The Approximate Size of My Tumor Essay Example

The Approximate Size of My Tumor Essay TITLE OF ESSAY: An Analysis of the author’s utilization of appearance in â€Å"The Approximate Size of my Tumor† In the short story â€Å"The Approximate Size of my Tumor†, the writer utilizes reflection to give the peruser a more noteworthy understanding into the connection between Jimmy Many Horses and his significant other, Norma. Indicating that there are different sides to humor: Jimmy’s perspective that amusingness is utilized as a duplicate instrument and Norma’s perspective that there is a period and spot for humor and for being not kidding. Jimmy Many Horses retells the historical backdrop of his relationship with his significant other Norma, from their underlying gathering at the Powwow Tavern through their marriage incorporating wrestling with liquor compulsion and Jimmy’s analysis of terminal malignant growth. Subsequent to learning of Jimmy’s analysis of terminal disease Norma leaves responding to Jimmy’s consistent utilization of diversion, even notwithstanding demise which enrages Norma. The creator utilizes reflection to give us knowledge on how Norma and Jimmy met, clarifying that funniness is a piece of Jimmy’s character. Jimmy’s memory of their relationship incorporates an exemplary Indian pickup line, â€Å"Listen†¦if I took 1,000 ponies, I’d give you 501 of them. † Jimmy’s high handed funniness about his finding goads Norma to the point she leaves him to go on the gathering circuit, eventually winding up in Arlee, Montana, with a â€Å"second sort of cousin† before coming back to be with Jimmy in his last days, refering to â€Å"making fry bread and helping individuals kick the bucket are two things Indians are acceptable at. While in the medical clinic on his passing bed, Jimmy keeps on utilizing humor as a way of dealing with stress. â€Å"Humor was a disinfectant that cleaned the most profound of individual injuries. † Even Jimmy’s depiction of his tumors is portrayed as the inexact size and state of a baseball-with black out join blemishes on it. We will compose a custom article test on The Approximate Size of My Tumor explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on The Approximate Size of My Tumor explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom article test on The Approximate Size of My Tumor explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer The story tells how one individual may utilize contrasting replicating components to adapt to their sentiments, for Jimmy Many Horses, he utilizes humor which empowers him before all else to prevent the truth from claiming his terminal analysis, bringing about his better half getting so incensed by him not paying attention to this that she leaves as another type of adapting and expecting Jimmy to confront that there is a period and spot where cleverness is suitable and when it isn’t. Diversion decimates one piece of Jimmy’s life while it helps him in adapting to another.

ADD and ADHD Behavior Research Paper Example | Topics and Well Written Essays - 1750 words

Include and ADHD Behavior - Research Paper Example (Hermann et al, 2007).The totally problematic and exceptionally sketchy conclusion known as Attention Deficit Disorder frames the premise of directing hazardous energizer medications to a large number of youngsters around the globe every year. The energizer drugs are known to alter conduct by trading off human health.Attention Deficit Hyperactivity Disorder is a well known sub kind of Attention Deficit Disorder and they are just creations which are an aftereffect of governmental issues and clashing world economics.The preposterousness of the developed ailment is reflected by its craziness of the demonstrative models recorded in DSM-IV. In addition, the verification of the nonexistence of ADD and ADHD is given by the way that there are positively no physiological or natural discoveries to prove the presence of this developed disease.The manifestations of ADD and ADHD are youth practices, running from ordinary to non-objection, and these side effects themselves mirror the non presence of the disease.Despite the way that the legitimacy of ADD and ADHD is deceptive, the quantity of kids and youthful grown-ups being determined to have the concocted illnesses are skyrocketing.Unfortunately, the quantity of sick people is ascending with the section of each year.Apart from the rising number cases, another discouraging part of the malady is that a significantly huge number of analyzed youngsters and youthful grown-ups are treated by overseeing hazardous energizer drugs.... Lamentably, the nonappearance of mediation in the utilization of conclusion and energizer medicates, the well known and tempting idea of ADD will keep on thriving which will definitely keep on tossing honest kids and youthful grown-ups into a profound struggling ocean of dread and confinement. (Jacobs, 2004). Prominence of ADD and ADHD An amazing number of youngsters and youthful grown-ups are determined to have ADD or ADHD every year. The expanded fame of the designed infection among wellbeing experts has brought about an ever increasing number of youngsters accepting hazardous energizer drugs. The incomprehensible impact of energizers on kids has been uncovered by arduous clinical examinations led by clinicians around the globe. Shockingly, the beginning of treatment procedures including energizer drugs has not been faltered by the surfacing of confusing impact of these medications on youngsters and youthful grown-ups. As indicated by wellbeing experts, ADD and ADHD proceeds into a dulthood and is answerable for criminal practices. Be that as it may, such cases have no reality as I would see it in light of the fact that the malady essentially has no natural or physiological discoveries. There is no evidence of the presence of the malady along these lines; wellbeing work force can't legitimize their cases that adulthood criminal conduct is an outcome of ADD and ADHD in adolescence. (Jacobs, 2004). Threats of Stimulant Drugs Ritalin (methylphenidate) and dexamphetamine are pharmacologically like cocaine and are two of the most famous medications for organization in ADHD. The medications have noteworthy impacts which are like the ones intervened by cocaine. The central impacts of energizer drugs utilized in the treatment of ADHD and ADD are that they cause the patients experiencing treatment to

42 The Answer to Our Changing Educational Needs

42 The Answer to Our Changing Educational Needs Note: xTalks: Digital Discourses is a seminar series from the MIT Office of Digital Learning designed to facilitate awareness, deep understanding, and transference of educational innovations at MIT and elsewhere. Last week, I attended a fascinating xTalk by Lou Guenier,  Pedagogical Director at the 42 Silicon Valley engineering college. This blog post is a summary of the event. ____________________________________ At 12 years old, Lou Guenier left the French public education system. His travels led him to a remote Buddhist monastery in the Himalayas. In a place without electricity or Internet access, Lou realized the amazing possibilities of modern technology to transmit knowledge across the world. While at the monastery, he built a renewable energy device and an online platform for the monks to study and spread their ideas across the world.   According to Lou, every person today has potentially more impact on society than the President of the United States had twenty years ago. We live in a connected global environment, and with such immense power an important question arises: Is every person ready to have such an influence? Or is utilizing the power of the internet more like giving nuclear codes to children? Lou is now channeling his passion in technology to design a new educational system that gives students mastery of essential modern tools. He is leading the educational revolution. There are good reasons for the old system to be overhauled. Traditional educational systems provide little access to information, have limited global impact, promote repetitive work, and reward only productivity. This system is driven mostly by competition, and collaboration is often deemed to be cheating. All of these aspects date back to Italy in the 11th century. Amazingly, the educational model hasn’t changed much since then. Lou proposes a new system that takes advantage of modern technology, a system that provides constant access to information, makes global impact possible, allows for a personalized work path, and promotes innovation, collaboration, and collective intelligence. It questions the old approach: Why should we limit the technology-learner relationship? Why pretend there is only one solution to each problem? Why let others decide what questions we ask ourselves? Why learn skills we used to 50 years ago and, moreover, continue to learn the same skills as our neighbors and pretend to be the same? In order to solve complex global crises, we need to answer those questions and shift our thinking about the educational system. We need to become conscious of our environment and potential impact on the world. One way to promote this sort of learning is through École 42, an engineering university with no teachers, class years nor rankings, and no set program for students to follow. 42 is a physical space, but students do not have assigned seats and are encouraged to move between computers to work with different people. The space is open at all times so students can come in after their full-time commitments. 42 is a also a virtual place, with online gamified projects and personalized project maps. After taking base courses, students at 42 can branch out to learn what they need to succeed. To achieve their dreams, they can stay at school for as long as they want. The fastest student graduated in a year, while others keep coming back even after graduating, as new courses are added regularly. The most important piece of a 42 education is peer-to-peer interaction. Students must complete both individual projects with peer input and group projects. For the latter, team members all get the same grade, assigned by out-of-group peers, that reflects the abilities of the lowest-performing team member. This encourages everyone on the team to be knowledgeable about every aspect of the project. Together with their peers, students learn to diversify their sources of knowledge, process and filter enormous amounts of information and, by doing so, acquire critical thinking skills. Each person must find their own solution and forge their own learning path. And if they want to learn something outside of the existing 42 curriculum, they always have a say on what courses should be added. As the director of pedagogy in a school with no teachers, Lou’s job is to make new challenges available for students and push their boundaries of knowledge. His colleagues make it clear that 42 is about cutting-edge innovation rather than teaching. And that is why, even though tuition is free, the school is not made for everyone. In order to be accepted, students have to go through four weeks of problem-solving “boot camp,” with new challenges to resolve every day. If you can get through the four weeks in the “swimming pool” and not “sink,” you can become a part of something great. The kinds of students who succeed continue to push themselves throughout their time at 42. A popular challenge at the school is working for 48 hours straight on the campus computers. With such impressive perseverance, alumni can advance from having no software experience to employment in corporations like Uber and Amazon, as well as creation of their own start-ups. They do this without relying on the reputation of 42, which is not yet famous. Alumni have to build their own credibility. And this is definitely possible: 42 graduates are well-equipped for the workforce. They know how to collaborate and defend their projects. They are passionate about their work. And they know how to thrive in an environment that pushes for constant innovation. Lou’s passion is contagious, and his vision truly makes sense in our rapidly changing environment. According to him, “We are going through an educational revolution.” Lou wants to be a part of it as much as possible. So should we. Read posts about earlier Office of Digital Learning events  here, here, here, and here. Check out the ODL blog here. And learn more about 42 here and here.   Post Tagged #MIT Office of Digital Learning #xTalks

Essay on Financial Statement Analysis 10th Chapter 4 Solution

Chapter 4 Analyzing Investing Activities REVIEW Assets are the driving forces of profitability for a company. Assets produce revenues that compensate workers, repay lenders, reward owners, and fund growth. Current assets are resources or claims to resources readily convertible to cash. Major current assets include cash and cash equivalents, marketable securities, receivables, derivative financial instruments, inventories, and prepaid expenses. Our analysis of current assets provides us insights into a companys liquidity. Liquidity is the length of time until assets are converted to cash. It is an indicator of a companys ability to meet financial obligations. The less liquid a company, the lower is its financial flexibility†¦show more content†¦|Show MoreRelatedsyllabus fin6306 Quantitative methods in finance UT Dallas1311 Words   |  6 Pagesstudents’ ability to use quantitative methods in financial decision making. 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Students will develop aRead MoreMultinational Business Finance 10th Edition Solution Manual41185 Words   |  165 PagesMultinational Business Finance 10th Edition Solution Manual IM Science, KUST, Solution Manual of MBF 10tth Edition Prepared By Wasim Uddin Orakzai 1 Multinational Business Finance 10th Edition Solution Manual Chapter-1 Financial Goals Corporate Governance 8 9 9 10 10 11 12 13 14 15 17 Problem # 1.1: Shareholder Returns†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Problem # 1.2: Shareholder Choices†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Problem # 1.3: Microsoft s Dividend†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.... Problem # 1.4: Dual Classes ofRead MoreAdvanced Corporate Finance4303 Words   |  18 Pagescall me at home. If you cannot reach me, please leave a number so that I can get back to you. Email: butcher@pugetsound.edu Home: 206-285-3990 or 360-779-4706 Required Course Materials: 1. Brigham and Daves, Intermediate Financial Management, 10th Edition, South-Western, Cengage Learning, 2010 2. Cases from Harvard Business School, the University of Virginia Darden School, and the Stanford Graduate School of Business The URL is http://cb.hbsp.harvard.edu/cb/access/11776381Read MoreSolution Manual, Test Bank and Instructor Manuals34836 Words   |  140 Pagesneed any solution manual, testbank for testbooks from the list, do contact us anytime, we provide competitive prices and fast delivery after payment done. 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Employment Law Race Religion - Free Essay Example

Sample details Pages: 8 Words: 2432 Downloads: 4 Date added: 2017/06/26 Category Law Essay Type Case study Level High school Did you like this example? Employment law race religion Ben, Catriona, Amrit and Jenna all work for Styles For All Ltd Ben is an Orthodox Jew who currently works Mondays to Fridays. The company intends to introduce a shift system, and as a result he will have to work alternative Saturdays, which he does not feel able to do for religious reasons. His boss is not sympathetic. Don’t waste time! Our writers will create an original "Employment Law Race Religion" essay for you Create order It is pointed out to Ben that everyone else has agreed to the changes, and if he does not like it he should leave. Catriona is a single parent and she has applied for a job as a machinist. She has been turned down for the job because there are concerns that she will be unreliable because of her childcare commitments. Amrit has made a rather surprising job application to the company. He has applied for a job as a model to show the latest range of female swimwear. The company does not even bother to respond to the application and it was put straight in the bin. Jenna has been employed by the company as a secretary for three years. She has been diagnosed as being deaf but she is reluctant to tell anyone in case she is not treated equally. Her long hair conceals her deaf aids. Unfortunately her deafness has made her rather poor at taking dictation under pressure, as she finds it difficult to lip read and write at the same time. This can mean that the work is full of mistakes. As result of her poor work, the company has decided that this year Jenna will not be entitled to a performance related bonus. Advise Ben, Catriona, Amrit and Jenna of any claim for discrimination that they may have against Styles For All Ltd. Employment Law Essay i) Bens Case In accordance with the ruling in Seide v Gillette Industries [1980] IRLR 427, Ben, as a person of Jewish faith, is classed as a member of an ethnic group. This affords the protections offered under the pertinent legislation. Race Relations Act 1976 (RRA 1976). Firstly, s 1 of the RRA 1976 prohibits discrimination on grounds of race. Under s.3 of the Act, the definition of ‘race is given as follows: ‘colour, race, nationality or ethnic or national origins. It is accordingly apparent that Ben can rely on the provisions of the aforementioned Act for protection. It is an offence under s. 1(b)(1) of the Act to impose a requirement: ‘(i) which is such that the proportion of persons of the same racial group as that other who can comply with it is considerably smaller than the proportion of persons not of that racial group who can comply with it; It is also required that the employer is unable to justify such a requirement. In respect of the meaning of the wo rds: â€Å"can comply†, it was laid down by Lord Fraser in Mandla v Dowell Lee [1983] ICR 385 that the words ought to be read as meaning †can in practice† comply, or â€Å"can consistently with the customs and cultural conditions of that racial group.† Ben is therefore clearly able to satisfy this requirement due to his religious beliefs/customs. Further, by virtue of s. 1(A) of the Act an employer discriminates if he applies ‘a provision, criterion or practice which either places persons of the same race or ethnic origin ‘at a particular disadvantage when compared with other persons not of such a category of persons (see s.1(A)(a) of the Act), ‘which puts that other at that disadvantage'(s.1(A)(b)), and ‘he cannot show to be a proportionate means of achieving a legitimate aim'(s.1(A)(c)). Ben clearly has an arguable point under the above provisions due to the employers introduction of a shift system which includes Saturdays. I t is understandable that as a member of the Jewish faith, Ben, will find this objectionable. Therefore, irrespective of whether or not everyone else has agreed to the changes, it does not detract from the discriminatory impact on Ben and other members of the Jewish faith. Accordingly, based on the above reasoning, Styles For All Ltd decision to introduce a shift pattern compelling employees to work alternate Saturdays could effectively be indirectly discriminatory against members of the Jewish faith, given that Saturday is their holy day. In order to establish this point, however, Ben would be required to illustrate that the proportion of persons of Jewish heritage, who are unable to comply with the imposed requirement, is considerably smaller than the proportion of those not of the same faith who can comply. Anyone complaining that their rights under the Act have been violated ought to bring a claim within 3 months of the occurrence of the discrimination (see s. 68(1)). If Ben can establish his case, he may recover compensation (s.65(1)(b)) and / or the tribunal could make a recommendation under s.56(1)(c) of the Act to remove the adverse effect of the discrimination. Employment Equality (Religion or Belief) Regulations 2003 (SI 2003/1660) The above provisions are also pertinent to somebody in Bens situation. They provide protection for those in employment, as defined by regulation 2(3). Regulation 2(1) defines ‘religion as; inter alia, ‘any religion. Under the Regulations, ‘Direct and ‘Indirect discrimination are set out at regulations 3(1) (a) and (b), respectively. Whilst there is no defence of justification under the provisions for direct discrimination, the employer can justify indirect discrimination. An indication of how the Regulations ought to apply in practice can be found in the Government explanatory notes which state that if an employer refuses a break to a Muslim to pray at a particular time, this would not amount to direct discrimination if all employees are refused breaks at those times. Peculiar to Bens case, however, under Regulation 3(1)(b) indirect discrimination occurs if: ‘(1) A applies to B a provision, criterion or practice which A applies equally to other persons not of the same religion or belief as B, but (2) which puts persons of the same religion or belief as B at a particular disadvantage when compared with others, and (3) which also puts B at a disadvantage, and (4) A cannot show to be a proportionate means of achieving his or her legitimate aim. ECHR Ben can also raise a point under Article 9 of the European Convention on Human Rights, which provides, inter alia: ‘Everyone has the right to freedom of thought, conscience and religion. Under s.3 of the Human Rights Act 1998, the courts are obliged to read ‘primary and subordinate legislation in a manner which is compatible with ones Convention rights. Under s. 7(1)(b) the Convention r ight issue can be raised in any court/tribunal. The above points can therefore be raised in the employment tribunal (or county court) on grounds of discrimination. It ought to be borne in mind by Ben that a discrimination case has to be made within 3 months of the alleged discrimination occurring (see s. 68(1) of the RRA 1976). ii) Catrionas Case The ambit of the Sex Discrimination Act 1975 (‘DDA 1975) applies not only to employment, but also to the recruitment process. Part I, s.1 of the Act sets out circumstances in which Direct and / or Indirect discrimination can occur. Under s.1 a person discriminates against another if on the grounds of sex the person treats the other ‘less favourably than they would treat others of a different sex. In this instance, it is apparent that the imposition of a precondition that the successful candidate for a job ought to not have children is going to disproportionately discriminate against women per se. The test applied by the courts is the ‘but for test (see James v Eastleigh Borough Council [1990] 1990 IRLR 288.) In support of Catrionas case, in Thorndyke v Bell Fruit Ltd [1979] IRLR 1, it was found that a rule providing that the successful candidate for a job should not have young children was ruled to be discriminatory. This would present prima facie evidence that Catriona has been discriminated against. Procedurally, in order to establish her case, Catriona would be required to identify a pool of comparators in order to highlight that the proportion of females who are unable to comply with the requirement of having no children will be considerably smaller than the proportion of males who can comply. Further, pursuant to the Sex Discrimination (Indirect Discrimination and Burden of Proof) Regulations 2001 (SI 2001/2660), Catriona need only establish the facts of her case and the burden will then shift to Styles For All Ltd to rebut the presumption of discrimination. If they are unable to do so, Catriona will have made out her case and proved that she was a victim of discrimination. Based on the information available, Catriona has an arguable case for discrimination that she can either initiate in the county court or employment tribunal. In the event that the case is upheld, the potential remedies, pertinent to Catrionas case include th e following: an order that the discrimination ceases; a recommendation; declaration and / or award of compensation. Should Catriona be minded to bring an action, she is required under s.76(1) of the SDA 1975 to make a complaint within 3 months of the occurrence of the discrimination. iii) Amrits Case S. 2 states that the provisions of the SDA 1975 apply equally to men as it does to women. Also, the provisions of the Act apply not only to people in employment, but to those applying for jobs. Evidently, on the facts available, Amrit has been treated ‘less favourably, by not being considered for the position of model to display female swimwear. Given that the company failed to respond to his application and placed it in the bin, this would indicate that he was clearly the victim of discrimination in this regard. However, s.7 of the SDA 1975 provides a complete defence to an allegation of sex discrimination where there is a â€Å"genuine occupational qualification†. The tribunal is likely to find that modelling female swimwear qualifies as such an example. However, the provisions of the Sex Discrimination (Indirect Discrimination and Burden of Proof) Regulations 2001 (SI 2001/2000) do still apply. Therefore, once Amrit has established the facts of his case, the burd en of proof will shift to Styles For All Ltd to rebut the presumption of discrimination. That said, whilst the courts have a tradition of interpreting a â€Å"genuine occupational qualification† strictly (see Wylie v Dee Co. (Menswear) Ltd [1978] IRLR 103), it would appear entirely valid, in these circumstances, that Styles For All Ltd required a female to model their female swimwear. Therefore, it would appear, Amrit has no merits to establish a case on the basis of discrimination in this instance. Amrit ought to bear in mind, however, that an action in cases of discrimination ought to be brought within 3 months of the alleged occurrence of discrimination having first arisen.(see s.76(1) SDA 1975) iv) Jennas Case Pursuant to Part I, s.1(1) of the Disability Discrimination Act (‘DDA 1995) 1995, a ‘disability is defined as being: ‘ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities. Further, Part II, s. 4 (2) (b) states that it is: ‘ †¦unlawful for an employer to discriminate against a disabled person whom he employs— (b) in the opportunities which he affords him for promotion, a transfer, training or receiving any other benefit; Based on the above information, it would appear that Jenna has a prima facie case for discrimination against her employer, as a result of them not deciding not to award her a performance related bonus. This is due to the fact that her work is evidently impeded by her disability. However, according to s. 7(1) of the DDA 1995, companies with less than 20 employees are exempt from the provisions under Part II of the Act. Therefore, it needs to be ascertained whether or not Styles For All Ltd fall into this category. In addition, according to s.5(1), discrimination only occurs if: ‘(a) for a reason which relates to the disabled persons disability, he treats him less favourably than he treats or would treat others to whom that reason does not or would not apply; and (b) he cannot show that the treatment in question is justified. Implicit from wording at s.(5)(a) above is that for an employer to be placed in a position in which he can commit a breach of the Act, he must have advanced knowledge of the ‘disability in question. In fact, this very point was established in the case of ONeill v Symm Co. Ltd [1998] IRLR 23, in which the court found that there must a requirement that the employer knew or could reasonably have known. Therefore, the law stipulates that if it had been the case that Jenna notified her employer of her deafness, then Styles For All Ltd would have had a duty under s.6(1) to make necessary adjustments to cater for her disability. However, in the circumstances, Jennas concealment of her deafness means that the employer has no duty to take ‘reasonable steps (see s. 6(4)) to provide for a disability that they have no knowledge of. Jenna is accordingly advised to bring her condition to the employers attention forthwith. The employer would then be obliged under s. 6 of the Act to take ‘such steps as it is reasonable to ensure her disability does not place her at a ‘substantial disadvantage to those persons without such a disability. Given that Jenna has been employed with the company for 3 years, she ought not be concerned about the companys response, as she has served the requisite 1 year under s.108 of the Employment Rights Act 1996 in order to bring an action in the employment tribunal for unfair dismissal if she is threatened with termination, or relieved of her position due to the employer discovering her di sability. Further, under s. 76(1) of the SDA 1975 Jenna should issue proceedings within 3 months of any alleged discrimination occurring if she wishes the case to be considered by the employment tribunal. WORD COUNT: 2047 Bibliography Text Books: Sargeant, M. and Lewis, D. (2006) Employment Law, 3rd edition, Pearson Longman Bell, A.,C. and Desmond, H. Employment Law, 2nd edition, Thompson: Sweet Maxwell Duddington J.G. (2003) Employment Law, Pearson Longman Lewis, D. and Sargeant, M. (2004) Essentials of Employment Law, 8th Edn. Cipd UK Statutes: Employment Rights Act 1996 (c.18), London Sex Discrimination Act 1975 (c.65), London Race Relations Act 1976 (c.74), London Race Relations (Amendment) Act 2000 (c.43), London Disability Discrimination Act 1995 (c.50), London Secondary Legislation The Employment Equality (Religion or Belief) Regulations 2003 (SI 2003/1660) The Sex Discrimination Act 1975 (Amendment) Regulations 2003(SI 2003/1657) Race Relations Act 1976 (Amendment) Regulations 2003 (SI 2003/1626) EAT Cases: Mr. N J Alldred v The Chief Constable of West Midland Police, 28July 2006, Appeal No. UKEAT/0082/06/ZT Mrs Aileen Brown v McAlpine Co. Ltd, 22 Sept ember 2005, Appeal No. EATS/0009/05

Qualities I Look for in My Friend Free Essays

qualities I look for in friends Friends are an indispensable factor in our live, just as a main dish in a meal. Frankly, I have a lot of friends. Yet, I don’t know whether they are sincere or just hypocritical. We will write a custom essay sample on Qualities I Look for in My Friend or any similar topic only for you Order Now Sometimes, I can’t really figure out. But still, I or should I say everyone, wishes to have friends with good qualities. According to what William Penn says:† A true friend freely, advises justly, assists readily, adventures boldly, takes all patiently, defends courageously, and continues a friend unchangeably. † Penn tries to say that a real and a good friend have a tangible qualities, which every friend look for it on his/her friend. To be honest, trusted, attentive, and funny is qualities I look for when I choose my friend. First, I want a loyal friend. Someone who is honest enough with me. I mean is just tell me frankly what they think about me that can help me to change myself into a better person. Someone who stab me in the front. Who never lie at me and never drawn a second face. An honest friend lend me the confidence when I lost. Or even can help me to do the right thing not the wrong one. The honesty is a big deal to me in the friend I will choose. Second, trusted is also important as much as honesty in my friend quality. I mean someone who keeps my secrets. Or even can be my secret. However, It is not funny but ironic when someone that I used to trust and call her ‘good friend’ leave me or betray me when I needed her the most. It is extremely painful! It might make me feel like I have taken advantage of, deceived or backstabbed. In conclusion, being my friend mean be my secret. Third, a friend should have to be attentive as well. My friend should share his/her life with me as well as I will do. A friend should never weigh the benefits before helping someone. That is super good when a good friend lends a helping hand in times of need and the extra support gives us a lift spiritually. Related to above, I want to have such a good friend like this but in order to have one, I know I have to be one. In conclusion being attentive is an important quality I ordered in my friend. Last and not least, funny friend could also be important to me. In other meaning funny but good. Someone who see me in need to smile do anything to draw it on my face. Someone who smile a real smile not fake. Moreover, being funny is an unmistakable quality in a friend. friend who tells a funny jocks could also be a good one to have. Finally, I hope my friends will be able to listen of my joys and sorrows patiently and not give any judgments or comments. In conclusion, â€Å"Friendship is a single soul dwelling in two bodies†Ã‚  according to Aristotle. So that, the qualities should be matched to make that relationship. And for me being my friend mean having qualiti es I missed, so we can complete each other. Meanwhile, Not just anyone can be called your friend. A friend has to first meet several qualifications and have many outstanding characteristics to have the honor of holding such a prestigious title. How to cite Qualities I Look for in My Friend, Papers

Business Information Systems Legacy Technology

Question: Discuss about theBusiness Information Systemsfor Legacy Technology. Answer: Introduction VoIP2.biz deals with the voice communications from the legacy technology to the VoIP technologies. However, this business organization is facing few cash flow issues. Thu, this study is aimed to portray the options for which this organization can stay with the current plan. This report also specifies why the company is closing down or selling to another firm. Moreover, this study also portrays the significance of slowing down the rate of growth and illustrates the ways through which the expenses can be reduced. Staying with Current Plan VoIP2.biz has considered itself as the system integrator that is operated with the business consumers for helping them in terms of moving their voice interactions between the VoIP technology and legacy technology (Brown et al., 2012). The current plan of VoIP2.biz management is for continuing to gain the dominance in to Indianapolis market, expanding the organizational business activities throughout Indiana. Moreover, VoIP2.biz management also intends for opening up an extra sales offices over the entire Midwest by making the position of a first mover within the marketplaces covered by them. VoIP2.biz management also has the belief the fact that the strategic success would make them a significant target for acquisition within 2009-2010 timeframe. Closing Down the Company Milkowski and VoIP2.biz management were aware of the fact that at least few board members were concerned regarding the VoIP future as the feasible commercial venture provided the current history of the Vonage of the best known VoIP organization (Brown et al., 2012). Milkowski has recognized the fact that VoIP2.biz attacked the market of small and medium business whereas Vonage was initially a service for the market of residence. However, VoIP2.biz management believe that the enterprise could not be sold for the lack of a positive cash flow amount (Brown et al., 2012). Thus, the members of this board though that the enterprise should be closed. On the other hand, this organization also knows that closing down the service would cause huge disruptions for his 22 consumers. Selling the Company Instead of closing down the organization, Milkowski has the idea that the enterprise can be sold to another enterprise. Therefore, Milkowski had contacted two enterprises who had related businesses over the Indianapolis area. Thus, Milkowski knew that VoIP2.biz management needs to develop as well as justify a proposed sale price in terms of recommending this course of action (Brown et al., 2012). VoIP2.biz management also had the idea regarding price that should be fixed based on the future earning potential. VoIP2.biz management also aware of the fact that the earlier investors would like to at least recover their investments made till date (Castellanos-Lopez et al., 2014). Apart from that, VoIP2.biz management also knew that this firm should also be concerned in fixing the price for the enterprise that the obtained 22 contracts has already represented pretty specific cash flow for the life of contract. Slowing Down Rate of Growth Slowing down the growth rate or in other words the economic slowdown takes place while the rate of economic growth slows in a certain economy. The rate of growth of Milkowski has been slowed down due to few significant limitations of VoIP services (Brown et al., 2012). The VoIP services provided by Milkowski are annoying as well as its offers are comparatively limited. Moreover, the VoIP complaints can be tolerable usually if the callers can be capable of utilizing a free service (Azfar, Choo Liu, 2014). Apart from that, due to the issues of traffic and latency as well as loss of service during outages, the number of customers has been decreased and the amount of expense has also been enhanced, which ultimately lead to slowing down the growth rate of the company (Mazurczyk, 2013). Asking for a 90-day Extension to take Care of the Cash Flow Problem Due to the issues encountered within the VoIP services provided by Miskowski, VoIP2.biz management has taken a decision to ask for an extension period of 90 days in terms of taking care of the cash flow problem that has been taken place due to certain service issues of VoIP operations (Brown et al., 2012). The key reason of asking for this extension is to reduce the expenditure obtained due to improving the conventional VoIP services to transform it to the contemporary VoIP services. Reduce Expenses In order to reduce the business expenditure and to mitigate the cash flow problem within the 90 days of extension period, VoIP2.biz has to implement few significant advanced and cost effective technologies within their business operations (Azfar, Choo Liu, 2014). This organization should think and take decision by considering the business operations operated by its major competitors like Vonage. This organization should utilize the national IP transport network in term of offering their business customers long distance and most specifically low-cost distance (Brown et al., 2012). On the other hand, VoIP2.biz management can also take the significant step by outsourcing the business operations of VoIP2.biz and avoiding perpetual payments. Other Possibilities Milkowsky started to consider other possibilities for overcoming such negative scenario as he has thought regarding what he was going to present to the board. The first option or possibility was for moving forward with the Phase II Plan (Brown et al., 2012). VoIP2.biz has few accomplishments for the investment about $1 Million to date. These are as follows: Debugged and tested the technology, selecting based on the components to be incorporated in its set of solution (Brown et al., 2012). Completed the network technology installation for supporting deploying the VoIP solutions at the customer sites (Castellanos-Lopez et al., 2014). Conclusion After conducting the entire study, it can be seen that VoIP2.biz is suffering from few major cash flow problems due to the excessive expenditure. Due to such issues, VoIP2.biz has to take a decision of selling or closing down the company. Therefore, this report has successfully portrayed the way through VoIP2.biz can overcome such issue by taking an extension of 90 days so that VoIP2.biz does not need to close the business or sell the company. References Assem, H., Malone, D., Dunne, J., O'Sullivan, P. (2013, January). Monitoring VoIP call quality using improved simplified E-model. InComputing, networking and communications (ICNC), 2013 international conference on(pp. 927-931). IEEE. Azfar, A., Choo, K. K. R., Liu, L. (2014, January). A study of ten popular Android mobile VoIP applications: Are the communications encrypted?. InSystem Sciences (HICSS), 2014 47th Hawaii International Conference on(pp. 4858-4867). IEEE. Brown, C. V., DeHayes, D. W., Hoffer, J. A., Martin, W. W., Perkins, W. C. (2012). Managing information technology (7th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. Castellanos-Lopez, S. L., Cruz-Perez, F. A., Rivero-Angeles, M. E., Hernandez-Valdez, G. (2014). Joint connection level and packet level analysis of cognitive radio networks with VoIP traffic.IEEE Journal on Selected Areas in Communications,32(3), 601-614. Le Blond, S., Choffnes, D., Caldwell, W., Druschel, P., Merritt, N. (2015, August). Herd: A scalable, traffic analysis resistant anonymity network for VoIP systems. InACM SIGCOMM Computer Communication Review(Vol. 45, No. 4, pp. 639-652). ACM. Mazurczyk, W. (2013). VoIP steganography and its detectiona survey.ACM Computing Surveys (CSUR),46(2), 20. Singh, H. P., Singh, S., Singh, J., Khan, S. A. (2014). VoIP: State of art for global connectivityA critical review.Journal of Network and Computer Applications,37, 365-379. Yousef, M., Fouad, M. (2014). Performance Analysis of Speech Quality in VoIP during Handover.International Journal of Computer Science and Information Security,12(9), 43.