Mobile Phone Use and Distraction while Driving Assignment

Cell Phone Use and Distraction while Driving - Assignment Example This includes both honest existences of younger students, people on foot and travelers going in smashing vehicles. Others included are inside structures upon vehicle crashes while exploring endlessly from the streets for a normal circumstance. The other class is the individuals who make due from crash wounds. They either get minor wounds like scratches and extraordinary wounds and once in a while treatable minor body cracks, or the mishap leaves them with changeless harm. Truly lasting body wounds could be a harmed spinal line, cut away legs, loss of motion, significant cerebrum injury, which could put the casualty on a wheelchair for his entire life, or impede mind work for coordination. Every one of these wounds could convert into exorbitant clinical costs to treat or keep up where difficult to address, which is another budgetary weight. Decimation of private and open property that costs the taxpayers’ cash to set up or to claim are either halfway or completely wrecked. The majority of the genuine vehicle crashes on expressways render the vehicles unusable or unsalvageable. A large portion of these vehicles result to squander in salvaged materials locales in the USA, while minor curves cost more to fix. In the event that properties outside the street are influenced as well, proprietors could guarantee harms for loss of properties. Human-Related Errors that cause Car Accidents Mobile phones: Handheld PDAs are carelessly utilized anyplace without individuals taking any measures to control themselves. With the coming of new innovation cell phones, most of the driving adolescents have this flippant utilization of devices. Most vehicles and trucks mishaps, 22 and 71 percent separately, meet diverted drivers on mobile phones talking, messaging, understanding messages, or calling (CARRS 1). It is prudent that drivers abstain from accepting calls while driving since it dangers causing mishaps. On the off chance that the issue is dire, they can stop by the side of the road and impart in a surge, instead of attempting to deal with two assignments simultaneously, which is normally tragic.

Ethics †Morality Essay

Presentation Based on society’s morals, laws are made and implemented by governments to intercede in our associations with one another. Laws are made by governments so as to secure its residents. The legal executive, assembly, and open authorities are the three fundamental bodies in a legislature that are allocated to the assignment of the formation of laws. Laws must be endorsed and composed by these three parts of government before they are executed and authorized by the police and the military, with the assistance of the lawful framework comprising of legal advisors and other government workers. While laws convey with them a discipline for infringement, morals doesn't. In morals everything relies upon the person’s inner voice and self-esteem. Driving cautiously and inside as far as possible since you don’t need to hurt somebody is moral, however on the off chance that you drive gradually in light of the fact that you see a squad car behind you, this proposes your dread of overstepping the law and being rebuffed for it. Morals originates from inside a person’s moral sense and want to safeguard his confidence. It isn't as exacting as laws. Laws are codifications of certain moral qualities intended to help control society, and disciplines for breaking them can be brutal and in some cases even break moral measures. Legitimate and Ethics Behaviors Lawful conduct alludes to the varieties in the level of administrative social control of one’s conduct for example not complying with the transit regulations. Moral conduct then again is being as per the acknowledged standards of good and bad which oversee the lead of a calling. For instance managing your female representatives is unscrupulous however not unlawful. In a perfect society anyway lawful and moral gauges/laws ought to be the equivalent. Moral conduct implies portrayed by trustworthiness, reasonableness and value in relational, and proficient scholastic connections and in examine and insightful exercises. Moral conduct regards the poise, assorted variety and privileges of people and gatherings of individuals. Meaning OF ETHICS * when all is said in done, morals is an ethical way of thinking where an individual settles on a particular good decision and sticks to it. Meaning OF LAW * Law is a legitimate framework involving decides and rules that oversee the issues of a network and constrained by a political position. Law varies starting with one nation then onto the next. Separate in the middle of legitimate and moral practices. Law| Ethics| * Punishment| * No punishment| * Cannot be authorized independently| * Can be upheld independently| * Legal gauges are negative. | * Ethical guidelines are increasingly positive. | * Control by government| * Guideline from parent or teacher| * Law just doing what is legitimate. | * Ethics is making the best decision. | * Must be follow| * Free to follow| * Universals| * Depends On Country| A specific conduct could be lawful however not moral. Model like at beneath: * Lying. * Abortion. * Artificial contraception. * Sleeping in class when educator instructing. * Littering out in the open spots. * Loud music when 12 PM. * Spitting in broad daylight places. * Read her/him journal without he/she support. * Anywhere into different people’s rooms. * Using horn at the zone emergency clinic Engineer’s Role in Ethics. Engineer’s job in morals is hold foremost the wellbeing, wellbeing, and government assistance of general society. So designs need pick up building morals. Building Ethics is the investigation of good issues and choices standing up to people and association occupied with designing. Why Is Engineering Ethics Important? * sharpens us to moral issues looked in the work environment * building Choices can influence open security * business or outside powers, for example, time and cost sway choices * laws don't cover all zones including moral decisions * causes one figure out how to keep away from issues before they emerge * perceives there are hazy areas administering our conduct. Building morals is the field of applied morals and arrangement of good rules that apply to the act of designing. The field analyzes and sets the commitments by architects to society, to their customers, and to the calling. As an insightful order, it is firmly identified with subjects, for example, the way of thinking of science, the way of thinking of building, and the morals of innovation. Designing morals additionally is proficient morals, instead of individual ethical quality. It sets the gauges for proficient practice, and is just learned in an expert school or in proficient practice. It is a fundamental piece of expert training since it assists understudies with managing issues they will look in proficient practice. The most ideal approach to instruct designing morals is by utilizing casesâ€not simply the debacle cases that make the news, however the sorts of cases that an architect is bound to experience. Numerous cases are accessible, and there are techniques for breaking down them. Designing morals can be educated in a detached course, yet there are solid contentions for presenting morals in specialized courses too. Building is something that architects do, and what they do effectsly affects others. Building morals is a fundamental part of designing itself and training in proficient obligations ought to be a piece of expert instruction in building, similarly all things considered in law and medication. Designing organization’s job in advancing moral conduct Leader’s capacity to persuade subordinates assumes a key job in keeping up a moral association. Inspiration is a power inside the person that centers their conduct toward accomplishing an objective. To make inspiration, an association offers motivating forces to urge representatives to move in the direction of authoritative goals. Understanding inspiration is critical to the compelling administration of individuals, and it additionally clarifies their moral conduct. For instance, an individual who tries to higher situations in an association may attack a coworker’s venture in order to make that individual look awful. This untrustworthy conduct is legitimately identified with the first employee’s aspiration (inspiration) to ascend in the association. Enlistment and choice methods are can use to impact the character of their workers in association. End 1. Legitimate is the rule that everyone must follow, Ethic is the law of a Good/Kind Heart 2. Morals are rules of direct. Laws are rules created by governments so as to give balance in the public eye and assurance to its residents. 3. Morals are good codes which each individual must fit in with. Laws are codifications of morals intended to direct society. 4. Morals doesn't convey any discipline to any individual who disregards it. The law will rebuff any individual who happens to damage it. 5. Morals originates from inside a person’s virtues. Laws are made with morals as a core value. References 1. http://www. linkedin. com 2. http://quizlet. com 3. http://www. ehow. com 4. http://www. differencebetween. net 5. http://building. missouri. edu.

The Best Options When You Lose Your Job During the Holidays

The Best Options When You Lose Your Job During the Holidays Make Money Online Queries? Struggling To Get Traffic To Your Blog? Sign Up On (HBB) Forum Now!The Best Options When You Lose Your Job During the HolidaysUpdated On 27/12/2019Author : Ram kumarTopic : BusinessShort URL : https://hbb.me/35mXREx CONNECT WITH HBB ON SOCIAL MEDIA Follow @HellBoundBlogAre you in a bind during the holidays after losing your job? Many companies let thousands of employees go during different seasons, and although many retail jobs hire workers for their holiday season, they are also quick to let temporary employees go when they are no longer needed. When presented with a pink slip, one thing to remember is that every closed door is an opportunity to find another path. If you have run out of ideas, this guide can put you on the right path to a full and happy bank account. Don’t Wait to Put in ApplicationsExperts say the worst thing you can do is wait for jobs to contact you. Instead, you need to update your resume, get your references organized, and update your LinkedIn. Over the next week after you are let go, you can do research on jobs that meet these criteria:  Easy to get to from homePays your billsOffers great benefitsExcites your interestsWell, we know that your new job may not meet all of these, and you may have some conditions of your own. However, if you do not know where to start, and you will take any job, then start thinking about your skills and what you need to meet your spending budget every month. You may find a new opportunity that matches your education and skills when you are researching different jobs. Exercise Every Day to Relieve StressBeing let go is a demoralizing experience, but besides outlining things to motivate you for a new job, you should not think about how to get the job back or what you could have done differently for too long. Instead, put on your headphones and go to work on being the best you. Down time, boredom, and anxiety can lead to longer bouts of depression, so combat it head-on with an exer cise routine.You do not even have to do that much to get in shape. You can do as little as 20 minutes of cardio or lifting to start seeing results. Find a Mentor, Recruiter, or Other SupportWho is guiding you through this difficult time? For those who want to know what the best jobs are for your field, it’s about time you talked to a mentor. Is there someone in the business you can talk to? What about looking for online forums and chat groups? You could even use an app like Mogul or Envelop to find an experienced coach in your field. These individuals can help you learn the best tricks of the trade and apply for your next job with new insights. Recruiters can also be helpful because they may be able to advise on how to fix up your resume and offer job opportunities that match what you are looking for as well as your skills. While you are likely to meet recruiters naturally on LinkedIn, there are specialist companies like Robert Half who find better opportunities for their recruits . Know There are OptionsLosing your job is one of the worst things that can happen before the holidays. You can’t afford to visit friends and family, and gifts are hard to purchase when you are staring at a draining bank account. However, if finances get really tight, make sure you know your options. There are government programs for the unemployed and community-funded programs that can help too. During times of unexpected financial strain, some people turn to short-term solutions like installment loans online to get them through the rough patch. While these loans are usually easy to apply for on your computer, know in advance that they will likely require proof of income. Lining up a short-term source of supplementation income like a rideshare driver or freelancer can help you qualify for a loan in between jobs, if faced with an unexpected financial crisis. READTop 5 Mistakes Every Startup Should Watch Out ForStart NetworkingIn addition to finding a mentor, you should hit up even ts that relate to your field. If you want to work in the same industry, then it’s important to go to conferences, meetups, webinars, and talks that pertain to your interest. You never know who you might meet at an industry event. Job fairs can also be promising, but they are quite competitive. Around the holidays, there are a ton of retail job fairs. If you want some extra hours from these employers, then you should pick jobs that pay a decent hourly wage and offer overtime for extended hours worked. Develop Your SkillsNext, have you brushed up your skills lately? From YouTube videos to online courses to onsite college classes and certifications, you may need to get a leg up on the competition by proving you know the latest technologies and industry trends. Most video courses online can be found in YouTube or you can simply research by looking up experienced technicians or other professionals in your field on LinkedIn. What experience do they have? What technologies are they talki ng about? Do they have something in their work experience that makes them a better candidate? To stay ahead of the game, you need to show that you have more expertise. In addition, you may just want to improve yourself by learning a different subject, checking out a coding language, or reading a self-improvement book for when it comes to lead a team. They say you choose your own destiny, so picking a path and motivating yourself should be your next goal if you want to get ahead in your field. Jump into the Job Market by Making a Bucket ListNeed to get really motivated? The best way to organize your thoughts around job opportunities is to create a list of the companies you dream of working for. Perhaps you have always wanted to work for a particular brand or a type of office. Maybe it’s that you want to do something entirely different because it uses your left brain’s creative skills. Whatever the case, you should take a moment to go through this exercise if you are having troubl e getting started.

Various Methods of Remunerating Employees - Free Essay Example

Sample details Pages: 7 Words: 2202 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Review Did you like this example? Introduction Rewards can be defined as the compensations and benefits received by an employee in exchange for their services (Torrington Et al, 2014). Remuneration forms an important subset of the total rewards and comprises of those elements that can be valued in monetary terms (Jiang Et al, 2009). Effective remuneration strategy often underpins the success of the business as it is considered as one of the key factors to attract and motivate human capital. Don’t waste time! Our writers will create an original "Various Methods of Remunerating Employees" essay for you Create order Herzberg (1993) asserts that inadequate remuneration is one of the key factors causing dissatisfaction amongst employees. The term remuneration is often associated with basic pay. However, remuneration is a much broader term and can encompass a wide range of techniques for rewarding employees in the form of salaries, bonuses, piece based remuneration, commission, employee stock options, fringe benefits, deferred considerations, performance related pay and profit sharing amongst many others (Torrington Et al, 2014). One of the major challenges for organisations in the contemporary business environment is that of employee motivation. Motivation can be defined as the degree to which individual wants and chooses to engage in certain specified behaviour (Mullins, 2002, p.418). The purpose of this essay is to critically examine various methods of employee remuneration and assess its role in strategic management of human resources for an organisation by shedding light on its key ad vantages and disadvantages. The essay will finally conclude by analysing if a particular method of remunerating employees fits all situations or is preferred over other means of remuneration. Different methods of remuneration Performance related pay scheme: As the name suggests, performance related pay schemes reward employees by linking the level of reward with the performance of the employees (Perry, Engbers, and Jun, 2009). Typical examples of performance related pay include bonuses, commissions and deferred considerations. One of the key advantages of performance related remuneration is that it provides an effective means of rewarding by distinguishing between good and poor performers (Torrington Et al, 2014). Other advantages of performance related pay are increased motivation amongst employees to improve performance, attract and retain high performers and talented individuals, and ultimately improve corporate performance (Torrington Et al, 2014). Nonetheless, empirical evidence highlights that the performance related pay has often been ineffective (Frey and Osterloh, 2012). Frey and Osterloh (2012) also highlight that the link between the increases in performance related pay and corporate performance has remained weak. Perfor mance related pay is also criticised for inciting employees to take dysfunctional decisions, as it acts as an inducement for employees to take greater risks which could put an organisations survival at stake (Frey and Osterloh, 2012). Performance related pay may also lead to conflict of interest for the employees by inducing them to focus exclusively on areas that impact their pay and ignore other important tasks that may be in the long term interest of the company. Performance related pay might often supress the intrinsic motivation of employees (Frey and Osterloh, 2012, p.2). Amabile (1998, p.79) asserts that intrinsic motivation reflects employees passion and interest in work, which has a stronger impact on the performance of an employee and the business. Lastly, Maslows theory of motivation elucidates that within every individual there are hierarchy of five needs basic physiological needs, safety needs, belongingness needs, esteem needs and self-actualisation needs (Maslow, 194 3). Maslow asserts (1943, p.363) that the needs lower than the self-esteem needs can be accomplished through remuneration, whereas the higher level needs of esteem and self-actualisation for the senior management are unlikely to be achieved through extrinsic rewards, such as performance related pay. Thus, it may not act as a motivational factor for the senior management. Profit Sharing In the contemporary times, increased numbers of business organisations have started linking the level of remuneration offered to the employees with the profits of the organisation (Torrington Et al, 2014). Stock options are a common example of this type of remuneration. One of the key advantages of this remuneration policy is deemed to be higher level of commitment by the employee towards the company because of increased level of mutual interest (Torrington Et al, 2014). Other common advantage of profit sharing schemes is deemed to be change in attitude of workers due to increased sense of belongingness with the company (Rappaport, 1999). Amabile (1998) asserts that feeling of increased sense of belongingness leads to intrinsic motivation which has a more direct and stronger relationship with companys performance. However, Empirical evidence highlights a lack of evidence of relationship between this type of remuneration and performance of the company (Rappaport 1999). One of the key criticisms of this type of remuneration is that any improvement in companys performance will reward both good and bad performers, resulting in poor motivation for high performers as they may feel that part of the reward that they deserve is being enjoyed by the low performers (Rappaport 1999). Furthermore, sometimes profit based remuneration policies might fail to motivate the employees as they often feel share prices are undervalued despite of business outperforming the forecasts (Rappaport 1999). Lastly, Kohn (1993) argues that shareholders expect the board to reward employees when the company has outperformed the market. However, empirical evidence highlights that for executives to exercise the option profitably, the performance of the company need not be superior and executive can easily benefit in the times of rising market (Rappaport 1999). Thus, if employees feel that the movement in share prices are independent of their performance, there is a risk that profit based rem uneration scheme may not act as motivational factor. Piece Based Remuneration Piece based remuneration scheme is historically one of the most commonly used incentive schemes in practice for manual workers and is based on the number of items they produce or the number of hours worked by them (Torrington Et al, 2014). Typical examples of piece based remuneration schemes include individual time saving scheme, measured day work schemes, group incentives, plant wide bonus schemes and commissions (Torrington Et al, 2014). Advantages of such schemes typically include increased level of control by the management over the production process and it also acts as a cost control measure because the workers main goal is to do the task expediently and efficiently in order to achieve the goal (Kohn, 1993). Furthermore, Maslows theory of motivation (1943), as mentioned above, highlights that extrinsic rewards, such as piece based remuneration, might act as a motivational factor for manual workers because these workers are likely to have the lower level needs as per Maslows t heory. Like other types of remuneration, piece based remuneration has its own set of disadvantages. Remunerations such as group incentives and plant wide bonus schemes lead to additional pressure on employees and create interpersonal animosities because of high performers not being able to receive the incentives due to some low performers in the group (Torrington Et al, 2014). Furthermore, time saving schemes and measured day work schemes may act as a deterrent to creativity, as individual employees focus is on standardisation and predictability in order to complete the work in the minimum possible time (Kohn, 1993). Herzberg (2003) motivation hygiene theory suggests that job satisfactions and job dissatisfactions are two independent experiences. Whilst extrinsic rewards, such as piece based remuneration, can help the manual workers to avoid job dissatisfaction, it might not lead to job satisfaction as the employees are not intrinsically motivated by the work itself. Skill Based Pay This is a remuneration policy where employees are remunerated based on the skills and competencies they possess (Armstrong, 2002). One of the biggest advantages of skill based remuneration is that it promotes employees to acquire multiple skills, thereby, offering flexibility to the organisation in terms of using same employees for various purposes and responding to customer needs more efficiently (Torrington Et al, 2014). Such remuneration schemes also enable organisations to attract and retain skilled employees easily compared to their competitors as people are likely to be rewarded appropriately for the skills they possess under this scheme (Torrington Et al, 2014). Potential disadvantages with this scheme is that costs often outweighs the benefits if the increase in productivity is not enough to compensate the increased cost of hiring and training skilled employees (Armstrong, 2002). As business operates in a dynamic environment, there is a risk of skills obsolescence and as sociated high cost of training. Lastly, the business might also bear the risk of losing a skilled employee, on whom the business has invested a significant amount in training, to a competitor due to a highly competitive labour market (Torrington Et al 2014). Flexible and Fringe Remuneration Fringe benefits can be defined as the benefits in kind provided to the employees and have substantially growth in the recent years (Armstrong, 2002). The value of the fringe benefits paid to the employees reflect approximately twenty to fifty percent of the remuneration and typically includes benefits like pensions, company cars, sick pay, private health insurance, mobile phones, staff discounts, maternity or paternity pay, crÃÆ'Â ¨che facilities and relocation expense amongst many others (Torrington Et al, 2014). Flexible benefits provide options to the employees to decide how their remuneration should be structured (Torrington Et al, 2014). Under such schemes, the gross value of the remuneration package is determined by the employer; however, the employees have the flexibility to choose the mix of cash and other benefits as a part of remuneration package (Dychtwald, Erickson, and Morison, 2006). Examples of flexible benefits include the option to choose between additional ho lidays, access to company crÃÆ'Â ¨che, childcare vouchers or cash, amongst many others. The advantages of flexible benefits include the potential of increased employee motivation as they end up getting the rewards they desire. Savings in social security taxes could also be made through comprising the salary for the desired benefits that might attract a lower level of tax (Thomsons, 2015). Furthermore, research has highlighted that flexible remuneration programs contribute to attracting new employees, improve retention of existing employees and improve employee engagement (Thomsons, 2015). The primary disadvantage of flexible benefits remuneration schemes is increased cost burden for the employer due to rise in the amount of administrative work related to managing the individual choices of employees (Armstrong, 2002). Another criticism of flexible remuneration policy is that the expensive company cars and glamorous lifestyle provided to employees have contributed little towards developing long term commitment towards the business organisation and retention of employees (Thrope and Homan, 2000). Empirical evidence highlights that the employees do not completely understand the value of the flexible benefits and there is little evidence of the positive motivational impact of these remuneration policies on the employees (Torrington Et al, 2014). Nonetheless, it does not indicate that employees do not value the presence of these benefits and are likely to resist their removal (Torrington Et al, 2014). Conclusion Based on the discussions in the sections above, it is evident that each method of remunerating employees has certain advantages associated with it. However, Maslows theory of motivation and Herzberg hygiene factors, as discussed above, have highlighted a common issue across all forms of remuneration, i.e. the extent to which extrinsic rewards can contribute to motivating an individual employee, thereby, improving the companys performance. Kohn (1993, p.1) asserts that whether remuneration is performance based, profit based or piece based, it might motivate employees in the short run, but would not contribute to long term commitment towards the company. Nonetheless, it is not deniable that remuneration plays an important role in influencing employees decision regarding the long term commitment towards the company. However, no one method of remuneration is deemed to be recommended over another method and a business might use a combination of methods to remunerate the employees acc ording to the needs and motivations of the employees. Employees at lower level might be motivated by the prospects of better remuneration through different tools; however, for senior management self-esteem and self-actualisation needs would need to be satisfied in order to motivate them. Thus, rewards needs to be carefully crafted to support one another and incorporate both financial and non-financial remuneration. References Armstrong, M., 2002, Employee Reward: People and Organisation, Chartered Institute of Personnel and Development, pp. 410 420 Dychtwald, K., Erickson, T., and Morison, R., 2006, Flexible Compensation and Benefits: Why Variety Will Rule and How to Leverage it, Harvard Business Review, pp. 1 9. Frey, B. and Osterloh, M., 2012, Stop Tying Pay to Performance. The Evidence is Overwhelming: It doesnt work, Harvard Business Review, pp.1 -7. Herzberg, F., 2003, One More Time How Do You Motivate Employees?, Harvard Business Review on Motivating People, Harvard Business School Press, pp. 45-71 Jiang, Z., Xiao, Q., Qi, H., and Xiao, L., 2009, Total Reward Strategy: A Human Resources Management Strategy Going with the Trends of the Times, International Journal of Business and Management, vol. 4 (no. 11), pp. 177 183. Kohn, A., 1993, Why Incentive Plans Cannot Work, Harvard Business Review, pp. 1 19. Maslow, A., 1943, A Theory of Human Motivation, Psychological Review, vol. 50 (no. 4), pp. 370 396. Mullins, L.,2002, Management and Organisational Behaviour, Edinburgh Gate: Pearson Education Limited, pp. 410 420. Perry, J., Enbergs, T. and Jun, S., 2009, Back to the Future? Performance-Related Pay, Empirical Research, and the Perils of Persistence, Public Administration Review, vol. 69 (no. 1), pp.39-51 Rappaport, A., 1999, New Thinking on How to Link Executive Pay with Performance, Harvard Business Review, pp. 1 -23. Thomsons, 2015, Introduction to Flexible Benefits. Accessed on 25th May 2015 at : https://www.thomsons.com/resources/guides/intro-flexible-benefits Thrope, R. and Homan, G., 2000, Strategic Reward Management, Prentice Hall, pp.378 390. Torrington, D., Hall, L., Taylor, S. and Atkinson, C., 2014, Human Resource Management Ninth Edition, Pearson Education Limited, pp. 412 460.

What Are Business and Technical Reports

A report is a document that presents information in an organized format for a specific audience and purpose. Although summaries  of reports may be delivered orally, complete reports are almost always in the form of written documents. In Contemporary Business Reports, Kuiper and Clippinger define business reports as organized, objective presentations of observations, experiences, or facts used in the decision-making process. Sharma and Mohan define a technical report as a written statement of the facts of a situation, project, process or test; how these facts were ascertained; their significance; the conclusions that have been drawn from them; and [in some cases] the recommendations that are being made in Business Correspondence and Report Writing. Types of reports include memos, minutes, lab reports, book reports, progress reports, justification reports, compliance reports, annual reports, and policies and procedures. Observations H. Dan OHair, James S. ORourke, and Mary John OHair, Business Communication: A Framework for Success Reports can fulfill four different, and sometimes related, functions. They can be used as controls to ensure that all departments are functioning properly, to give information, to provide an analysis, and to persuade others to act. Characteristics of Effective Reports Shirley Kuiper and Dorinda Clippinger,  Contemporary Business Reports Effective reports are understood by the reader as the writer intended, and they influence the reader to act as the writer desired. The writers objectives are most likely to be achieved if they correspond with the needs and objectives of the reader. An effective report is empathetic, accurate, complete, concise, and clear. Above all, an effective report presents information ethically. Warren Buffet on Communicating With an Audience Warren Buffet, Foreword to A  Plain English Handbook One unoriginal but useful tip: Write with a specific person in mind. When writing Berkshire Hathaways annual report, I pretend that Im talking to my sisters. I have no trouble picturing them: though highly intelligent they are not experts in accounting or finance. They will understand plain English, but jargon may puzzle them. My goal is simply to give them the information I would wish them to supply me if our positions were reversed. To succeed, I dont need to be Shakespeare; I must, though, have a sincere desire to inform. Long  and Short Reports John M. Lannon, Technical Communication In the professional world, decision-makers rely on two broad types of reports: Some reports focus primarily on information (what were doing now, what we did last month, what our customer survey found, what went on at the department meeting). But beyond merely providing information, many reports also include analysis (what this information means for us, what courses of action should be considered, what we recommend, and why). For every long (formal) report, countless short (informal) reports lead to informed decisions on matters as diverse as the most comfortable office chairs to buy to the best recruit to hire for management training. Unlike long reports, most short reports require no extended planning, are quickly prepared, contain little or no background information, and have no front or end matter (title page, table of contents, glossary, etc). But despite their conciseness, short reports do provide the information and analysis that readers need. Sources Kuiper, Shirley. Contemporary Business Reports. Dorinda Clippinger, 5th Edition, Cengage Learning, February 6, 2012. Lannon, John M. Technical Communication. Laura J. Gurak, 14th Edition, Pearson, January 14, 2017. Office of Investor Education and Assistance. A Plain English Handbook. U.S. Securities and Exchange Commission, August 1998, Washington, D.C. OHair, Dan. Business Communication: A Framework for Success.  James S. ORourke, Mary John OHair, 1st Edition, Cengage Learning, April 7, 2000. Sharma. Business Correspondence And Report Writing. 5th Edition, Mc Graw Hill India, July 1, 2017.

Sleep Deprivation Can Alter Mental Process Essay - 1969 Words

Sleep Deprivation Can Alter Mental Process Jake Snitofsky Jason Piccone Nova Southeastern University Abstract Sleep is one of the main components to have a fresh start in the morning. Everyone needs their good sleep so they can stay focused, interactive, and productive while at work or school. In this study, we wanted to see if sleep patterns influence the subject’s social interactions. Many college students and adults working need to have a decent amount of sleep for the next day to be productive. By giving 2 groups 2 different sleep schedules and then testing them in a social setting, we can see if there is an effect of sleep on social functions. The control group would be placed in a normal sleep setting and be strictly held to 8 hours of sleep. The experimental group would be woken up every hour for 8 hours. We would then put the subjects into a work shop with scientists, and they graded them to see how productive and tolerable they were. Sleep Deprivation Can Alter Mental Process One of the most desired activities for most college students and adults is sleep. Sleep is the most desired activities because most college students are sleep deprived. Sleep is a process that is built up on 5 stages, which is broken up into 2 main categories called REM and NREM. In REM sleep that’s where you have most of your dreams. These 5 stages revolve around a biological clock known as our circadian cycle. This cycle is driven by a hormone called Melatonin.Show MoreRelatedHow Athletes Can Achieve Optimal Performance During Their Sporting Events1069 Words   |  5 Pagesplaced upon them are extremely high and with their schedules often being booked with school, team meetings and social life, one of the major if not the most important factor in performance and recovery is neglected. 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Love (III) by George Herbert Essay Example For Students

Love (III) by George Herbert Essay Whoever does not love, does not know God, because God is love,(I John 4:8 NIV). George Herbert used this bible verse in his poem as a basis to establish the idea that God is love. Herbert, in the poem published in 1633 Love III, presents the concept of Gods love for all mankind, and His grace to those who accept Him. The poem in whole represents mans relationship with God, however George Herbert focuses on the general theme which is God being love encompassing His unsurpassing grace. Herbert begins the poem with the concept of the corruption of man, the idea that man is unworthy of Gods favor and merit because he has no goodness in himself from birth or my first entrance in. But God through divine election shows how He is love with presenting the concept of grace by extending kindness and compassion to the unworthy through the sacrifice of His son, Jesus. Man presents his feelings of unworthiness before God when he speaks of his own soul as being Guilty of dust and sin. Dust can also be a metaphor to describe man as a mortal; dust is what God used to form the first man, Adam. Man not only feels ashamed but he is well aware of his unworthiness when he begs the host/God to Let my shame go where it doth deserve. Continually throughout the poem man questions whether he is worthy of Gods kind treatment toward him, but God/love repeatedly replies with even more kindness than before. Herbert brings forth the concept of divine appointment when Love bade me welcome. George Herbert successfully emphasizes mans total sinfulness and helplessness before God that leaves mankind in a state of complete and utter dependence on God for salvation, which only comes through His grace. The circumstance of this poem can be interpreted in two ways, an unworthy man approaching the altar to take part in the Eucharist where Love invites him in and grace draws him back, or an unworthy guest who feels shamed from the welcoming treatment from an innkeeper at an inn. In the second interpretation the innkeeper would represent God and the man would represent mankind. Herbert refers to Jesus when he talks about who bore the blame, and to the Eucharist or invites the man to take part in Himself/God when he writes sit and eat. Love (III) to me illustrates the basic Christian worldview and relationship from man to God. It begins with the picture of divine election, as the host, Love/God, invites the unworthy guest to come in sit and eat. The guest hesitates and feels ashamed of his sin. But the poem concludes with the beautiful picture of how Love invites the sinner to eat the meal, which He has so graciously provided on the basis of Christs taking the sinners blame. The poem had a lot of deep meanings and metaphors but all in all I really enjoyed it.