AnalysisRead MoreThe Social Marketing Of Australian Red Cross Organisation1870 Words   |  8 Pagesassignment, what kind of service messages, audience and market they have chosen in order to provide the people a better life to live. Apart from this, the strength, weakness and career opportunities of the organisations have been critically described in order to provide a better solution to improve the service level. In this report, the effect of supporting a message, media have been also evaluated and in order to describe the social marketing in an effective way, Australian Red Cross organisation has beenRead MoreWhy soldiers enlisted in WW1 Essay1310 Words   |  6 Pagesonly a small reason as to why the Australian’s enlisted. Australia (as a country) felt a loyalty towards the mother country, Britain and that the war would be a good opportunity to improve Australias international reputation. Many individual Australians also joined the war for a variety of reasons. Some felt a strong loyalty to Britain who had supported Australia, and now, they felt, was the time for them to do their bit. Others enlisted simply to prove they were brave enough to fight, but someRead MoreResearch Report – Young Peoples’ Attitude, Behaviour and Motivation for Blood Donation3244 Words   |  13 Pagespeoples’ attitude, behaviour and motivation for blood donation. Table of Contents 1. Introduction 4 2. Literature review 5 3. Research objective 6 4. Methodology 8 5. Results 8 6. Discussion 12 7. Conclusions and Implications 13 8. Limitations and Recommendations 13 Abstract With one in three Australian’s needing blood in their lifetime, but only one in thirty donating, the need for the Australian Red Cross Blood Service to maximise donor recruitment and retention hasRead MoreCorporate Social Responsibility And Its Legal Requirements1366 Words   |  6 Pagesthe profits lower. And as profit increases, the ethics lowers. So in overall, in CSR you would have to choose a certain choice over another choice. Industry example Tourism and hospitality businesses such as Mantra hotel is a great example of an Australian company that has implemented and successfully achieved positive outcomes from their CSR. Mantra hotel aims to continuously improve the level of social and ethical policies of their four CSR policies which are: Community, environment, market placeRead MoreOrgan Donation and Transplantation 982 Words   |  4 Pagesorgan can save up to 10 people and may improve the lives of thousands more (Australian Red Cross Blood Service, 2011). Most of the donated organs and tissues came from people who already died but in some cases, a living person can donate organs such as kidneys, heart, liver, pancreas, intestines, lungs and some tissues such as skin, bone, bone marrow and cornea (Health Resources and Services Administration, 2013) as well as blood, stem cells, and platelets (Taranto, 2012). Over 100,000 US citizens areRead More The Red Cross in East Africa Essay3673 Words   |  15 PagesThe Red Cros s in East Africa This report is about the Tanzania Red Cross written after community service fieldwork by eleven students from the East African Uongozi Institute, between 04th and 10th July , 2002. The Community service involved working with the Red Cross in the Dar es salaam International Trade Fair[DITF] which was on at the time and we were allocated to work at the Red Cross tents at the Fair ground to help administer first aid to any causalities. The East African Uongozi InstituteRead MoreThe World War One : A Devastating Effect On The Australian And Tasmanian Society1340 Words   |  6 Pagessevere shock, distress or grief.’ World War One is the war that historians often describe as ‘devastating’. â€Å"It is undoubtedly one of the most terrible chapters in our history†. The Great War, as it is commonly known, had a devastating effect on the Australian and Tasmanian society, through the psychological torment that haunted the soldiers, nurses and civilians. A question prominent in the events leading up to the centenary of the landing at Gallipoli was, ‘Why should we commemorate the centenary of

Trolley Dodgers Case Free Essays

CASE STUDY: THE TROLLEY DODGERS 1. Identify the key audit objectives for a client’s payroll function. Comment on both objectives related to tests of control and those related to tests of control s and those related to substantive audit procedure. We will write a custom essay sample on Trolley Dodgers Case or any similar topic only for you Order Now The key audit objectives for client’s payroll function in this Trolley Dodgers Case are: i. Occurrence ii. Completeness iii. Accuracy iv. Posting Summarization v. Classification vi. Timing i. Key Audit Objective : Occurrence Dodgers must recorded payroll payments for existing employees only and should have separation of duties for each task. Test of Control: Examine internal control to see if the payroll payments are for exiting work and existing employees. The test could be examining all the workers time cards, personnel files and review organization chart. They also can discuss with employees and observe duties being performed. The tests would examine printouts of transactions rejected by the computer as having nonexistent employee numbers. Substantive Test of Transactions: The test to see if the right dollar amount in the payrolls were recorded and paid properly. They also test to review large dollar amount in the journal entries, general ledger and payroll earnings. Examine cancelled checks for proper endorsement could be compare with a personnel record. ii. Key Audit Objective : Completeness Dodgers must record all existent payroll transactions. Test of Control: The test is to see if the existing payrolls are recorded. If employees do not get any payment, so they can directly report to the employer. They also test to review the renumbered payroll check to find the missing one. Substantive Test of Transaction: They can compare the book and payroll bank statement. Therefore, they will prove the bank reconciliation and can look for unmatched dollars amount. iii. Key Audit Objective : Accuracy Dodgers recorded payroll transactions are for the amount of time actually worked and at the proper pay rates accuracy. Test of Control: The test is to see if the right hours and right rate are recorded and tax withholding is correct. Batch totals are compared with computer summary reports. Auditors could examine authorization in payroll records and personnel files. Substantive Tests of Transaction: To test for exact dollar amount, auditors could recalculate gross and net pay. They also can compare pay rate with the industry, review cancel check withholdings by referring to tax tables and authorization forms in personnel file. iv. Key Audit Objective: Posting and Summarization. Dodgers recorded payroll transaction properly included in the master file also properly summarized. Test of Control: When payroll master file totals are compared with general ledger totals, auditors should examine initialed summary total reports indicating that comparison has been made. They also must examine indication of internal verification. Substantive Test of Transaction: Test clerical accuracy by footing the payroll journal and tracing postings to the journal ledger and the payroll master files. v. Key Audit Objective : Classification Dodgers classify all payroll transaction properly and efficiently. Test of Control: They should review charts of accounts. If the account classifications are internally verified, then they can examine indication of internal verification. Substantive Test of Transaction: They can review time cards and job ticket, and trace through to labor distribution. They should compare classification with chart of accounts or procedures manual. vi. Key Audit Objective : Timing Dodger must record all payroll transaction immediately, on the correct date and right amount. Test of Control: Auditors should examine procedures manual and observe when recording takes place and examine indication of internal verification. Substantive Test of Transaction: The auditor compare date on checks with date in the payroll journal and compare date on check with date the check cleared the bank. 2. What internal control weaknesses were evident in the Dodgers’ payroll system? Internal control is a process, affected by an entity’s board of director, management and other personnel, designed to provide reasonable assurance regarding the achievement of objectives in reliability of financial reporting, effectiveness and efficiency of operations and compliance with laws and regulations. Internal control weakness in the Dodgers’ Payroll System are from the design of internal control, no independent check and performance, no separation of duties, the weakness of work environment, and required vacation for senior manager. . Design of internal control Campos, the operations payroll chief have designed the internal control by himself and implemented a new payroll system that only can be fully understand by him. As we know, the purpose of design the internal control is to prevent or detect material misstatement in the financial statement. Due to this case, Campos can easily commit fraud because there are no other people that can understand the design of the internal control. ii. No independent check and performance Campos controlled the system so completely that he personally filled out the weekly payroll card for each of the four hundred employees. He can record any fraudulent statement because there is no evidence that shows whether the record is reliable or not. iii. No separation of duties Campos took advantage of his authorization because he was the trusted employee who got trusted too much from Dodges’. When he was on vacation, he came back and did the payroll. There is no separation of the custody of assets from accounting. A person who has temporary or permanent custody of an asset should not account for that asset. This is because by allowing one person to perform both function increases the risk of that person disposing of the asset for personal gain and adjusting the records to cover up the theft. As we can see in this case, Campos was the only one who responsible for every task. iv. Weakness of the work environment There is collusion between employees and management. This showed that both Campos and his cohort have low work ethic. Campos routinely inflated the number of hours worked by several employees and then split the resulting over payment fifty-fifty with those individuals. In addition to this, Campos also embezzle several hundred thousand dollars from his employer. 3. Identify audit procedure that might have led to the discovery of the fraudulent scheme mastermind by Campos. Audit procedure is the detailed instruction for the collection of a type of audit evidence that is to be obtained at some time during the audit. i. The auditor must understand clearly the flow chart Auditor should go through the Dodger’s payroll flow chart. The auditor must understand clearly the flow chart. From that, the auditor can trace how the payroll system is going on actually. Then, the auditor would see there are no independent checks that have been done by Campos. The payroll department also does not have segregation of duties and all that work is done by Campos only. ii. The auditor can interview employees in payroll department. The auditor can interview employees in payroll department. The auditor can ask whatever question that they think it’s very important and need to know. Like, how much Campos pay for daily operations works for every level of staff, and how Campos manage the time card. The auditor will know more detailed about the payroll process. ii. The auditor test for nonexistent employees For make sure the all transaction that have recorded by Campos and payroll department is really exist and they make payment to the non fictitious employees, the auditor compare names on cancelled checks with the time card have created. The auditor can scan the endorsement on cancelled checks. Furthermore, auditor also can make comparison on personal fi les of employees with time card that created. Other than that, the auditor can run test of control by selected transaction in the payroll with Human Resources department. The auditor can select a week check transaction and examine the first fifty checks, select the fifty checks with the largest amounts, select the checks randomly or select those checks the auditor thinks are most likely to be in error or a combination of this method could be used. Besides that, the auditor request surprise payroll payoff from payroll department. When the auditor requests for payroll payoff suddenly, for sure the payroll department do not chance and do not have enough time to make correction on their system. So, Auditor will see the real transaction that have make by that department. Finally, the uditor can trace the misstatement, fraud and error easily. iv. The auditor tests for fraudulent hours Other than that, the auditor also can reconcile the total hours paid in the payroll records with and independent record of hours worked. Auditor would see, if payroll record transaction is true based on the time card or not. The auditor can trace if the record keeping employee s have intention to do that fraud. v. The auditor compare pay rates with the same positions in other baseball team in the league. The auditor also should understand business nature and make comparison with another similar business nature. From that result, the auditor will know how much is exactly pay rates usually paid to the professional baseball. After done that activity, the auditor is able to identify the pay rates that put by Campos to the every level worker is it relevance or not. vi. The auditor examines the large payroll checks. Last steps, that auditor use to discover the fraud is by examine the largest payroll checks out. The auditor reconciles the checks between the payroll record, time card, and all relevance data. Auditor would see which one fictitious transaction that has been made by Campos. How to cite Trolley Dodgers Case, Papers

Two-Track Mind - Psychology free essay sample

Making mayonnaise Abtract A combination of oil, water, egg yolk, and stabilizers was combined in an effort to produce mayonnaise. The final emulsion was a result of a trial and error process to perfect the timing and order of the addition of ingredients. The procedure was only attempted once. It was concluded that adding the oil slowly to the egg yolk and adding the stabilizers at the end would produce a mayonnaise similar to manufactured mayonnaise. Introduction The purpose of this experiment is to determine the methods and techniques equired to produce mayonnaise. Mayonnaise is an emulsion, which means that it is a stable combination of two liquids that are immiscible. They key to this concept is that the combination must be stable. Water and oil, for example, do not combine to form an emulsion because of hydrogen bonds that form between each other in water molecules. These bonds prevent oil molecules from getting in. We will write a custom essay sample on Two-Track Mind Psychology or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In order to create an emulsion, an emulsifier must be added to the combination. An emulsifier is a compound that stabilizes emulsions. These emulsifiers, which are also often added to soap, have long chains of carbon and hydrogen atoms with a hydrophilic (water loving) and hydrophobic (water fearing) ends. This allows them to form a stable bridge between the hydrophilic water and the hydrophobic oil. Lecithin, a phospholipid with a hydrophobic head and two hydrophobic tails found in egg yolks, is one example of how emulsifiers can take shape. This is relevant to the production of mayonnaise because mayonnaise is an emulsion legally defined as including 65% il and egg yolk. The emulsifying agent in mayonnaise is the egg yolk, which is an emulsion of its own with †48% water, †16% proteins, †10% lecithin and †13% fats and cholesterol. Low-density lipoproteins (LDL), high-density lipoproteins (HDL) and various other proteins can be found in the yolk. HDL particles require an extra boost to improve their ability to act as an emulsifier because their particles are too large to coat the oil droplets without being separated from another.

Leaves of Grass by Walt Whitman free essay sample

Examines book of poems as celebration of life in all its forms innovative effort to transform humanize poetry. These two poems, while very different, give the reader tremendous insight into he character and soul of Whitman. In Close of the Day, we see Whitmans appreciation for nature and need for companionship. In Doubt of Appearances, we see Whitman acknowledging the uncertainty of our world, and the limit of our knowledge. But Whitman does not let this void of answers keep him from happiness, instead taking comfort in the beauty of friends and lovers. Whitman does not merely comment on problems of the world, but also takes us into the way he deals with them.

Improve Team Review Processes With Task Approvals In CoSchedule

Improve Team Review Processes With Task Approvals In Imagine how much easier your life would be if you could bring your entire workflow process (including approvals) into ONE centralized location. Eliminate convoluted email threads, gaps in communication, pointless delays  AND maintain control over all your team’s projects. s task approvals will eliminate the tedious reminders, pleading AND empower you and your team to get top notch projects done on time! Watch This: How To Improve Your Teams Review Process With Task Approvals   With task approvals, you can: Get approval FASTER! Eliminate the need for constant email reminders, in person pleading, and messenger notifications! With ’s task approvals (built directly into your team’s workflow) the right folks get notified at the right time when a task is ready for review. Keeping your team’s projects on track, transparent and moving forward. Maintain control of ALL your projects + brand. Every social campaign, every blog post, every press release is a direct reflection on you (and your company). With s built-in task approvals, nothing goes live without a second set of eyes, ensuring brand consistency and peace of mind on everything you publish.

Ginger Design Consultancy Case Study Example | Topics and Well Written Essays - 3000 words

Ginger Design Consultancy - Case Study Example Moreover, being an intellectual property of the company, there is the need for the company to have sufficient protection for such kind of new services developed from infringement. Hence the report makes comprehensive recommendations on the legal options available to the company on the protection of the intellectual property, being the services developed An evaluation of the marketing, financial and legal aspects of any new service developed is of great importance for any consultancy organization. Especially where the company has the option of offering alternative service models with varying degrees of revenue and costs it is imperative that the company makes an evaluation of the alternatives available in the angles of financial and marketing adaptability of the options. Similarly it is for the company to look after the protection of the services developed with years of hard work by adopting suitable legal steps for the protection of the copyright of such services, lest, there is the danger of them being misused by the competitors. Basically being a Report to the Management of the financial, marketing and legal angles of new services, this report deviates from the established reporting format for the purposes of coherence. As the first part, this rep... 2.0 Evaluation of the Financial Performance and Position for the Year 2006 as Compared to the year 2005: A review and comparison of the financial performances is greatly facilitated by the establishment of the key financial ratios. The Key financial Ratios for Ginger are calculated as below: Ratios for Profit and Loss Account: Details Year 2006 '000 Year 2005 '000 Sales 598 478 Cost of Sales to Sales % 41.47 35.56 Gross Profit to Sales % 58.53 62.76 Administrative Expenses to Sales % 40.80 44.35 Operating Profit to Sales % 14.07 16.31 Profit after Tax to Sales % 9.70 11.92 Ratios on Balance Sheet: Details Year 2006 '000 Year 2005 '000 Sales to Fixed Assets 6.29 5.31 Current Ratio 1.51 1.26 Sales to Current Assets 2.93 2.97 Sales to Debtors 4.43 5.19 Loan to Equity 0.52 0.09 2.1 Commentary on the Financial Position: The analysis of the Profit and Loss Account is as below: The company's sales for the year 2006 are showing an improvement at 598,000 as compared to that 478,000 for the year 2005. This implies that the company's marketing efforts are starting to result in improved turnover showing the potential to improve further in the next three years period The cost of sales to Sales percentage at 41.47 percent for the year 2006 as compared to 35.56 percent for the previous year is quite high. The company should think of introducing budgetary control measures to have a strict control over the expenses With the increase in the cost of sales the Gross profit percentage is low at 58.53 percent for the year 2006 as against that of 62.76 percent for 2005. With the introduction of budgets the company would be able to enhance the gross margin percentage In fact the company has done well

Women of the Bible Dissertation Example | Topics and Well Written Essays - 2500 words

Women of the Bible - Dissertation Example However, lack of adequate literature focusing on this particular aspect has forced its conclusion to remain unresolved. In the discussion henceforth, women of the Bible will be elaborated. Eve Since the beginning of life on earth, as per the Biblical narrations, distinctions between the gender roles of men and women were made clear by God when he had given life to Adam and Eve – who is the first woman on earth. As God had spoken, â€Å"This is now bone of my bones and flesh of my flesh; she shall be called ‘woman’, for she was taken out of man†. The narration in Bible states about her calm life filled with all sorts of pleasure a human mind can think of, with her husband Adam, until both were banished from Eden on doubting God. It was since then that God has punished the womankind with all the miseries in life and that she shall be ruled by the mankind – â€Å"I will greatly increase your pains in childbearing: with pain, you will give birth to chil dren. Your desire will be for your husband, and he will rule over you†. The inspiration that can be drawn from Eve’s life is rather a caution to those who refuse to accept the authority of God. Nevertheless, although God had banished her from heaven, he had also promised a just avenge by her offspring to demolish her enemies. Sarah The narrations of the Bible depict Sarah as a much more complicated character than Eve was, while it also illustrates her as a right-doer and a wise-chooser between the right and the wrong.

Application Reinforcement Theory By Managers To Shape Employees Behaviours Business Essay

Application Reinforcement Theory By Managers To Shape Employees Behaviours Business Essay INTRODUCTION The aim of this paper is to explain the application of reinforcement theory by the managers to shape employees behaviors in order to overcome restraining forces of change in an organization. Goal is to explain the managerial aspect of applying reinforcement theory. For better explanation, some basic fundamentals of Organizational Behavior and Organizational Development will be used with special reference to reinforcement theory and how managers should apply strategies in lessening resistance to change amongst employees. Purpose is to help us better understand organizational behavior and organizational development techniques and theory and how to implement them in an organization. I will be including all the essential components of reinforcement theory,its principle,its application as how it should be implemented by managers,what are the restraining forces that comes in the way during changes and how management should try to overcome it. Reinforcement is an extremely important principle of conditioning used by managers to influence their employees in an organization. It is the process of shaping behavior by controlling its consequences. Reinforcement theory is sometimes known as operant conditioning as it focuses on th relationship between operant behavior and associated consequences. Continuous reinforcement strategies are implemented to sustain employees desire to work as they loose their interest in work over long period of time. Hence management should use the reinforcement strategies and theories to motivate their employees and benefit their organization to achieve desired results. ORGANISATIONAL BEHAIOUR THEORIES Organizational theories helps to motivate workers and employees so that they can perform their jobs in the best possible manner contributing to overall development of the organization. These provide courage and motivation to the employees in order to improve their working skills. There are two best known names for the development of theories :- Parlov who developed theory of classical conditioning and Skinner who developed theory of instrumental conditioning. CLASSICAL CONDITIONING Classical Conditioning is the type of learning made famous by Pavlovs experiments with dogs. It is used by trainers to condition (train) autonomic responses, such as the drooling, producing adrenaline, or reducing adrenaline (calming) without using the stimuli that would naturally create such a response; and, to create an association between a stimulus that normally would not have any effect on the animal and a stimulus that would. Classical conditioning reflects how an organism learns to transfer a natural response from one stimulus to another. It is association between two stimuli. This theory is difficult to explain wide variety of observable human behavior, specially issues involving complexity. It does not allow for choice in the response options available to humans and applied in daily life. It deals with cognitive thought process. OPERANT CONDITIONING Operant conditioning forms an association between a behavior and consequences. This process has a wider application than the classical conditioning approach as it provides shaping of behavior in particular patterns. The basic assumption of operant conditioning is that behavior is influenced by its consequences One of the distinctive aspects of Skinners theory is that it attempted to provide behavioral explanations for a broad range of cognitive phenomena. For example, Skinner explained drive (motivation) in terms of deprivation and reinforcement schedules. PRINCIPLES OF OPERANT CONDITIONING Some of the important principles of operant conditioning that can aid the manager to influence behavior:- POSITIVE REINFORCEMENT Managers often use positive reinforcer to influence behavior. A positive reinforcer is a stimulus which,when added to the situation,strengthens the probability of a behavioral response. It can be used to improve employees performance. Positive reinforcement is highly effective and used for two reasons. Firstly, it is used for the direction or motivation of the actions of other people and secondly it uses versatile concept of reinforcement as an explanation of behavior. Many organizations uses positive reinforcements to increase productivity, decrease absenteeism and workplace accidents. For Eg. An insurance company offered incentives at end of each month if the agent succeed to reach their target. Another example,chemical bank has set up programs to positively reinforce employee actions that lead to better customer service. Positive reinforcement can be monetary rewards as well as non financial rewards such as recognition,merchandise incentives etc. When positive reinforcements are used, the desired outcome is that the behavior is reinforced. NEGATIVE REINFORCEMENT Negative reinforcement increases the frequency of a response following removal of a negative reinforcer immediately after the response. It strengthens the response as response removes some painful stimulus and enables the organization to avoid it. For example, exerting high degrees of efforts to complete a job may be negatively reinforced by not listening to boss. PUNISHMENT It relates to unpleasant reward for particular behaviors. It is defined as presenting an uncomfortable consequence for a particular behavioral response. It is increasingly used managerial strategy. This forms of reinforcements decreases the occurrence of the behavior in question. Organizations typically use several types of unpleasant events to punish individuals. Interpersonal punisher are used extensively including frowns,grunts,personal grudges and aggressive body language of an employee. Punishments can also be materialistic i.e, cut in pay, demotion, final punishment can be firing of an employee,transfer to another job,etc For example, punishing a worker who slows down the work may be an economically necessary step to alter behavior, another example can be loss of pay. There can be negative affects of punishment,it can cause undesirable emotional reaction,another problem is control of undesirable behavior becomes restricted to managers presence only. EXTINCTION Extinction can be defined as decline in response rate because of non reinforcement. It refers to stopping of the reinforcement,firstly it leads to reduction n eventually omission of reinforcement. An example would be if an employee is not acknowledged despite of his or her tremendous work,he will finally stop doing so. This form of reinforcement decreases the occurrence of the behavior in question. An important base for all these important principle is Thorndikes classic law of effect. Managers must strategically balance between the use of pleasant and unpleasant events occurring in an organization in order to meet their desired outcomes. However positive management procedures dominates in any well-run organization. Before applying reinforcements in an organization,managers also need to know as to when reinforcements should be used in order to influence level and rate of continued repetition of desired behavior. For this it is important to know the Schedules of Reinforcement. SCHEDULES OF REINFORCEMENT In an organization it is very essential to time the rewards and punishment and timing of these outcomes is known as reinforcement scheduling. There are different results of timing and frequency of reinforcement. Reinforcement schedules is widely used to explain different process of workplace such as absenteeism,motivation,different payment systems. Continuous and Intermittent Reinforcement Continuous reinforcements means that the behavior is reinforced each time it occurs and is the simplest schedule of reinforcement. If the reinforcement does not occur after each response ,an intermittent reinforcement schedule is being used. Ferster and Skinner argued that there are two basic types of intermittent schedules. First there are those schedules in which reinforcement occurs at fixed number of desired responses,secondly, there are schedules where reinforcements occurs regularly or irregularly. By combining these two ideas four intermittent schedules are made which they believe has different effects on behaviors. Four types of intermittent schedules are :- 1. Fixed Interval Schedule In fixed interval schedule,a constant amount of time should pass before a reinforcer is provided. In other words behavior pattern almost stops after a reward until the next interval . An example may be praise employees performance once a week and not at other times or payment of employees must be done weekly,biweekly or monthly. This is an monetary reinforcement that comes at the specific period of time. 2. Variable Interval Schedule It represents changes in th amount of time between reinforcer. Variable reinforcer varies in time and predictability. Examples of variable interval schedules would be managers giving special recognition to employees for successfully completing projects and promoting them to higher-level positions . If the manager does not changes its schedule,employee would anticipate his tours and adjust their behavior accordingly to be rewarded. 3. Fixed Ratio Schedule In fixed ratio schedule ,the behavior which you desire must occur number of times specifically before reinforcement takes place. It produces high reinforce rate at closing of reinforcements. For example,paying employees weekly checks that is determined to be paid in expected time. 4. Variable Ratio Schedule Unlike fixed ratio,variable ratio schedule varies in the number of repetitions of desired behavior. There is a high rate of responding in this schedule. Managers often uses variable ratio with praise and recognition. For example ,In an organization bonuses or special awards are given after varying numbers of desired behaviors . Variable ratio schedules produces desired behavioral change which is consistent and very resistant to extinction. ORGANISATION APPLICATION OF BEHAVIOURAL MODIFICATION Organizational behavioral modification is a more general term coined to designate the systematic reinforcement of desirable organizational behavior and the non reinforcement or punishment of unwanted organizational behavior. It is based on an assumption that behavior is more important than psychological causes (needs, values,motives held by individuals)(7) Application of behavior modification in organization follows step by step process:- 1. Managers must define and identify the behavior specifically. When a behavior is observable and can be recorded then it is being pinpointed. To be pinpointed as an important behavior,there must be positive answers to these questions: > can it be seen ? >Can it be measured? 2. Pinpointed behaviors must be counted by the managers as it provides a clear perspective of the strength of the behavior at the present or before change situation. By graphing these data ,managers can determine whether behavior is increasing or decreasing or remaining at the same. 3. ABC analysis should be conducted any managers of an organization. ABC refers to antecedents (analyzing antecedents of actual behavior), behavior (pinpointing critical behavior) and consequences (indicates contingent consequences). This helps managers to analyze performance analysis questions significant in programs. Questions may be:- Antecedents > Does the employer know what is expected? > Have they been communicated? > Are they clear about the standards? Behavior > Can the behavior be performed? > Could the employee do it if his or her life is dependent on it? > Does something prevent its occurrence Consequences > Are the consequences weighted in favor of performance? > Do we note improvement even though the improvements may still leave the employee below company standards? > Is the reinforcement specific? 4. Manager describes action plan and strategies after setting the first three steps. The strategies for strengthening desirable performance and weaken undesirable behaviors are positive reinforcers, negative reinforcers, punishment and extinction. Generally managers tends to use positive reinforcement in applying behavior modification programs but identifying it is not so easy. It can be identified by asking subordinates whats rewarding and another method can be by doing surveys asking about job preferences. 5. The last steps involves evaluation. This step is essential as it tells manager to review changes in behavior before the implementation of the program. Evaluation permits managers to measure performance on an ongoing basis. It also provide feedback to managers which help them to take corrective measures if any. Behavior modification helps to understand workplace behavior by making connections between stimulus,response and contingencies. Reinforcement theory is an important explanation of how people learn behavior. It is often applied to organizational settings in the form of a behavioral modification program. Although the assumptions of reinforcement theory are often criticized, its principles continue to offer important insights into individual learning and motivation. Assessing behavioral modification programmes in an organization has evolved a technique known as meta analysis. This collect studies using different sample sizes and weight them accordingly. One meta analysis of a larger number of studies found a 93 percent success rate which appeared in different target behavior and organizational settings. Organizational behavior modification is used widely among several organizations which includes united air lines,General electric, Proctor and Gamble, Michigan bell telephone etc. Organizational behavior modification is making and can make a positive contribution to organizational behavior. Absenteeism rates,quality of productions and employee safety behaviors appear to improve more often than not when using Organizational behavior modification. Hence a manager should understand that the employees are the most important aspect of an organization success, and towards the realization of its goals and so every employee must be motivated in doing his function. Motivation is significant factor in persuading a certain employee to work at his best . Therefore, it is essential that reinforcement strategies should be continuously conceptualized and implemented in order to sustain employees positive attitude towards his work. Employees tend to loose their interest in their work over long periods of time; so continuous reinforcement strategies are implemented to sustain employees desire to finish their job. The strategies are based on Douglas McGregors two different assumptions (Theories X and Y). > There must be continuous coercion and control of employees. > They must be directed always on what to do. Continuous monthly reward must be given to employees to boost their self confidence and improve organizations desired outcome. By using certain theories and strategies ,managers can help in reinforcing their employees by fulfilling their needs, giving them bonuses,treating them equitably,making them satisfied ,more goal oriented and focused, resulting in high outputs to an organization. RESTRAINING FORCES BLOCKING IMPLEMENTATION OF CHANGE IN EMPLOYEES Kurt Lewin ,developed a management technique known as Force field analysis and is used to overcome resistance to change in an organization. According to Lewin, there are driving and restraining forces which influence any change that may occur in a situation. Driving forces Driving forces are forces that tends to initiate a change and keeps it going. pressure from a supervisor, competition may be some examples of driving forces in an organization. Restraining forces are forces acting to restrain or decrease the driving forces. For example, poor maintenance of equipment may restraining forces against increased production in an organization. In a group process, there are always some forces that favor the change and some forces that are against it. Therefore an equilibrium should be established and it is reached when the sum of the driving forces equals the sum of the restraining forces. To make the employees accept the changes, manager should push driving forces and convert or immobilize the restraining forces. HINDRANCES TO OD CHANGE PROGRAMS Uncertainty regarding change Employees resist change due to the uncertainty and ambiguity associated with the old ways of doing things. Generally,people tend to become more independent and active as they grow older and wiser in a firm. They become anxious accepting changes,they have fear of unknown.they are filled with insecurity due to lack of information in new techniques. Threats To Position Power This type of threat is often seen in top management,which threaten them to lower their status or prestige in a group during the process of change. Social Factors Every individual have social needs. While working in an organization employee becomes members of certain informal group and so,any change or new adjustment will bring a fear among them. The stronger the group ties,the greater the resistance of change. Threat to specialization. Any change in organization may also threaten the expertise of specialized groups. For example, giving specialized training to all the employees was perceived as a threat by the experts in an organization. Threat to insecurity Safety and security are high priority for every individual. and this is the major factor for resistance to change especially on the job front. When employees feel that the security of the job is at the stake due to the change, they resist it. WAYS TO LESSEN RESISTANCE It is very important for the managers to overcome the resistance of change in employees by using some of the following strategies:- Effective Communication: One of the foremost reason for resistance to change is inaccurate information or in other words lack of communication. Thus effective communication program can help in overcoming this resistance. Managers should give necessary information about any change, its process and its working through training class and conferences. Reasons for change must also be communicated very clearly among employees. This will help in making employees understand about the necessity of change in an organization. Participation and Involvement: Participation and involvement can help employee to accept changes in an organization. It helps in removing their doubts and to win their cooperation in the change process. This involvement of the workers can obtain personal commitment and increase the quality of the changed decisions. Negotiation and Agreement: Negotiation and Agreement technique is very useful and can make change go much smoothly. For example, union agreement, transferring employee to other divisions etc. Leadership: Leadership plays an important role in overcoming resistance to change. A capable leader can reinforce a climate of psychological support for change. A strong and effective leader can exert emotional pressure on his subordinates to bring about the desired change. (8) Coercion: Managers may choose to coercion if all other methods fail. Coercion may be in form of explicit or implicit threats involving loss of jobs, lack of promotion, etc. Managers sometimes dismiss employees who resist change. It can seriously affect employees attitudes and may also have adverse consequences in the long run. Managers consider change to be an important ingredient to the success of any organization and therefore it is extremely essential for them to overcome restraining forces of change amongst their employees ,using such strategies and techniques. Gaining acceptance of proposed changes is the foremost job of the management as it directly focuses on Organizational Development. It is not the strongest of the species that survive nor the most intelligent but the one most responsive to change Charles Darwin CONCLUSION Reinforcement theory deals with motivating and influencing behavior of employee. It is sometimes also referred as operant conditioning. In order to understand manager and employees perspective it is important to know the organizational behavior techniques and theory. Reinforcement theory shapes individual behaviors and so organization uses this theory to influence their employees. There are several principle of this theory which include positive reinforcement which is in terms of some monetary reward or non financial rewards,negative reinforcement which include dismissal or some kind of negative activity taken by managers, punishment and extinction. Then it is also important to understand as to when this theory should be applied by the management and so its scheduling is also significant aspect. Reinforcement scheduling can be continuous schedule or intermittent schedule. Further this paper focuses on application of this organizational behavior theory by the managers ,explaining managers actions and controls. It also focuses on restraining forces blocking implementation of changed program established by manager and later it also describes how to overcome resistance to these changes.

Wedding Reception Speech †Best Man -- Wedding Toasts Roasts Speeches

Wedding Reception Speech – Best Man Good afternoon ladies and gentlemen, I’m sure you’ll all agree it’s been a fantastic day so far, but unfortunately for every silver lining there’s a cloud, and I’m yours. For those of you that haven’t bought me a drink yet, I’m Simon and I’ve been sentenced to being Randy’s best man today. It’s said that, being asked to be best man is one of the greatest honours you can be given, on the other hand it’s also one of the most terrible things you can do to a friend, so thank you Randy. Seeing as though this is my first time being best man, I was a little worried as to how long the speech should last so I asked around and the general consensus was that it should go on for about as long as it takes the groom to perform his manly duties in the bedroom. So with that ladies and gentlemen, thank you very much, you’ve been a great crowd !! †¦. [sit down briefly] Thanks Seriously though and more importantly, I’d like to start off by congratulating the happy couple. I’m sure you’ll all agree what a great couple they make. Marriage asks that couples take each other for better or worse and Randy, you really couldn’t have done any better. And Judy, †¦. I suppose it could be worse! I’d also like to echo Randys comments and thank everyone again on their behalf for coming and sharing their special day, particularly those that have travelled long distances. I know how hard i... ... honour it’s been to be best man today. On behalf of the bride and groom, I’d like to echo what I said earlier and thank everyone for sharing their special day. On behalf of myself, I would just like to say that if you have enjoyed this speech half as much as I’ve enjoyed giving it, then I can only apologise. I started planning it about a month ago and you must feel that I’ve been delivering it for equally as long. So then, Ladies and gentlemen, it gives me immense pleasure, not to mention relief, to invite you all to stand and raise your glasses in a toast to Randy and Judy, the new Mr and Mrs Brown. We wish them well for the future, and hope they enjoy a long and happy marriage. Randy and Judy.

Hkcee Past Paper

hk FOR TEACHERS’ USE ONLY HONG KONG EXAMINATIONS AND ASSESSMENT AUTHORITY HONG KONG DIPLOMA OF SECONDARY EDUCATION EXAMINATION PRACTICE PAPER MATHEMATICS COMPULSORY PART PAPER 1 ( ) PROVISIONAL MARKING SCHEME This marking scheme has been prepared by the Hong Kong Examinations and Assessment Authority for teachers’ reference. Teachers should remind their students NOT to regard this marking scheme as a set of model answers. Our examinations emphasise the testing of understanding, the practical application of knowledge and the use of processing skills.Hence the use of model answers, or anything else which encourages rote memorisation, will not help students to improve their learning nor develop their abilities in addressing and solving problems. The Authority is counting on the co-operation of teachers in this regard. Hong Kong Examinations and Assessment Authority All Rights Reserved 2012 PP-DSE-MATH-CP 1? 1 Â © , , , , , ,? , , , FOR TEACHERS’ USE ONLY , , ? ? ? ? ? , ? ? ? ? ? ? ? ? ? ? ? ? ? , ? ? ? ? ? ? ? ? ? ? ? ? ? ?, ? ? ? ? ? ? , ? ? ? ? ? ? ? ? , ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? , ? ? ? ? ? ? ? ? ?, ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? : , , , , , , , , ? ) ? ? ? ? ? ? ( ? ? ? ? ? ? ? ? ? ? , ? ? ? ? ? ? ? ? ? ? ? , , , , ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ; ? ; ? , ? ? ? ? ? ? ? ? ? ? ) ? ? ? ? ? ? ? ? ? ? ? ? ( ? ? ? ? ? ? ? ? ? , , , , , , , ;? , , , , a. M A (u) 1 PP-DSE-MATH-CP 1? 2 8. 1. 3. 4. 7. 5. 2. 6. c. d. b. u-1 pp-1 M (1) 1 A (pp) M (2) u FOR TEACHERS’ USE ONLY FOR TEACHERS’ USE ONLY pp 1 1 1 (1) (1) A (2) (2) (m 5 n ? 2 ) 6 m 4 n ? 3 m 30 n ? 2 FOR TEACHERS’ USE ONLY 1. = = m 4 n ? 3 m30 ? 4 n12 ? 3 1M 1M 1A ———-(3) m 26 = n9 2. 1M 1M 1A 3ab = 2b ? 5 2b ? 5 a= 3b 1M 1M 1A ———-(3) 3. (a) 9 x 2 ? 42 xy + 49 y 2 1A (b) 9 x 2 ? 42 xy + 49 y 2 ? 6 x + 14 y 1M 1A ———-(3) PP-DSE-MATH-CP 1? 3 FOR TEACHERS’ USE ONLY = (3x ? 7 y ) 2 ? 2(3x ? 7 y ) = (3x ? 7 y )(3 x ? 7 y ? 2) = (3x ? 7 y ) 2 ? 6 x + 14 y = (3x ? 7 y ) 2 5+b 3b 3b ? (5 + b) a= 3b 2b ? 5 a= 3b a = 1? ? 5+b = 3b 1? a 5 + b = 3b(1 ? a) ? 5+b = 3b 1? a 5 + b = 3b(1 ? a) 5 + b = 3b ? 3ab 3b(1 ? a) a 3b(1 ? a) a (a) ? ap = a p ? q a ? (ab) p = a pb p (a p )q = a pq ap 1 = q? p q a a ? ? ? ? 4. $x x (80%) = 360 (1 + 30%) 360(1. 3) x= 0. 8 x = 585 FOR TEACHERS’ USE ONLY pp? 1 1M + 1M 1M+1M+1A 1A u? 1 = 1M+1M+1A 1M + 1M 1A u? 1 ———-(4) 5. x y pp? 1 ?x 4 ? = ? y 3 ? 7 x + 9 y = 11 ? 1A+1A 1A u? 1 x pp? 1 1A+1M+1A 1A y= u? 1 ———-(4) PP-DSE-MATH-CP 1? 4 FOR TEACHERS’ USE ONLY , ? , x= 4 5 1A 0. 8 4 5 ? ? ? 3x ? 7 x + 9 ? ? = 11 ? 4 ? 4 5 ? ? ? ? 3x ? 7 x + 9 ? ? = 11 ? 4 ? 4 x= 5 1M 0. 8 ? ? 360 (1 + 30%) 80% = $ 585 ? ? $ 585 x (80%) 360 (1 + 30%) 360 (1 + 30%) 80% ? ? ? ? , ? , , , ? x y 3x + 1M 4 7 x + 9 y = 11 6. (a) ? AOC = 337Â ° ? 157Â ° = 180Â ° A O FOR TEACHERS’ USE ONLY 1M C 1A (b) BO ? AC ? ABC = 1 (13 + 15)(14) 2 = 196 1M 1A ———-(4) 7. 180Â ° ? 36Â ° 2 ? ABC = 72Â ° ? ABC = 1A u? 1 180Â ° ? 36Â ° 2 ? ACB = 72Â ° ? BCD = 90Â ° ? ACB = ?ACD = 90Â ° ? 72Â ° = 18Â ° ? ABD = ? ACD = 18Â ° 1A u? 1 ———-(4) PP-DSE-MATH-CP 1? 5 FOR TEACHERS’ USE ONLY ? ? BAC = ? BDC = 36Â ° AB = AC ? ACB = ? ABC 1M 1M 1A ?ABD = ? ABC ? CBD = 72Â ° ? 54Â ° = 18Â ° ? ? ?BCD = 90Â ° ? CBD = 180Â ° ? 90Â ° ? 36Â ° = 54Â ° ? BAC = ? BDC = 36Â ° AB = AC ? ACB = ? ABC 1A 1M 1M ? AOC ? ? ? , ? , , ? , ? , , ? ? ? ? , ? ? ? 8. (a) FOR TEACHERS’ USE ONLY 1A pp–1 1A P pp–1 (b) ( x , y) ( x ? 3) 2 + ( y ? 4) 2 = ( x ? 5) 2 + ( y ? (? 2)) 2 1M+1A 1A A? B ? ? 3 + 5 4 + (? 2) ? =? , ? 2 ? 2 ? = (4 , 1) 1M A? B? 4 ? (? 2) = 3? 5 = ? 3 1A 1A ———-(5) 9. (a) =5? 5 =0 2? 2 1M 1A = 5? 2 =3 (b) 1A 1A ———-(5) PP-DSE-MATH-CP 1? 6 FOR TEACHERS’ USE ONLY ? , ? ? ? , ? , ? , r =9 9 + 8 > 12 + s s 12 1A ———-(2) PP-DSE-MATH-CP 1? 8 FOR TEACHERS’ USE ONLY ? , , ? , , ? 16 ? 2 2 = 7 km/h 7>6 = 12 2 = 6 km/h x 12 = 78 120 x = 7 . 8 78 : 120 = 63 ? 32 = 31 1M 1A u? 1 ———-(2) ? ? , ? ? 13. (a) FOR TEACHERS’ USE ONLY pp? 1 n 6 3 = n 20 n = 40 1M k = 40 ? 6 ? 11 ? 5 ? 10 =8 (b) (i) 1M 1A ———-(3) 1M 1A u? 1 = (ii) m pp? 1 1M 1A ———-(4) PP-DSE-MATH-CP 1? 9 FOR TEACHERS’ USE ONLY , 5 + m (45)(2) = 40 + m 360 20 + 4m = 40 + m 3m = 20 20 3 5 (360Â °) 40 = 45Â ° 5+m n+m ? ? ? ? 14. (a) ? BCD ~ ? OA D FOR TEACHERS’ USE ONLY 2A ———-(2) 1M 1M (b) (i) (b) 1M AD CD ( 0 , 4) pp–1 1M 1M (ii) AC OABC (3 , 2 ) OABC OABC k1 k2 ?0 + 0 + k1 (0) + k 2 (0) + k3 = 0 ? ? 2 2 ? 6 + 0 + k1 (6) + k 2 (0) + k3 = 0 ? 2 2 ? 0 + 4 + k1 (0) + k 2 (4) + k 3 = 0 ? 2 2 1M 1A ———-(7) OABC x + y ? 6x ? 4 y = 0 PP-DSE-MATH-CP 1? 10 FOR TEACHERS’ USE ONLY 2 2 k1 = ? 6 k 2 = ? 4 k3 = 0 ? ? ? ? , x + y + k1 x + k 2 y + k3 = 0 k3 2 2 ? ( x ? 3) 2 + ( y ? 2) 2 = 13 ? (3 ? 0) + (4 ? 2) 2 = 13 2 1A x 2 + y 2 ? 6x ? 4 y = 0 1M ? ? ? ? ? ? ? , , ? , ? ? , ? ? , ? , ) ( h 2 ? 24h + 80 = 0 h=4 h = 20 C 1A ( ) ? ? ? 12 ? h ? ? 2 2 ? 6 + 12 ? ? = 16 ? 45 ? 2 ? , ? ? ? C (0 , h) 16 ? CD ? ? ? = 45 ? AD ? 2 ? ? 15. (a) FOR TEACHERS’ USE ONLY s 36 ? 48 = ? 2 s s=6 1M 66 ? 48 6 =3 = 1A ———-(2) (b) 1 ———-(2) PP-DSE-MATH-CP 1? 11 FOR TEACHERS’ USE ONLY 1M 1A ? , , , ? ? , , ? ? 16. (a) FOR TEACHERS’ USE ONLY = 1M 1A = 1A ———-(2) 0. 112 (b) 1M 1A = = = 30 C4 1M 1A 1M 1A 1M 1A ———-(2) = 530 609 PP-DSE-MATH-CP 1? 12 FO R TEACHERS’ USE ONLY ? 18 12 11 10 ? ? 18 17 12 11 ? ? 18 ? ? 17 16 ? ? 12 ? = 4 ? ? + 6 ? ? + 4 ? ? ? ? ? ? ? 30 29 28 27 ? ? 30 29 28 27 ? ? 30 ? ? 29 28 ? ? 27 ? ? 68 ? 2 11 10 9 ? ? ? ? 609 ? 30 29 28 27 ? 530 = 609 = 1? 530 609 18 12 18 12 18 12 C1 C3 + C 2 C2 + C3 C1 530 609 ? = 1? 12 68 C4 ? 30 609 C 4 1 – (a) – p1 0. 870 3 0. 870 1 – (a) – p2 0. 870 14 0. 870 , ? ? 18 17 16 15 ? = ? ? ? 30 29 28 27 ? 68 = 609 1M 68 609 0. 112 ? r r ? 1 r ? 2 r ? 3 ? ? ? n n ? 1 n ? 2 n ? 3 ? ? ? ? 18 C4 30 C4 r 9 000 000 1 ? 0 . 8 (0. 8) n < 0. 1 n log 0. 8 < log 0. 1 n> log 0. 1 log 0. 8 n > 10. 31885116 11 n 1M 1A (ii) 1A (iii) = ( ( ) 1M )( ) 1M 1A ———(10) PP-DSE-MATH-CP 1? 16 FOR TEACHERS’ USE ONLY ? 2 000 000 (1 ? (0. 8) m ) 4 000 000 (1 ? (0. 64) m ) ? 0 m (0. 8) ? 1 < 0 m ? 2 000 000(1 ? (0. 8) m ) 4 000 000(1 ? (0. 64) m ) ? 1 ? 0 . 8 1 ? 0. 64 10 ? ? = 10 000 000 ? (1 ? (0. 8) m ) ? (1 ? (0. 64) m ) ? 9 ? ? 10 ? ? = 10 000 000 ? (1 ? (0. 8) m ) ? (1 ? (0. 8) 2m ) ? 9 ? ? 10 000 000 m 2 m = 10 ((0. 8) ) ? 9(0. 8) ? 1 9 10 000 000 = 10 (0. 8) m + 1 (0. 8) m ? 1 9 m (0. 8) m > 0 (0. 8) m < 1 1M < 2 000000 + 2 000000(1 ? 20%) + 2 000000(1 ? 20%)2 + L 2 000 000 = 1 ? 0. = 10 000 000 $ 10 000 000 1M 2 000000 + 2 000000(1 ? 20%) + L + 2 000000(1 ? 20%)n? 1 > 9 000000 $ 9 000 000 ? ? ? , , , ? , , ? , ? ? FOR TEACHERS’ USE ONLY 1. 2. 3. 4. 5. A C A D D 31. 32. 33. 34. 35. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. C B D A B D A A B C D C A D C C B C D B D B A B C 36. 37. 38. 39. 40. 41. 42. 43. 44. 45. FOR TEACHERS’ USE ONLY D B C D A B A C A C B A B D C

William Golding s Lord Of The Flies - 1162 Words

Adlai Stevenson I once said, â€Å"The human race has improved everything, but the human race.† William Golding, author of Lord of the Flies, would most likely agree with Stevenson. The Nobel Laureate uses his book, an allegory for human life, to show human nature in its primitive form; a form only found when people are isolated from societies. Civilization shields a man’s inner nature from coming out, and when civilization is nowhere to be found, that innate nature come out. As the characters in his book are stranded on an island by themselves, they must balance their sophisticated rearing and their nature within or face the demise of everyone on the island. In Lord of the Flies, Golding uses the boys’ retrogression in clothing, appearance,†¦show more content†¦Though he had taken off his school sweater and trailed it now from one hand, his grey shirt stuck to him and his hair was plastered to his forehead. (Golding 1) The cleanliness of Ralph’s clothes symbolizes the nature Ralph is accustomed to before he comes to the island; a sophisticated nature. â€Å"For the most part, Ralph does not maintain his civilized dress, and in allowing it to become tattered and dirty, he begins to resemble the savage stereotype† (Olsen 19). When the clothes of the boys become dirty, their behavior also becomes dirty, as they are away from civilization to cleanse both their physical and mental self. The appearance of the boys change throughout the book, as it represents how much the boys change in nature. The way a person carries themselves with their appearance is evidence of the pride they have in themselves. Throughout Lord of the Flies, the appearance of the boys becomes unkempt, which is symbolic of the nature inside of them also changing. Readers can see the disgust Ralph has for his appearance. â€Å"Ralph discovered dirt and decay, understood how much he disliked perpetually flicking the tangled hair out of his eyes† (Golding 65). Ralph is aware of his change in appearance, and is disappointed, just like he distraught at the end of the book as he â€Å"wept for the end of innocence† (Golding 182). Although most of the boys change in nature throughout the story, Piggy remains static. In the same way,