When -OT is [ət]

When -OT is [É™t] When -OT is [É™t] When -OT is [É™t] By Maeve Maddox In reading some instructions for building a 3-tier strawberry bed, I came across the word spiget. At first I thought it was some specialized gardening term. Then I figured out that the writer was referring to a spigot. Spigot is one of several English words in which the spelling -ot is pronounced [É™t] at the end of the word. spigot [spÄ ­gÉ™t] faucet, like the one your tap water comes out of, or the one you attach your garden hose to. It also refers to the projection on a cask or box of wine that the liquid comes through. bigot (bÄ ­gÉ™t) originally a religious fanatic, but now any person characterized by obstinate, intolerant, or strongly partisan beliefs (OED). In cruising the web I came across the expression bigot spigot. Apparently the term has been coined to describe purveyors of intolerant partisan opinion. faggot, fagot [fÄÆ'gÉ™t] both spellings are seen, but the first is more common. The word is used with various meanings. The original meaning is a bundle of sticks. Now it is also used to refer to a bundle of herbs. The word became associated with religious heretics because bundles of sticks were used to burn them at the stake. To fry a faggot was to burn a heretic. Before faggot became a derogatory term for a homosexual, it was used as an insulting term for a woman: Urry up wi that glass o beer, you lazy faggot! (example from OED) maggot (mÄÆ'gÉ™t) fly larva. There is an English word spelled magot, but it is pronounced [mÄÆ'-gÃ… ] and refers either to a type of ape or to a fanciful, often grotesque figurine in the Japanese or Chinese style rendered in a crouching position (answers.com). Some other examples: ballot, carrot, idiot, parrot, pilot, riot, and zealot. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:60 Synonyms for â€Å"Walk†What to Do When Words Appear Twice in a RowThe 7 Types of Possessive Case

Top 8 Reasons Non-Teachers Can Never Understand Our Job

Top 8 Reasons Non-Teachers Can Never Understand Our Job Believe it or not, I once had an older family member approach me at a party and say, â€Å"Oh, I want my son to talk to you about teaching because he wants a career that’s easy and not stressful.† I don’t even remember my response to this illogical and bizarre comment, but obviously this lady’s cluelessness made a major impression on me. I’m still confounded by this idea even ten years after the incident occurred. You may have been on the receiving end of similar comments, such as: You’re so lucky to have so much vacation time, especially summers off. Teachers have it so easy!You only have 20 students in your class. That’s not so bad!It must be so easy to teach elementary school. The children don’t have attitudes when they’re so young. All of these ignorant and annoying comments just go to show that people who aren’t in education simply can’t understand all of the work that goes into being a classroom teacher. Even many administrators seem to have forgotten about all of the trials and tribulations we face on the front lines of education. Summers Aren’t Enough Recovery Time I do believe that every teacher appreciates our vacation times. However, I know from experience that a summer vacation isn’t nearly enough time to recover (emotionally and physically) from the rigors of a typical school year. Similar to childbirth and moving houses, only time away can offer the necessary respite (and memory failure) that allows us to gather the strength and optimism required to attempt teaching anew in the fall. Besides, summers are shrinking and many teachers use this valuable time to earn advanced degrees and attend training courses. In the Primary Grades, We Deal With Gross Bathroom-related Issues Even a high school teacher could never understand some of the crises related to bodily functions that a typical K-3 teacher has to deal with on a regular basis. Potty accidents (and more instances too disgusting to reiterate here) are something that we can’t shy away from. I’ve had third grade students who still wear diapers and let me tell you – it’s stinky. Is there any amount of money or vacation time worth cleaning up vomit from the classroom floor with your own two hands? We’re Not Just Teachers The word â€Å"teacher† just doesn’t cover it. We’re also nurses, psychologists, recess monitors, social workers, parental counselors, secretaries, copy machine mechanics, and almost literally parents, in some instances, to our students. If you’re in a corporate setting, you can say, â€Å"That’s not in my job description.† When you’re a teacher, you have to be ready for everything and anything to be thrown at you on a given day. And there’s no turning it down. Everything’s Always Our Fault Parents, principals, and society in general blame teachers for every problem under the sun. We pour our hearts and souls into teaching and 99.99% of teachers are the most generous, ethical, and competent workers you can find. We have the best of intentions in a messed-up education system. But somehow we still get the blame. But we keep teaching and trying to make a difference. Our Job is Really Serious   When there’s a mistake or a problem, it’s often heart-breaking and important. In the corporate world, a glitch might mean a spreadsheet needs to be redone or a little money was wasted. But in education, the problems go much deeper: a child lost on a field trip, students lamenting parents in jail, a little girl sexually assaulted on the walk home from school, a boy being raised by his great-grandmother because everyone else in his life abandoned him. These are true stories that I’ve had to witness. The pure human pain gets to you after awhile, especially if you’re a teacher out to fix everything. We can’t fix everything and that makes the problems we witness hurt all the more. Work Outside the School Day Sure, school only lasts 5-6 hours per day. But that’s all we’re paid for and the job is constant. Our homes are cluttered with work and we stay up til all hours grading papers and preparing for future lessons. Many of us take phone calls and emails from parents during our â€Å"personal† time. The problems of the day weigh heavy on our minds all night and all weekend. Zero Flexibility When You’re a Classroom Teacher When you work in an office, you can simply call in sick when you wake up unexpectedly ill on a given morning. But, it’s extremely hard to be absent from work when you are a teacher, especially if it happens without notice or at the last minute. It can take several hours to prepare the lesson plans for a substitute teacher which hardly seems worth it when you’re only going to be absent for five or six hours of classroom time. You might as well just go teach the class yourself, right? And dont forget the last one... Teaching is Physically and Emotionally Taxing To put it bluntly: Since bathroom breaks are hard to come by, it’s said that teachers have the highest incidences of urinary and colon problems. There are also issues with varicose veins from having to stand all day. Plus, all of the above difficulty factors, combined with the isolated nature of being the only adult in a self-contained classroom, make the job especially grueling over the long term. So for all you non-teachers out there, keep these factors in mind the next time you envy a teacher for her summers off or feel the urge to say something about teachers having it easy. There are some things about the profession that only teachers can understand, but hopefully this little gripe session has shed some light on the true nature of the job! And now that we’ve got most of the complaints out of the way, keep an eye out for a future article that will celebrate the positive side of teaching!

Managing and understanding organisations Essay Example | Topics and Well Written Essays - 3000 words

Managing and understanding organisations - Essay Example 4). All people related aspects and functions performed in any organization, regardless of the size of the organization and regardless of the fact that who is performing them, come under the umbrella of human resource management. From job analysis to planning for labour needs, from recruitment to selecting, from orienting employees to training the, from conducting performance appraisals to deciding on wages and salaries, from allocating benefits and perks to building employee commitment and motivation, human resource management deals with all of them. Companies may have various assets that â€Å"make things† possible but these are the people in the company that make â€Å"things happen† (Legge, pp. 63-64, 2005). According to its definition, organisational behaviour is the systematic study and knowledge about process of understanding, prediction, and management of human behaviour in organizations and workplace setting. Important here to note is that organizational behavio ur in itself is an interdisciplinary field, which converges topics from management, human resource management, psychology, sociology, and communications. ... R&D development dollars have nothing to with the level of innovation that any company would be able to achieve but innovation depends entirely on the people, their talent, and their leadership (Mathis & Jackson, pp. 354-356, 2010). Discussion A. Resourcing an Organisation Small and Medium sized Enterprises have various distinct advantages over the large businesses and in this digital era, these advantages have further amplified. More control, greater freedom, quick feedback, and others are few advantages. However, as SMEs enter into their growth phase, they encounter various problems that are primarily related to their lack of knowledge about human resource management. Most SMEs have one person managing all human, financial, production, supply chain, distribution, administrative and other aspects of business (Torrington, Hall & Taylor, pp. 98-99, 2008). Not only there is no expert person to deal with human resource issues but also at the same time, the owner finds himself or herself with little or no time to address them or even if he or she does, it becomes difficult to do justice with those issues in relation with time and effort. In fact, almost 65 percent of the small businesses fail during the first three years of operation and one important reason behind the same is poor human resource management. In addition, this is one factor where large companies have inherent advantage. Internet has taken away many of the advantages related to size, geographical reach, scope, economies of scale, communication and others present to large business over SMEs but this is one advantage, even competitive advantage for some firms, that remains with large business despite the revolution of this digital age. Large firms are more likely to have an established separate department to

Drinking age Essay Example | Topics and Well Written Essays - 500 words

Drinking age - Essay Example Moderation will lead to results that are more realizable as compared to the minimum drinking-age restrictions. Certainly, under-age drinking is a prevalent problem especially among Americans. Different control measures have been taken to address the issue. However, each one of them has its advantages and disadvantages. I agree with the author that responsible drinking should be encouraged. This is even more important when dealing with a revolutionized society. The present youth develop in all aspects at a very fast rate as compared to the ages of our parents. Therefore, imposing stern legal restrictions regarding drinking may not realize the desired results. Instead, guidance and mentorship should be preferred. Provisional drinking license seems to be the best way forward. Introduction to drinking should be stepwise. This will eliminate dangerous drinking such as binge drinking. Hanson et al feels that prohibiting age is not a good solution. I agree with him since there are cases of adults experiencing irresponsible drinking. In fact, responsible drinking is also common among young adults who have not yet reached drinking age. Jenna Bush is a good example of responsible drinking among young adults. Although she was highlighted for under-age drinking, her drinking was responsible. Undeniably, responsible driving is gained through gradual introductory classes. The same case should be emulated for responsible drinking among young adults. However, one-sided approach cannot work effectively. Although the author advocates for drinking permit, the idea cannot work without rules and guidelines. The drinking permits ought to be followed by strict regulations to make them effective. For example, it would be good if the permits specified that an adult such as a parent be present at the time of drinking. This way, the parent, mentor, or the guide would be

Workmens Compensation Law Ghana Essay Example for Free

Workmens Compensation Law Ghana Essay Section 1-Application to employees employed by the Republic This Act applies to employees employed by the Republic as well as private persons, except in the case of persons in the Armed Forces. Section 2-Employers liability for compensation (1) Where an employee sustains personal injury by accident arising out of, and in the course of employment, the employer is liable, subject to this Act, to pay compensation in accordance with this Act. (2) An injured employee shall not suffer a diminution in earnings while the employee undergoes treatment for injuries sustained through an accident arising out of, and in the course employment. (3) Where an attending medical officer assesses an incapacity in respect of an injured employee, the employer shall pay the injured employee compensation commensurate with the incapacity so assessed. (4) Subject to sections 3 and 4, where the injury results in death or serious and permanent incapacity, the Court on consideration of the circumstances, may award the appropriate compensation under this Act. (5) The employer is not liable to pay compensation in respect of an injury to an employee resulting from an accident which is attributable to the employee ha ving been under the influence of drink or drugs at the time of the accident (6) For the purposes of this Act, an accident resulting in the death or serious and permanent incapacity of an employee arises out of and in the course of employment, (a) although the employee was at the time when the accident happened acting in contravention of a statutory or any other regulation applicable to the employment, or was acting without instructions from the employer; (b) if the act was done by the employee for the purposes of and in connection with the employers trade or business. (7) Compensation is not payable under this Act in respect of incapacity or a death resulting from a deliberate self-injury. (8) Compensation is not payable under this Act in respect of an inc apacity or a death resulting from personal injury, if the employee has at any time represented to the employer that the employee was not suffering or had not previously suffered from that or similar injury, knowing that the representation was false. Section 3-Compensation in fatal cases (1) Where death results from the injury, (a) if the employee leaves dependants, the amount of compensation shall be a sum of money equal to sixty months earnings: but where in respect of the same accident compensation has been paid under section 5, 6 or 7, there shall be deducted from the sum payable under this paragraph the sums so paid as compensation; (b) whether the employee had dependants or not, the employer shall pay the medical expenses; (c) if the employee did not leave dependants, the employer shall bear the expenses of the burial as required by custom; (d) if the employee left dependants, the employer shall bear the expenses of the burial to the sum of five million cedis or as stipulated in the relevant Collect ive Agreement, whichever is the higher. (2) Where an employee survives an injury, whether the employee has dependants or not, the employer shall pay the medical expenses in respect of the injury. Section 4-Employer to pay medical expenses In an injury under this Act, the employer shall pay the medical expenses in respect of the injury. Section 5-Compensation for permanent total incapacity Where permanent total incapacity results from the injury the amount of compensation shall be a sum of money equal to ninety-six months earnings. Section 6-Compensation for permanent partial incapacity (1) Where permanent partial incapacity results from the injury the amount of compensation shall be, (a) in the case of an injury specified in the Third Schedule, a percentage of the compensation which would have been payable in the case of permanent total incapacity specified in the Third Schedule as being the percentage of the loss of earning capacity caused by that injury; and (b) in the case of injury not specified in the Third Schedule, a percentage of the compensation which would have been payable in the case of permanent total incapacity and proportionate to the loss of earning capacity permanently caused by the injury. (2) Where more injuries than one are caused by the same accident, the amount of compensation payable under this section shall be aggregated, but shall not exceed the amount which would have been payable if permanent total incapacity had resulted from the injuries. Section 7-Compensation for temporary incapacity (1) Where a temporary incapacity, whether total or partial, results from the injury, the compensation shall be the periodical payments or a lump sum of money calculated accordingly, having regard to the probable duration, and probable chan ges in the degrees, of the incapacity. (2) The periodical payment shall be the difference between the monthly earnings the employee was earning at the time of the accident and the monthly earnings which the employee is earning or is capable of earning in any other suitable employment or business after the accident; but (a) the aggregate of the periodical payments or the lump sum of money payable under this subsection shall not exceed the lump sum of money which would be payable in respect of the same degree of incapacity under section 5 or section 6, if the incapacity were permanent; (b) a period of absence from duty certified necessary by a medical practitioner shall be regarded as a period of temporary total incapacity irrespective of the outcome of the injury and a period subsequent to the first period but preceding the final assessment of disability shall be regarded as a period of temporary incapacity; (c) the maximum duration of periodical payments under this section shall not exceed twenty-four months except where the chief labour officer directs the continuance of periodical payments during the continuance of a disability for a further period not exceeding six months; (d) a lump sum of money payable under section 5 or 6 shall not be disturbed by r eason of periodical payments having been made under this section in the event of permanent incapacity following or after temporary total incapacity or temporary partial incapacity. (3) In fixing the amount of the periodical payment the Court may consider a payment, an allowance or a benefit which the employee may receive from the employer during the incapacity. (4) On the ceasing of the incapacity before the date on which a periodical payment falls due, a sum of money proportionate to the duration of the incapacity in that period is payable in respect of that period. (5) Where an employee in receipt of periodical payments under this section intends to leave the neighbourhood in which the employee was employed, for the purpose of residing elsewhere, the employee shall give notice of that intention to the employer who may agree with the employee for the redemption of the periodical payments by a lump sum of money or for the continuance of such periodical payments. (6) Where the employer and the employee are unable to agree, either party may apply to the Court which may order a redemption and may determine the amount to be paid or may order the continuance of the periodical payments. (7) A lump sum of money so ordered to be paid together with the periodical payments already made to the employee shall not exceed the lump sum which would be payable in respect of the same degree of incapacity under the section 4 or 5, if the incapacity were permanent. (8) Where an employee in receipt of periodical payments unde r this section leaves the neighbourhood in which the employee was employed, for the purpose of residing elsewhere, (a) without giving notice as provided in subsection (5), or (b) having given the notice leaves the neighbourhood without having come to a n agreement with the employer for the redemption or continuance of the periodical payments, or (c) without having made an application to the Court under subsection (6), the employee is not entitled to the benefits under this Act during or in respect of the period of absence. (9) Where the employees absence from the neighbourhood exceeds six months without justifiable cause, the employee shall cease to be entitled to the benefits under this Act. Section 8-Compensation for desfiguring injuries (1) Where in an employment personal injury of the description specified in an entry in the first column of the First Schedule by accident arising out of and in the course of the employment, is caused to an employee, the employer shall pay as compensation an amount of money for the injury determined by a medical practitioner recognised by the Government, not exceeding the percentage of the compensation payable in the case of permanent total incapacity that is specified in the corresponding entry in the second column of that Schedule. (2) The compensation payable under subsection (1) is irrespective of whether or not a compensation is payable under any other provision of this Act; but a mutilation in respect of which compensation is provided under the Third Schedule shall not rank as disfigurement under the First Schedule. (3) Where more injuries than one are caused by the same accident, the amount of compensation payable under this section shall be aggregated, but shall not exceed the amount which would have been payable if permanent total incapacity has resulted from the injuries. Section 9-Method of calculating earnings (1) For the purposes of this Act, the monthly earnings of an employee shall be computed in the manner that is best calculated to give the rate per m onth at which the employee was being remunerated during the previous twelve months if the employee has been so long employed by the same employer, but, if not, then for a shorter period during which the employee has been in the employment of the same emplo yer. (2) Where by reason of the shortness of the time during which the employee has been in the employment of the employer, or the casual nature of the employment, or the terms of the employment, it is impracticable at the date of the accident to compute the rate of remuneration, consideration may be given to the average monthly amount which, during the twelve months previous to the accident, was being earned by a person of similar earning capacity in the same grade employed at the same work by the same em ployer, or, if there is a person who is not so employed, by a person of similar earning capacity in the same grade employed in the same class of employment and in the same district. (3) For the purposes of subsection (1), employment by the same employer m eans employment by the same employer in the grade in which the employee was employed at the time of the accident, uninterrupted by absence from work due to illness or any other unavoidable cause. (4) Where the employee had entered into concurrent contract s of service with two or more employers under which the employee worked at one time for one employer and at another time for another employer, the monthly earnings shall be computed as if the earnings under those contracts were earnings in the employment o f the employer for whom the employee was working at the time of the accident. (5) The earnings of the employee under the concurrent contract shall be disclosed to any other employee at the time of engagement with the latter and shall be taken into account only so far as the employee is incapacitated from performing the concurrent contract. (6) On the request of the employee to the employer liable to pay compensation, that employer shall furnish in writing a list of the earnings which have been earned by t hat employee on which the amount of the monthly earnings may be calculated for the purposes of this section. Section 10-Persons entitled to compensation (1) Compensation is payable to or for the benefit of the employee, or where death results from the injury, to or for the benefit of the employees dependant as provided by this Act. (2) Where a dependant dies before a claim in respect of death is made under this Act, or, if a claim has been made, before an order for the payment of compensation is made, the legal personal representative of the dependants do not have a right to payment of compensation, and the claim for compensation shall be dealt with as if that dependant had died before the employee. Section 11-Distribution of compensation (1) Compensation payable where the death of an employee resulted from an injury shall be paid to the Court, and the Court may order the sum of money so paid (a) to be apportioned among the dependants of the deceased employee or any of them in the proportion determined by the Court, or (b) in the discretion of the Court, to be allotted to any one dependant, and the sum of money so allotted to a dependant shall be paid to the dependant or be invested, applied or otherwise dealt with for the dependants benefit in the manner determined by the Court. (2) Where, on an application made in accordance with the Rules, it appears to the Court that, on account of the differences of the circumstances of the various dependants, or for any other sufficient course, an order made under subsection (1) ought to be varied, the Court may make an order for the variation of the former order appropriate in the circumstances of the case.

History of Swimming :: essays research papers fc

HISTORY OF SWIMMING Swimming was invented before recorded history. Humans discovered how to swim by accident. A person probably fell into the water and struggled to shore using a dog-paddle stroke. There was an Egyptian hieroglyph for swimming dating from 2500 BC. The ancient Greeks and Romans made swimming an important part of their military training programs. There have been known swimming contests that were organized in Japan as early as the 1st century BC. During the Middle Ages in Europe, swimming declined in popularity. People felt that the water was contaminated and a source of disease. Not everyone feared the water, however, Louis XI reportedly swam daily in the Seine. During the early 19th century, swimming enjoyed a revival, especially in England, Lord Byron swam the Dardanelles river, to prove that the mythological hero Leander could have done it. Organized competitive swimming began in England in the 1840s. In 1844 the British were surprised when two American Indians demonstrated the efficiency of a method of swimming similar to the modern crawl. The British still swam with the head above the water, a holdover from the days when people believed that the water was contaminated. An overhand stroke was introduced into England in 1873 by J. Arthur Trudgen, who had seen South American Indians using this method to swim really fast. When the flutter kick was introduced, the modern "Australian crawl† was born, and this stroke has since become the most common and most important swimming stroke. FITNESS COMPONENTS To swim well u need to know how to coordinate your arms and legs to get you through the water. At first you will probably need to have lessons. Also to swim u need agility and just gravity. Swimming also requires balance and quickness in some cases. Not much is needed to know if you want to swim. Swimming improves heart and lung efficiency, enhances muscle strength and endurance, improves flexibility, and reduces stress. It’s easy on the joints, and uses more muscles than most other forms of exercise. Although swimming burns a great deal of calories, recreational swimmers tend to lose less weight than would be expected from other types of aerobic activity. Scientists say that cold water removes heat from the body, stimulating appetite to keep the body warm. Exposure to cold water may encourage the body to maintain fat stores for insulation. To lose weight by swimming, its necessary to cut down on the calories you eat, and to swim fast enough and long enough. Swimming can burn more than 660 calories an hour when performed correctly and causes less injuries to joints and muscles than aerobics or jogging.

Football rules, Laws and Regulations Essay

Introduction In football there are rules and regulations. There are rules which are just basically things that footballers will have to follow as well as rules that the referee will also have to follow. All rules are all made by the FA. Regulations are similar to the rules because it is a rule which controls the game and has instructions on how the football match works. Example of regulations would be that the game is 90 minutes, with 45 minutes each half and then 15 minutes break in between half time. It is then up to the assistant referee and the referee himself to decide on how many minutes they should offer hence some timewasting during time play. There are many reasons to why there are rules and regulations put in place by the FA and the most important ones are that it provides a safe environment for both football teams and also the supporters at a football match or stadium. Roles such as having general assistance for the crowd at a football stadium is one of the important parts of keeping the environment safe and this is controlled by people who work in the stadium and are called stewards. What stewards do is, they control the crowd as well as keep the angry supporters /fan away from the entering the pitch as they can do some damage to the players as well as waste time from both teams. What these rules and regulations do in a football match is that it prevents supporters, fans, people at home who are watching the game not enjoy watching football anymore as it can reduce the number of fans coming to the stadium and watching the match. In football there are different sizes of the football pitches because every team has their own type of tactic of playing their football games. This does not mean the size of the pitch can be whatever size they want it because there are rules to a minimum size and a maximum size of the pitch being in length and width. The minimum size a football pitch at length can be from 90metres to 120 metres maximum and the width of the football pitch has to be a minimum of 45metres to 90 metres maximum. Teams who play more of a long ball passing will usually have a narrow sized pitch because they don’t use side of the pitch and therefore it’s not required. However teams such as Barcelona who like to play a lot of possession football also use a narrow sized pitch because they are not afraid to keep the ball in between the side lines and it also improves their passing rate. When it comes to football size in football, the size of the ball is always size 5 because a bigger or smaller ball can lead to health and safety issues. There isn’t just any ball in a football match which is played with. FIFA always approves of the balls that get used in elite football games by having a logo by FIFA approved on it, FIFA inspected logo, or a IMS logo which is the International match ball standard. The ball is made out of leather or material which is suitable because of it isn’t, it can lead to injuries on the foot or a player’s body of it kicked on him. The ball in the beginning of a football match has to also be a specific weight and that is no more than 450 grams and no less than 410 grams. The ball size has a circumference of no more than 70cms which is 28 inches and not less than 69cm which is 27 inches. The shape of a football is spherical. In a professional football match, there are 11 players including a goalkeeper on a pitch. A football coach will also have substitutes in case of a player with an injury. In an official football FIFA competition, a football coach has only 3 chances of using his substitutes whereas in other matches he would be given a maximum of 7 subs. If a coach will use his subs in a football game, the referee must have all names of the subs in order for them to gain a position in playing at the football game. If a football player who is sub and his name is not given to the referee then he will not take part in the match. In order for a coach to swap a player with a sub, he must inform the assistant referee and then the assistant referee must inform the referee himself so that when ball is out of play, the team can make the change of player. In a friendly football match a team can have as many subs on depending the agreement by the two teams. A match is played for 90 minutes with 45 minutes each half and 15 minutes break at half time. The referee will make the decision of how many extra minutes the teams both get depending on how many minutes has been wasted during the game. Football teams are given the break at the first half in order for the team coach and the team itself to discuss what they need to change, new tactics they should apply in the next half and also so they can rest and have enough energy for the second half. At a league where a team has to win, and both of teams are drawing, the extra time is given after the 90 minutes with two sets of 15 minutes. If teams are still drawing then it is penalty kicks for both teams, and that will be given as much time until someone wins. Before a team can kick off, someone has to make the decision of who kicks off and that’s the referee’s decision. The way a referee would make the decision bringing both of the captains of the two teams and by tossing a coin and the captain that wins the toss will kick off. When a football team scores a goal, the other will get the advantage by placing the ball back to the centre and kick off. For the game to start with the ball in the middle, your team must be in their own half and the other team should also be in their half, the match should not continue from centre mark until given signal by the referee. The game can be restarted by the referee after a temp0orary stoppage that is necessary. The way this happens is by having the referee dropping the ball at the place where it was located when the play was stopped and have two players from both teams. In football, the ball can stay in play or leave the football ground which is out of play. As you can see in the example on the right hand side, if the ball is on the line, it is in play however to be out of play the whole ball needs cross the white line. Even if most of the ball is outside the white line, if a bit of the ball is still touching the white marker line then it’s still in play. If a football was rebound from the corner flag post or a goal post, the ball is considered inside therefor allowing the teams to play on. Another way is restart of play and that is when the referee decided to stop play. It is also in play when it rebound of a referee or a lines man who is on the field. There are offside in a football game which is a little confusing to understand. The diagram on the right hand side is showing an offside. The number 11 in the red team passing to his team player who is number 10 is an offside because number 10 in red is closer and in front of blue team’s goal and the defensive players. This leaves only the goalkeeper back which isn’t enough players to play him onside. This position could be forced by the defenders moving forward and it’s called the offside trap. Diagram 1 However in diagram 2 you can see that number 3 from the blue team is very far from reaching number 9 but since he is in line with number 9 in the red team, he has led it to be onside and therefor the game can continue playing with number 9 in red creating a chance. The offside rule is put in place because it stops players from goal hanging, where a player stands next to the opposing team’s goal keeper in the hope that someone can get the ball to him where he can receive a long ball, so he can get it past the goal keeper. This has also been put in place by the governing body because it makes the games more boring. Diagram 2 There are fouls and misconduct happen during and sometimes after the match in football. When a player kicks or attempts to kick another opponent is one of the offences, however there are other ways of make an offence and that’s by tripping an opponent which can be used by using your hands to throw them down, using the legs which is a common one, however, it is also an offence to just stand in front of them or behind them. There are more offences and they are jumping at an opponent, charging them in a violent or in dangerous way, charging them from behind using boot feet, attempting or striking to strike at the opponent, holding and pushing an opponent and finally it is also an offence to handle the ball for example carrying it, striking it or using their hand or arm which is then followed up by giving the other team an indirect free kick. When a player has the ball and he makes a back pass to his goalkeeper directly, and the goalkeeper holds the ball with his hands or has any contact with his hand then the other team will be rewarded with an indirect free kick. This rule was put it in place recently in 1992 which was done because it stopped the goalkeeper from wasting time and holding the ball from opportunities to the other team and by also taking possession of the ball with the hands. This also stopped the goalkeeper from having more than 6 seconds limit of goalkeeper possession. Another reason for this rule to be put in place was because it made the games more interesting and less boring. In order for a team to score a goal, the whole ball passes over the goal line, in between the goalposts and under the crossbar. As you can see in the picture to the right, it shows that the whole ball has to pass otherwise even if it’s touching the line a little bit; it’s considered as play on with no goal. There have been some recent changes in football because a lot of times the referee is blamed for not making the right decision about the ball going in or not so therefore FA has introduced a new referee which is called an assistant referee and his job is to stand on the goal line to make sure and have a better view of the ball going in or not. They have done this because it ruins the fair play between the teams especially when the games are very important. In order for a team to win a match, the team has to have more goals than the other team and if it ends up being equal, then the game ends as a draw which means neither of the teams won. In some games there might be extra time provided because one team has to win so therefore they play with extra time. A goal can be scored from anywhere on the play, from anyone who is playing and that included the goalkeeper too. Goals are also scored from penalties and free kicks. However a goal cannot be scored directly from a throw in so therefore it has to be touched by someone else after the throw in order to score a goal. A goal cannot be counted if the referee has not blown his whistle for the game to restart. Another way a goal cannot be scored is if you are taking an indirect free kick because it’s indirect so therefore the ball has to be passed to someone in your team and then you can score.

Principles of Management: Total Quality Management

Total Quality Management (TQM) has been around for several years. The concept is being applied to business and industry processes for the purpose of quality improvement. Many businesses feel that TQM is only for large manufacturing type businesses or major industries. (Lee p1) TQM can be used for everyone with managers and employees. Certainly everyone involved with customer service. It is important to recognize the TQM and assessment are made up of identifiable, measurable components. Proper orientation to and understanding of the TQM philosophy, team development, problem solving techniques, and statistical process control must be the mission of everyone in any organization. (Lee p1) The wall street journal has twice reported on the struggling efforts of companies trying to improve overall quality and customer satisfaction. (Chaudron p2) Management must realize that to fully implement TQM, satisfy customers, and promote teamwork in the entire organization, often wrenching systemic changes must be made: profit sharing may be introduced; individual performance appraisals may be radically changed or eliminated; organizational structure may be realigned away from functions to a customer process or geographic – based structure, information may be given to employees formerly reserved for senior management; and significantly more authority may be given to line employees. (Chaudron p2) If management does not align these systems, the effect will result in much struggle and confusion. Organizations need to spend time on the design of their efforts. If they do not, they risk pouring time and dollars into and effort that will eventually collapse. Among the decisions that should be made up – front, before implementing a quality effort are: measures of success, the degree of employee involvement, the depth and breadth of immpleementation, and the techniques to be used. (Chaudron p2) As someone once said, â€Å"If you don†t like where are are going, you may not like getting there.† A manager of people needs to understand that all people are different. This is not ranking people. They need to understand that the performance of anyone is governed largely by the system that he works in, the responsibility of management. (Deming p1) A leader of transformation, and managers involved, need to learn the psychology of individuals, the psychology of a group, they psychology of society, and the psychology of change. (Deming p1) Changing behaviors is probably the most critical area in the process of change. People do not necessarily resist change. They resist being changed. It is important to give people time to understand the true needs and the process of change. Leaders promote open communication and clear visionss of the organizations future. The stronger culture values towards the market place, the less need for policy, instructions, organizational charts etc. Leaders empower and involve people to achieve the organization†s objectives. (Deming) TQM has been proven to work in many types of businesses such as Health Care facilities, Universities, multi million dollar corporations and small businesses. Can the concepts of TQM be applied to Hotel management operations? The Hotel industry is a very competitive business, based almost solely on customer satisfaction. Hotels have been feeling much more pressure in the past decade; they have been feeling a sense of crisis. Crisis that is caused due to th increasing number of new hotels being built up and down the interstates. An old hotel must use the concepts of TQM to keep themselves in the forefront of customer minds. To make the TQM philosophy work in the hotel industry, you must have continuos commitment from all levels of employees. Corporate owner, general managers, department managers, shift supervisors and hourly employees. The commitment must be to embrace and implement the philosophy of Deming and the principles of TQM on a daily basis. The focus must be on the processes of the organization and on providing leadership. Above all this commitment must be consistent. Owners and management must decide together and implement methods that can bring about change in the processes that produce product (room style and cleanliness) and service (customer satisfaction ) for the hotel. Management must review its mission and challenge suppervisors and employees to identify their respective departments philosophies, goals, objectives, and expected outcomes. If they don†t know the results they desire, assessment is meaningless. Once this is accomplished, techniques can be identified to measure quality improvement and to reduce the variation of outcomes. Commitment to quality is essential if companies are to succeed in a commercial environment. If you look at a 30 year old hotel and compare it to several new hotels, the older one better offer something of good quality and with excellent customer service. Competing with brand new is tough in this day and age. Customers want the best, they expect the best. TQM style will help bring out the best in any company. Comparing management styles of two hotels, brings about some interesting discoveries. One that used the TQM philosophy and the other that did not. The most obvious difference was the attitudes of the employees. The TQM hotel has employees that feel like they are the hotel. The same projection was received from the housekeeping staff as for the guest service agents. The general manager does not call them employees he calls them team members. They have team meetings, they all realize the importance of each job and each of them cross train for the other positions. The general manger has empowered the employees to make decisions on behalf of the business. They all have support from corporate managers and district managers. With this franchised hotel they all support each other. They try to keep their workplace fun with contest and monetary winnings. These employees enjoy coming to work and try to make each day better than the last. When the hotel succeeds so do the employees. The hotel without TQM present does not run the same at all. Employees come to work to fill their shifts. They make the same amount of money whether the hotel is full or empty. Empowerment is not a work that is recognized. All departments are separate and do not necessarily work together. The manager does much more managing and works harder because everything that happens is brought to them. When shown the difference between the hotels we are also forced to look at which one fares better in the community. With out a doubt the TQM hotel surpassed the other hotel. Suggestions to make TQM work for everyone.  · Make a personal self-examination regarding your willingness and discipline to alter day-to-day management behaviors in such a way that the organization is ever mindful of the strategic importance of TQM.  · Establish agreed upon quality measurements, followed by widespread search for the best performers to measure against.  · See out customer feedback and objectively measure their concerns.  · Work with employees to help them understand the strategic importance of new TQM activities and to buy into the process.  · Don†t go overboard. Focus on a few processes and their characteristics.  · Create an organization that is capable of learning from itself in the quest for continuos quality improvement in the strategic process Quality management principles are a comprehensive and fundamental rule of belief, for leading the operation and organization, aimed at continually improving performance over the long term by focusing on customers while addressing the needs of all stake holders. (Quality Management) These principles used in hotel management could take you to the competitive edge. Principle 1 – Customer Focused Organization: organizations depend on their customers and therefore should understand current and future customer needs, meet customer requirements, and strive to exceed customer expections. Principle 2 – Leadership: Leaders establish unity of purpose, direction, and the internal environment of organization. They create that environment in which people can become fully involved in achieving the organization†s objectives. Principle 3 – Involvement of People: People at all levels are the essence of an organization and their full involvement enables their abilities to be used for the organization†s benefit. Principle 4 – Process Approach: A desired result is achieved more efficiently when related resources and activities are managed as a process. Principle 5 – System Approach to Management: Identifying, understanding, and managing a system of interrelated processes for a given objective contributes to the effectiveness and efficiency of the organization. Principle 6 – Continual improvement: Continual improvement is a permanent objective of the organization. Principle 7 – Factual Approach to Decision Making: Effective decisions and actions are based on the logical and intuitive analysis of data and information. Principle 8 – Mutually Beneficial supplier Relationships: Mutually beneficial relationship between organizations and its supplier enhance the ability of both organizations to create value. (Quality Management) If all principles are applied with effective management, they will most certainly do a whole lot of good to create a better atmosphere for more effective people. Changing behaviors is probably the most critical area in the process of change. Leaders should empower and involve employees to achieve the organization†s objectives. Continuous improvement is a mindset, a way of doing business. We are never good enough; we can always be better. This is an ethic and an aspiration. (CIDR) On the other side of the coin, not everyone agrees with the whole TQM concept. In an article by Robert A Zawacki, Carol A. Norman, Paul A. Zawacki and Paul D Applegate, they say that total quality programs are a bust because TQM programs try to implement 9,000 new practices simultaneously. Their conclusions were (1) Involve everyone in the process, and (2) be willing to change everything, but concentrate on one thing at a time. They believe that most continuos improvement and partnering programs are failing because individual contributors are overworked, lack alignment and feel devalued by their leaders. In their opinion the error that many leaders made in the 1990†³s , in their rush to embrace the total quality movement, was that although they recognized the importance of quality they put more efforts into planning than they did into implementation and follow-up. (Zawacki p1) TQM can work with efforts of everyone. From the highest paid to the lowest paid. Everyone in the company is important. Jobs will be better, people will be happier and customers more satisfied. That spells better business and more business. Everyone wins. All it takes is commitment.

Kant ; Deontology Essays

Kant ; Deontology Essays Kant ; Deontology Essay Kant ; Deontology Essay When people think of Ethical Theory so the word ethical motives. regard. and honesty seem to come to mind. Kant devised an ethical theory that is broken down into major elements to explicate what he believes is ethical for society to believe. This is where the act of good will comes to existence and the nature of a person’s demeanour comes into how he or she decides what is the right or incorrect thing to make. When the Torahs are put into topographic point to assist people cognize what society has decided what is ethical. Following. would be the determination doing procedure of making what is right or incorrect. Looking at personal addition is non morally right and holding no regard for what is right is difficult for a individual to make up ones mind. He or she must hold the determination devising procedure developed or taught to guarantee successful results in ethical quandary. The major elements of Kant’s ethical theory is a individual should non utilize another as a means to fulfill a personal desire and that morality is based on cosmopolitan regulations much like what is referred as the Golden Rule. The rules of Kantianism have conjectural and categorical jussive moods. We have a responsibility to ourselves and to others and while we have the ability to apologize. our actions are non ever rational. When utilizing another as a means it should be without coercion or prevarication and the terminal should be such that they would be willing to being used. Actions necessitating the usage of misrepresentation are incorrect and unfair. One does non do false promises. For Kantians. regard for another individual is cardinal. The fact that we are rational is of infinite value: we can be after. take. and expect our hereafter. ( Stairs. 1997. Pg 4 ) . In Kantianism. justness ranks higher than felicity and if the act is non unfair so it is non immoral or incorrect. Kant idea of good will as a title done for wise ordinance motivations from a intent of duty. This instructs and benefits as a categorical jussive mood for all ethical judgements instead than bad or trusting facts ( Deontology A ; Kant. 2005 ) . Kant’s theory is fundamentally an illustration of deontological. which Judgess morality by reexamining the nature of actions and the will of agents instead than ends obtained. The system of deontology is supported by regulations and rules. which verify determinations. Kant proposed the categorical jussive mood. the positions that every individual should move on merely those methods that he or she. as a wise individual would direct as popular Torahs to be pertained to the whole of world ( Ethical Theories A ; Approaches. 2001 ) . Imperative includes handling others how he or she as a individual wants to be treated fundamentally esteeming others. Categorical jussive moods are necessities: * Actions base on balls or neglect * No grey areas * But the clefts appear in improbable topographic points ( Deontology and Kant. 2005 ) . In the determination devising procedure within the Kantian attack. ethical determinations are based on his or her sense of responsibility. The word responsibility is derived from the Grecian word Deon ( deontological ) . Duty refers to the Acts of the Apostless of a individual based on the rules of morality. In this determination doing attack a individual must do determinations based on what is right instead than the good effects that will follow. A individual must do the morally right determination regardless of the good or bad result. Categorical jussive mood is what determines whether an act is morally right or incorrect. The demands of categorical jussive moods are that moral rules are applied by esteeming humanity. All humanity is to be respected and no 1 is allowed to be exploited. In this deontological point of position a individual should move rational individual and do self-imposed determinations. In decision. Kant wants people to understand how to understand the ethical theory that society should follow. If a individual is looking for something in return for making a good title it is non considered a good title. If he or she does unto others how they want to be treated so that is the moral responsibility to make right by everyone. Good will is an of import ethical component in Kant’s theory because if a individual is non willing to make for others and non anticipating anything in return so the nature of things will be helter-skelter and order will be lost. This is where the determination doing procedure comes into drama significance if society chooses to assist others without thought of what is in it for them than good will has happened. Nature is where everything comes in balance and works in harmoniousness with one another. Peoples are portion of nature and following the elements of ethical theory is indispensable to mundane life in order to populate in a peaceable universe. Reference Stairs. A. ( 1997 ) . Kant’s Ethical Theory. Retrieved from hypertext transfer protocol: //www. stepss. umd. edu/140/kant. html Ethical Theories and Approaches. ( 2001 ) . Ethical Theories and Approaches. Retrieved from: hypertext transfer protocol: //techsci. msun. edu Deontology and Kant. ( 2005 ) . Business and Ethical Thinking: An Ethic of Duty. Retrieved from: World Wide Web. bolo tie. game.

Assimilation - Voiced and Unvoiced French Sounds

Assimilation - Voiced and Unvoiced French Sounds Assimilation is a pronunciation phenomenon which causes consonant sounds to change according to the sounds that surround them. More specifically, assimilation occurs when voiced and unvoiced sounds are combined. Because it can be difficult to pronounce voiced and unvoiced sounds together, one or the other is assimilated: either a normally voiced consonant becomes unvoiced or a normally unvoiced consonant becomes voiced.Voicing - La Sonorità ©Voiced sounds (les sons sonores) occur when the vocal cords vibrate, while unvoiced consonants (les consonnes sourdes) are pronounced without vibrating the vocal cords. To understand the difference, place your hand on your Adams apple and say D and T. You should feel your vocal cords vibrate with the first sound but not the second.The voiced French consonants and sounds are B, D, G, J, L, M, N, R, V, Z, and all vowels.The unvoiced French consonant sounds are CH, F, K, P, S, and T.All unvoiced consonants have a voiced equivalent; i.e., the pairs are pronounced in the same place in the mouth/throat but the first is unvoiced while the second is voiced: CH - JF - VK - GP - BS - ZT - D Assimilation absent [ap sa(n)]obturation [uhp tu ra syo(n)] mà ©decin exact seconde is pronounced [seu go(n)d] rather than [seu ko(n)d].

Trends in Society and Cultrure Essay Example | Topics and Well Written Essays - 1250 words

Trends in Society and Cultrure - Essay Example This essay stresses that business entities should seek to be morally responsible in their effort to get their profit. If a company is not held responsible of its action, there will be a lot of destruction to the universe, in general. As the paper discusses businesses that wish to go green make this with long- term objectives in mind. This eventually leads to a greater productivity in the work place, though not seen directly. When a company goes green, the business area becomes a healthier environment. A healthy work environment leads to strong employees, and hence greater output; it has a domino effect, which leads to many advantages such as less health care costs for both employees and employers. Other advantages include education to those working there. This will go a long way in saving the universe. The commercial system is controlled by statute in the use of resources. There is a lot of distortion in the business community as to going green. This has led to a massive ecological debt as well as natural disasters frequency. Businesses can do a lot to improve and be eco- efficient. This will continue through integrating eco-efficiency in their strategies. The difference ecologically sustainable companies’ experience is that they use natural resources slower and below the average production policy. They do not cause emissions that accumulate in the environment at the rate beyond the capacity of the natural order to absorb and integrate these emissions. They should not participate in any activity that would also deteriorate the eco-system services (Dyllick and Hockerts, 2002, p.72). Ecological sustainability analysis is based on the realizations that on a finite planet the depreciation of natural capital. It is noted that the willingness of the managers will in turn encourage employees to undertake environmental initiatives. Stated, environmental policies may not encompass much of a direct impact on employees’ willingness to eco-innovate (Lovins, 2002, 146). There are many benefits to going