Essay on The Life of Nicolaus Copernicus - 566 Words

Nicolaus Copernicus was a Renaissance mathematician and astronomer. He is famous for his formulation of a heliocentric theory of our galaxy. This theory suggested that the Earth and other planets revolve around the sun, which is in the center of our solar system. This heliocentric model was the opposite of what people had believed before, which was that the sun and other planets revolved around Earth. Copernicus was a genius of his time and had a breakthrough in astronomy. He is known as the initiator of the Scientific Revolution. Copernicus had quite a tough life early on, because of the loss of his father, but he still managed to do very well in life. He was born on February 19, 1473 in Poland. He was the youngest of four children. His†¦show more content†¦Sometime in between 1510 and 1514, he wrote an essay known as Commentariolus, that introduced his theory of the heliocentric universe. This theory of his was revolutionary and people were a bit skeptical at first. Before he suggested his theory, everyone had believed Aristotle’s idea that Earth was the center of the universe and everything revolved around it. Although Copernicus’s new theory was not completely correct, it was very close and it changed how everyone viewed the universe. People then knew that everything in our solar system revolves around the sun. He had many other contributions to astronomy concerning the layout of our solar system and the universe. His heliocentric model clarified many unknown things that were occurring in space. He declared that the Earth’s rotation explains how the sun sets and rises. Copernicus also proposed that the movement of stars and the cycle of Earth’s seasons were caused by its revolutions around the sun. All of his ideas and proposals were very accurate and frankly amazing for a man of that time. He put everything he knew about astronomy into a book that a friend of his published for him. The book was called On the Revolutions, and he saw it published when he was nearing death at the age of 70. Nicolaus Copernicus was a great astronomer and very intelligent for a man of his time. He made amazing proposals about astronomy that turned out very accurate. If it wasn’t for him, we may not be where weShow MoreRelatedEssay on Early Life of Nicolaus Copernicus846 Words   |  4 Pagesaccomplishments of Nicolaus Copernicus, who faced many of the same challenges that many great discoverers faced in earlier times. I am also going to tell you about some of the mistakes made by Nicolaus Copernicus. Early Life of Nicolaus Copernicus: Nicolaus Copernicus is the latin name for this famous astronomer’s real name. His real name was Mikolaj Koppernigk, but lets just stick with Nicolaus Copernicus in this essay. He born in Torun, Poland on February 19th, 1473. Copernicus was born in a wealthyRead MoreThe Astronomer, Nicolaus Copernicus1026 Words   |  4 Pagespeople who thought differently. One of those people, was Nicolaus Copernicus. Nicolaus Copernicus came into the world on February 19th, 1473 in Torun, Poland. He was the fourth and youngest child born to Nicolaus Copernicus Sr. and Barbara Watzenrode, an affluent copper merchant family. When Copernicus was 10 years of age, his father died. His mother’s brother, Bishop of Varmia Lucas Watzenrode, took the place as a father figure. Copernicus attended the University of Cracow in 1491. He studied manyRead MoreThe Revolutions Of The Heavenly Bodies1533 Words   |  7 PagesDuring the 16th-18th centuries many historical events happened, in the 16th century Nicolaus Copernicus wrote a book called On The Revolutions Of The Heavenly Bodies. During the writing of the book, Nicolaus Copernicus was trying to prove that the Geocentric Theory was wrong. The book talks about how the planetary movements work and it also has many mathematical equations he used to solve the Heliocentric Theory, which would help other scientists continue his studies. A few years later, in the 17thRead MoreThe Contributions Of Nicholas Copernicus1684 Words   |  7 PagesToday Nicholas Copernicus is commonly known as the Father of Modern Astronomy. Over his lifetime he made many amazing contributions to the world of science. His love for astronomy first began when he was attending a university and from there it only grew. In his time some of his ideas were considered absurd, some were even frowned upon by the church. Though some of his theories were proven untrue, they have led to further study and new ideas of the astronomical world and have highly impacted theRead MoreRenaissance Art : The Renaissance And The Renaissance852 Words   |  4 PagesThe Renaissance, better known as the â€Å"rebirth â€Å"period helped bring life back to culture and the arts. It was a movement that began in Florence, Italy, but eventually spread throughout Europe. It stemmed from a very dark period in history. Prior to the Renaissance, Europe experienced the Medieval Times, or Da rk Ages, a time of war famine, and disease. There were many causes of the Renaissance such as â€Å"The Black Death† and the new idea that social class does not dictate your wealth. The RenaissanceRead MoreEssay about Human Beings and Nature: The Scientific Revolution1689 Words   |  7 Pagessociety. With leaders such as Nicolaus Copernicus, Galileo Galilei, Francis Bacon, Isaac Newton, and Rene Descartes, the Scientific Revolution proves to be a crucial piece to the puzzle of understanding the effects of humansà ­ interactions with the natural world. The changes produced during the Scientific Revolution were not rapid but developed slowly and in an experimental way. Although its effects were highly influential, the forerunners Nicolaus Copernicus, Galileo Galilei, Isaac NewtonRead MoreBiography Of Nicolaus Copernicus s Discovery Of Heliocentrism Transformed Astronomy1940 Words   |  8 PagesScientific Revolution, philosophical thinkers and scientists discovered new theories, such as gravitational physics laws and other opinions written in books. Nicolaus Copernicus’s discovery of heliocentrism transformed astronomy, his writings changed the people’s perspective of the universe further challenging the Catholic Church’s beliefs. Before Copernicus, people made scientific discoveries such as Aristarchus of Samos (310-230 BCE), had already identified the sun as the central unit of the solar systemRead MoreCopernicus s Theory Of The Planetary System Essay1025 Words   |  5 Pages When it comes to understanding how the planetary solar system works, few natural philosophers have affected us more than Nicolaus Copernicus. Nicolaus Copernicus was a scientist who was born on February 19, 1473. Around 1508, Copernicus started to develop his own idea of the solar system. His theory stated that the Sun was the center of the universe. Before Copernicus, it was widely believed that the Earth was the center of the universe rather than the Sun. Copernicus’s theory stressed the ideaRead MoreThe Development Of Astronomy During The Scientific Revolution1888 Words   |  8 Pagesscientists such as Galileo, Copernicus, and Newton made major discoveries in fields such as astronomy. This revolution started with the devel opment of Copernicus’ heliocentric theory of the structure of the solar system, which directly contradicted the accepted beliefs of the time (Scientific Revolution). In the beginning of the 17th century, Galileo designed and constructed an improved telescope, which he used to make significant astronomical discoveries that supported Copernicus’ theory (TelescopesRead MoreThe Scientific Revolution of the 17th Century616 Words   |  2 Pagescenturies, other philosophers, mathematicians and astronomers had laid the groundwork for what would be discovered during this period. Nicolaus Copernicus, Johannes Kepler, Galileo Galilei and Rene Descartes would forever change the way we viewed the world, science, math and our place within the Universe. The earliest of these scientists was Nicolaus Copernicus. He was a Polish astronomer born in 1473. At the time of his birth most of the world believe in a geocentric view of the earth. This had

Presentation Criminal Justice and Corruption Free India Free Essays

1. India-Emerging as major Cyber Crime Centre 2. Medical tourism in India 3. We will write a custom essay sample on Presentation: Criminal Justice and Corruption Free India or any similar topic only for you Order Now Educated Indians lack Patriotism 4. Has the parliamentary form of democracy failed in India? 5. Education- Is it solely government responsibility? 6. Examinations- has it killed education? 7. Invasion by MNC’s is a drain on the resources of India 8. Privatization will lead to less corruption 9. The government should enhance and ensure the quality of primary education 10. Politics and sports must stay apart 11. Bifurcation of states- will it lead to disintegration of India? 12. Nuclear Terrorism: A real threat 13. The influence of Affluence on today’s youth 14. Has India become a global success story? 15. Need for uniform system of education in India 16. Indian Hockey- can it rise like a phoenix from the ashes? 17. Crimes- a fall out of faulty education, unemployment or values? 18. Role of values in a globalized world 19. Power to the people is not a reality in our democracy 20. Biological warfare 21. Can strong values and ethics create a successful society? 22. Criminal justice system- A fact or farce in India? 23. Crime and punishment –Is there any correlation? 24. Success or failure-impact on young minds 25. NGOs-voices for the public good 26. What ails our Nation-terrorism or poverty? 27. Social networking sites-boon or bane? 28. Genetic modification –Is it ethical and safe? 29. Wikileaks 30. Organic food and India 31. China and its workforce 32. India at the cross-roads 64yrs after Independence 33. Role of media in shaping the destiny of India 34. Nature –our best teacher 35. Disaster planning and management 36. Nuclear power reactors and their safety 37. Changing gender Roles 38. Failed Dope tests-Failed sportsmanship 39. Scams have become the real shame of India 40. Godmen or conmen? 41. Lokpal bill Fiasco 42. AGRINDIA-A harbinger of resurrection / revitalization 43. Unitary education system versus infrastructure of government schools? 44. Can the erection of green buildings be realistic in developing countries? 45. Corruption free India- Can only be a dream!!! 46. Internet-the death of newspaper 47. The impact of climate change on Biodiversity 48. Migration-A burden on the economy 49. Music therapy 50. Black hole theory 51. Old drugs in new bottles-Realities, Reasons and Remedies 52. E-waste management 53. Indians abroad-victims of racism 54. Freebie culture – a blot on BPL psyche 55. Benefits of Reading 56. Social Issues in today’s society. 57. Negative Impacts of sciences. 58. Cloning. 59. Animal Rights. 60. Humanity is dying among people of the 21st century 61. God-Particle -A historic milestone in science 62. Is nuclear power worth the risk? 63. Justice has become injustice in people with money and power. 64. Inciting communal Passions-a threat to National internal security 65. God: Myth or reality 66. Emotional Quotient 67. Couch potato generation-who is responsible? 68. China: a Success story in Olympics 69. Series of Terror Attacks on India:Reasons 70. Save Tigers. Save Earth 71. Darwinism. 72. Role of Cinema in Social Awareness. 73. Aliens and UFO’s 74. Recycling. 75. Robotics:General Applications. 76. Environmental Pollution. How to cite Presentation: Criminal Justice and Corruption Free India, Papers

International Business Machines Corporation

Introduction The International Business Machines Corporation is among the largest U.S. technology and consulting corporations. It provides software and hardware and consults other companies with recommendations on improving technological design. The company has a well-developed corporate responsibility philosophy that is confined to several aspects.Advertising We will write a custom research paper sample on International Business Machines Corporation specifically for you for only $16.05 $11/page Learn More To begin with, IMB managers define new options and apply those to a number of societal problems. The company also assesses programs to gain the maximum results. It also pays attention to enhancing employees’ motivation, as well as provides new approaches and techniques to improving their communities. Finally, integrating corporate citizenship and responsibility is another integral part of the company’s philosophy because it allows the com pany’s managers to develop a comprehensive method to correspond to the values of global enterprise. Cultural diversity and generational differences are also included into such values. The main purpose of this paper is to define the main demographic characteristics of the company through analysis of reports and related documents. It is also necessary to define the ratio of types of generations, including Traditionalists, Boomers, Generation X, and Millennials. In addition, the paper seeks to highlight the programs and strategies that the company has implemented to manage the challenge of generational differences and introduce alternatives to make diversity an advantage for the company. Main Discussion Historic Background The company’s diversity history dates back at the end of nineteenth century when the Computing Scale Company, one of the company that later became the part of the IBM, hired Richard McGregor, an African American, along with Nettie Moore, Emma Manske, an d Lilly Philip. All these employees had been hired long before Lincoln introduced the Emancipation Proclamations, as well as women’s right to vote. In the course of the history, IBM has gradually been introducing the diversity policy – beginning with the creation of the training center for people with physical and mental impairments and ending with the company’s attention to the right equality of sexual minorities.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Thus, cultural acceptance, tolerance, equal opportunities, and diversity are standing at the core of the company’s creation. This company’s explicit commitment provides it with a wider picture of the opportunities it can take advantage of at the global arena. IBM’s employment policies were not confined to meeting the diversity needs of employees. Rather, the company never gave up in troducing new training programs for their workers to acquire new skills and enrich their experience. In 1932-33, Watson decided to augment the company’s inventory and expand the manufacturing capacity instead of hiring new personnel and dismissing the old one. By raising wages and introducing the retraining programs, the employees were highly motivated to increase their performance of the organization. Consideration of social and a pension scheme was also on the agenda and by 1945, the company formed a pension system despite deep economic crisis in the country. Therefore, the program introduced in 1930s â€Å"†¦reflected IBM’s commitment to retrain, rather than lay off, workers, and to promote from within the company’s own ranks† (Stebenne, 2005, p. 56). The no-layoff policy for the employees has now been followed over fifty years. Such a system is also called welfare capitalism which involves creation of exclusive benefits systems embodying and meet ing employees’ needs, problems, and concerns. More importantly, the employment policy has given foundation for considering generational differences and facing the challenging of globalization. Diversity, therefore, is the core task that IBM examines to improve organizational structure and performance. It also contributes greatly to a competitive advantage of a firm. Further development of diversity policies lead to the emergence of Equal Opportunity legislation, or Diversity 1.0 that was followed by Diversity 2.0 in 90s of the past century.Advertising We will write a custom research paper sample on International Business Machines Corporation specifically for you for only $16.05 $11/page Learn More The final program – Diversity 3.0, was introduced take advantage of generational differences and build effective teams to achieve the best results and meet customers’ needs (IBM, 2010). Perceiving differences as an advantage has been the f irst step toward building a successful corporation, as well as predicting the outcomes of the globalization process. Presenting Information on Company’s Attitude to Generational Differences Technological advances constitute the major task of IBM managers. In order to introduce innovation, the company should also pay attention to the aspect of generation difference to motivate, retrain, and improve productivity of the employees. In fact, the company acknowledges that younger generations are technologically savvy in comparison to much more experienced employees working in the companies much longer. Nevertheless, IBM industry innovator Andy McAfee in the interview states, â€Å"I’ve seen plenty of existing managers and executives and older knowledge workers jump on board very easily, but it is also true that people entering the workforce now – the Millennials – are just inherently more comfortable with †¦the tools†¦Ã¢â‚¬  (McAfee, 2011, p. 3). At the same time, the McAfee motivates Generation Y to induce new ideas, options, and opportunities, and contribute to the development of new software and hardware products. In addition, the managers realize the urgent need to face changes. Structural and managerial changes are possible through introducing new collaboration and knowledge models.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Detailed examination of generational differences provides a clear picture on the challenges and strategies that IBM adopts to solve problems. In this respect, the company has conducted research on the Generation Y presented in China marketing sector. Just like American employees encounter change, the Chinese sector should also be concerned with the facing the corresponding shifts (N-Dynamic Market Research, n. d.). Change management, therefore, comes to the forth of the company’s strategic mission and philosophy. The first stage of acknowledging changes is defining the characteristics of this generation. According to the research, this age category, born between 1980 and 1989, feels extremely comfortably utilizing high technology for global connections, social networking, and entertainment (N-Dynamic Market Research, n. d.). They also adjusted to immediate advantages that the technological world introduced to them (N-Dynamic Market Research, n. d.). Because the Generation Y, or Millennials grew up with the development of the Internet and computer, their attitudes to work considerably differ from those of older generations. According to the report, â€Å"Gen Y’s are generally resourceful, creative, flexible, quick, efficient, technologically savvy, and more problem solving and communication oriented than generations before† (N-Dynamic Market Research, n. d., p. 2). Further step of handling the new generation is to acknowledge the fact that Gen Y is a different generation with new features, but not an anomaly. What is more important is that this target audience indicates future trends of next generations’ formation. Therefore, addressing their weaknesses and strengths is crucial for facilitating information exchange and communication. Examining objectives, attitudes, and motivations of Gen Y is vital for enhancing organizational performance of the employees and creating a favorable workforce environment. Increased awareness of connect ion to company’s goals is the main concern of IBM managers should be confident in their employees’ objectives and motivations. Analysis of characteristics, particularly, negative feature, is vital. The research introduced a number of shortcomings of the Generation Y that need to be addressed. Specific emphasis has been made on their immediate change of tastes and making choices, particularly at the expense of personal contributions, extreme demand of constant feedback and collaboration. In addition, the representatives of Gen Y are not accustomed enough to single-mindedness, loyal diligence, and persistence. Finally, Millennials cannot accept criticism easily and are focused on increasing their monetary earnings. Consideration of these characteristics has highlighted a tangible gap between young and old generations, which has created significant challenges for successful work of IBM. However, the company takes this problem seriously and strives to adjust to the emergin g changes by activating the work of human resources and research and development departments. Analysis of the Proposed Programs to Manage Generational Differences Technological innovation requires greater commitment to cultural diversity. Investing into the development of IBM employees is important because it can ensure progressive improvement and approaches to managing new realities and globalized community. The program introduced by the company involves policies oriented on health and wellness, learning and development, and diversity. In the course of the history, IBM has acknowledged the significance of facilitating health reforms, as well as encouraging precaution measures among IBM employees. In particular, the company â€Å"takes an aggressive and comprehensive approach to investing in employee health and wellness, promotes workplace safety, and encourages a healthy integration of life and work† (Corporate Responsibility Report, 2009, n. p.). Within the concept of learn ing and development, over 400.000 employees are quite difficult to manage as far as skills analysis is concerned. In order to face the problem, the company seeks to deepen their relations with employees to enhance their education, development and skills with regard to the generational differences. Focus on human resources as the most powerful instrument of successful integration into the global environment is among the effective strategies implemented in the IBM. The company realizes the challenges of generational differences and, therefore, learning and development initiative fits best to meet the requirements. Finally, diversity consideration is the closest to the employment of policy of handling generational differences. Within this contexts, the company seeks â€Å"†¦to find ways to not only embrace that diversity, but use it to the benefit of the business; to better understand markets and unleash innovative creativity† (Corporate Responsibility Report, 2009, n. p.). Such a strategy allows the company for accomplishment of their goals. More importantly, it meets the objective to focus on customer behavior and satisfaction. The program oriented on handling diversity consists of six steps that have introduced considerable results. The first step involves increasing diversity competence to facilitate cultural adaptability. This measure is confined to introducing various beneficial resources and programs, including podcast and webcasts, a Cultural Adaptability Council, and Integrated Diversity and Cultural Awareness training modules (Corporate Responsibility Report, 2009). The second approach engages local thinking into global network. Enacting geographic and business units is aimed at tailoring programs in accordance with unique needs of employees. The third approach consists in extending from constituency to the company’s community. The concept of diversity should spread beyond the traditionally identified groups in order to facilitate inf ormation sharing across the company. The effort leads to creation of new communities, including Work/Life Zone Teams, Parent Company, and Global Women in Technology (Corporate Responsibility Report, 2009). Integrating programs for gaining the maximum benefit via diversity initiatives in human resources processes is another strategy that allows for effective presentation of programs. Further development of partnership between employees and their managers responds successfully to the needs of the globalized community with generational differences. Finally, employees themselves should actively be involved in defining the main constraints of cultural diversity and generational differences in the twenty-first century. The IBM company counts almost five generations of employees working with them, including silent generation, baby boomers, generation X, and generation Z, which is born in 1990s. The differences among these generations create much more challenges than geographical and cultur al differences. However, reduction of baby boomers and silent generation can lead to a tangible knowledge grain, as well as changes to the workforce. According to the research conducted by IBM Global Technology Services (2011), the largest segment of workers is composed of Millennials. In particular, almost 50 % of employees constitute Generation Y. Disparities in preferences and learning styles are highlighted among various generations and, therefore, learning leaders should not ignore age changes so as to adapt to their capabilities and needs (IBM Global Technology Services, 2011). Both older generations and younger workforce should be taken into consideration to promote collaborative problem-solving, effective social networking, and participatory techniques in achieving organizational goals. On the one hand, the company seeks to approach the generational challenges individual. On the other hand, the firm explores general strategies to meet the needs of various generations. In thi s respect, they define that â€Å"†¦millennials lean decidedly toward the smarter, technology-driven methods of learning: collaborative problem-solving; social network; organic, user-driven, participatory, anytime/anyplace informal experiences†¦Ã¢â‚¬  (IBM Global Technology Services, 2011, p. 3). Therefore, because technological devices constitute the central interest of the generation, it is possible to apply it in online role games to encourage employees to develop their collaborative, competitive, and goal-oriented skills in the workplace. Apart from technological devices, learning modules should also strike the balance between the virtual space exercises and real environment. In other words, virtual space in combination with a traditional learning environment can reach the company’s objectives and provide a powerful foundation for facing external competition. In 2008, the company’s Academy of Technology world summit introduced a practical testing to def ine how new skills in virtual interaction can contribute a favorable learning environment (IBM Global Technology Services, 2011). The experiment involved virtual space sought to encourage the participant to apply interactive and creative techniques and take advantage of the option provided by online space. Since then, numerous meetings have been conducted via online channels. All the meetings were conducted individually to trace possible improvements, challenges, and problems. Further advances in managing generational differences were connected with the analysis of the way technical leaders handle diverse team. By using three-dimensional collaborative tools, they invited participants to brainstorming sessions, which resulted in successful analysis of skills, as well as problems that need to be addressed. Interactive capabilities are further applied within the company to meet the global challenges and foster global cooperation. Shifts from individual learning to collaborative learnin g assist in delivering a more socially connected community and creates highest business results. The chief executive officers of IBM strive to make learning organization smarter as well as develop a technology supported and people-led system of control. Conclusion Long history of IBM development reflects a complicated path toward advancement of employment policies. Specifically, the company’s focus has always been made on enhancing employees’ value, respecting cultural diversity, and managing generational differences. The latter is of especially importance for the company’s executives because it provides significant challenges for the organization to adjust to the global competition and create a favorable image of the international corporation. In particular, IBM is extremely concerned with recent changes, problems, and advances related to managing generational differences effectively. Special attention is given to Generation Y, or Millennials that cover the gre atest segment of the company’s employees. Despite that fact, the company takes efforts to present equal opportunities to other generations working with the organization. In response to the challenges, the company launches a series of programs and learning modules that would engage all generations into the working process. The legislatures initiated at the beginning of the twentieth century resulted in further development of strategies aimed at enhancing cooperative capacities of the personnel and engage older generations into managing technological innovations. Apart from considering Millennials, the company also pays closer attention to Generation Z who are born in the 90s of the past century. The importance of managing this generation and solving problems is enormous because can provide future perspective for developing sophisticated approaches for managing future generations. Overall, the company has managed to face the challenges of generational differences and create the approach to building management strategies. References Corporate Responsibility Report (2009). Investing in the IBMer. Web. Corporate Responsibility Report (2010). Employee Diversity. IBM. Web. IBM (2010). Diversity 3.0. Web. IBM (n. d.). Responsibilities at IBM. Web. IBM Global Technology Services (2011). Innovative Learning Strategies for the Smarter Enterprise: Addressing Generational, Globalization, and Cost and Speed Challenges. pp. 1-10. Web. McAfeee, A. (2011). Conversations with Industry Innovators. IBM Video Transcript. Web. N-Dynamic Market Research. (n. d.). Collaborating with Gen-Y: Leveraging Generational Insight to Build the Best Workplace for Gen-Y in China. Research Institute. 1-42. Web. Stebenne, D. L. (2005). IBM’sâ€Å"New Deal†: Employment Policies of the International Business Machines Corporation, 1933–1956. Journal Of The Historical Society, 5(1), 47-77. This research paper on International Business Machines Corporation was written and submitted by user Dalton Brooks to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Notebooks vs. Recorders for Journalism

Notebooks vs. Recorders for Journalism Which works better when interviewing a source: taking notes the old-fashioned way, with pen and reporters notebook in hand or using a cassette or digital voice recorder? The short answer is that both have their pros and cons, depending on the situation and the type of story youre doing. Lets examine both. Notebooks Pros A reporters notebook and a pen or pencil are the time-honored tools of the interviewing trade. Notebooks are cheap and easy to fit into a back pocket or purse. Theyre also unobtrusive enough that they generally dont make sources nervous. A notebook is also reliable - no need to worry about it running out of batteries. And for the reporter working on a tight deadline, notebooks are the fastest way of taking down what a source says and accessing his or her quotes when writing the story. Cons Unless youre a very speedy note-taker, its hard to jot down everything a source says, especially if he or she is a fast talker. So you can miss key quotes if youre relying on note-taking. Also, it can be hard to get quotes that are totally accurate, word-for-word, using just a notebook. That may not matter much if youre doing a quick person-on-the-street interview. But it might be a problem if youre covering an event where getting the quotes exactly right is important - say, a speech by the president. One note about pens - they freeze in subzero weather. So if its cold out, always bring a pencil just in case. Recorders Pros Recorders are worth buying because they  enable you to get literally everything someone says, word-for-word. You dont have to worry about missing or mangling key quotes from your source. Using a recorder can also free you up to jot down things in your notes you might otherwise have missed, such as the way a source acts, their facial expressions, etc. Cons Like any technical device, recorders can malfunction. Practically every reporter whos ever used a recorder has a story about the batteries dying in the middle of an important interview. Also, recorders are more time-consuming than notebooks because a recorded interview has to be played back later and transcribed in order to access the quotes. On a breaking news story, there just isnt enough time to do that. Finally, recorders can make some sources nervous. And some sources may even prefer that their interviews not be recorded. Note: There are digital voice recorders on the market that are designed to transcribe everything thats recorded. But such recorders are usable for dictation only and the best results occur with top-quality voice recording via a headset microphone and clearly enunciated, accent-less speech. In other words, in a real-world interviewing scenario, where theres likely to be lots of background noise, its probably not a great idea to rely on such devices alone. The Winner? Theres no clear winner. But there are clear preferences: Many reporters rely on notebooks for breaking news stories and use recorders for articles that have longer deadlines such as features. Overall, notebooks are probably used more often than recorders on a daily basis.Recorders are good if youre doing a long interview for a story that doesnt have an immediate deadline, such as a profile or feature article. A recorder allows you to better maintain eye contact with your source, thus making the interview feel more like a conversation. But remember: Even if youre recording an interview, always take notes anyway. Why? Its Murphys Law: the one time you rely solely on a recorder for an interview will be the one time the recorder malfunctions. To sum up: Notebooks work best when youre on a tight deadline. Recorders are good for stories where you have time to transcribe the quotes after the interview.

The Best Small Colleges in the United States

The Best Small Colleges in the United States SAT / ACT Prep Online Guides and Tips If you’re interested in attending a small college, you may be wondering which schools offer the most rigorous academic experience combined with the best quality of life. In this article, I’ll give you a list of the best small colleges in the nation based on student reviews and academic ratings. What Is a Small College? For the purposes of this article, I’ll define â€Å"small† colleges as colleges with undergraduate student enrollments below 5,000.These colleges are characterized by small class sizes, close student communities, and professors who engage directly with students.Attending a small college is sort of like being a part of a big family that's brought together through shared experiences and pride in the school.You can expect to see familiar faces everywhere you go and will most likely have many opportunities to take on leadership positions and get involved in campus culture. What Do I Mean By the â€Å"Best† Small Colleges? To make a decision about which small colleges are the best in the nation, I used the information available in the 2015 Fiske Guide to Colleges as well as college rankings from Forbes and US News.I paid particular attention to overall ratings for academics, social scene, and quality of life.In the Fiske Guide to Colleges, all of these schoolswere rated at least 4.5/5 for academics. I considered the academic ratings the most strongly, but I also took the other ratings into account to choose the colleges with the best overall student experiences.I tried to pick colleges that were among the best in the country for academics but also had thriving social scenes and happy, engaged students. All of these schools have excellent programs for undergraduate teaching with small classes and hands-on professors who are dedicated to the success of their students.They also have highly intellectual students who are passionate about learning and making positive changes in the campus community and the world at large.These are schools you should attend if you want to be motivated and challenged by your professors and fellow students in a close-knit, constantly evolving community. Lists of the Best Small Colleges in the US First, I'll go through a list of the top ten best small colleges overall. Then I'll give you lists of the best small women's colleges and engineering colleges.I’ll provide statistics below each of the schools to get you started in finding out more about them.If you want to do further research on these schools, check out my article on the best websites for conducting your college search.I’d recommend using a college matching-making site called Cappex to start compiling a list of colleges and comparing data between different schools. The Top Ten Best Small Colleges 1. Williams College- Williamstown, MA Undergraduate Enrollment: 2,011Acceptance Rate: 17%Location: Small Town Students say: Most people are â€Å"athletic, well-rounded, driven, friendly, and liberal.† â€Å"Professors insist on having a personal connection with the students and always help if needed. The quality of teaching is excellent.† â€Å"Williams students are amazing. I know people who can readHarry Potterin Latin, translate rap songs into Arabic, and sight-read ‘Rocket Man’ perfectly on the piano.† 2. Pomona College- Claremont, CA Undergraduate Enrollment: 1,579Acceptance Rate: 13%Location: Suburban Students say: â€Å"Pomona professors are bright, enthusiastic, and highly respected leaders in their fields.† â€Å"Pomona offers a unique and desirable juxtaposition of rigorous academics and comfortable social atmosphere.† â€Å"I appreciate the diversity and depth that the five-college community brings to the social life.† Note: Pomona is one of the Claremont Colleges, a system of five colleges in Claremont, CA that also includes two other schools on these lists: Claremont-McKenna College and Harvey Mudd College. 3. Amherst College - Amherst, MA Undergraduate Enrollment: 1,817Acceptance Rate: 13%Location: Small Town Students say: â€Å"Amherst students are always doing extraordinary things: academically, athletically, artistically, and for the benefit of the world.† â€Å"If your education is really your first priority, then I don’t think there’s a better school.† Amherst is made up of â€Å"some of the kindest and most laid-back people I can imagine.† 4. Swarthmore College- Swarthmore, PA Undergraduate Enrollment: 1,532Admissions Rate: 14%Location: City Outskirts Students say: â€Å"Swat is a truly intellectual place where people love idea with all of their hearts, but that doesn’t prevent them from having an eye for activism and a knack for partying hard.† â€Å"You will often see students reminding each other of assignments, giving each other tips on how to succeed, and studying in the library together.† â€Å"Each of us in our own way has found a place where our passionate, geekiest interests are validated, appreciated, and celebrated by our fellow Swatties.† 5. Wellesley College- Wellesley, MA Undergraduate Enrollment: 2,352Acceptance Rate: 30%Location: Suburban Students say: â€Å"Students here are conscientious workers with a history of high achievement. They expect a lot of themselves.† â€Å"It’s a wonderful place to grow as individuals, as students, and as women.† â€Å"It’s hard to say which department is the best because I believe that each department has a lot to offer.† 6. Bowdoin College- Brunswick, ME Undergraduate Enrollment: 1,830Acceptance Rate: 16%Location: Suburban Students Say: â€Å"If you’re passionate about anything, Bowdoin provides you with the resources to explore those passions.† â€Å"Being able to make friends with my professors is something I’ll treasure forever.† 7. Claremont-McKenna College- Claremont, CA Undergraduate Enrollment: 1,250Acceptance Rate: 14%Location: Suburban Students say: â€Å"CMC provides students with a pragmatic liberal arts education that will prepare them for grad school and a career; it’s a great place to spend four years.† â€Å"There are very difficult courses that will push you to the brink of your comfort zone in every major.† â€Å"CMC’s campus is often the center of the social life for all of the Claremont Colleges - there are always parties, club events, barbecues, movie screenings, and other events.† 8. Haverford College- Haverford, PA Undergraduate Enrollment: 1,205Acceptance Rate: 23%Location: Suburban Students say: â€Å"Nearly all students who come here share common values of trust, concern, and respect for others as well as academic integrity.† â€Å"Haverford offers an opportunity to work hard, be trusted, and learn about issues, while still feeling comfortable.† â€Å"The professors are only here for us. They really enjoy teaching as well as involving us in research.† 9. Carleton College- Northfield, MN Undergraduate Enrollment: 2,035Acceptance Rate: 26%Location: Small Town Students say: â€Å"Our profs are incredible. The instruction we receive is available not just in the classroom but during office hours, phone calls, Skype sessions, and many other modes of communication.† â€Å"Students are ambitions, aware, and ready to ‘save the world’† â€Å"At Carleton, everyone is a bit nerdy and everyone is free to be whomever they want.† 10. Middlebury College- Middlebury, VT Undergraduate Enrollment: 2,516Acceptance Rate: 17%Location: Rural Students say: â€Å"We’re a small liberal arts college [that is] big on individuality and character.† â€Å"The quality of teaching is excellent, and I would say it is the absolute best part of Middlebury. All classes are taught by professors, most are relatively small, and discussions are generally encouraged.† Best Small Women’s Colleges 1. Wellesley College - Wellesley, MA (see #5 in top ten small colleges overall) 2. Smith College - Northampton, MA Undergraduate Enrollment: 2, 643Acceptance Rate: 42%Location: Suburban Students say: â€Å"Smith has an open curriculum, a great college town, and a very strong science program.† â€Å"My professors have all been accessible and supportive as well as open-minded and articulate.† It’s a â€Å"community of close, intelligent, interesting, and compassionate women.† 3. Barnard College - New York, NY Undergraduate Enrollment: 2,466Acceptance Rate: 23%Location: City Center Students say: â€Å"Barnard is a rigorous yet nurturing environment† â€Å"The quality of teaching here is unparalleled; one of my professors arguably founded the field I’m studying.† â€Å"Although the students here are really intelligent, they are also really down to earth, and are supported by each other and the academic community.† 4. Bryn Mawr College - Bryn Mawr, PA Undergraduate Enrollment: 1,305Acceptance Rate: 41%Location: City Outskirts Students Say: â€Å"Bryn Mawr is a place where you will figure out who you are and what you want to do with your life.† â€Å"Professors really want to get to know you and to expand your horizons.† â€Å"When you are surrounded by strong, talented, driven women who respect you, it inspires you to be like them.† Best Small Colleges for Engineering 1. California Institute of Technology - Pasadena, CA Undergraduate Enrollment: 997Acceptance Rate: 12%Location: Suburban Students say: â€Å"The atmosphere promotes a love of science, learning, and discovery that is truly exhilarating.† â€Å"The unique student body, how available professors are, and how much we learn make Caltech a special place.† However, social life is a little grim (don’t go here if you’re looking to party): â€Å"Ask any local bartender for a Caltech Cocktail and you will get three ounces of straight water.† 2. Harvey Mudd - Claremont, CA Undergraduate Enrollment: 782Acceptance Rate: 19%Location: Suburban Students say: â€Å"The professors truly care about the students’ well-being. They put in countless hours to help us get the most out of our experience.† â€Å"Every student at Mudd brings something different to the table.† â€Å"HMC is one of the most rigorous science schools around, but the thing that makes it special is that it develops you as an entire person.† 3. Rice University - Houston, TX Undergraduate Enrollment: 3,848Acceptance Rate: 17%Location: City Outskirts Students say: â€Å"Students here are very self-motivated. Classes are hard.† â€Å"Rice puts a lot of trust and responsibility on students. It’s a very maturing experience.† â€Å"We have been challenged to think creatively and apply principles.† 4. Olin College of Engineering - Needham, MA Undergraduate Enrollment: 342Acceptance Rate: 19%Location: Suburban Students say: â€Å"Olin professors are amazing. They take the time to get to know their students individually and never fail to provide academic or personal advice.† â€Å"Students who are passionate about things and excited about engineering would do well here.† Olin aims to produce students who can â€Å"come up with innovative ideas and products.† What's Next? Even if you've settled on attending a small college, you may still be unsure where you want to be in terms of location. Read this article for advice on deciding whether a college close to home is the right choice for you. If you're interested in very selective colleges, you should take a look at this guide on how to get into the Ivy League and other super competitive schools. Not sure where to begin in the college search process? Read my guide on how to choose the best college for you. Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Clothing adaptation vs. weather and body Essay Example | Topics and Well Written Essays - 1000 words

Clothing adaptation vs. weather and body - Essay Example The company has to strategize on the cheapest mode in which the materials get transported from the supplier. The company should also seek to diversify its resource use to make the very best from the material inputs. Such diversification may fall under designing subsidiary industry where by-products may be of value (Lewis 23). Competition is healthy for a company in a business environment. Within the same industry, No Forecast faces the problem of competing with other major companies. To compete efficiently, No Forecast should give out sample products to the consumer. Sample products help in familiarizing the products with the consumers. There is also the importance of an aggressive advertisement. The advertisement should be affordable and should cover a wide geographical area. Channels of advertisement have to reach as many people as possible. For instance, the company may resolve to use the internet to sell its products. The product has to be of higher standard and consumer friendly. Customers should feel proud by identifying with the No Forecast apparel (Lewis 45). For the brand to be popular, No Forecast can venture with a famous company so as to identify with the product. Selling the product by venture increases its chances of reaching the market faster. It should also aim at participating in the corporate social responsibility. Company’s brand has to stand out from its competitor. No Forecast should focus in distributing the product in different market spheres, especially those having greater purchasing power (Lewis 53). For buying of the company by another company, it has to be attractive and profitable. The company’s profile has to align with its visions and objectives. It has to be the best place that investors are comfortable doing business. The company has to maintain competitive strategies in reaching its goals. Employees have to be at the forefront in making the company a better place. The management should focus on the

Compensation HR Essay Example | Topics and Well Written Essays - 750 words

Compensation HR - Essay Example This is mainly used to determine which job should get a higher pay than the other. There are methods used in job evaluation such as job grading, job ranking and factor comparison. Job evaluation is advantageous as it helps to define a job according to an individual specialization so as to fix the fairest salary on it. Job evaluation analysis also helps when selecting a job that relates to the qualifications of an employee. Jobs are evaluated by ranking jobs. This is by evaluating a job using a single factor such as how technical a job is, or the educational level requires needed to perform the job effectively. The more technical a job and the higher the educational level required, the higher the job is ranked. Compensation is then based on the ranking where the highest in the rank is paid more (Poels and Frans 22). Salary surveys are normally used in job evaluation. This is by comparing a job with the same kind of job, with the same description and the same expectations in another organization in the job market. This helps in knowing how competitive the organization is as compared to other organizations. As a result of this survey, the ranges of salaries are normally revised as soon as the survey shows the need of a revision. This helps the organization stay competitive in the market. Compensation program is important in attracting and retaining talented employees. The program is normally done by the human resource manager. This is normally done together with the training and development officer. The aim of a training and development officer is to ascertain the performance of employees. This is so as to see if they have reached the set target of if they have improved in their performance. This helps the human resource manager department in efficiently administering the compensation program. Merit increase is given based on the performance of an employee where, if an employee performs better, they get a better compensation. There is