Famous Life Quotes - A Select Collection

What is this life if full of care; we have no time to stand and stare. These famous lines from the poem Leisure by W H Davis sum up my attitude towards life. The life we lead must be worth living.Think about it. Every one gets the same twenty four hours in a day. But only a handful realize the value of time. Make sure to utilize your time wisely. Dont pursue unattainable goals and remain disappointed. Real happiness lies in enjoying every moment of your life, doing what you wish to do. Build your life, minute by minute, with memories of love, kindness, and courage. Reflect on the words of famous people. Understand their perspective about life, and gain new knowledge. A Zen SayingSit quietly, doing nothing, spring comes, and the grass grows by itself. Ernest L. WoodwardSo great has been the endurance, so incredible the achievement, that, as long as the sun keeps a set course in heaven, it would be foolish to despair of the human race. Ralph Waldo EmersonSo much of our time is preparation, so much is routine, and so much retrospect, that the path of each mans genius contracts itself to a very few hours. Samuel JohnsonSome desire is necessary to keep life in motion. Thomas FullerSome have been thought brave because they were afraid to run away. Jane RubiettaSomeone may have stolen your dream when it was young and fresh and you were innocent. Anger is natural. Grief is appropriate. Healing is mandatory. Restoration is possible. Stephen CoveyStrength lies in differences, not in similarities. Kenneth HildebrandStrong lives are motivated by dynamic purposes. Vincent LombardiSuccess demands singleness of purpose. Booker T. WashingtonSuccess is to be measured not so much by the position that one has reached in life as by the obstacles which he has overcome.

The Is An Online Quiz Site Essay - 933 Words

hey does anyone remember when okcupid was an online quiz site? i do. the world seemed a lot easier those days, when answering a few questions would allow me to gain insight into my deepest desires, personality and which teenage mutant ninja turtle i was most like. inevitably, the natural paradox of improved technology and interconnectedness is that with increased ease of access and simplicity also comes unforeseen complexities. gone are the halcyon days of quizilla—we find ourselves in the fast-paced, no-nonsense era of buzzfeed, a site which can determine â€Å"which magic mike star you should get a lapdance from† with a terrifying, deadly efficiency. so basically the point i am trying to get at with all the introductory crap i just spewed is that i’m a big fan of questionnaires that can compartmentalize and label the various facets of my personality. i vastly prefer being told what i am rather than wasting countless hours on earnest self-reflection and independently constructing a sense of self on purpose because ain’t nobody got time or the bugspray for that walden shit. however, since i deign myself superior to the superficial diagnoses provided by buzzfeed and its various other modern contemporaries, i only subscribe to the most traditional and old-school pseudosciences such as astrology, numerology, geomancy, graphology, etc. i also believe in the mbti or myers-briggs type indicator based on jung’s theory of personality/archetypes because that stuff was developed almost aShow MoreRelatedMicrosoft Office and Following Chapter Assignments973 Words   |  4 Pages†¢ Complete the online quiz for this chapter– found on Blackboard Office 2010 Windows 7: Essential Concepts and Skills Pages OFF -1 through OFF - 80 Deadline for all work in this chapter – August 27 †¢ Assignment Two – found on Blackboard †¢ Complete the online quiz for this chapter– found on Blackboard Outlook Pages OUT - 1 through OUT - 48 Deadline for all work in this chapter - August 31 †¢ Assignment - please follow instruction on Blackboard site †¢ CompleteRead MoreImportant Information Registration Click The Image Of Register1618 Words   |  7 Pagesyour plan to use this site for the 2015-16 year. 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Luke also thinks social media would be a good way to advertise to a wider range of customers. About 80% of the customers of Joe responded positively to the idea of online booking of services, so he decided to go ahead with setting up of the website. 1.Website Specification: 1.1 Goals of the site: The basic objectives of the company/website are listed below: †¢Read MoreChemistry : Fluid And Electrolyte Imbalance990 Words   |  4 PagesMajor electrolytes such as sodium, potassium, calcium, magnesium, and chloride. †¢ Clinical manifestations associated with electrolyte imbalances. 5. Understanding fluid volume excess and fluid volume deficit while planning care. Preassessment quiz PowerPoint presentation. Lecture Video presentation. Demonstration along with lecture Flow chart Group discussion Case study. 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Women Rights In Workplace Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Women Rights In Workplace. Answer: Introduction. Due to discrimination and mistreatment of female gender in the working places, rules have been established which govern how women are treated in their respective working areas.The rights are expected to be adopted in each and every organization failure to which strict measures are taken. The rights are applicable in each country globally, and they are well stated in International Labor Organization (ILO) (Zia, Batool Yasin, 2016). Currently, women enjoy most freedoms than men today in workplaces. Women have also joined the men in the top rated employments like teachers, doctors, and lawyers. They are also represented in some technical jobs previously reserved for men like truck drivers, designers amongst others (Pereira Rodrigues, 2014). There also exist empirical evidence to show that discrimination against women still exists in different forms in their respective workplaces. Globally, all women are encouraged to know their rights in their working stations and take responsibility in helping stop the violation of the rights (Rakow, 2015). This paper reports the implications of employees, the human resource manager (HRM) and leaders to women rights in the working place (Pereira Rodrigues, 2014). The report is organized such that the effects are reviewed accordingly and conclusions and recommendations made at the end. Overview of the topic. Today, women make up 40% of the world workforce (Zia, Batool Yasin, 2016). They play a vital part in the economy of every country. Job opportunities offered to women seem to be low globally (Masson Ross, 2014). Women also make less than their counterparts in every country on earth. Women are likely to be poor, under-educated, employed in low wage and prone to dismissal during expectation or getting married (Repa Guerin, 2014). In many countries, women seemed to be subject to discrimination and denied their rights like regular pay and working hours, permanent contracts and freedom of associations. Women are also likely to be abused in matters like sexual violence, forced to pregnancy tests and general harassment. In the United States women have worked to some capacity but mostly the menial jobs for low wages (Reed, 2014). The number of women in work increased during the First World War due to a shortage of men. During the Second World War, the number increased significantly. Women took positions which earlier had been occupied by people. The number of women in workplaces rose to 7 million, 2 million of them worked in heavy industries. Women had no formal workplace rights until the passage of Tittle VII of the Civil rights act of 1964. The act mostly emphasizes on discrimination based on color, race, religion, sex and national origin. The Title VII makes it illegal for employers to exclude any qualified women from any available positions. The laws, therefore, empowers women to sue employers if they feel that they have been excluded from a position based on gender. Laws were also signed on the payment of women. President John Kennedy signed a law which stated that women should be paid same as m en (Repa Guerin, 2014). The rules were primarily formulated to increase the status of women in the workforce. The pace at which women have been brought to workplace have not yet matched the expected social status of women (Sadruddin, 2013). The opportunities in working places have increased, but the different expectations and domestic violence have remained unchanged (Earl Taylor, 2015). Development organizations like the World Bank and the United Nations have intervened to ensure that the equality in working places has been but into practice. The organizations aimed at involving the women in ensuring economic growth of different countries. The mechanism employed was formulating women rights in workplaces. The rights were to be applicable in every country. Campaigns have also been organized to address gender equality in the working process, but there exist evidence that the efforts did not give the expected fruits (Basok, Hall Rivas, 2014). To curb or minimize diversity in working places women should fully cooperate by ensuring that they speak out for themselves. Implication for employees. The employees in all organizations should ensure that women rights are practiced in all activities. Everybody should be involved in ensuring that women employees are comfortable and give the expected quality and output from their work. Previously, there existed the misconception that some tasks should be performed by particular gender. The mistake most preferred men as superior and they should perform the best jobs in an organization (Masson Ross, 2014). If employees serve a certain employer, it means that all employees have met the requirements for the job. The duties should, therefore, be done equally irrespective of the gender. Some individual employees usually think that some tasks in an organization like maintaining cleanliness should be observed by the female sex. Such employees seem to be biased, and they should always realize that each and every employee in and organization met the requirements and the qualifications of the job before getting employed (Blank, 2013). Therefor e the female gender should not be seen as inferior by other employees in matters pertaining task performance. All employees of any organization should be keen on observing ethics while attending the assigned duties. Previously many cases about women harassment by their fellow male employees while in work have been reported (Johnson, Luckhaupt Lawson, 2015). Employees should respect each other irrespective of the gender. An employee of any organization where a woman works should not sexually harass any woman in any way. The employees should cooperate and ensure that the working environment is friendly (Turk, 2016). Sexual harassment may include original comments by the male workers, sexual advances, and touching. The women rights strictly warn the male gender against this and stern measures are usually taken once such cases are reported. Women or any other employee should directly be involved in ensuring that the rights of women in the workplace are practiced. Some women usually shy off from reporting cases pertaining sexual harassment. Any employee should take the initiative of observing this and reporting such cases to the respective personnel (Rakow, 2015). In case a particular employee harasses a woman in the workplace the cases should be reported to the employment opportunity commission or a supervisor. It is important that all employees in an organization join hands in ensuring that the rights of women in the workplace are practiced. Such processes gain self-respect to every employee, and it makes the working environment-friendly. Maximum results are therefore likely to be produced since each, and every employee is busy playing their respective roles (Turk, 2016). Implication for human resource manager (HRM) The human resource manager is officers who link the employer with the employees. They are professionals, and they are expected to perform their duties with high integrity. They are responsible for recruiting new hires in case a vacancy is declared. Human resource manager usually sees the smooth running of the organization through ensuring his employee plays his or her part as expected (Sadruddin, 2013). The human resource manager also provides that employees coordinate well and handles cases arising in the group pertaining employees. Since human resource manager is the personnel in charge of recruiting employees, it is expected that he or she does it indiscriminately. Hiring employees should be governed by qualifications and experience as well as a willingness to work (Johnson, Luckhaupt Lawson, 2015). In the past, some human resource manager has discriminated the female gender regarding offering jobs. In most cases, some jobs were referred to as technical, and it is only the male employees who were offered. Due to continuous fight for gender equality in matters concerning workplace and introduction of women rights in workplace jobs are given based on qualification (Yarber, Sayad Strong, 2013). Human resource manager should see each personal capable of doing all jobs provided he or she possess the required skills. If a woman feels that by any chance the human resource manager was biased in giving opportunities or offering jobs, she should report to the necessary authority who ends up taking stern action on the human resource manager. Some human resource manager has also been reported to harass the female gender so that they can give them a favor. The support may include a promotion or offering jobs. Cases of human resource manager harassing female employees have been recently reported. Some personnel has requested for a sexual favor so that they can promote or give jobs to employees in the organization. Such actions can be associated with characters who are not competent with their profession, and they should be presented to a court of law for violating women rights in the workplace. Women who have been looking for a job for long days unsuccessfully or needing a promotion are likely to fall into the trap and go through the harassment. Women should ensure that their rights aren't violated by people want to benefit themselves by terming themselves as superior simply because they are male. Such gender-based inhuman practices should be reported therefore appropriate measures taken. Human resource managers (HRM) should get involved directly in protecting the rights of women in the workplace. As professionals, they should not be required any chance in violating the working rights of women. Equity should be insisted in assigning of duties and promotions. The male employees should not be preferred or termed as best in performing some tasks (Cohen Taub, 2013). Qualifications should be the determinant on who will be assigned the task or offered a promotion. The human resource should stand firm to protect the female employees against some employees who undervalues the female employees (Boston OGrady, 2015). Some employees, especially in the third world countries, may not respect the value of women in organizations. They usually consider the male gender as being superior in all activities which are opposed in women rights workplace. Human resource should ensure such issues do not exist in the organizations. The male employees who see female employees in such perspect ive should be forced to understand the essence of gender equality in society. The human resource manager should ensure that respect exists among workers and the environment is conducive for everybody. There is empirical evidence to show that employees are likely to perform better if they are free and they are respected, and their output is acknowledged (Moghadam, 2014). Therefore if the human resource manager protects the rights of women employee and protects them, they are likely to perform better, and they will have a chance to participate in ensuring economy growth. Implication for leaders or manager. It is evident that if the leaders or the directors of an organization protect the rights of women in the workplace, anybody else will also observe the same. The leaders of any organization have the responsibility of direct involvement to ensure that rights of women are seen. The manager should not exclude a lady from opposition due to pregnancy. Provided the woman performs her duties to adequate levels then she has the right of remaining in the organization till she goes for a maternity leave. The employers also should not fail to hire only due to his or her gender, marital status or age. The management should give everyone an opportunity to vie for the job. Qualifications and experience should be the only criteria applied to eliminate the workers (Casas-Cortes, 2014). The leaders of organizations should insist on equality on payments (Fish, 2014). Previously there has been the trend of women making lower gains than men whereas they're performing the same task. The management should ensure that payments are made equal irrespective of the gender. When women are paid equally to men, it means that they are motivated to offer their labor since there is no discrimination. The women workforce globally therefore increases. The leaders and the management of any organization have the mandate of ensuring that women rights are observed in the workplace (Kennedy, 2016). They are in charge of formulating the policies which will govern the same in their organizations. The human resource manager (HRM) has to follow the formulated policies from the management strictly. The employees also should adhere to the policies. Once the command sets the rules, then the activities involving violation of woman rights in workplaces are likely to be curbed. Every individual in an organization will ensure that women are respected and given equal chances as well as men in all activities. Conclusions and recommendations. Previously women have been discriminated in their working places. Matters pertaining job awards and promotions favored the male employees. Women have also been discriminated in the sector of earning whereby they perform the same tasks as men yet receive weak earnings. Women have also been harassed in their working places. The harassment may pertain dismissal after pregnancy, hostile working environment, sexual harassment and unwanted sexual advances that may put them in fear of losing a job. Currently, things have changed since women possess the same rights as men in working institutions. The formulation of female rights in working places by organizations like the United Nations have played a key role in bringing the change. Campaigns have also facilitated the adoption of the new trend. It is now mandatory that each and every person in any organization irrespective of the rank must observe women rights. Employees should ensure that they respect women rights. The human resource manage rs also have the duty of ensuring that women workplace rights are upheld. The leaders and the directors of any organization are expected to initiate the process of observing women rights in their workplaces. Undoubtedly such methods will lead to increased women workforce globally, and women will fully participate in the economic growth of their respective countries. Women will, therefore, earn respect and experience equal treatment in their working institutions. References. Australian Human Rights Commission. (2015). National Prevalence Survey of age discrimination in the workplace 2015. Basok, T., Hall, A., Rivas, E. (2014). Claiming rights to workplace safety: Latin American immigrant workers in Southwestern Ontario. Canadian Ethnic Studies, 46(3), 35-53. Blank, R. A. (2013). Fetal protection in the workplace: women's rights, business interests, and the unborn. Columbia University Press. Boston, S., O'Grady, F. (2015). Women workers and the trade unions. Lawrence Wishart. Casas-Corts, M. (2014). A genealogy of precarity: A toolbox for rearticulating fragmented social realities in and out of the workplace. Rethinking Marxism, 26(2), 206-226. Cohen, S., Taub, N. (2013). Reproductive Laws for the 1990s. Springer Science Business Media. Earl, C., Taylor, P. (2015). Is workplace flexibility good policy? Evaluating the efficacy of age management strategies for older women workers. Work, Aging and Retirement, 1(2), 214- 226. Fish, K. S. (2014). Women in the Workplace: Exploring the Effect of Motivational Factors on Job Satisfaction for Women Working in a High Tech Organization. Johnson, C. Y., Luckhaupt, S. E., Lawson, C. C. (2015). Inequities in workplace secondhand smoke exposure among nonsmoking women of reproductive age. American journal of public health, 105(S3), e33-e40. Kennedy, E. (2016). The invisible corner: Expanding workplace rights for female day laborers. Masson, F., Ross, E. (2014). Sexual Harassment as a Contributory Factor in WorkFamily Conflict: Implications for Policies in the Workplace. In WorkFamily Interface in Sub-Saharan Africa (pp. 89-109). Springer International Publishing. Moghadam, V. M. (2014). Modernising women and democratisation after the Arab Spring. The Journal of North African Studies, 19(2), 137-142. Pereira, M., Rodrigues, E. J. (2014). Sexual Harassment at Workplace in India Medico-Legal Aspects. Journal of Indian Academy of Forensic Medicine, 36(4), 421-424. Rakow, L. F. (Ed.). (2015). Women making meaning: New feminist directions in communication (Vol. 10). Routledge. Reed, T. F. (2014). VII, the Rise of Workplace Fairness, and the Decline of Economic Justice,19642013. Labor, 11(3), 31-36. Repa, B. K., Guerin, L. (2014). Your rights in the workplace. Nolo. Sadruddin, M. M. (2013). Sexual harassment at workplace in Pakistan-Issues and remedies about the global issue at managerial sector. Journal of Managerial Sciences Volume VII Number, 1, 114. Turk, K. (2016). Equality on Trial: Gender and Rights in the Modern American Workplace. University of Pennsylvania Press. Yarber, W. L., Sayad, B. W., Strong, B. (2013). Human sexuality: Diversity in contemporary America. McGraw-Hill. Zia, A., Batool, S., Yasin, Z. (2016). Women Harassment at Workplace: A Study of Pakistani Television Channels. Global Media Journal: Pakistan Edition, 9(1).

Light Effects Measurement On Sedimentary Essays - Water, Chemistry

Light Effects Measurement On Sedimentary Particles In Water The purpose of this study plan is to measure the effects of light on sedimentary particles in water. This study plan will include information pertaining to equipment, procedures, and analysis. This plan will also discuss problems that could arise during the sampling. Objectives The objective of this study is to observe whether sedimentary accumulation at various depths will effect the penetration of light energy. One reason for monitoring light penetration is to determine if sufficient energy is available for photosynthesis. This energy is effected by the amount of sedimentation that is suspended in the water. In order to ensure the data's scientific validity this study needs to include the main principles. These include selecting a control; a control will be the measurement that all other data is compared to. Second, the selection of the sample sites must be non-bias and random. This ensures that the experiments are not predictable or foreseeable. Finally the experiments must be described in great detail so that they can be replicated at a later date. Literature Energy is distributed throughout the world's oceans in several usable forms. The heat transmitted during absorption is responsible for ocean waves, temperature and currents. Light penetration in water will measure in units of quanta. This measurement refers to the amount of sunlight that penetrates the water at various depths. The light energy is absorbed and scattered by suspended particles, dissolved substances, and the water itself (USGS). Other factors include attenuation coefficient: rate at which light decreases with depth. This means that each site studied may have a different attenuation coefficient. An example of a high coefficient would indicate a rapid decrease in light penetration, therefore, high sedimentation. Another factor to be aware of is the color of the water. Color can effect the light penetration and intensity. Also the turbidity which is a measure of water clarity and how much material is suspended in the water. Suspended material could include soil particles, algae, plankton, microbes, and other substances (EPA). The sources of the turbidity could include erosion, waste, runoff, and bottom feeders (EPA). Equipment The instruments used to make photosynthetic measurements is called a Li-Cor Quantum/Radiometer/Photometer model #189. The sensory device is connected by a long cord and is used to measure at depth. It's called an underwater PAR sensor; Li-Cor #1925. This sensing device or photocell can also be used to measure surface PAR. Other devices to be used during the data sampling include lowering frame Li-Cor #20095, various weights and cables. The cables and weights will used to hold the sensors in the water column at the proper depths. Another instrument could be used to calculate the amount of PAR that is received at the surface. This instrument is called a pryanometer. It is not a requirement to use two different instruments for surface PAR, but just a suggestion that might give more scientific validity to the data being collected. Procedure While conducting this experiment it is necessary to have at least two people present to take the measurements. One person will lower the sensor in the selected site locations. The other person will record the PAR measurements from the display and calculate range values. The measurements will be taken within a four-hour period, two hours on either side of the solar noon. Solar noon is half way between sunrise and sunset; not 12:00 noon. Solar noon is at 1:15 PM, Central Daylight Time. This is the time when light energy is at the maximum. Samples are taken between 11:15 AM and 3:15 PM and are taken every 30 minutes; and data recorded at 10 second intervals. Before the samples can be taken it is imperative that the Quantum Radiometer be clean and free of debris and calibrated. This calibration will correct errors that may occur. Also the collection of the control data must be present. This control must be free of errors and represent the selected site. Another measurement must be made of the surface PAR. This data will help determine the amount of light energy present at the surface. Next the determination of water columns is important. These sites must be chosen randomly and cover the entire site. Later others can concentrate studies in points of interest. These measurements are taken using the underwater sensor attached to the lowering frame. Each water column will be measured at every 10 cm. These recordings will continue until the photometer can no longer detect light energy. The underwater sensor must be perpendicular to the bottom surface so that light intensity will be scattered