Operating System Assignment Example | Topics and Well Written Essays - 750 words

Operating System - Assignment Example Thirdly, it ensures that there is as little as possible the amount of damage that errant programs are likely to cause. Therefore, the protection mechanisms are either tools or procedures for the enforcement of the security policies while protection policies encompass what is allowed and those that are prohibited, while using a computer system (Whitman & Mattord, 2009). An access matrix is a protection security model which contains columns representing varied system resources; and the rows representing varied protection domains. Implementation is executed with reference to: domain, objects and rights entries. The model uses a lock-key mechanism where each resource is linked to a unique lock (bit patterns). Each domain has a specific bit pattern known as a key. Access is only granted if a domain key fits a resource lock. Moreover, modification of its own keys is not allowed. Every column of the table is kept as an access right for the specific object in order to discard blank entries. Every row is maintained as a list of a domains capability (Whitman & Mattord, 2009). The capabilities lists cannot be directly accessed by any user or by the domain because they are protected using a tag and an address space which can further be segmented. Based on Whitman & Mattord (2009) a computer virus is a program-code that attaches itself to an application so as operate concurrently while the application is running. A worm is a program that replicates itself in order to consume the host’s genetic code and mechanism. A virus attaches itself to a particular file or an opened program while a worm exploits the weakness an operating system or an application in order to duplicate itself. A virus relies on user(s) so as to spread the infected programs or files to other computer devices while a worm uses networks to duplicate itself to other computer devices without the help of user interventions. A virus can modify, delete or change the

Short story Essay Example for Free

Short story Essay This short story was written by Sir Arthur Conan Doyle in 1891, in the Victorian period. The two main characters of this story are Sherlock Holmes, a private detective who can solve any case however difficult it is and Dr. Watson, a medical surgeon who served in the 5th regiment of Northumberland Fusiliers and moved to the Second Anglo-Afghan War where he was wounded and after that, sent back to London, now helps Sherlock Holmes to solve their cases. These characters are very different; they have nothing in common, for example: while Sherlock is a great observer, Dr. Watson is terrible at this. 1. Main body of essay. 2.1 Sherlock Holmes. 2. 1. 1 Physical appearance. Sherlock is thin, tall, has a thin nose, deep eyes and long nervous hands 2. 1. 2 Psychological Character and behavior: Sherlock is observant, cold minded , precise, and has a balanced mind, he is also a great observer. 2. 2 Dr. Watson. 2. 2. 1 Physical appearance 2. 2. 2 Psychological Character and behavior Dr. Watson is all the opposite of Sherlock, he is an ordinary man, who lacking in Holmess insight but also he profoundly admires Holmes. The relationship between Sherlock Holmes and Dr. Watson. This short story was written by Sir Arthur Conan Doyle in 1891, in the Victorian period. The two main characters of this story are Sherlock Holmes, a private detective who can solve any case however difficult it is and Dr. Watson, a medical surgeon who served in the 5th regiment of Northumberland Fusiliers and moved to the Second Anglo-Afghan War where he was wounded and after that, sent back to London, now helps Sherlock Holmes to solve their cases. These characters are very different; they have nothing in common, for example: while Sherlock is a great observer, Dr. Watson is terrible at this. Sherlock Holmes and Dr. Watson have been seen as the ultimate partners for as long as they have been in print. Watson ends up marrying Mary and establishing a firm medical practice. After this, he stays away from Holmes for a long time. One day he decided to go to his old house in Baker Street, then he saw Sherlock through the window and rang the bell, it was the first time that they met since the marriage. The moment was like they never been apart, Sherlock acted normally and impress Watson once again with his deductions. After a few minutes Watson decided to go but something strange happened, Sherlock said with a different words that he needs Watson; this are the words: Not a bit, Doctor. Stay where you are. I am lost without my Boswell. And this promises to be interesting. It would be a pity to miss it. Dr. Samuel Johnson was a famous English essayist and scholar, and James Boswell was his admirer and companion, just as Dr. Watson was Holmess admiring companion. Furthermore, Boswell kept a diary and wrote all about Dr. Johnson, just as Watson wrote about Holmess adventures. They need each other. Their relationship is far deeper than anything that meets the eye; they mean more to each other than just a business partner or friend. Some have seen their relationship as anything from that of best friends No matter what Watson and Holmes mean to each other, both men seem to follow certain trends throughout the story: Watson will always be inferior to Holmes. He is not a good observer, according to Sherlock, Watson sees but does not observe. Through conversation and description of each other, both men continue to follow this trend. Even though sometimes Watson strays to make a comment or two about Holmes and his laziness or what not, he always comes back to praise him again. He profoundly admires Holmes.

Main Characteristics of Human Resource Strategies

Main Characteristics of Human Resource Strategies To understand the main characteristics of human resource management strategies, there is need to define the meaning of human resource management and HR strategies and how they are linked to each other within business environ, irrespective that HR is our daily routine in the aspect of life, development, advancement and the way we choose to do things for achieving better result in all aspect of administration and social life activities What is Human Resource? Obviously HR its believed to be a phrase used to refer to how employees are managed by the organization or to the personnel department handling that particular role. Managerially, its the responsibility of human resource managers in every corporate business environment to conduct these activities in an effective, legal, fair and consistent manner. However, the pitch has moved from a customarily administrative task to a strategic one with the aim of recognizing the link between capable and occupied people and organizational achievement. In this context, the pitch draws upon concepts developed both in industrial/organizational psychology and system theory.Besides, Human resource have at least two interrelated interpretations but depending on the context which we shall be discussing as we progresses although this perception is however changing drastically as a function of new and ongoing research into more strategic approached. Human resource management can also be defined as a unique approach to employment management system which also seeks to achieve competitive advantage through strategic development of a highly committed and capable workforce using integrated array of cultural and structural personnel techniques (Storey 1995). Going by the word human resource managements objectives, it consists of the followings: It simply means to get the most out of the return on investment from the organizations human capital and also curtail financial risk. Administratively, its the responsibility of human resource managers in every corporate business environment to conduct these activities in an effective, legal, fair and consistent manner. Also considering that management is the process of getting things done effectively and efficiently with and through other people to achieve the objective of the firm and organization. The need to understand that human resource management is the organizational function that deals with issues related to people such as the employee motivation, hiring,ÂÂ  communication,ÂÂ  healthsafety, performance management, compensation, organizational development, administration, training and selection, wages and salary, pension management etc. What is HR Strategies? This simply means a way of putting policy in place in the right areas such as how to recruitment the best employees,ÂÂ  how to manage and retain the best employees,ÂÂ  how to terminate poor employees, also it does require thinking ahead, planning ways for a company to meet the needs of its employees and the employees meeting the needs of the company and achieving its goal and targets.ÂÂ  However,ÂÂ  its obvious that companies who work very hard in meeting the needs of their employees can develop a work environment favourable for productivity. HR strategy as defined by Shaun Tyson (1995) as the intentions of the corporation both precise and covert toward the management of its employees, expressed through philosophies, policies and practices, typically, strategic HRM bridges business strategy and HRM focuses on the integration of HR with the business and its environment. A HRM strategy sets out what the organization intends to do about its resources management policies and practices and how they should be integrated with the business strategies and each other. However, they are described by Dyer and Reeves (1995) as internally consistent bundles of human resources practices and according to Richardson and Thompson, (1999) A strategy whether it is an HR or any other kind of management strategy must have two key elements: There must be a strategic objective i.e.(What the strategy aims to achieve) There must be a strategic plan of action i.e. (The means through which such proposed objectives would be met) We must understand that fundamental types of HR strategies can be identified as follows: General strategies: This involves high-performance management, high commitment management and high involvement management. High-performance management strategy basically aims to make an impact on performance of the organisation in the following areas, productivity, growth and profits, levels of customer service, quality. However, it also looks at extensive and relevant training and management development activities, recruitment and selection procedures, incentive pay system and performance management process. These are called high-performance working system which we shall be explaining on how they help employees in problem solving and how it provides incentive to motivate workers to use their flexible effort. High commitment management as one of the major characteristics of HRM which lays prominence on the importance of enhancing mutual commitment. However, its been described by wood (1996) as a form of management which aims at eliciting a commitment so that behaviour is self regulated rather than been controlled by sanctions and pressures external to individual and relations within such an organisation is often based on trust. It is worthy to note that there are many similarities between high-performance and high-commitment. In fact, there is a common ground between practices according to Sung and Ashton (1995). High involvement management its a precise set of human resources practices that focuses on employee decision making, power, access to information, training and incentives. High involvement was used by Lawler (1986) to describe management system based on commitment and involvement as different to bureaucratic system based on control. The principle is that employees will increase their involvement with the company if they are given the opportunity to control and understands their work. However, it was claimed that high involvement works well because it acts as a synergy and has a multiple effect. This approach requires treating employees as partners in the business whose interest are highly respected and who have interest in matters that concern them, concerned with communication and involvement. The practices included in a high involvement system have sometimes expanded beyond this original concept and included high-performance practices InÂÂ  thisÂÂ  today modern world,ÂÂ  its believed that a great human resource strategy provides an undeniable and persuasive business folder for aligning populace andÂÂ  society with business strategy as well as it commands the awareness of management and builds the required obligation for required resources and support for execution. In business,ÂÂ  Strategies create or build a sensitive intelligence of value in business development, growth, size, strategic planning, and willingness to change for better productivity. In Human resource strategy, there is always a link that dovetails from the strategic management process which includes the followings, strategic analysis, strategy formulation, and strategy implementation. The main rationale for strategic HRM thinking is that by integrating HRM with the business strategy, rather than HR strategies being a separate set of priorities, employees will be managed more effectively, organizational performance will improve and therefore business success will follow, also Human resource in itself may not be effective but integrating corporate strategy and HR matters into an organization and people strategy may prove more successful. We can also look at other Features of HR Strategies as follows: Motivation Strategy This is a conscious decision to direct effort in an activity to achieve goal that will satisfy a predominate need. Also we could look at it as a way of motivating employee of any firm/organization to achieve better/quality productivity and achieving the goals and targets of the company in a business environ considering the fact that Its obvious that every organisation is operating in its own style of business to maximize profit and minimize risk occurrence but the question ahead of us is that how can a company motivate its employees in a working environment? Any company/organisation can motivate its staff by the followings: letter of commendation, giving prize, gifts, promotion, and review on increase in salary, required training etc. Implementation Strategy This is a strategy which any firm/organisation applies into their policy after and during meeting decision which helps the company to align their strategies from the corporate level to the shop floor workers to work in accordance with the aim of achieving the set target goal and employees also need to have access to the resources and equipment to do their work effectively. We can also look at other Characteristics of HR Strategy as follows: Performance management : As one of the characteristics of HR strategy that deals on managing performance which is the key responsibility of line managers and any area where a partnership between HR can be most effective and beneficial. However, HR can be of tremendous help to managers to understand how to define roles in the light of business drivers and how to identify the capabilities required to do the job. The key performance indicators for each role should be derive from the business drivers in making job role more responsive to the changing business environment. Job security Job design: In this context HR ensures that the right people are selected for roles which dovetail into helping the employees to see for themselves if they have the capabilities for new roles and HR can work with the line in developing self-assessment. It is obvious that job responsibilities fall between the gaps and most job descriptions are not current for more than a few months. In general, managers most often believe that what workers want most from their jobs are extrinsic rewards such as good wages security, promotions and good working condition but the employees, however, usually rank intrinsic rewards, such as challenging work, recognition for good work, participation in decisions that affects them and sympathetic understanding of personal problems higher than job security and good wages. When they do not get these desire provisions from the organisation they tend to go somewhere else to work. Designing effective appraisal development process : Appraisal requires excellent interview and counselling skills if the process is to be motivating for those involved and it relies on managers and employees having a relationship in which discussing performance is not seen as a burden or a threat, however in many cases, managers do not make the time to appraise peoples performance well. In many organisations the link between personal development and the business strategy is atimes weak but with appraisal being used as an annual administrative chore, which means that employees fail to take personal development seriously but HR can help by designing process which are simple to use and user-friendly. Appraising employee is a significant factor that identifies the loose end of an employee to re-adjust its stand. Selection Recruitment: A strategic approach to recruitment and selection needs to incorporate a wider set of policies, such as reward, development and job design which reflects an understanding of employee motivation and closely linked to trends in the changing labour market. Recruitment is a part of an overall career management strategy which is driven by the business strategy, getting the right staff for a specific job and retention. Remuneration : This is the comparing termsconditions of employment and salary scales including the structure of share options and to whom they are available, severance terms in contract ,incentive and bonus schemes in terms of immediate and future commitments. Strategic management skills especially understanding how to add value to both employees productivity and the new business. Change Organizational structure: Being able to manage change means taking a proactive measure rather than reactive role in bringing about change which involves being able to understand how the organization works as a system, identifying where the changes needs to occur to enable the organisation to achieve its goals and requires being willing to assess how well the HR team is equipped to manage and being prepared to improve the teams capability as appropriate. Trainingdevelopment: Every company/firm needs training and development for their employees for better improvement both in procedures that is cost effective. Training helps in organizational development, increasing returns on investment, improving the market share and increasing the levels of product innovation. However, it helps in both awareness raising and skills development of the member of staff. Also certain drivers of training are already starting to transform the employment landscape, by making the employees to be offered roles which makes the best use of their Talent and uplifting the employees to the right job. Training and development has done a great impact in organization by employee adding value through their positive effect on customers, who will in turn purchase more and produce a positive impact on the bottom line and improve share holder funds. ASSIGNMENT NAME : PATRICK N. MADUGBA IDENTITY: ST2001-09 COURSE: PGD-BA SUBJECT: HUMAN RESOURCE MANAGEMENT TOPIC: WHAT ARE THE BENEFITS OF TRAINING TO STAFF AND ORGANIZTIONS? LECTURER: BENJAMIN A. ADEBOWALE DATE: 1ST MARCH, 2010 Its quite obvious that training and development exercise is necessary in every organization, firm/company. However, before we look into the benefits of training to staff and organization, there is need to understand the meaning of training. Training: Its often said that training is an expensive unwarranted exercise but training is seen as something that is work related on job training, off job training or employment training schemes and also to assess organizational, departmental, divisional group, occupational and individual performance. We shall be addressing the benefits of training from the following point of view as we progresses. JOB ASSESSMENT AND EVALUATION: In this context training helps the effectiveness of the job in terms of the present and immediate future, the potential usefulness, specific changes envisage in terms of priorities and technology. It also identifies the gap in staff organization to be filled. GOOD COMMUNICATIONS: Training aligns itself with the help of effective formal and informal communications and the extent and nature of correcting misunderstandings. It also helps both in staff and in organisational and operational confidentiality. ENHANCES JOB FLEXIBILITY: Especially at formal performance appraisal times and intervals which requires the ability, willingness and flexibility to accommodate issues raised in both approaches. FULFILLING REQUIREMENTS/STANDARDS FOR REGULATORS: Identifying those areas required and usually to consider the absolute standards required in skills, knowledge, attitudes, behaviour, expertise, and performance in both staff and organization. INTRODUCTION OF NEW TECHNOLOGIES: Basically when there is an introduction of new tech in the company it is important to trainretrain staff/organization to be more versatile and get used to how to make use and work with the new product in an effective and efficient way. RESPONSIVENES AND FLEXIBILITY: This refers to the ability to deal with; shortfalls in the usage, potential, capacity of organizational culture, and weakness, unity and clarity of purpose. FOR GROOMING NEW LEADERS: Training development of staff has really shown a great impact in a way of grooming future leaders for better task and product business technology responsibility. IT ENHANCES PRODUCTIVITY: When and after been train there is possibility of increase in productivity which dovetails into size and market growth, share holders funds. NEW EMPLOYEE INDUCTION TRAINING: Basically this is getting to know the staff, setting basic standards; indicating required attitudes, values and behaviour; ways of working; meeting colleagues; job description, goals and target. Meeting key staff with whom they interact; how to interact with key suppliers; customers and clients and general organizational environmental familiarisation which has been of great importance/benefit to both staff and organization. ENHANCING STAFF WORTH: Ensuring that staffs are aware of legislation; their rights and duties; instilling universal standards of attitude, value and behaviour; intolerance of discrimination; bullying; victimization and harassment on race. HRM PROCEDURES AND PRACTICES: Basically explaining staff management requirements and expectations, for instance; disciplinary, grievance, dismissal and redundancy procedures, training opportunities, other things to do with contracts of employment and terms and conditions to both organizations. PROMOTES STAFF EFFICIENCYEFFECTIVENESS: Ensuring that the staffs are trained in monitoring, reviewing and evaluating the effects of what is done and constantly and actively seeking ways of building on success and strengths by addressing the weakness and gap identification for better productive results. PROMOTES INTERPERSONAL RELATIONSHIP: This teaches the staff and organization series of tasks and activities required of them in their daily work and in their perspective and environment. However, it draws a direct relationship between what has been learned elsewhere and how it is now to be applied as required. Training also enhances level of interest and therefore commitment to the work and organization. It is also appropriate in some cases in job rotation, enrichment, enlargement and enhancement programmes where staffs are moved from one job to another on a regular and formal basis. Continuous Training prevents staff from becoming stale or bored in one job and enhances their employability. It enhances collective and individual confidence, identity, commitments and loyalty and brings out potential in staff. Effective training and development enhances the staff knowledge and understanding of what is possible in certain circumstances and under particular constraints. It helps staff in designing, implementing and supporting the required management and supervisory style and increasing higher output per staff. Training and retraining, it provides the opportunity for staff in setting a moral or value possibly taking pride in the organization and its work on the part of all concerned. FOUNDATION FOR SUCCESS: Basically coping with the change and uncertainty in products, services, technology, organization and the environment being productive and successful. Training has been of immense benefit to both staff and organization, accuracy in prioritising those activities that contribute directly to organization profitability and effectiveness Training of staff on how to deliver and respond to the programmes as a whole and also participating in the aspects which may have good knowledge Training has been of benefit to staff to address the full range of needs and ability to maximise the full potential, interest capability and willingness of everyone By enhancing commitment and motivation, clear policy and direction, clear and acceptable set of rules In monitoring, review and evaluation mechanisms at both and operational management levels Gives greater employee expectations, employee commitment and enhancing total awareness of potential Gives a clear common standards in areas of shortfalls in practice, easily identified and effective remedy Training meets best practice standards whatever the sector or occupation and for actual practice Training improves high levels of staff value including high levels of pay and rewards. High priority and high quality on the job training. Training helps to boost and speeds up development processes and reflection of value within the business environment Training promotes uniformity in staff and the way they interact both with other colleagues and clients and customers. Also maintaining standardization in all aspect of production. Continuous training of both products and services thus enhances the staff competency, which brings out the best in any staff to work and aim at achieving the desire targets and goals and objectives of the company. It helps to oversee the design and production of all promotional materials for use in an organization It helps in developing and devising strategies in meeting the set standards and repositioning in the business environment EMPLOYEE MOTIVATION: Training motivates staff, drives the need, motive or goal that triggers action. Also a selection process that directs the choice of action to be carried out for better performance. Training has also helped in understanding where, why and how effective development has taken place and also providing information to be used as a basis for effective corrective action. REBRANDING REPOSITION: Training has been proven to be of immense help in rebranding of products which helps in productivity and sales and thus repositioning of companies image within the business environments. All these benefits through training have been of great impact on staffs and organization in transforming to a better creativity and productivity. ASSIGNMENT NAME: PATRICK N. MADUGBA IDENTITY: ST2001-09 COURSE: PGD-BA SUBJECT: HUMAN RESOURCE MANAGEMENT TOPIC: WHAT DO YOU UNDERSTAND BY INTEGRATED HUMAN RESOURCE STRATEGIES LECTURER: BENJAMIN A. ADEBOWALE DATE: 1ST MARCH, 2010 Integrated HR Strategy This simply means a way of putting policy in place in the right areas such as how to recruitment the best employees,ÂÂ  how to retain the best employees,ÂÂ  how to terminate poor employees, also it does require thinking ahead, planning ways for a company to meet the needs of its employees and the employees meeting the needs of the company and achieving its goal and targets. However,ÂÂ  its obvious that companies who work very hard in meeting the needs of their employees can develop a work environment favourable for productivity. Shaun Tyson (1995) defines HR strategy as the intentions of the corporation, both explicit and cover, towards the management of its employees, expressed through philosophies, policies and practices. Typically, strategic HRM bridges business strategy and HRM and focuses on the integration of HR with the business and its environment. One of the key elements of HRM is the internal integration of HR policy goals with each other. David guest (1989) incorporated the HR policy goals of strategic integration, commitment, quality and flexibility into a model. He suggests that these HRM policy goals are a package which Purcell (1996) considers to have six common elements as follows: Careful recruitment and selection Extensive use of systems of communication Team working with flexible job design Emphasis on training and development Involvement in decision making Performance appraisal with tight links to contingent pay. The rationale for strategic HRM thinking is that by integrating HRM with the business strategy, rather than HR strategies being a separate set of priorities, employees will be managed more effectively, organisational performance will improve and therefore business success will follow ,however this in itself may not be enough . Tony Grundy (1998) suggests: Human resource strategy in itself may not be effective. Integrating corporate strategy and HR matters into an organisation and people strategy may prove more successful. Certain drivers for change are already starting to transform the employment landscape, reversing previous power balance between employers and the employees. Globalisation is highlighting the need for organisation to manage the development of talent as well as to manage knowledge in complex. Technology and the rapid changes in working practices and skills requirements are enabling employees who are truly employable to command their price and dictate terms to their employers, while line management is quite responsible for the growth and survival of the business and its employees. HR as a function has potentially key role to play in partnering the line to prepare their organisations for future challenges. This is where operational effectiveness has to be balanced by a strategic perspective. This need for balance is demonstrated through one of the major thrust of strategic thinking in recent years. Hamel and Prahalads (1994) idea of the core competence of a firm suggests that firms should build their strategies to what they do best. One of the key of challenges for the leaders of any organisation is to provide a sense of direction and a focus for the organisations activities. Ideally, strategic direction involves creating a situation in organisations where the present is being driven from the future, rather than simply being seen as an extrapolation from the past. In changing times there is a greater need for clarity of business direction than in more stable times when the status quo provides employees with guidance as to what is expected of them. However, if employees are to be able to contribute their skills in the most effective way in order to realise business aims, it helps if people know what these aims are, knowing the need of what is expected of them and why. In some organisations, the business direction is made clear in strategic imperatives and the business plan. However, commentators such as Guest (1987) and Storey (1995) regard HRM as substantially different model built on unitarism i.e. employees share the same interest as employers; Individualism, High Commitment and Strategic Alignment (Integrating HR strategy with the business strategy). It suggested therefore, that HRM has also emphasized that employees should be considered as assets rather than variable cost. A strategic HR is likely to have a number of key roles relating to the attraction, development and retention of talent. This may mean competing for the best employees through developing innovative approaches to careers and rewards. Quality of management is likely to be another key agenda item; this may mean introducing tough and effective assessment and development process to ensure that the organisation has the leadership it needs. The enabling of high performance is likely to be a key target for strategic HRM. This involves understanding how high performance is built and sustained, as well as identifying and eliminating barriers to high performance and this will probably involve addressing those aspects of organisational life which have an adverse effect on peoples motivation. HRM policies and practices have been linked to competitive advantage as follows: Communication/corporate responsibility which lays emphasis on communication and corporate responsibility Resourcing Emphasis on external resourcing and internal resourcing on aspect of training and careers development. Culture Promoting an empowerment culture, diversity and an equality culture. Organisational structure and control Emphasis on flexible organisations/work practices, utilising IT to structure the organisation, horizontal management and reward innovation/creativity. Strategic This is where HR planning provides valuable data and is carried out as an integral part of the overall strategic planning process. This involves line managers in developing and evaluating HR practices since this approach recognizes that those who are most knowledgeable about the workforce should be involved in building commitment to the strategy across the organisation. Typical objectives associated with different areas of HR responsibility (after Lam and Schaubrock) include: Maximum strategic impact Aligning HR practices with business objectives, conducting development programmes to support strategic changes. Improving HR adaptability on changing environment and enhancing workforce capability and motivation. Coordinate Integrating diverse HR functions and operations, develop compensation and benefit programmes, improve HR project management, coordination between various HR functions and any potential HR problem. Improve team effectiveness. Communicate Improving employee involvement and understanding of HR, communicating HR policies inside the organisations, conducting job analyses for long-term objectives, improving management acceptance of current/new HR policies and also communicating HR policies outside the company. Control Improving HR resource procedures and control, managing personnel-related cost, reviewing HR operations procedures, improving HR budget control and clarify budget and resources availability.

Background Technology in Education :: essays papers

Background Technology in Education If you were to walk into any elementary, middle, or high school, you’ll find that many classrooms are equipped with TVs and VCRs. These devices serve as a teaching aide, not as entertainment. Instructional videos give students a chance to witness the use of tools and strategies they have been learning at school in a practical setting. Some students do not learn well just from teacher, TVs have been known to hold peoples attention for longer spans than one person. Elementary aged students are more vulnerable to TVs than older students. In conjunction with most parents being working class and the family unit becoming disjointed, many educational programs were created to help teach children the basic functions of language, mathematics, reading, and writing. This is the most influential educational technology of the past. Along side of the TV in a classroom you may find cassette play/recorder. The cassette player/recorder has been in schools a little longer than the television. Cassette players are primary sources of foreign language aides. Tapes of people speaking the language of choice were recorded and played back to students. It’s better to have an example of a language spoken than just to see it in a book. That’s why in college if you are taking a foreign language class the book comes with set of language tapes. Many different subjects have applied that same concept of using tapes and cassette players. Books on tape became a popular thing and are widely sold around the United States. Now we have more advanced technologies that are leading us into the future. Modern Technology in Education We are living in the time of the information boom. Never before has information been so abundant and easy to find. To many students it seems like a hassle to search for information on a computer. Could you imagine finding all of your information by flipping pages of books, magazines, and news papers in a library? â€Å"Technology is treated as a tool to help accomplish a complex task rather than a subject of study for its own sake (US Government, 2001).† Computers are an everyday thing for college students in the United States, there is a requirement to be able to use them.The computer is our present and it may be the rest of our future. Most schools are equipped with a computer lab for students to use. From Seseme Street to the Rocky Mountain Learning Systems, there is software for students of all ages.

Can society fully control individuals?

Although society sets a myriad of rules and regulations that ostensibly circumscribes your actions, it is our choice whether or not to conform to these rules. Convincing examples to demonstrates this founds are found in A Doll’s House by Henrik Ibsen, To Kill a Mockingbird by Harper Lee and Galileo’s choices of defying norms in the field of science. Nora’s decision to leave Torvald and seek her independence in the play A Dolls House by Henrik Ibsen explicitly demonstrates that, regardless of what society dictates, choices are always present ot the individual. Nora was one of many women who suffered from the male supremacy during the Victorian Era. Her husband, Torvald, would call her demeaning names such as â€Å"squirrel† and â€Å"pet† and expects her to obey every command because society dictates that she should. However, Nora defied her â€Å"social norms† and left Torvald to achieve her independence: an act considered to be unthinkable at the time. Thus demonstrates that decisions are contingent upon individuals, not society. Another example which shows that our choices area solely determined by ourselves is that of Atticus and his decision to defend a black man, Tom Robinson, in To Kill a Mockingbird by Harper Lee. Atticus, who lives in a town inhabited by a racist, white community, decided to do what he thinks is right and defended a black man named Tom Robinson, who was spurious accused of raping a white girl. Despite Atticus’s cognizance of the vicious calumny that he will be subjected to by society, he nevertheless made the decision which he considered is right and defended Tom Robinson. This further shows that decision are purely based on the individual. In addition, the fact that decisions of the individual can never be fully controlled by society is shown in the field of science, particularly through Galileo’s choice of having a heliocentric view on the universe. Galileo was a scientist who, after adequate research into the field, maintained that, contrary to what the church and Aristotle believed, the sun is in the center of the universe. At the time, society strongly believed that the earth is the center of the universe and considered every other scientist who said otherwise to be mocking religion and thus deserving punishment. Because of his theory, Galileo was convicted of heresy and consequently sentence to home imprisonment. Surely, it was Galileo’s decision to voice his theory which, rather interestingly, happened to be correct all along! The aforementioned examples are just three a vast number of people who decided to go against society wishes. If anything, these people exemplify the human nature of exploring the unknown, of thinking critical outside the box and of seeking dreams regardless of the perils and obstacles on the way, these are the people who make progress possible; without such individuals, society would be a collection of robots that operate based on norms and that would never be able to think, speak or act out anything that does not fit this â€Å"norm†. Quite simply, it is these people that liberated the oppressed and illuminated the path of knowledge.

Danielle Dawkins Essays (1328 words) - United States, Nationality

Danielle Dawkins Essays (1328 words) - United States, Nationality Danielle Dawkins 31 October History 2010 Markwell Securing the Nation America won the revolution against the tyrannical Great Britain on Sept. 3, 1783 following the Treaty of Paris, which acknowledged America as a free, independent nation. Besides the American revolution, there were countless others revolutions that took place, such as the French revolution that began in 1789. However, they did not go as planned, and were more chaotic than productive and successful. Throughout this essay, I will elaborate on various events that secured America in all different aspects. On the contrary, the course of events that occurred in England will be compared to those of the American revolution, and I will give insight as to why they did not go as planned per actions that took place. As mentioned before, there were other revolutions that occurred around the time of the American revolution with one of the most acknowledged ones being the French revolution. In 1793, King Louis XVI was sentenced to death by the French National Convention after being accused of conspiring with foreign powers. France went into a revolutionary frenzy the moment he was mercilessly beheaded by the guillotine that was quite different from that of the American revolution. There are two key differences between the French revolution and the American revolution. Firstly, American colonists wanted independence from Great Britain due to heavy taxation and being regarded as equals to the British. French countrymen, on the other hand, wanted to overthrow the French monarchy due to enlightenment ideals and the monarchy's lavish spending and extreme taxes, which were not used to treat the devastating occurrences happening within France such as starvation and disease. While the causes and reasoni ng are not too different, the way both revolutions were carried out were vastly dissimilar. The French revolution was fought by peasants alone, as there was absolutely no help from any foreign countries. They attempted to overthrow the monarchy by looting and demolishing the houses of the tax collectors. Americans organized a continental army and appointed George Washington as the leader. Not only that, France and Spain helped to lead them to ultimate victory. All in all, Americans has determination. And it isn't that the French was deemed hopeless; they just acted on pure impulse out of anger and hatred for those with higher authority and poor leadership. As one can infer, organization and strategy, or lack thereof, has a huge impact on the overall outcome of a revolution, or anything for that matter. After America was deemed an independent country, a leader was needed to allow peace to continue to thrive within infancy America. As of course, it was arduous task to choose a leader, but ultimately monumental once George Washington was elected as the first president of the United States. Because of Washington's impressive resume that was filled with successful and popular engagements, he was viewed as trustworthy and respectable. This renewed leaderships comforted citizens. Take loyalists for example; those who were loyal to the British Crown for so long, and didn't leave after the American revolution, longed for a leader that could restore civility and set policy to the states. With just that, the Articles of Confederation was born. At first, it appeared the Articles of Confederation would lead America on a road to a utopian-like future. States had more central power than anything, and congress did not have the authority to tax. As favorable as both of those seemed, it quickly prov ed to be disastrous, as the central government, which was needed to restore civility and such, was too weak, and there were not enough finances to pay debts. Once again, something was needed to secure the peace. Therefore, the Articles of Confederation was disposed of, and the Constitution, including the Bill of Rights, was adopted. For the sake of keeping everything regulated, the Constitution was created as the foundation of the governing system. The Bill of Rights was sort of a compromise since it limited the power of the federal government while simultaneously giving citizens fundamental, humane rights. America now had trustworthy leader and reasonable governing system; however, there is still work to be done, as it is still relatively new. This new republic had just won an entire war, but it