False Cognates are Faux Amis Who May Not Be Welcome

False Cognates are Faux Amis Who May Not Be Welcome In English and Romance languages like French, many words have the same roots, they look identical or very similar, and they share the same meaning. Thats a wonderful convenience to the student of either language. However, there are also a great many faux amis (false friends), that are  false cognates.  These are words that look identical or similar in both languages, but they have completely different meanings- a  pitfall for English-speaking students of French. A Pitfall for Students There are also semi-false cognates: words that sometimes, but not always, share the same meaning as the similar-looking word in another language.  Semi-false cognates are words that don’t look exactly the same, but they’re similar enough to cause confusion.   The  list of French-English false cognates below includes both false cognates and semi-false cognates, and the meaning of each word. To avoid confusion, weve added (F) for French and (E) for English to the titles. There are hundreds of false cognates between French and English. Here are few to get you started. Faux Amis and Semi-Faux Amis Ancien  (F)  vs. ancient (E)Ancien (F)  commonly means former, as in lancien maire  (the former mayor), although it can also mean ancient as in English  in certain contexts that discuss, for instance, very old civilizations. Attendre  (F)  vs. attend (E)Attendre means to wait for and its in one of the most common French phrases:  Je t’attends  (Im waiting for you). The English attend, of course, though similar in appearance means to take part in or to go to some event, such as a meeting or a concert. Bra  (F)  vs. bra  (E) The French bra  (F) is a limb on the human body and the opposite of jambe (leg). A bra (E) in English is, of course, a female undergarment, but the French call this garment, appropriately, a support (un soutien-gorge). Brasserie (F)  vs. brassiere (E)A French brasserie is an institution in France, a place, much like the British pub, where youd find a bar that serves meals, or a brewery. No connection to the female undergarment in the English word brassiere, of which bra  is the abbreviated form. Blessà © (F) vs. Blessed (E)If someone is blessà ©Ã‚  in France, they are wounded, emotionally or physically. This is far from the English blessed, which can apply to a religious sacrament or just great luck. Bouton (F) vs. button  (E)Bouton does  mean button in French, as it does in English, but  a French  bouton  can also refer to that bane of the teenage years: a  pimple.   Confection (F) vs. confection (E)La confection (F) refers to the making or preparing of clothing, a device, a meal, and more. It can also refer to the clothing industry. An English  confection  (E) is a class of food thats sweet, something thats made in a bakery or candy shop. Exposition (F) vs. exposition (E)Une exposition (F) can refer to an exposition of facts, as well as to an exhibition or show, the aspect of a building, or exposure to heat or radiation.  An English exposition is a commentary or or an essay developing a point of view. Grand  (F) vs. grand (E)Grand is a very, very common French word for big, but there are times it refers to something or someone great, such as un grand homme  or a grand-pà ¨re.  When it describes a person’s physical appearance, it means tall. Grand in English commonly refers to a special human being, thing, or place of notable achievement. Implantation (F) vs. implantation (E)Une implantation  is the introduction or setting up of a new method or industry, a settlement, or a companys presence in a country or region. Medically, the French terms means implantation (of an organ or embryo). An English implantation is an implantation only in the sense of an introduction or setting up or in the medical sense. Justesse (F) vs justice (E)French justesse  is all about exactness, accuracy, correctness, soundness, and the like. If something is juste, it is corect. The English justice  refers to what we expect when the rule of law prevails: justice. Librairie  (F) vs. Library (E)These two terms are  often confused, and  they are true  faux amis. Books are involved in both, but  une librairie  is where you go to purchase a book: a bookshop or newsstand. Your local library is  une bibliothà ¨que in France,  or these days  it may be part of  a  mà ©diathà ¨que.  The English library is, of course, where you borrow books. Location  (F) vs. location  (E)  There are miles between these two meanings.  A French location  is a rental, and youll often see ads for  Ã¢â‚¬Å"les meilleures locations  de vacances,† meaning â€Å"the best holiday rentals.†Ã‚  Location is the physical spot where something like a building lives, you know: location, location, location, which can be important in finding a French location. Monnaie  (F) vs. money (E)Monnaie  for the French is the loose change jingling in your pocket or weighing down your handbag. People at the checkout who say they have no  monnaie  dont have the right change. English money is all of it, both change and bills. Vicieux (F) vs. vicious (E)The French term  vicieux (F) gives us pause because its what you call someone perverted, depraved, or nasty. In English, the vicious person is brutal, but not quite so nasty as a  vicieux in French.

Easter Acrostic Poem Lesson Plan

Easter Acrostic Poem Lesson Plan Are you in need of a quick Easter activity for your students? Try having your students create an Easter acrostic poem. They are so easy to write and they can be about any subject. Grade Level: Primary and Upper GradesSubject: Language Arts Objectives/Learning Goals Practice brainstorming Easter-related wordsUse descriptive phrases and sentences to describe Easter or words related to EasterWrite an Easter acrostic poem Required Materials Pencil and paper for each student to write their poem onScrap paper for brainstorming Anticipatory Set Ask the class what they know about Easter. Write a list on the board while they are calling out answers, and offer ideas and comments as you write down the list.Brainstorm 10-15 Easter-related words and write them on the front board or overhead projector. Have the students copy these words on a scrap piece of paper or create a graphic organizer. Overview of Lesson Plan Each student is asked to write a short acrostic poem using an Easter-related word. They must create phrases and/or sentences that relate to the subject in order to complete the task. Direct Instruction Choose an Easter-related word and work together to create an acrostic poem. Choose words such as: Easter, eggs, Happy Easter, basket, bunny or Spring.Model the format of an acrostic poem on the front board. The easiest way to display this is to put the letters of the subject down the left-hand side of the page. Once this is done you can now begin to think of a sentence that describes your subject.Brainstorm sentences that would relate to the subject of the poem. Leave these ideas on the front board so the students can use them as a reference when creating a poem on their own. Guided Practice For younger students, provide a graphic organizer for brainstorming and an acrostic poem worksheet where they can fill in the blanks.For older students, you can also provide a graphic organizer for brainstorming, but then have them write their own sentences from scratch. Closure Once they have completed their poems allow time for them to illustrate a picture and then share their poems aloud with their classmates. Independent Practice For homework, have students create an acrostic poem using another Easter-related word. For extra credit or practice, they can create a poem using the letters of their name. Assessment The final piece of writing and homework assignment will be assessed by a rubric that the teacher has created. Sample Easter Acrostic Poems HAPPY EASTER H - ope is in the Spring airA - s we all come togetherP - ractice your manners for Easter dinnerP - raise your parents and the ones you loveY - es, together we love toE - at on Easter dayA -nd when you wake up onS - unday morning you can search for your Easter basket.T - o me its the best part of Easter,E - ating all of the chocolate bunnies and collecting the eggs.R - emember to get some rest for the special day! EASTER E - aster is a great time of yearA - nd every child loves to eat chocolateS - o make sure you don’t eat too muchT - ogether we can hideE - aster eggs and find themR - emember not to eat too much candy or youll get a belly ache! EGGS E - atG - ather eggsG - o to churchS - pring has sprung SPRING S -ring is a wonderful time of yearP -icture the flowers bloomingR -abbits are hoppingI -t is soN -ice and warm outsideG -rowing flowers at Easter time.

Ousmane Sembene's cinema Essay Example | Topics and Well Written Essays - 2750 words

Ousmane Sembene's cinema - Essay Example In films such as Ceddo and Xala he pointed an irate, often ironic finger at the failures and extremes of contemporary African governments. (Scott, 2007) ''''''Sembene believed that most of the African post-colonial states had failed to meet the expectations that their populace initially related with autonomy from colonial rule. For many African people the official end of colonial rule did not generate an end to social injustice and radical economic imbalance. Sembene's work was dominated by a desire to spell out what he thought was going wrong with his society. He made a critical examination of post-colonial African society neither beautifying nor discrediting them, but simply depicting a reality in which the intercession of the critic comes as an effort to objectively consider problems that are of critical import to contemporary African nations. In a dialogue with Francoise Pfaff (1984), Sembene said that "I have never tried to please my audience through the embellishment of reality . I am a participant and an observer of my society" ''''''Cinema has been divided into three groups commonly known as first, second and third cinema. This terminology was established at the Bandung Conference of 1955(the first conference of the Non-Aligned Movement). China promulgated the premise of the three distinctive economic worlds. The first world inclusive of the superior capitalist countries like Western Europe, North America and Australasia; the second world comprising of the prior socialist countries of the Soviet Union and Eastern Europe. The left over countries were accordingly the third world, to which China confirmed its commitment. (Chanan, 1997)' ''''''First Cinema refers the form recognized as the Hollywood movie, where cinema is pure entertainment. The primary aim of first cinema is to maximize profits. All types of films appear under this classification; feature, short and educational films, even scientific documentary is inclined to the aspirations capitalism. Second Cinema is also known as parallel cinema. Parallel cinema has its own structure, pattern of distribution and exhibition, and its own ideology. Nowadays parallel cinema is made by and for limited social groups. It articulates the desires and ideology of the middle layers or the petty bourgeoisie and as a result is often radical but pessimist and at times mystical. Similar to first cinema all types of films may be found in this group. Third cinema ''''''There is a deliberate imprecision in the term 'Third Cinema' which requires clarification. The term 'Third Cinema' is derived from the correlation with the term 'third world'. The third world consists of the underdeveloped nations of Asia, Africa and South America. In the developing countries, third cinema is concerned with the problems of de-colonisation, propagates national liberation. Third cinema tries to debunk old myths, eradicate racism and dissolve economic hierarchies. ''''''Originally typical third cinema included radical political views that were usually hostile to the regime and signification of the concerned images. Militant cinema in which the camera is often equated to the gun was also a form of third cinema. Militant cinema required the film crew to operate with a drastic and original notion not

The Eden project Assignment Example | Topics and Well Written Essays - 2000 words

The Eden project - Assignment Example The prime objective of Eden project is to enhance the awareness of greenery within the economy of UK thereby reducing the impacts of pollution and harmful gases. However, the initiative of Eden project became successful mainly due to the sheer intelligence and confident nature of Tim Smit. This acted as a boon for the project thereby amplifying its popularity and prosperity in the entire globe. Apart from this, the bureaucratic structure of the project of Eden is also another effective cause for its success. It helped in proper allocation and standardization of the tasks such as (allocation of funds, commercial loans sanctions etc) so as to amplify the intensity of success thereby reducing the defects or negative impacts. This helped in improvement of the level of inspiration and devotion of the supporting team members such as Danny Almagor, Deon Kamien, Malki Rose, Tracie Olcha, Amanda Miller and Romy Grace. Along with this, such type of organizational structure also helps in enhanc ing the interpersonal relationship among the members thereby reducing the range of arguments and conflicts. This is mainly due to the presence of extremely clear and defined roles and responsibilities to the members of the Eden project (Vidal, 2004). Along with this, in a bureaucratic structure, the members of the organization or project include very less authority to present any sort of suggestions or ideas regarding its betterment. As the entire control and power is within the hands of the hierarchy i.e. the board members as well as Tim Smit. This is mainly because in such type of organizational structure, the manager or organizer (Tim Smit) is the most powerful person as compared to others. And he is responsible to delegate all sorts of activities and policies within the team members or architects. And so the engineers or architects are bound to follow his ideas and thoughts for the betterment of Eden project. In Eden project, all the members had to obey the orders and responsibi lities delegated by Tim Smit, as he is the supreme authority to assign the varied types of responsibilities among the members of the team as compared to other Pre-bureaucratic or post bureaucratic organization structures. Moreover, in this type of organizational structure, the head or founder (Tim Smit) presents varied types of ideas and suggestions such as (utilization of commercial loans for the betterment of the operations) so as to enhance its level of supremacy and reputation in the market among others. Along with this, high level of contribution and commitment of Tim Smit towards implementation of the idea of Eden project to enhance the level of awareness towards green and sustainable planet proved extremely effective for the economy of UK. Hence, it might be clearly depicted from the above mentioned paragraph that the success of Eden project is mainly dependent over its hierarchical structure and uniform culture. Other than structure, the culture of the organization of Eden p roject is extremely uniform and homogeneous. It is mainly due to the hierarchical structure in which, a single individual is the delegating authority, i.e. Tim Smit. Each and every decision and suggestion is presented before him by all other members, so as to get his accent. Moreover, by doing so, all the members associated with the Eden project might become aware about the information and may also present their

Leadership vs. Management Essay Example for Free

Leadership vs. Management Essay Leadership and management must go hand in hand. They are not the same thing. But they are necessarily linked, and complementary. The manager’s job is to plan, organise and coordinate. The leader’s job is to inspire and motivate. In his 1989 book â€Å"On Becoming a Leader,† Warren Bennis composed a list of the differences: the manager administers the leader innovates the manager is a copy the leader is an original the manager maintains the leader develops the manager focuses on systems and structures the leader focuses on people the manager relies on control the leader inspires trust the manager has a short-range view the leader has a long-range perspective the manager asks how and when the leader asks what and why the manager has his/her eye always on the bottom line the leader’s eye is on the horizon the manager imitates the leader originates the manager accepts the status quo the leader challenges it the manager is the classic good soldier the leader is his/her own person the manager does things right the leader does the right thing Leadership Attributes of a leader: Studies, and develops ideas and principles Innovates Resourceful and looks for solutions to problems Empathetic with a focus on people Inspires trust among stakeholders Understands the big picture Superior listening skills Courageously challenges the state of affairs, and asks why and what can be improved Looks for opportunities to develop strengths Develops a following A leader’s specific roles are determined through the four basic leadership responsibilities of directing, coaching, supporting and delegating. Specific responsibilities will fall into one of these four categories. In leadership practice, one must master skills in all areas in order to effectively lead others under their direction. Developing strengths in each of the four leadership roles allows a leader to read specific situations accurately and know what communication style is best applied. Directing Directing refers to how to keep work tasks and activities on the right track. A leader’s direction is what makes or breaks problem solving as well as determines the effectiveness of an approach to an assignment or task, the maintaining of momentum until its completion, and whether it is done by deadline. There are several ways to generate good direction techniques. These include: Explain things completely and include the ‘why’s’ Leaders learn early on that the best way to gain support and trust from their employees is to explain all things in their entirety. Once people understand why something is important or necessary, they generally rally to the call of that which needs to be done or addressed. Remain visible Leaders understand the power of their presence at all times. Nothing deflates the workforce’s motivation and desire to achieve more than to be left on their own with no visible means of support or direction. Objectively consider opposing points of view Leaders consider situations, problems and solutions from various viewpoints, as the input from as many individuals as possible expands their capabilities to effectively frame their direction. Coaching Coaching refers to when a leader knows where he or she wants to go and remains in control of the task but needs to lead others in developing a mutual support network. Coaching instils the desire to achieve and builds a dialogue bridge between the leader and those under his or her charge. This  motivates employees and positively changes attitudes toward the work assignment. To do this effectively a leader must make an effort to: Incorporate the word ‘we’ into all conversations Effective leaders eliminate the word â€Å"I† because it denotes a singular rather than cooperative effort. The very meaning of the term â€Å"coaching† implies a team effort. Listen for objections and areas of misunderstanding Effective leaders who coach well develop the skill of eliminating objections by developing an effective dialogue and creating clear and concise responses. Offer explanations addressing the ‘why’s, what’s and how’s’ of the problem or task at hand Good coaching depends upon complete understanding. Motivation and confidence comes from understanding the expectations a leader has of those involved in a given task, assignment or problem solving situation. Supporting Managers cannot be effective leaders unless they actively hone their supporting skills. People look warmly on leaders who actively work to support them emotionally as well as physically. When leaders actively work to support the people under their charge they: Acknowledge individual efforts with comments of praise and positive support Leaders are not afraid to say â€Å"thank you,† or â€Å"you’re doing a great job,† or whatever it takes to instil confidence in an individual. Disclose their own feelings openly and honestly Leaders are not afraid to reveal their â€Å"inner self.† Trust and loyalty are built on disclosing inward feelings, concerns and desires. Readily and honestly opening up builds encouragement and perseverance on both sides. Never hesitate to ask, ‘What’s wrong?’ Leaders allow themselves to get into the thick of a situation or task, and are quick to share the decision making responsibility, but know when to relinquish control in order to gain extra participation and involvement. Delegating Leaders know and understand their people. They know their strengths and weaknesses as well as what motivates and frustrates them. Effective delegating relies on the ability to select the proper person for the specific task or role. Leaders develop good delegation skills by: Briefing the delegate Leaders leave nothing to chance when they delegate. When delegating, it is vital to explain exactly what expectations the leader has of the delegated individual. Having confidence in the person they select Leaders do not select individuals for an assignment according to their job descriptions or the salaries they command, they look for people with the skills, abilities, perseverance and motivation to get the job done and done well. Not abdicating responsibility, but allowing individuals to decide a best course of action for themselves Leaders monitor and weigh these individual decisions, but never advance their own leadership position for a particular course of action unless they assess  it to be the best one. Understanding Theories of Leadership Trait Theory of Leadership Trait Theory of Leadership is based on the assumption that people are born with inherited traits and some traits are particularly suited to leadership. People who make effective leaders have the right (or sufficient) combination of traits and great leaders has some common personality characteristics. Traits/skills generally believed to be possessed by leaders can be classified into categories such as: Physical characteristics (e.g. age; height; weight; alertness; energetic); Background characteristics (e.g. education; social status; mobility; experience); Intelligence characteristics (e.g. ability; judgement; knowledge; clever {intelligent}; conceptually skilled; creative; knowledgeable about group task; intellectual breadth); Personality characteristics (e.g. aggressiveness; alertness; dominance; decisiveness; enthusiasm; extroversion; independence; self-confidence; authoritarianism; assertive; tolerant of stress); Task-Oriented characteristics (e.g. achievement needs; responsibility; initiative; persistence; ambitiousness; achievement-orientated; decisive; persistent; willingness to assume responsibility; organised {administrative ability}; Social characteristics (e.g. supervisory ability; cooperativeness; popularity; prestige; tact; diplomacy; adaptability; cooperative; dependable; tactful; persuasive; socially skilled; emotional stability and composure; good interpersonal skills). Look at the Social Characteristics above. Be honest with yourself and write down those characteristics you feel you have and those that you feel you still need to work on. Behavioural theories Behavioural psychology, also known as behaviourism, is a theory of learning based upon the idea that all behaviours are acquired through conditioning. Behavioural theories focus on how leaders behave and assume that leaders can be â€Å"made†, rather than born, and successful leadership is based on definable, learnable behaviour. Theory X and Theory Y Theory X and Theory Y framework proposed by McGregor in his classic book â€Å"The Human Side of Enterprise† (1960) consists of two alternative set of assumptions. Theory X perceives employees to be lazy, irresponsible and untrustworthy, while according to theory Y employees are approached as one of the most valuable assets of the company. Your management style is strongly influenced by your beliefs and assumptions about what motivates members of your team. If you believe that team members dislike work, you will tend towards an authoritarian style of management; on the other hand, if you assume that employees take pride in doing a good job, you will tend to adopt a more participative style. Theory X Theory X assumes that employees are naturally unmotivated and dislike working, and this encourages an authoritarian style of management. According to this view, management must actively intervene to get things  done. This style of management assumes that workers: Dislike working. Avoid responsibility and need to be directed. Have to be controlled, forced, and threatened to deliver whats needed. Need to be supervised at every step, with controls put in place. Need to be enticed to produce results; otherwise they have no ambition or incentive to work. X-Type organisations tend to be top heavy, with managers and supervisors required at every step to control workers. There is little delegation of authority and control remains firmly centralised. McGregor recognised that X-Type workers are in fact usually the minority, and yet in mass organisations, such as large scale production environment, X Theory management may be required and can be unavoidable. Theory Y Theory Y explains a participative style of management that is de-centralised. It assumes that employees are happy to work, are self-motivated and creative, and enjoy working with greater responsibility. It assumes that workers: Take responsibility and are motivated to fulfil the goals they are given. Seek and accept responsibility and do not need much direction. Consider work as a natural part of life and solve work problems imaginatively. This more participative management style tends to be more widely applicable. In Y-Type organisations, people at lower levels of the organisation are involved in decision making and have more responsibility. Contingency theories Fiedler’s contingency model The Fiedler Contingency Model asks you to think about your natural leadership style, and the situations in which it will be most effective. The model says that leaders are either task-focused, or relationship-focused. Once you understand your style, it says that you can match it to situations in which that style is most effective. Fiedler’s model consists of 3 primary elements: Leader-Member Relations – This is the level of trust and confidence that your team has in you. A leader who is more trusted and has more influence with the group is in a more favourable situation than a leader who is not trusted. Task Structure – This refers to the type of task youre doing: clear and structured, or vague and unstructured. Unstructured tasks, or tasks where the team and leader have little knowledge of how to achieve them, are viewed unfavourably. Leaders Position Power – This is the amount of power you have to direct the group, and provide reward or punishment. The more power you have, the more favourable your situation. Fiedler identifies power as being either strong or weak. There are some criticisms of the Fiedler Contingency Model. One of the biggest is lack of flexibility. Fiedler believed that because our natural leadership style is fixed, the most effective way to handle situations is to change the leader. He didnt allow for flexibility in leaders. Hersey-Blanchard Situational Leadership The Hersey-Blanchard situational leadership theory states that instead of using just one style, successful leaders should change their leadership styles based on the maturity of the people theyre leading and the details of the task. Using this theory, leaders should be able to place more or less emphasis on the task, and more or less emphasis on the relationships  with the people theyre leading, depending on whats needed to get the job done successfully. We will look at situational leadership more close later on. Transformational Leadership The leadership style called transformational leadership is often the most effective approach to use. Transformational leaders have integrity, they inspire people with a shared vision of the future, they set clear goals, they motivate people towards these goals, they manage delivery, and they communicate well with their teams. Transformational leaders are inspiring because they expect the best from everyone on their team as well as themselves. This leads to high productivity and engagement from everyone in their team. In many organisations, both transactional and transformational leadership styles are useful. Transactional leaders (or managers) ensure that routine work is done reliably, while transformational leaders look after initiatives that add new value. Its also important to use other leadership styles when necessary – this will depend on the people youre leading and the situation that youre in. Tannenbaum and Schmidt’s continuum The Tannenbaum and Schmidt Continuum is a simple model of leadership theory which shows the relationship between the level of freedom that a manager chooses to give to a team, and the level of authority used by the manager. As the teams freedom is increased, so the managers authority decreases. This is a positive way for both teams and managers to develop. Over time, a manager should aim to take the team from one end to the other, up the scale, at which point you should also aim to have developed one or a  number of potential successors from within your team to take over from you. When examining and applying the Tannenbaum and Schmidt principles, its extremely important to remember: irrespective of the amount of responsibility and freedom delegated by a manager to a team, the manager retains accountability for any catastrophic problems that result. Delegating freedom and decision-making responsibility to a team absolutely does not absolve the manager of accountability. Thats why delegating, whether to teams or individuals, requires a very grown-up manager. If everything goes well, the team must get the credit; if it all goes horribly wrong, the manager must take the blame. This is entirely fair, because the manager is ultimately responsible for judging the seriousness of any given situation including the risks entailed and the level of freedom that can safely be granted to the team to deal with it. This is not actually part of the Tannebaum and Schmidt Continuum, but its vital to apply this philosophy or the model will definitely be weakened, or at worse completely back-fire. Here are the Tannenbaum and Schmidt Continuum levels of delegated freedom, with some added explanation that should make it easier to understand and apply. 1.The Manager decides and announces the decision The manager reviews options in light of aims, issues, priorities, timescale, etc., then decides the action and informs the team of the decision. The manager will probably have considered how the team will react, but the team plays no active part in making the decision. The team may well perceive that the manager has not considered the teams welfare at all. This is seen by the team as a purely task-based decision, which is generally a characteristic of X-Theory management style. 2.The manager decides and then sells the decision to the group The manager makes the decision as in 1 above, and then explains reasons for the decision to the team, particularly the positive benefits that the team will enjoy from the decision. In so doing the manager is seen by the team to recognise the teams importance, and to have some concern for the team. 3.The manager presents the decision with background ideas and invites questions The manager presents the decision along with some of the background which led to the decision. The team is invited to ask questions and discuss with the manager the rationale behind the decision, which enables the team to understand and accept or agree with the decision more easily than in 1 and 2 above. This more participative and involving approach enables the team to appreciate the issues and reasons for the decision, and the implications of all the options. This will have a more motivational approach than 1 or 2 because of the higher level of team involvement and discussion. 4.The manager suggests a provisional decision and invites discussion about it The manager discusses and reviews the provisional decision with the team on the basis that the manager will take on board the views and then finally decide. This enables the team to have some real influence over the shape of the managers final decision. This also acknowledges that the team has something to contribute to the decision-making process, which is more involving and therefore motivating than the previous level. 5.The manager presents the situation or problem, gets suggestions, then decides The manager presents the situation, and maybe some options, to the team. The team is encouraged and expected to offer ideas and additional options, and discuss implications of each possible course of action. The manager then decides which option to take. This level is one of high and specific involvement for the team, and is appropriate particularly when the team has more detailed knowledge or experience of the issues than the manager. Being  high-involvement and high-influence for the team this level provides more motivation and freedom than any previous level. 6.The manager explains the situation, defines the parameters and asks the team to decide At this level the manager has effectively delegated responsibility for the decision to the team, albeit within the managers stated limits. The manager may or may not choose to be a part of the team which decides. While this level appears to gives a huge responsibility to the team, the manager can control the risk and outcomes to an extent, according to the constraints that he stipulates. This level is more motivational than any previous, and requires a mature team for any serious situation or problem. (Remember that the team must get the credit for all the positive outcomes from the decision, while the manager remains accountable for any resulting problems or disasters. This isnt strictly included in the original Tannenbaum and Schmidt definitions, so it needs pointing out because its such an important aspect of delegating and motivating, and leadership.) 7.The manager allows the team to identify the problem, develop the options, and decide on the action, within the managers received limits This is obviously an extreme level of freedom, whereby the team is effectively doing what the manager did in level 1. The team is given responsibility for identifying and analysing the situation or problem; the process for resolving it; developing and assessing options; evaluating implications, and then deciding on and implementing a course of action. The manager also states in advance that he/she will support the decision and help the team implement it. The manager may or may not be part of the team, and if so then he/she has no more authority than anyone else in the team. The only constraints and parameters for the team are the ones that the manager had imposed on him from above. (Again, the manager retains accountability for any resulting disasters, while the team must get the credit for all successes.) This level is potentially the most motivational of all, but also potentially the most disastrous. Not surprisingly the team  must be mature and competent, and capable of acting a t what is a genuinely strategic decision-making level. Leadership Styles Some basic leadership styles: Directive Frequently described as autocratic. Tells people what to do and expects them to jump to it. Participative Seeks input from others and participates in the decision-making process. Laissez-Faire A hands-off approach allowing for both initiative and the latitude to determine process to effect an outcome Adaptive A fluid style that takes into consideration the context of the environment and the individual being led. Using the techniques of Leadership Situational leadership ® Situational Leadership ® is a concept developed by Paul Hersey, an internationally recognised leading authority on training and development in leadership and management and Kenneth Blanchard, an American author and management expert. Generally when referring to the concept it is safer and correct to show the name as a registered protected trademark as it relates  to business and products by Hersey and Blanchard. Looking at ‘Directive Behaviour’ whereby the leader gives clear defined and detailed instructions, and ‘Supportive Behaviour’ where the leader gives people the freedom to make decisions and support them in their efforts, Hersey and Blanchard moved away from the idea of shifting on a line between the two and consider good leadership as a combination of both. The idea is that the way of combination will vary according to the person being dealt with by the leader, and the situation on which that person operates, hence the term – Situational Leadership ®. The notable features of this model are briefly that the model: focuses on followers (individual team members), rather than wider workplace circumstances; emphasise that leaders should change their behaviour according to the type of followers; proposes a progression of leadership adaptation in response to the development of followers. By combining high and low levels of each type of behaviour we progress towards four distinct styles of leadership. Level Group type Developing D1 Low competence / High commitment D2 Some competence / Low commitment D3 High competence / Variable commitment Developed D4 High competence / High commitment Appropriate leadership styles for each development level: Development Level Appropriate Leadership Style D1 Low competence / High commitment S1 Directing (Structure, control and supervise) D2 Some competence / Low commitment S2 Coaching (Direct and support) D3 High competence / Variable commitment S3 Supporting (Praise, listen and facilitate) D4 High competence / High commitment S4 Delegating (turn over responsibility for day-to-day decision making) Directing:The leader provides specific instructions and closely supervises the task. This style is appropriate for people who lack skill but are committed and eager to learn or those who do not want responsibility and want clear, specific instructions. Coaching:The leader gives some direction and supervision because team members, although they have some competence and commitment, are still relatively inexperienced, therefore require further development. They need support and praise to boost their self-esteem. Their involvement in decision making assists with the development process. Supporting:Even though team members do not need much direction, good support by the leader is still necessary to motivate and boost confidence. Delegating:Team members are both competent and committed therefore leader can give them responsibility for decision making and problem solving with little supervision or support. Power in Organisation Leadership Leadership and power are closely linked. Powerful people are normally those that others follow, so they become the leaders. The five bases of power were identified by John French and Bertram Raven in the early 1960’s through a study they had conducted on power in leadership roles. The study showed how different types of power affected one’s leadership ability and success in a leadership role. They identified five bases of power: 1.Legitimate:This comes from the belief that a person has the formal right to make demands, and to expect compliance and obedience from others. 2.Reward:This results from one persons ability to compensate another for compliance. 3.Expert:This is based on a persons superior skill and knowledge. 4.Referent:This is the result of a persons perceived attractiveness, worthiness, and right to respect from others. 5.CoerciveThis comes from the belief that a person can punish others for noncompliance. If youre aware of these sources of power, you can†¦ Better understand why youre influenced by someone, and decide whether you want to accept the base of power being used. Recognise your own sources of power. Build your leadership skills by using and developing your own sources of power, appropriately, and for best effect. Trust The first task of any leader is to inspire trust. Trust is confidence born of two dimensions: character and competence. Character includes your integrity, motive, and intent with people. Competence includes your capabilities, skills, results, and track record. Both dimensions are vital. The foundation of trust is your own credibility, and it can be a real differentiator for any leader. A persons reputation is a direct reflection of their credibility, and it precedes them in any interactions or negotiations they might have. Behaviours you can adopt to build trust in yourself: Talk Straight Demonstrate Respect Create Transparency Right Wrongs Show Loyalty Deliver Results Get Better Confront Reality Clarify Expectation Practice Accountability Listen First Keep Commitments Extend Trust Bibliography The Wall Street Journal Article: What is the difference between Management and Leadership (last accessed 4 August 2013) (http://guides.wsj.com/management/developing-a-leadership-style/what-is-the-difference-between-management-and-leadership/) The Biz Coach Article: 10 Key Differences between Leaders and Managers (last accessed 4 August 2013) (http://www.bizcoachinfo.com/archives/8426) Techno Funcâ„ ¢ Article: Trait Theory of Leadership (last accessed 4 August 2013) (http://www.technofunc.com/index.php/leadership-skills/leadership-theories/item/trait-theory-of-leadership-2) Article: Behavioural Theories of Leadership (last accessed 7 August 2013) (http://www.technofunc.com/index.php/leadership-skills/leadership-theories/item/behavioral-theories-of-leadership) About.com – Psychology Article: Psychology Theories (last accessed 7 August 2013) (http://psychology.about.com/od/psychology101/u/psychology-theories.htm) Research Methodology Article: Theory X and Theory Y (last accessed 7 August 2013) (http://research-methodology.net/theory-x-and-theory-y/) Mind Tools Article: Theory X and Theory Y (last accessed 7 August 2013) (http://www.mindtools.com/pages/article/newLDR_74.htm) Article: Fiedler’s Contingency Model (last accessed 11 August 2013) (http://www.mindtools.com/pages/article/fiedler.htm) Article: The Hersey-Blanchard Situational Leadership ® Theory (last accessed 11 August 2013) (http://www.mindtools.com/pages/article/newLDR_44.htm) Article: French and Raven’s Five Forms of Power (last accessed 11 August 2013 (http://www.mindtools.com/pages/article/newLDR_56.htm) Slideshare Article: Fiedler’s contingency model to leadership (by Bhobotosh Debnath) (last accessed 11 August 2013) (http://www.slideshare.net/bhobotoshdebnath/assignment-on-2) Businessballs.com Article: Tannenbaum and Schmidt Continuum (last accessed 11 August 2013) (http://www.businessballs.com/tannenbaum.htm) The Build Network Article: Leadership styles to master (last accessed 11 August 2013) (http://thebuildnetwork.com/leadership/4-leadership-styles/) The Fast Track Article: The 5 Types of Power in Leadership (last accessed 11 August 2013) (http://quickbase.intuit.com/blog/2011/08/26/the-5-types-of-power-in-leadership/) Leadership Now Article: How the best leaders build trust (last accessed 11 August 2013) (http://www.leadershipnow.com/CoveyOnTrust.html)

Birth Control :: Contraceptives, Birth Control Essays

What exactly is birth control? Birth control means things that can be done to ensure that pregnancy only happens if and when wanted. Nowadays there are a great variety of ways to assure birth control. However, there is only one way that can be considered 100 percent secure. The more it is known about birth control options, the better chances of avoiding an unwanted pregnancy and reducing the risks of getting a sexually transmitted disease, including AIDS.   Ã‚  Ã‚  Ã‚  Ã‚   The only guaranteed option of birth control is abstinence. Abstaining from having sexual intercourse will ensure that pregnancy does not occur and also prevents sexually transmitted infections. People may find it difficult to abstain for long periods of time and tend to end their abstinence without being prepared to protect themselves against pregnancy or venereal diseases. Many choose outer course which is sex play without vaginal intercourse. For others, it is sex play with no penetration at all. It is a 100% effective against pregnancy unless pre-ejaculate or sperm gets onto the vulva or into the vagina. Outer course however, frequently leads to intercourse, therefore another form of birth control and protection from infection has to be used. The most commonly used methods of birth control are the condom and the pills. The pill is taken once a day and a pack should be completed every month. Combination pills contain estrogen and progestin. Others are progestin-only. Pills contain hormones that work in different ways. The condoms are a sheath made of thin latex or plastic to cover the penis before intercourse to keep sperm from joining egg. No matter how old one is , it is very important to use condoms with another method of birth. There are a large variety of birth control options in the market these days. These options include the patch, the ring, and the shot. The shot, of the hormone progestin, is applied in the arm or buttock every 12 weeks to, prevent release of egg or, prevent fertilized egg from implanting in uterus. The patch a thin plastic places on the skin of the buttocks, stomach, upper outer arm, or upper torso once a week for three weeks in a row. The ring is a small, flexible hoop inserted deep into the vagina for three weeks in a row and taken out the fourth week. The Ring protects against pregnancy by releasing estrogen and progestin.

No one person is perfect Essay

No one person is perfect. Mistakes, just like water, are an essential part of life. It’s not for our faults that we should be judged; rather it’s the way we learn to accept our human nature and change for the better. In Nathaniel Hawthorne’s Puritanical novel, The Scarlet Letter, the main character, Hester Prynne, commits an offense of infidelity against her husband, Roger Chillingworth. From then on her secret affair with the Puritan minister will always be on her mind considering the degradation she was subjected to and the infamous letter that will be forever embedded on her bosom and her child Pearl — the fruit of her sin. Hester was a woman that was well ahead of her time; she displayed the traits of being courageous while being passionate and independent. An attribute that takes someone to be courageous, passionate and independent is strength, which is required for one to endure. These were traits that were uncommon for a woman to possess during the time when Hawthorne wrote this novel, but even more unusual to find in a woman who was convicted of committing adultery. Hester Prynne displays her trait of courage and passion when she stands up to Governor Bellingham. Bellingham and his assistants confront her custody of her daughter Pearl because they think it would be better for Pearl to be raised in a more Christian-like household. But Hester, being bold and strong, stands up and responds, â€Å"I can teach my little Pearl what I have learned from this,† (107) referring to the scarlet letter. Bellingham then follows by indicating that the letter is precisely the reason for wanting Pearl to be removed from her care. This is a remarkable scene, where it is rare to see an aberrant adulterous woman speak up for herself to a person of much higher authority. But, eventually Arthur Dimmesdale, Pearl’s unidentified father, preaches on Hester’s behalf and persuades Bellingham to permit Hester continue her care. Early in the novel, Hawthorne explains that Hester was forced into a marriage to a man she did not truly love, and after being separated for a long amount of time, she became attracted to another man. Then later, she became a victim of a crime, which she was severely punished, despite the fact that  she could only be accountable for half of the incident. Hester was much stronger and more courageous than her partner in adultery. Arthur Dimmesdale her secret lover was a minister in a Puritan church, who hides his sin from his congregation in order to maintain his reputation. He tells Hester, â€Å"happy for you Hester that wear the scarlet letter openly upon your bosom! Mine burns in secret (177).† Meanwhile Hester had enough audacity to stand alone with out a known partner in crime. She respected Arthur’s decision to stay silent without a word against him. Yet Hester accepted the consequence that came along with committing adultery. While learning to live life after the embarrassment she went through at the scaffold and the life long punishment of having to wear the embedded letter â€Å"A† on her chest. That scarlet letter made her stronger, and a woman to be later admired from her Puritan counterparts. In the early chapters of this story, Hester’s social life was virtually eliminated as a result of her shameful history. Knowing that all she had after she walked out of the prison door was her letter on her chest and beloved daughter Pearl by her side. She brought home her income by working as the town seamstress. Hester devoted the remainder of her time for creating garments for the poor. Overlooking the fact that they treat her badly in spite of her good intentions. She was even the object of ridicule to young children who crept up to her house to spy on her. But through the seven years since she had Pearl, Hester’s reputation changed. She was a woman full of passion for the needy and everyone else who befriended her. If asked about the woman with badge, strangers would respond, â€Å"†¦the town’s own Hester, who is so kind to the poor, so helpful to the sick, so comforting to the afflicted! (159)† Hawthorne goes as far to state that, â€Å"the scarlet letter had the effect of the cross on a nun’s bosom.† This effect gave her practically access into every home. The â€Å"A† which formerly stood for â€Å"Adultery,† took on another meaning to the townspeople, to them it meant â€Å"Able† (158). For Hester to change her faà §ade from an adulterous woman to a woman everyone loved. Hester’s â€Å"badge of shame,† made her a stronger person. The symbol made her  stronger because she had to walk through town being harassed by the inhabitants of Boston. Yet, Hester wore the letter with pride and courage that it would not get her down and she did live her life in solitude but yet transformed it in to being a successful seamstress which provided support for her and Pearl. From the appearance of it she turned a demeaning scarlet letter into a well-tailored accessory by embroidering it with gold thread. Hester was also aware that her sin was immoral, but by being open about it she was able to become a stronger person. Hester proved that by repenting and repelling sin, it is capable of making one stronger. Hester was truly an â€Å"Able† woman.

The Scramble for Africa in Late 19th Century to Early 20th Century.

During the late 19th century and the early 20th century, European countries began their scramble for Africa which caused African to suffer from violence like wars, slavery and unfairness, but there was also a positive, peaceful and diplomatic consequences and events in Africa like fair trade system, new technology and the security given to Africans under European rule. An additional document written by an African commoner would help to further assess the African actions and reactions by telling what happened to them during that time period and their reaction towards that issue.European imperialism in Africa mainly caused violent acts and suffering to the African natives but there were positive event. Before European imperialisms, Africans lived their usual lives and attended their crops. However, during the imperialism, Africans had to attend European crops because they were treated like slaves and had to do the bearings for their colonizers (Doc. 4). There were also wars and rebelli ons against the Europeans to fight off their colonization deed because of the unfairness and suffering they had to endure.For example, machine guns, cannons and strategies and formation skills helped to efficiently kill people and cause suffering (Doc 5). Also the violence against Africans can’t be merely described in words, for Europeans took away their land and possessions. They burned their villages, killed and plundered and so their wickedness and injustice against the Africans were seen (Doc 9). A German officer said that the Africans had a magic medicine that would give them good harvest and invulnerability to Europeans.This would help them fight off the unfairness of slavery, under-wage labor, bulletproof ability and strength women and children from the hardships of war (Doc. 8). But by analyzing this document, we should take into account that this is written by a German officer. By interpreting this, we could see that the German officer is mocking the Africans for bei ng superstitious and using petty medicines to fight off their supreme power.Because the Germans saw themselves as a powerful nation through strong military tactics and improved technology, they are making fun of the Africans for using this medicine to win over their rule. However, Africans had a strong sense of nationalism, especially women, like Yaa Asantewa. As queen she saw the cowardliness of the chiefs and gave them a long speech about the bravery of Ashanti is gone and if they aren’t willing to go forward and protect the country, the women will. They would hold arms against the Europeans until the last of them dies (Doc. ). Also chief Maherero wrote a letter to another chief in order to help persuade him to take arms against the Europeans, to fight rather than die from weakly disease or maltreatment, etc. (Doc 7). This shows that’s strong sense of nationalism within Africa. Even though there were mostly war and violence, the source of suffering in Africa, there w ere also peaceful and positive means in colonization. Africans and Europeans signed a contract calling for equal trade, fairness, bettering of the people, no war and not interfering with native laws and customs. Doc. 1) However, because of the contact between African and Europeans through wars and other forms of contact, improved technologies were brought to African through the Europeans (Doc. 5). For example, machine guns, cannons and strategies and formation skills helped influenced the warfare in Africa, like the Battle of Adowa, where Ethiopians fought against the Italians and won. Also, Prempeh I declined British’s offer to become one of its protectorates, however he wants to stay under peaceful terms with them and traditional at the same time (Doc 2).When analyzing this document, we should take into account that Prempeh I is the king. So by interpreting this document, we could conclude that because he’s the king of Ashanti, if he became part of British’s p rotectorate countries, he would lose his power as king. Because by declining, it benefitted him, he decline British’s offer. The Emperor of Ethiopia also declined to become a protectorate under the Europeans because God had protected them and would continue to protect them for God doesn’t want to divide up Ethiopia (Doc 3).He also stated that God would help aid them in recovering their lost lands to Muslims. With this, we could conclude that Ethiopians during that time period is very Christian and believed in God. Europeans countries began to their imperialisms in Africa during the late 19th century and the early 20th century, where they caused violence and suffering like rebellions, slavery and unfairness to the Africans, but there was also a positive, peaceful and diplomatic events in Africa like fair trade system, new technology and the security given to Africans under European rule.

Listo Systems Essay Essay Example

Listo Systems Essay Essay Example Listo Systems Essay Essay Listo Systems Essay Essay Listo Systems direction decide to implement â€Å" Black Box† . a new anti larceny informations security system to undertake recent addition in informations larceny. The new anti larceny system will act upon the motion of informations every bit good as the working manner of full staffs. Cami Machado. an experient staffs of Listo system who was managing â€Å" traffic† undertaking and proficient staff preparations and support is chosen to take â€Å" Black Box† installing undertaking. Sing her first-class path record to implement new hardware and package. company chose her to take the undertaking. She is excited about the concern chances traveling to make by installing of new â€Å" Black Box† undertaking. However. the installing procedure will non be easy. as it seems. She is confident about her ability in successfully put ining â€Å" Black Box† but worried about the staffs opposing the procedure of installing. Most of the proficient staffs are against this undertaking. Further. artists’ staffs believe that the great impact of this undertaking will be on creativeness procedure. In add-on to this. installing of this undertaking will increase the hazard of fring originative staffs to challengers who do non hold â€Å" Black Box technology† . Causal variables â€Å"Causal variables are those factors that influence the class of developments within an organisation and its consequences or achievements. These variables are within the organization’s control and can be altered by the organization† ( Hersey. Blanchard A ; Johnson. 2008 ) . In this instance. â€Å"Black Box† is the causal variables. This undertaking has ability to act upon Listo development procedure every bit good as the terminal consequences or achievements of Listo. Further. â€Å"Black Box† execution determination is wholly under control of Listo direction and the determination of installing can be changed by the Listo direction if they want to. Intervening variables The human resources that are affected by the determination of Listo System of implementing Black Box ( Causal variable ) are step ining variables ( Hersey. Blanchard A ; Johnson. 2008 ) . The current status of most of the Listo’s proficient staffs and artists’ staffs who are defying the installing of Black Box are step ining variables in this status. Most these step ining variables ( proficient and creative persons staffs ) will choose to go forth the Listo for rivals if there demand is overlooked. Potential end product variables Potential end product variables are the dependent variables that reflect the accomplishments of the organisation ( Hersey. Blanchard A ; Johnson. 2008 ) . The extends to which the â€Å" Black Box† can command the hacking and informations larceny of Listo system will be the possible end product variables. The end product variables in this will depend on the proper installing of â€Å" Black Box† and the committedness and motive shown by step ining variables ( proficient and creative persons staffs ) towards the aim of this undertaking. If I were Cami After thorough analysis of insouciant. intervening and stop consequence variables. I have found that insouciant variable is cardinal of three variables. Casual variable create state of affairs of step ining variables. which will hold great impact on terminal consequences variables. Trying to alter step ining variables will non alter the terminal consequence variable by much instead seeking to alter insouciant variables will be effectual on both intervening and stop consequence variables ( Hersey. Blanchard A ; Johnson. 2008 ) . In this instance. seeking to alter the attitude of proficient staffs and creative persons staffs will be much less consequence on terminal consequences variables. Alternatively. I would instead bespeak suggestion ( aid ) from those apposing staffs on how to implement this new undertaking to fulfill their complain. Modifying Black Box installing undertaking harmonizing to their petition will better terminal consequence variables. If I were foreman If I were Cami foreman. I would concentrate my clip on motive and commanding. The planning to put in â€Å" Black Box† and organisation require to put in â€Å"Black Box† is already finished. Now. I have to concentrate all my attending on commanding that everything is traveling harmonizing to the program. If non. what commanding step should I need to take to convey undertaking on path. Further. to heighten efficiency. employees’ motive is necessary. Being foreman. it is my duties to actuate employees to travel frontward to achievement of organisation ends.

7 Ways to Determine the Person to Provide You with Professional Academic Writing

7 Ways to Determine the Person to Provide You with Professional Academic Writing 7 Ways to Determine the Person to Provide You with Professional Academic Writing The life of a student can be overwhelming. Suddenly, you have more tasks to do, and less time to for them. You haven’t been getting enough sleep and you’ve been neglecting social time with friends. You’ve finally decided that it’s time to hire a professional writer to help you with your academic paper. Unfortunately, you may find that seeking out and hiring the right professional writer is almost as much work as writing the paper yourself! The Internet turns up pages of results when you are looking for a professional academic writer. You’re probably wondering how you can narrow them down. And how do you know which ones are reputable, and which will just take your money and supply you with a low-quality work? We’re here to make this task easier for you. Here are the things that you need to look at while seeking out someone to help you with professional academic writing. 1. A College Degree It’s not hard to post something online that declares you as a professional writer. Anyone can do that. And while a college degree does not automatically mean that someone is a good writer, you do want someone who is well versed in the requirements of academia and can prove that he/she has already mastered them. 2. Certifications Most professional writers have engaged in some kind of advanced coursework or have taken on challenges that resulted in awards or certificates. Don’t hesitate to ask candidates whether they have any of these. 3. Samples There is no more genuine proof of what a writer can do than actual samples of his/her works. It’s easy for anyone to tell you what they have accomplished, but more impressive if they can actually show them to you. 4. Curiosity Always ask the candidate whether they have any questions due to the job. If they don’t, that should be a red flag. A candidate who has no thoughts or ideas about the project probably sees it as nothing more than a quick way to make a few bucks. You want someone who actually cares about the work and asks questions to determine how to accomplish it. 5. Ability to Meet Deadlines Let’s face it: you’re hiring the person purposely because you have some difficulties meeting your deadlines. If they can’t accomplish this most basic requirement, nothing else really matters. If possible, talk to other clients of this particular writer and find out how timely he/she is in completing tasks. 6. Guaranteed Originality It’s easy to copy something from a website or use a paper that was previously used by another student. Hey, you could even do that yourself. But, with the prevalence of plagiarism detecting software, you can’t afford this kind of rookie mistake. Make sure that your candidate can guarantee 100% original work. 7. Clear and Fair Payment Terms The terms of your contract should be clearly stated up front. There should be no ambiguity about the deadlines or the price. Verify how the writer expects to be paid: by the hour, by the word, or by the essay? You must clearly understand his terms so you won’t get any surprises. Also be wary of writers who demand that you pay them before they have done any work. Payment should be rendered only after you get tangible results. Take these as your guide, and there is no doubt that you will find a writer who can be a great support to you.

CRITQUE MY PEERS Essay Example | Topics and Well Written Essays - 500 words

CRITQUE MY PEERS - Essay Example Similarly the essay refers to the possibility of the employees in daycare centers having criminal history, which the author backs up with suitable examples. This argument is also a valid one in terms of what one can observe in the society. The narration of the medical concerns and the mention of the amount the author had spent in treating a child sound a little weak. Medical problems do not seem to be the rampant issue in day care centers. If the author feels so, this contention should have been supported through research evidence. My suggestion would be to include some of the advantages of daycare centers such as they can come as a solace when both parents need to work at the same time. To refute this, I would argue that this does not qualify a daycare center to win the trust of parents. I would also include some suggestions relating to such facilities being more professional and the government or community involving more in the operation of such organizations to ensure that the consumer receives proper services. Does the author use signal phrases to introduce quotes? (Signal phrases are discussed in more detail in section 10g of The New Century Handbook. ) If so, provide an example. If not, suggest the correct way to do this. All quotations that the writer has used are stand alone, without integrating them into the writing. The author also has not used signal phrases appropriately. I personally believe that rather than using stand alone quotations, the writer can integrate the quotes into the writing so that the prose will have better coherence and flow. The writer has not used proper in-text citations in the paper at this stage. However, it appears that because this is a draft. The citations, as they are now, do not follow the standard requirements for acknowledging the sources. I presume the writer will address this issue before submitting the final paper. The