The Crazy Thing I Did This Summer free essay sample

Thing I Did During the Summer Vacation The summer vacation is expected by every student for each of a year, and no doubt Im no exception. So when the summer vacation is coming and along with the nice weather. Maybe it’s the good time for planning outdoor activities. Well, after finished discussed with my high school classmates, we decided to go to Kenting have fun for five days. And during these five days, there are some crazy things take place that I don’t want to admit what was really happened on me.The hotel where we ordered is near the beach. It is a nice hotel, the room is really big and the landscape is beautiful. During the daytime we play on the beach and enjoy the sunlight, but we know the nighttime is highlight and about to crazy and get high. At Kenting the â€Å"Transsexual Bar† is famous and people can easily see the Bar on street. We will write a custom essay sample on The Crazy Thing I Did This Summer or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page So my friends and I went into one, we danced and played the drinking games. I’m really not good at drinking games, I lose many times and to toss off almost every round.With the time goes by the alcohol was about full in my belly I was totally drunk. And that I am started being crazy and annoying. Well, according to my friends. After I got drunk, I went to other tables kissed every cute boys that in front of me. I climbed on the stage embrace the transsexual dancer and do the â€Å"Shake bon bon. † After dance over I rushed out the Bar and seated on the Kenting Street cried loud and cursed every boy that I had date for.My friends think I am really annoying than took me back to the hotel. But back to the hotel, I am started being violent, I through the seashells, that we collected at daytime, to each of my friends. Avoid getting hurt; all of them stayed far away from me until there are no seashells on my hands. My friends afraid I will break the hotel things so they took me out on the beach. I lie down and beginning to sing, and soon unconsciously felt asleep.When I wake up, I find out that I was sleep on the beach, than I know there is definitely something happened last night. After my friends told me everything, I was so embarrassed and feel really sorry to my friends. But they said never mind because they enjoyed seeing me losing control think that was really fun. After this crazy thing happened, I remind myself not to drink too much alcohol at future. And I love my friends because they took care about me even I was annoying. It’s really lovely and touching, thanks them.

The Flowering Chanticleer Callery Pear Tree

The Flowering Chanticleer Callery Pear Tree The Chanticleer Callery Pear was selected as the Urban Tree of the Year in 2005 by trade arborist magazine City Trees  for its unique combination of resistance to blight and limb breakage, bright foliage, and great form. Compared to some of the pears relatives like the commonly planted Bradford pear tree, the Chanticleer Pears limb strength and strong branching make for a more reliable urban plant as its unlikely to require city maintenance like limb clean-up or installing reinforcing poles to keep the trees from breaking.  The tree also produces small white flowers in the spring, and its leaves turn a rich, plum color tinged with claret in the fall, making it a popular  fall foliage  plant. The Chanticleer Pear was first discovered during the 1950s on the streets in Cleveland, Ohio, and noted for its desirable characteristics. The tree was commercially introduced in 1965 by the famous Scanlon Nursery, which first called it the Chanticleer Pear. It has until recently been one of the most recommended trees suggested by municipal arborists.   The Flowering Pear Pyrusis is the botanical name for all pears, most of which are valued for their blossoms and delicious fruits and cultivated commercially throughout much of the U.S. and Canada; however, Callery Flowering Pears do not, however, produce an edible fruit.   Pears can be grown throughout the temperate regions where winters are not too severe and there is adequate moisture, but pears do not survive where temperatures fall lower than 20 F below zero (-28 C). In the warm and humid southern states, planting a pear should be limited to blight-resistant varieties such as many of the Callery Pear varieties. The variety named Chanticleer is a mostly ornamental tree that reaches a height ranging from 30 to 50 feet that can withstand pollution and be grown along roads due to their ability to process higher levels of car exhaust. In the spring, clusters of 1-inch white flowers cover the tree, and pea-sized, inedible fruits follow the flowers; in the fall,  the leaves of this tree turn shiny dark red to scarlet. Unique Features of Chanticleer Pear Trees Mark Burstyn/Getty Images The Chanticleer Pear is an upright-pyramidal tree that is much narrower than other ornamental pears, making it a valuable addition to landscapes where lateral space to spread is limited. It has attractive flowers, foliage, and fall color, and the bark is at first smooth with numerous lenticels, light brown to reddish-brown, then later turning grayish brown with shallow furrows. The Chanticleer Pear is less susceptible to early freezes than other pears, very adaptable to many different soils, and resistant to fireblight, and tolerates drought, heat, cold, and pollution, though it cannot survive in dry, waterlogged, or alkaline soil. Chanticleers should be grown in a location with full sun exposure and do require pruning and trimming in the winter or early spring for optimal growth. Because of its shape and branching structure, the crown is less prone to branch breakage with heavy winter snow.   Arthur Plotnik, in The Urban Tree Book, suggests the Chanticleer cultivar is one of the most promising...it is disease resistant, exceptionally cold-hardy, heavily flowered, and richly colored in autumn; reportedly, it even offers a few bonus flowers in fall. The Pear's Downside Some cultivars of the Callery Pear, usually the newer varieties, have the ability to grow fruit that produces viable seed. However, there are many states that are now dealing with non-native species invading their environments. According to Invasives Invasive and Exotic Trees list, states now dealing with escaped invasive pears include Illinois, Tennessee, Alabama, Georgia, and South Carolina. Many cultivars are generally unable to produce fertile seeds when self-pollinated or cross-pollinated with another tree of the same cultivar. However, if different cultivars of Callery Pears are grown within insect-pollination distance, about 300  feet, they can produce fertile seeds that can sprout and establish wherever they are dispersed. Another primary concern for this variety of pear tree is that Callery Pears in full bloom produce an undesirable odor. Horticulturist Dr. Michael Durr calls the smell malodorous but gives the tree high marks for beauty in landscape design.

How would you stop bullying in schools Essay Example | Topics and Well Written Essays - 2250 words

How would you stop bullying in schools - Essay Example The former victim gains self-esteem and a stronger character, while the vanquished bully is served a bitter lesson that will surely cause them to contemplate their life choices and gain a desire to reform. Unfortunately, nothing about bullying or being a victim of bullying in real life is this simple. Bullying is a result of complex social interactions that involve many aspects of personal and communal relationships. An understanding of the bully-victim relationship, the motivations of both bully and victim and how society handles this dynamic is essential if bullying is to be prevented. The best bullying prevention plans include elements that address the concerns and motivation of victims and bullies. These plans also include elements designed to train teachers, supervisors, coaches and parents in real techniques that allow them to support victims and reach out to bullies. Finally, these programs will work with resources within the community such as Student Resource Officers (SROs) and other law enforcement entities to educate the entire community about the changing face of bullying from a legal aspect. This is especially helpful with the rise in new forms of bullying such as Cyber-bullying and sexual harassment. The only way to prevent bullying is to take a holistic approach to the phenomenon Traditionally, bullying prevention programs have focused on the bully. The thought was that if the bully could be contained, then the other potential victims could be protected from socially or physically aggressive individuals. Recent studies suggest that counseling or punishing bullies is only one part of the prevention program. Bullying, researchers have found, involves three distinct groups of individuals; the bullies, the victims and the bystanders (Breaking†¦, 2010). Addressing the role of each is essential to forming a holistic approach to bullying prevention programs. Starting with the victims, not

Identifying the Strategies Adopted by Apple Literature review

Identifying the Strategies Adopted by Apple - Literature review Example Responding to the Foxconn controversy, the management of Apple attempted to consider certain measures so as to overcome the problems faced in its Chinese workshops in terms of Voluntary Auditing in the business level. It is in this context that auditing assisted Apple to measure the performance of the Chinese workshops, according to which the management was able to plan its future strategies towards the enhancement of its performances in the internal as well as in the external business environment (Cook, 2012).According to the facts documented in the article, the business level strategies considered by Apple can be identified as concentrated on attaining market development with the virtues of the market share gained by iPhones and iPads. In this regard, the management of Apple further believes it to be beneficial enough in promoting the products to the various emerging markets taking the advantage of the already attained market position. In the corporate level, with due consideration to the advantages of operating as an open-up company, the management has been identified to provide greater significance towards its responsiveness concerning market fluctuations and competition. Furthermore, at the functional level, the strategy of rendering greater emphasis on its operational issues have deliberately assisted Apple to have a track on the competitive environment of its targeted market, thereby yielding significant competitive advantages (Cook, 2012).A corporate level strategy can be defined as the measure considered by the higher level officers of an organization towards conducting its overall operations in a consistent way. From a generalized point of view, the strategies considered by organizations at the corporate level, are principally based on particular issues such as the flexibility of organizational processes concerning the attainment of growth as well as stability, industrial competitiveness and also towards the cultivation of capabilities amid the busine ss units and the product lines.The corporate level strategy, considered by the management can be further identified as its measure to develop with the virtues of success earned by the prior product-lines of iPhones and iPads. With the help of this corporate level strategy, Apple desires to continuously expand its functioning to support the launch of new products in the near future. With reference to the context it can be stated that the management wishes to introduce new products with exciting features in the market and also to promote the existing products.

Program Improvement Status and Standardized Math Scores Essay

Program Improvement Status and Standardized Math Scores - Essay Example This chapter serves to the give the reader an overview of the comments received in regards to each of the seven interview questions asked during this study. An overview of each question will be given, followed by a thorough analysis of the responses as given by each of the members assembled to take part in the exploratory part of this study. Each of the participants serving on the research panel was either an administrator, teacher, or support personnel currently employed in an elementary school in the Los Angeles Unified School District. Each of the schools represented was also currently on program improvement status. No names were included in the published findings, however, so as to further ensure the confidentiality and anonymity of each participant. Individuals also had a minimum of five years of experience in their current field. The total time needed to conduct all interviews was four weeks and no participants opted to drop of the study. This resulted in a 100% interview respo nse rate. In total, 20 individuals were selected to be a part of the research panel for this project, based on their answers to the initial survey designed to determine each individuals qualification to provide substantive and meaningful insight about elementary schools in the Los Angeles Unified School District that are currently on Program Improvement Status. All of the interviews took place via telephone. As such, each interview was digitally recorded, with the permission of each participant, for later transcription by the researcher.

The meaning and of managing change

The meaning and of managing change The word change itself tends to be very confusing and everybody fears and tends to refuse change. If you ask any employee about change, he/she will have negative responses to change. Despite being complex and confusing yet it is very important due to the changing economic situations facing the world nowadays. However, the meaning of managing change varies according to people. For some people it maybe, a new way toward success for others it may be seen as a way to put its business onto new waves and so on. According to Michael Armstrong, Change management is the process of achieving the smooth implementation of change by planning and introducing it systematically, taking into account the likelihood of it being resisted. Success of implementing change depends largely on the way change it is managed. In this chapter, there will be an overview on different perspectives, importance on change management, including various tools used by researchers to asses change management. 2.2 CHANGE MANAGEMENT 2.2.1 Conceptual matters A.P Sloan (1967) stated that The circumstances of an ever-changing market and an ever-changing product are capable of breaking any business organization if that organization is unprepared for change. In other words, if an organization decides to change it cannot just happen it should be managed properly. 2.2.2 Typologies of change There three types of changes namely: Strategic Change Strategic change is defined as changes in the content of a firms strategy as defined by its scope, resource deployments, competitive advantages, and synergy (Hofer and Schendel, 1978). It is about changing the organizational vision, mission and objectives for a longer term for its betterment. Operational Change Operational change consists of changes occurring in the organizations structures, new systems, procedures or technology, which will contribute towards a better human productivity or increase profitability. According to Gartner, operational change is primordial in the provision of a high IT service quality. Transformational Change Transformational changes occur when there is a shift in the organizational culture resulting from a change in the organizational processes and strategies. 2.2.3 Change Process It is important for organization to understand the change process steps well and subsequently initialize those steps. According to Robert Bacal, it comprises three phases; preparation stage, acceptance stage and commitment stage. Figure 2.0-The steps in the Change Process Preparation Phase: Contact Stage: The very first stage whereby, an individual have direct contact with the possibility of change occurrence. Awareness Stage: The individual is aware that change is being considered. Acceptance Phase: Understanding Stage: Occurs when the individual shows a certain degree of understanding of the nature and intent of change. Positive Perception: The individual starts developing a positive view about change. Commitment Phase: Installation Stage: The change is being implemented and operational. Adoption Stage: The individual has now adopted the change and it is being long time enough to exhibit its positive result and impact. Institutionalization: Change is fully incorporated in the organization and has shown its worth, durability and continuity and is now considered as a routine operating procedures. Internalization: Individuals have become committed to change as they themselves consider it as compatible with their working behaviours, goals and organizational systems. 2.2.4 Change Models Over the past years there have various change models being used, some of the models are described below. Kurt Lewin (1951), The basic mechanisms for managing change In this model Lewin talk about three processes; unfreezing, changing and refreezing. Unfreezing implies changing the current attitudes and behaviours existing at the workplace. However, this process can lead to resistance, so change agent should analyze the possible problems and resolve them. Besides, changing is a process of transition whereby, change starts to be operational. While refreezing occurs once change is implemented and is in need of stabilization. Nevertheless it is a time consuming process, as people will have to adapt to this new development. The process is shown below: Figure 2.2- Lewin Three-Stage Approach to Change There is also a methodology proposed by Lewin for analyzing change, known as Field Force Analysis. This method analyzes the restraining or the driving force which will have an effect on the transition. The restraining force includes those who have a negative view on change. It assesses which one of the two forces has the balance of power. Subsequently, it allow practitioner to take necessary meausres to increase driving force and decrease restraining force. This can be illustrated diagrammatically; Figure 2.3- Source: http://www.valuebasedmanagement.net/methods_lewin_force_field_analysis.html Richard Beckhard (1969), change programme Beckhard initiated the following processes; The organization should set out desired goals and future organizational conditions after the change. Identify the current situation of the organization in relation with the goals. Identify the activities and commitment required during the transition to meet future goals. Develop appropriate strategies and action to manage this transition, taking into account factors that might affect this change. Beckhard alongside with David Gleicher developed a Change Equation which is shown below: Figure 2.3-Source: http://www.greatleadershipbydan.com/2009/01/beckhards-change-equation.html According to them the above factors is necessary for any organizational change, which is applicable before and after the change. Keith Thurley (1979) five approaches to managing change According to Thurley, there are five approaches to manage change which are; Directive This is done without any consultation and is imposed onto the people in times of critical situation or when other methods have failed. Bargained Here change is being bargained whereby employer and employee discuss, negotiate, and compromise before implementing change. The views of the employees are being taken into consideration. Hearts and minds This approach force to change the current attitudes, values and beliefs of the workforce. Through this approach, management seeks commitment, and shared vision from the workforce which does not mean participation. Analytical Analytical approach demonstrates clear definition of problem by diagnosing and analyzing the situation. Afterwards, collect data to set objectives and design change process and finally evaluating the result. This theoretical approach is very difficult to do in practice. Action-based It starts with a broad idea of the problem and it uses trial and error to get a better solution. It is less analytical and more involving. 2.2.5 Resistance to Change People resist change because they fear of the unknown, and thus create negative feelings about change. People want stability and equilibrium in their lives as well as working life and so resist changes. 2.2.5.1 Joan Woodward (1968), reasons for resisting change According to Joan Woodward (1968), resistance to change are due to: Fearing the unknown Many people are suspicious about change because it will disturb their method of work, or working conditions, thus they have a feeling of insecurity. Economic fear People may feel if changes occur they might lose their job. Inconvenience They think changes will make their life difficult. Symbolic fear Changes may affect some symbolic issues that people are attached to, like separate offices etc. Threat to interpersonal relationships They believe that changes may disrupt their working relationships. Menace to status and skill They tend to associate change to a method of de-skilling or a reduction in the status level. Competence fears If changes occur, they fear that they will not be able to adapt to new working demands and lack competencies. 2.2.5.2 Overcoming resistance to change Resistance to change is a problematic situation which organization should overcome. Organization can use the Six Change Approaches (Kotter and Schlesinger) to deal with resistance to change, for example: Education and Communication One of the reason people resist change is because, there is a lack of sharing of information. So management must, share and communicate information about the motives behind the change to its people. Participation and Involvement When employees are involved and participate in the change, they are more enthusiasm about change and hence do not resist change. Facilitation and Support Upper management must support and facilitate the transition; they should help them to overcome their fears, through counseling, mentoring and so on. Negotiation and Agreement Managers may negotiate with group of employees which possess enough power to influence resistance to change. They may offer incentives or make agreement between them to combat resistance. Manipulation and Co-option Kotter and Schlensinger have proposed a method of manipulation and co-option when all other methods seem to be ineffective. This technique manipulates people who are resisting change. An example can be, giving a symbolic role in decision making to a leader. However, if they find out they are manipulated, they will drive resistance to change higher. Explicit and Implicit Coercion This is the last resort that managers used, that is forcing employees to accept change, this can be effected through fear, by threatening employees lost of job, no career prospects and so on. 2.2.6 Implementing Change Nadler and Tushman (1980) have developed some guidelines for effective implementation of change: Motivate people to accept and adapt to changes. Good management and control should be ensured during and after transition through communication and proper image of the future. Ensure that politics dynamics support changes rather than reject it. Build stability of new structures and changes. In addition to these guidelines, changes will take place smoothly with the help of a change agent who can be internal or external. 2.2.7 Organizational Transformation Organizational transformation as per Cummins and Worley (2005) is A process of radically altering the organizations strategic direction, including fundamental changes in structures, processes and behaviours. John P Kotter ((The Heart of Change, 2002) introduced strategies for organizational transformation, which is summed up below: Increase urgency Make real and achievable objectives and drive motivation. Build the guiding team Build a team with right people possessing right kind attitudes, skills, commitment and so on Get the right vision Make the team build simple vision and strategy and focus on emotional and creative aspect for more efficiency Communicate Communicate to people and encourage them to participate. Empowerment Organization should empower its people, remove all obstacles, provide 360 degree feedback, support and recognize and reward them accordingly. Create short term wins Create short achievable aims, which are easy to attain. Organizations should also finish existing aims before starting new ones. Never give up Always encourage and motivate and communicate forecasted results. Stabilize change Once change is implemented should make it stick, by creating a culture of change in the organization. 2.2.8 Role of HR in managing change According to Ulrich (1997) the key role of HR practitioners during change, is to act as a change agent and thus provide for organizational transformation and cultural change. 2.2.8.1 HR practitioners as change agents There are four dimensions according to Caldwell (2001) that classify HR change agent: Transformational Change These are changes having a great impact on HR policies and practices of a business. Incremental Change It is gradual modification of HR policies and practices that have little effect on its activities. HR Vision Set of values and beliefs relating to HR functions which are a strategic business partner. HR Expertise HR professionals can use their expertise and knowhow to contribute for business success. 2.2.8.1 HR contribution in change management Ulrich (1998) says that HR practitioners are not fully comfortable or compatible in the role of change agent. Therefore their duty is not to perform change but is to ensure that change is implemented. Their contributions are mostly about implementing structures, systems etc that support change. So they will have to motivate, communicate and involve people in change management. HR specialist must also provide proper training and development programmes so that employees can upgrade their skills, behaviours to adapt to change. 2.3 Conclusion Changes always happen, so to remain up to date organization should invest in change management. Upper level management should feel the need for change and communicate to its people. Additionally, management should never be demotivated even if there is resistant, they should be perseverant and continue to encourage people to accept change. You should be the change that you want to see in the world Mahatma Gandhi. Information from this literature was used to develop the research methodology in Chapter 4.

Early American Literature Essay examples -- essays papers

Early American Literature (1620-1820) In the first half of the 17th century the New World found two groups of people colonizing. The first group, the Puritans, had left England after years of exile due to their lack of faith in the Church of England. With the reading and understanding of the Bible almost completely laid in the hands of the preacher, the congregation was forced to believe all the words that the preacher said. This all came to an end with John Calvin. His ideas were that God likes certain people better than others and those "chosen" ones would get more land and more money. This idea took off with the Puritans as they seeked religious freedom, a chance to start new churches and purification of the Church of England. As life moved on in the New World for the Puritans they seemed overwhelmed with the fact that they were the chosen ones and proceeded to act out life and every aspect of it for God and God only. The other group was far more open minded. The Enlightenment that swept the world impacted these people greatly and caused them to question the acts of the Puritans. Puritan life in the New World seemed only to consist of Church and all daily life outside the Church was to be done in the name of the Lord. There are countless quotes throughout the text of "God's will" in reaction to everything from the death of a child to the lack of food or water. "If excellence abide below, How excellent is He that dwells on high,". With this quote one can see the presence that God has in the life of a Puritan. They believed that everything that we on the Earth was God's will. If a tree fell on their house killing all insid... ...and through eduction answered those questions forming a foundation for their beliefs. Upon that we see many different branches of the many different religions that make up the country today. With this reasoning present people seemed to build off the Puritan ideas and make these churches. In the event that the Puritans were the only religious colony to settle in America then what happened in England would most definitly happen here. The Puritan Church would be roughly the same as the Church of England and those that didn't believe in it would have to move elsewhere seeking religious freedom, the cycle would repeat itself. Thus, both groups of settlers complimented each other and made the foundation of modern American religion. Although those that did this may not be able to see it today, they found their religious freedom.