Marry Shellys Frankenstein Essay Example for Free

Wed Shellys Frankenstein Essay In the story there are clear areas, there are a couple of explanations behind this. As you read the book you understand that the story is partitioned. There are various types of account in the story. This fluctuates from letterform toward the beginning of the story, various storytellers and letters sent to individuals in the story. In Frankenstein there are three distinct storytellers, these are the beast, Victor Frankenstein and Robert Walton. The story set up is fairly similar to an onion. This is on the grounds that you have the primary storyteller, the beast, in the center then Victor and afterward at last outwardly Walton. Robert Walton would have been viewed as a Romantic saint on account of his defiant ways. Mary Shelly pick Robert Waltons character since she needs him to be a radical, which additionally connects him to Victor Frankenstein as victor is an agitator too. Mary Shelly connects Robert Walton to Romantics. Right off the bat Romantics have enthusiasm for nature, rather like Robert Walton who is going on a journey toward the North Pole. Likewise Romantics defied social standards. Robert Walton is opposing what Shelley calls the guidelines of nature as he goes on a campaign to the unfamiliar. There are numerous Romantic legends from different books like Odysseus from The Odyssey. Be that as it may, there are additionally different defiant saints a considerable lot of who are from fantasies and legends. One of the principle insubordinate saints was Prometheus who offered fire to man against Zeus will and was rebuffed for it. Shelly presents Robert Walton as a dissident, rather like Victor Frankenstein. We no that Robert Walton is a revolutionary initially on the grounds that he defies the confinements of information, he is setting off toward the North Pole. He says, I will satisfy my fervent interest with seeing a piece of the world at no other time visited. This implies he needs fulfill his requirement for information via looking through the obscure world. We additionally realize he is an agitator as his dad precludes him to go on a journey, which he is doing. Additionally we see that he doesnt want extravagances or a simple life, he says My life may have been passed in simplicity and extravagance, yet I favored greatness to each allurement that riches put in my way. This likewise shows he will go far for brilliance and that he would very much want greatness than extravagance and simplicity. Victor Frankenstein is viewed as a stunning being through Robert Waltons eyes through their time together. Shelly portrays Frankenstein through the eyes of Robert Walton as a Divine drifter. Likewise Walton Says that he is, so delicate, yet so insightful. From Shellys selection of words we can see that Robert Walton considers Victor To be as an individual with superhuman characteristics. In this way all through Robert Waltons letter we can see that Robert Walton admires Victor Frankenstein as a defiant saint and as a stunning being. Basically, Shellys opening to the novel hushes up odd. Toward the beginning of the novel you have Robert Waltons letters and afterward Shelly follows the letters with Victors individual story. I accept that the manner in which Shelley has opened the novel might be weird yet it is viable trough out the grouping. By utilizing various accounts Shelly urges the peruser to thoroughly analyze the perspectives of Victor Frankenstein and Robert Walton. From Chapter one Mary Shelly continues to make the character of Victor Frankenstein through his own account. Strangely, she uncovers that like the main storyteller, Robert Walton, Victor Frankenstein wants to arrive at new profundities of logical research since he was a youngster. Mary Shelly shows the peruser the equals between the two storytellers, Robert Walton and Victor Frankenstein. Right off the bat the peruser can see that Frankenstein and Walton are similar, as the two of them need to oppose the confinement of information. The peruser knows this as Walton needs to discover new unfamiliar things by setting off toward the North Pole and Frankenstein needs to make life. Likewise the peruser can see that the two of the storytellers are indistinguishable as the two of them oppose their dad. At long last the peruser can consider the to be in the characters as the two of them state that they want to arrive at new profundities of logical research since they where youngsters. Luke Garner 10Pd English Literature Mr Dorefeyev Show see just The above review is unformatted content This understudy composed bit of work is one of numerous that can be found in our GCSE Mary Shelley segment.

Jean Watsons Theory of Caring free essay sample

At last, individual reflections from the mindful second will be incorporated. The reflections will feature the things gained from the connection by the medical attendant and how the caring is seen by the patient or relatives included. Foundation and Major Concepts of Watson’s Theory Jean Watson’s hypothesis of human caring has been advancing in the course of the most recent 30 years into what it is today. The significant parts of Watson’s hypothesis are the carative variables, the transpersonal caring relationship, and the mindful event/caring second (Cara, 2003). As per Alligood (2010), Watson wanted to carry importance and center to the developing control of nursing as a particular wellbeing calling with special qualities, information, practices, morals, and mission. She felt that mindful was vital to nursing and concentrated on approaches to show that mindful advances development and great wellbeing and can be utilized by all medicinal services experts. Watson looked to locate a typical significance for the order of nursing that applied to all work settings (Sitzman, 2007). We will compose a custom article test on Jean Watsons Theory of Caring or on the other hand any comparative subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Right off the bat in her work Jean Watson noted 10 carative components that can be distinguished and fill in as a manual for working on nursing and these in the long run advanced into the 10 clinical caring caritas forms. The caring caritas forms are as per the following: 1) Practice of cherishing consideration and composure inside setting of caring awareness. 2) Being genuinely present, and empowering and continuing the profound conviction framework and abstract life universe of self and the one-being-thought about. 3) Cultivation of one’s own profound practices and transpersonal self, going eyond inner self, opening to others with affectability and sympathy. 4) Developing and supporting a helping trusting, genuine caring relationship. 5) Being available to, and steady of, the statement of positive and negative sentiments as an association with more profound soul of self and the one-being-thought about. 6) Creative utilization of self and all methods of knowing as a component of the mindful procedure; to take part in aestheticness of caring-mending rehearses. 7) Engaging in authentic instructing learning experience that takes care of solidarity of being and significance, endeavoring to remain inside others’ edges of reference. ) Creating mending condition at all levels (physical just as non-physical), inconspicuous condition of vitality and cognizance, whereby completeness, excellence, solace, poise, and harmony are potentiated. 9) Assisting with fundamental needs, with a purposeful caring cognizance, overseeing â€Å"human care essentials,† which potentiate arrangement of mindbodyspirit, completeness, and solidarity of being in all parts of care; watching out for both the exemplified soul and advancing profound rise. 0) Opening and taking care of otherworldly baffling and existential elements of one’s own life-passing; soul care for self and the one-being-thought about (Cara, 2003). Watson additionally centers around the transperso nal caring relationship and the associations that exist in this relationship. In transpersonal caring the medical caretaker intentionally centers around self and other inside relational trades right now, while going past the second and opening to additional opportunities and qualities the presence of the others internal and external points of view (Sitzman, 2007). It is imperative to call attention to that the mindful event/caring second Watson portrays can happen in any setting where a patient and human services proficient collaborate. As per Rafael (2000), Watson focuses on the significance of the lived experience of the customer as well as of the medical caretaker and these two meet up in a mindful second and that turns out to be a piece of the existence history of every individual. Watson’s work vigorously centers around the associations made among medical attendant and patient and she realized that a central point impacting these associations was their past encounters. Caring Moment and Major Theory Assumptions I will depict a mindful second that I was as of late engaged with at work concerning the group of a patient who had recently lapsed in the crisis division. This circumstance included a youngster who allegedly had been engaged with criminal behavior that prompted him continuing a discharge twisted before showing up in the crisis office and that injury prompted him kicking the bucket in the crisis division. This patient had an exceptionally enormous family and gathering of companions who were assembling in the anteroom and outside of the medical clinic. They were justifiably troubled concerning what had occurred and were turning out to be on edge and anxious in regards to having the option to see their adored one. The mindful second started in the occasions that occurred in the crisis division while thinking about this patient and his family. Watson’s hypothesis of caring makes suspicions identified with individual, wellbeing, nursing, and the condition that can be ascribed to the medical caretaker tolerant circumstance referenced previously. In this circumstance the individual/person’s being thought about are the relatives present in the crisis division to see their cherished one who had appallingly quite recently lost his life. Watson’s perspective on nature secured the quick setting as well as society. In this specific circumstance the earth is viewed as the anteroom, injury cove, and guiding room where the connections between the medical caretaker and relatives were happening. The earth turned into where the family could be distant from everyone else with their adored one just as be separated from everyone else themselves to lament over their misfortune. As per Alligood (2010), Watson accepted that the medical attendant can likewise turn into nature in which a â€Å"sacred space† is made where deliberate mending and caring can happen. Watson’s perspective on wellbeing is worried about complete physical, mental, and social prosperity and working identified with those. Wellbeing in this circumstance isn't viewed as the nonattendance of ailment or great physical wellbeing, however managed the passionate and profound parts of wellbeing as depicted by Watson. Wellbeing can be re-imagined as the solidarity and concordance inside the body, brain, and soul and an agreement among self as well as other people and self and nature (Alligood, 2010). Nursing as indicated by Watson is worried about forestalling disease and advancing and reestablishing wellbeing. In this circumstance I was giving deliberate consideration to this patient and his family and this is viewed as nursing in Watson’s hypothesis. Transpersonal Relationship and Carative Factors Utilized Several of Watson’s carative elements are used when thinking about the patient’s family referenced previously. As indicated by Watson a solitary caring second turns into a snapshot of plausibility and at that time a genuine open door for human caring can happen (Alligood, 2010). In the underlying experience with the family the fourth carative factor of building up a helping, trusting, human, caring relationship is used. This family was extremely disturbed and they expected to trust in me and comprehend that I was there to help and that I truly thought about them and their cherished one. I built up this by talking with them in a mindful manner and permitting them in a controlled way to see their relative. The fifth carative factor utilized is advancing and tolerating the declaration of positive and negative sentiments during the time the family was with their cherished one. They were clearly disturbed and were urged to communicate their emotions both positive and negative. This included permitting the family to be irate and lament varying. The seventh carative factor advancing transpersonal educating and learning is utilized with the family concerning the inquiries they had about the occasions that occurred after we got the patient in the crisis division. The means we took to endeavor to spare his life were disclosed to the family, and this helped them increase a superior comprehension of the circumstance. The tenth carative factor permitted existential, phenomenological, profound angles to be tended to. This family had strict feelings that should have been tended to and mentioned to supplicate with their cherished one and have his minister present. This was encouraged for the family with the goal that they could appropriately address their adored one’s profound needs. At long last the third carative factor concerns the development of affectability to one’s self and to other people. I didn't pass any suppositions or judgment onto this patient or his family with respect to the conditions associated with his demise. I handed-off to the family that I got their adored one was a one of a kind individual with characteristic worth and that I was there to give non-critical consideration to the patient and his family. Individual Reflection I learned numerous things about myself as an individual and as an attendant after the experience and caring minutes referenced previously. I discovered that I can impart my actual expectations and reason as a medical attendant who cares to a family that was at first vexed and irate about their cherished one dying. My mindful aim was generally welcomed and comprehended by this family and they valued it without a doubt. I discovered that I can give caring and understanding consideration without permitting any suspicions or decisions about the ircumstances of the circumstance to cloud my motivation and obligation as a medical attendant. I figured out how to use a considerable lot of Watson’s carative factors in a genuine clinical circumstance and that these were extremely valuable to my nursing care. The group of this patient was grateful and voiced to me that my way to deal with the circumstance had permitted them to adapt to the demise of their cherished o ne the most ideal way that is available and that without my understanding and tolerating care it would have been substantially more hard for them. End Taking everything into account, Jean Watson’s hypothesis of human caring characterizes the mindful second or minutes that happen

Three Strategies for Teaching High Level ELLs - EasyBib blog

Three Strategies for Teaching High Level ELLs - EasyBib blog (0) While much of the research around strategies for teaching English Language Learners focuses on those who are just beginning their study of English, many of the same methods can be adapted to teach students who have been studying English as a second language for years. When I was teaching middle and high school English in a bilingual private school in Costa Rica, most of my students had been learning English since 1st grade, and many had reached a high level of proficiency or even fluency. Still, there are several differences in the way I taught them compared to my current, non-ELL students in the United States. Below are the top three most effective strategies I found for teaching high-level ELLs. 1. Incorporating the Native Language (L1) Although traditionalists may argue that it’s best to ban the native language in an ELL class, the use of native language is becoming more acceptable nowadays. In my own personal experience, using students’ native language helps build vocabulary skills. My favorite way to use L1 in Costa Rica was to use the common Latin roots that English and Spanish share. Instead of teaching specific vocabulary words by rote, I used the Word Within the Word program so that students could figure out what many different words meant instead of just memorizing some definitions. Many Latin roots are essentially translations of Spanish words (e.g. mal=bad), making it easier for students to relate to English vocabulary. If a student asked me “What does ‘malevolent’ mean?” I could ask them “What does mal mean? What do you think malevolent means?” Another great use for the native language with upper level ELLs was working with translation. Translation is a high-level critical thinking exercise that requires students to carefully consider the connotation of words and how they come together to create meaning in a text. The fact that I speak Spanish definitely helped teach that unit, but it can be done without knowledge of the first language, or even with a group that has a variety of first languages. I asked students to not only write translations of poetry, prose, and informational texts originally written in Spanish but also to explain their translations. They really enjoyed the project because it allowed them to exercise and show off their skills in both languages, rather than having to keep them seperate. 2. Direct Grammar Instruction I usually teach grammar in the context of writing but when teaching ELLs, I found it was necessary to be more explicit. There are many grammar rules that native speakers don’t think twice about, like adjective order, which non-native speakers need to be taught. English learners tend to revert back to the grammatical structures of their native language unless they have other rules to follow. I don’t think this type of grammar instruction is necessary in elementary school when immersion seems to be the most effective way to learn a new language. However, once students reach a certain level of understanding, the only way to learn specific grammar rules is direct instruction. 3. Differentiating for Lower Level Skills Even though most of my students had high-level English skills from attending a bilingual school all their lives, as in any class, there were a few students who were not on the same level. Often these were students who transferred in from another school. To help bring them up to the same level as their classmates, I made some accommodations. Generally, I encouraged my students to speak English during English class but if a student really didn’t understand something, I would make an exception and explain the directions in Spanish. Another exception I made a few rare times was actually allowing students to demonstrate knowledge and skills, such as identifying the tone of a text, in Spanish. That way I could make sure they understood the content even if they weren’t yet able to communicate their understanding in English. Other strategies I used included giving students with smaller vocabularies copies of texts with difficult words glossed on the bottom of the page. I avoid giving vocabulary to higher level ELL students because I want to encourage them to use tools like context clues to figure out tough words. Students who do not have the basic vocabulary to begin with, though, are not able to figure out the context. As with all aspects of teaching, it’s important to be sensitive to individual students’ needs and track their progress to determine when they are ready to succeed without extra scaffolding. In a mixed-ability middle school class (or any class), no student wants to stand out as the one getting extra help, even if their peers are understanding. None of the above strategies singles out individuals. When the student who needed extra vocabulary help starts building her vocabulary, no one in the room will notice when she starts getting the same articles as the rest of the classâ€"not even the student herself. Find more useful teaching resources on EasyBib: a simple bibliography definition, works cited example, and more. Share the EasyBib citation generator with your students to help make citing in APA style, MLA style, and Chicago style format a breeze!

Computer law and privacy at work - Free Essay Example

Sample details Pages: 12 Words: 3524 Downloads: 4 Date added: 2017/06/26 Category Information Systems Essay Type Analytical essay Tags: Computer Essay Inflation Essay Did you like this example? Report to Dà ¢Ã¢â€š ¬Ã¢â€ž ¢Ausecours Board 31st May 2006 Re: Acquisition of Security Control Issues and Recommendations 1) Confidential Information Given the that the greatest value of SC lies in the ability of its employees to innovate and the quality and commercial potential of the resultant product, it is disturbing to learn that none of the employees is currently bound by any form of confidentiality clause in their contract and they have received no training or even informal guidance in the correct handling of confidential information. It is, of course counterproductive to develop a culture of obsessive secrecy such as that which results in the security classification of Ministry of Defence canteen menus but a workable definition should be developed without delay. It is suggested that this accord with the criteria expounded by Megarry V-C in Thomas Marshall (Exports) Ltd v Guinlƒ ©[1] including the test of whether the employer re asonably believes that the release of information will be injurious to him or advantageous to his rivals and whether it is reasonable to believe that the information is not already public. Don’t waste time! Our writers will create an original "Computer law and privacy at work" essay for you Create order The information will of course have to be judged in accordance with the usage and practices of our industry. In respect of the existing unregulated situation, in the event of unwanted disclosure of confidential information prior to the introduction of revised contracts of employment, it may be possible to rely upon Faccenda Chicken Ltd v Fowler[2] in which employees similarly had no restrictive covenant in their contract of employment. The employer argued that they were nonetheless bound by an implied duty of confidentiality. Although the decision of Goulding J at first instance was unsatisfactory from our point of view, the criteria stipulated by the Court of Appeal in order for such a duty to apply may be of assistance: The nature of the employment; The nature of the information (this can be protected if it may be classed as a trade secret or was material which was in all the circumstances of such a highly confidential nature that it should be so treated; Whether the employer has impressed upon the employee the confidentiality of such information; and Whether the information can be freely isolated from other information which the employee is free to use or disclose. In respect of the third of these (impressing the nature of the information upon the employee) this may be the subject of immediate practical action. Once employees have been so informed, the implied duty should begin to apply notwithstanding the lack of express restrictive covenants in their contracts. The criminal law is unlikely to assist in this regard in its present form. An attempt in Scotland in Grant v Allen[3] to prosecute an employee who allegedly dishonestly took a quantity of computer printouts from a firm of carriers failed with the court commenting that à ¢Ã¢â€š ¬Ã…“to make a declaratory finding that it is a crime dishonestly to exploit confidential information belonging to another would have far reaching consequences in this technological ageà ¢Ã¢â€š ¬Ã‚ ; it was suggested that this was a matter for legislation. However, the English Law Commission in its Working Paper on Conspiracy to Defraud[4] similarly eschewed the opportunity to make the abuse of confident ial information the subject of criminal proceedings unless perhaps in circumstances in which a conspiracy had been formed with the intent to deprive a person of confidential information to their financial prejudice. Accordingly it is recommended that a programme of training be urgently implemented to make employees of SC aware of what constitutes confidential information and stresses that they are already bound by an implied duty of confidentiality. In parallel with this, Human Resources should attend without delay to the revision and reissue of the necessary contracts of employment. In the instance of short-term instances of potential abuse which may prove damaging such as employees disgruntled by the take over seeking to leave and use SC information to establish their own ventures, consideration might be given to the issuing of applications where appropriate for à ¢Ã¢â€š ¬Ã…“springboard injunctionsà ¢Ã¢â€š ¬Ã‚  as in Roger Bullivant Ltd v Ellis[5]. These of course will be strictly limited in time but should at least cover the period in which the ex-employee is seeking to gain a à ¢Ã¢â€š ¬Ã…“head startà ¢Ã¢â€š ¬Ã‚  by the use of such information. 2) Pornography At present, employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s contracts do not forbid personal use of the internet. As a preliminary point, it is suggested that this is reviewed. Quite apart from the specific difficulties to which such use may give rise such as, for example, in the case of the circulation of pornography discussed below, the accessing of websites and the use of the internet during working hours for the sending and receiving of personal e-mails is becoming a contentious issue in every workplace. What may be regarded as a harmless à ¢Ã¢â€š ¬Ã…“perkà ¢Ã¢â€š ¬Ã‚  is capable of escalating to the extent that much productive working time is lost placing the employee in breach of their duty of fidelity and resulting in great impairment to the efficiency of the organisation. Happily, it appear s that at present this use is restricted to the accessing of à ¢Ã¢â€š ¬Ã…“adultà ¢Ã¢â€š ¬Ã‚  websites and there have, as yet, been no complaints from other employees about the distribution of such material. Nonetheless, it is submitted that this is a practice which should be discouraged. Although internet pornography is a relatively new phenomenon, it is still within the ambit of the Obscene Publications Act 1959. This provides that an article is obscene and thus its distribution is liable to criminal prosecution where it has a tendency to deprave or corrupt persons who are likely, having regard to all the relevant circumstances, to come into contact with it. The fact that this rather antiquated piece of legislation which could never have foreseen current technological developments should still be taken seriously can be observed from R v Perrin[6] in which the appellant had been convicted of publishing an obscene article, namely a web page which contained images of coprophilia and fellatio. This was accessed by a police officer. The conviction was challenged under Article 10(1) of the European Convention on Human Rights on the ground that it breached the right of freedom of expression. However, the Court of Appeal held that Article 10(2) allows derogation from the right of freedom of expression where this is necessary in a democratic society for the prevention of disorder or crime or the protection of morals. The Court of Appeal took the opportunity to refine and update the applicable test: à ¢Ã¢â€š ¬Ã…“First, whether any person or persons were likely to see the article, and if so, whether the effect of the article, taken as a whole, was such as to tend to deprave and corrupt the person or persons who were likely, having regard to all the relevant circumstances, to see the matter contained or embodied on it.à ¢Ã¢â€š ¬Ã‚  A discussion of this subject is always likely to give rise to a certain amount of juvenile mirth. It may be suggested, for ex ample, in the light of the comments circulated about my understanding of motor car brands (the subject of a further brief below) that the employees of SC are already beyond the risk of being depraved and corrupted the damage already apparently having been done. However, it is recommended that this issue be taken seriously. In particular, regard should be had to the Protection from Harassment Act 1997 which makes it an offence to pursue a course of conduct designed to cause alarm and distress to another. While, for example, it may be considered amusing to send graphic sexual images to young female employees or, more probably, the à ¢Ã¢â€š ¬Ã…“ladies of a certain ageà ¢Ã¢â€š ¬Ã‚  in the Accounts Department, if this were to reach a certain level of intensity, it could form the basis of criminal prosecution. More immediately, such conduct could be presented as sexual harassment (which can also be directed against same-sex colleagues and transsexuals: Chessington World of Adventures v Reed[7]) which could give rise to a liability on the part of the employer if the conduct was known of and not acted upon or there was found to be insufficient supervision in place to guard against such conduct. This, in itself, could expose the company to proceedings in the Employment Tribunal. These might become particularly serious if an employee were driven to the point of leaving and then claiming constructive dismissal. It is strongly recommended therefore that guidelines regulating the use of the internet in general and the accessing of pornography in particular be immediately promulgated with it being made clear that any breach will be considered a disciplinary offence. 3) Defamation I am quite confident in my ability to distinguish rusting heaps of Scandinavian metal from the more intimate aspects of the female anatomy and I make it clear therefore that I do not propose on this occasion to take any action in respect of the à ¢Ã¢â€š ¬Ã…“hilariousà ¢Ã¢â€š ¬Ã‚  e- mail circulated on the subject. However, the existence of an office culture in which the circulation of such material is considered not only permissible but potentially amusing gives cause for concern. The law of defamation is quite clear. A defamatory statement is one which injures the reputation of another by exposing him to hatred, contempt or ridicule or which tends to lower him in the esteem of right thinking members of society (Parmiter v Coupland Another[8]). Employees should be advised that while the common perception of libel is limited to statements published about celebrities in tabloid newspapers, it is just as capable of applying in the workplace. The important issue in this context is à ¢Ã¢â€š ¬Ã…“publicationà ¢Ã¢â€š ¬Ã‚ . Once again, while this would seem to be a concept applicable only to the Press, a salutary lesson can be learned from Riddick v Thames Board Mills[9]. This concerned an internal memo following the dismissal of two employees. It was based on the report of two other employees which was found to be inaccurate and malicious. This report formed the basis of a memo which a manger dictated to his secretary and then sent to another manager who read it and filed it away. Although Lord Denning dissented in the Court of Appeal on the basis that this was a document which was only produced during discovery and ought therefore to be regarded as privileged, Stephenson and Waller LJJ disagreed and held that communications between employees, often involving communication with secretaries, had for a long time been treated as publications. (This principle is one which may well surprise many of our managers and it is worth observing in passing that an element of guidance and training at this level may be appropriate it will be noted that I have taken care elsewhere to describe the present standard of record keeping as à ¢Ã¢â€š ¬Ã…“inconsistentà ¢Ã¢â€š ¬Ã‚  when more choice language may have sprung to mind!) However, this being so, thes e strictures must apply with still greater force to intra-office e-mails. Quite apart from any issues which arise in respect of the conduct of individual employees in this regard (I repeat my comments in Brief 2 in respect of an employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s liability for harassment and discrimination and potential remedies under employment law), I am concerned about certain developments in respect of the law of libel as applied to electronic communication. In Godfrey v Demon Internet[10], it was held that Internet Service Providers (à ¢Ã¢â€š ¬Ã…“ISPsà ¢Ã¢â€š ¬Ã‚ ) can be held liable for the publication of defamatory material if they store such material on their servers where it is accessible to customers. The argument that they were simply the holders of an electronic device through which information was transmitted was rejected. Although I have not been able to locate any authority exactly on point as yet, I am concerned lest it might be possible to apply this principle to our company on the basis that we might in certain circumstances be seen to be publishing such libels by allowing them to be accessible on our systems. I recognise that this would not apply in the case of personal or group e-mails since we cannot be responsible for their content and are not making them generally available but open for a such as departmental message boards and discussion groups might not be able to escape liability in the same way. Of course, there is now a statutory defence available under section 1 of the Defamation Act 1996 provided it is possible to show that an administrator of an electronic network of this type took all reasonable care in relation to the publication of the statement and did not know (nor could have known) that what they did contributed to the publication of the statement. Obviously, such a defence will be negated if we continue to maintain systems without supervision upon which it is possible to post such material particularly having regard to the f act that even at this stage of acquisition we have become aware of an apparent propensity on the part of certain employees to circulate material of this type. In any event, ongoing monitoring and regulation will be required. The statutory defence failed in Demon Internet because it was shown that the ISP had had the relevant material drawn to its attention and had not taken steps to remove it for some two weeks. 4) Data Protection It is disturbing to note that SC is the subject of a number of complaints to the Data Protection Commissioner. (This issue also impinges upon the area of record keeping discussed at the presentation). A review of systems is therefore imperative. The Data Protection Directive[11] prescribes five principles relating to data quality. It must be: Processed fairly and lawfully; Collected for specific, explicit and legitimate purposes and not further processed in a way incompatible with those purposes; Adequate, relevant and not excessive in relation to the purposes for which they are collected and/or further processed; Accurate, up to date and complete; where this is not so the data must be erased or rectified; Kept in a form which permits identification of data subjects for no longer than is necessary for the purposes for which the data were collected or for which they are further processed. These principles are largely replicated (albeit numbered at eight) in the Data Protection Act 1998. I am concerned at certain aspects of the current SC approach to data. For example, there is much in the current recruitment and ongoing employment of staff that is, to put it mildly, irregular. Where data is collected from a subject as in our current recruitment process, Schedule 1, Part 2, para.3 of the 1998 Act requires that the subject must be supplied with: à ¢Ã¢â€š ¬Ã…“à ¢Ã¢â€š ¬Ã‚ ¦any further information tat is necessary, having regard to the specific circumstances in which the data are or are to be processed, to enable processing in respect of the data subject to be fair.à ¢Ã¢â€š ¬Ã‚  This means that prospective employees should be informed whether providing answers to any questions is voluntary or compulsory and as to the possible consequences of a failure to reply. At present, there is no distinction on the application forms between the questions in relation to previous criminal convictions (and no reference to the Rehabilitation of Offenders Act 1974) and the other questions which are asked about ethnicity (to which the subject is not required to reply) and which, it must be made clear, are for equality and diversity monitoring purposes only. The existing question relating to sexual orientation is wholly unacceptable under the terms of the Employment Equality (Sexual Orientation) Regulations 2003[12]. The present approach to storage of data is entirely haphazard. The most cursory review of the HR Department files reveals personal files which relate to employers who left SC many years ago (while the retention of such information for a period of time for purposes such as the supply of references is legitimate, some of these files are now so antiquated that it might be doubted that the subject is still living). In any event, it is clear that even the information in respect of current employees has not been kept updated. There is therefore a breach of the obligations imposed by the Directive and the Act either to update such information where appropriate or to erase it. Of greatest concern is the issue of data security. The seventh data protection principle contained in the 1998 Act requires that: à ¢Ã¢â€š ¬Ã…“Appropriate technical and organisational measures shall be taken against unauthorised or unlawful processing of personal data and against accidental loss or destruction of, or damage to, personal data.à ¢Ã¢â€š ¬Ã‚  The practical position in this regard at present is appalling. None of the computer systems in Payroll is password protected. A recent visit to the coffee bar revealed employees leafing through HR Department files which have been left in there in an unlocked à ¢Ã¢â€š ¬Ã…“overspillà ¢Ã¢â€š ¬Ã‚  filing cabinet. I recommend the immediate appointment of a data controller to review as his/her first priority, the security of all computer and manual systems and implement adequate training and supervision to ensure the competence and reliability of all staff having access to personal data. 5) Disciplinary Procedures Finally, I am asked to identify another issue which will impinge upon the take over of SC. While there is so much to choose from (!), I am concerned to note that in common with the current raft of complaints to the Data Protection Commissioner, the HR Department appears to be awash with Forms ET1 commencing proceedings against SC in the Employment Tribunal. A review of these applications demonstrates that a great many problems stem from the currently cavalier approach of Managers to the disciplining of members of their department. There exists a macho and à ¢Ã¢â€š ¬Ã…“laddishà ¢Ã¢â€š ¬Ã‚  culture that would be unacceptable on a building site still less in a high-tech company. For example, following a recent dispute over the way in which a software design task was to be carried out in the IT Department, the Manager was heard to say to an employe e, à ¢Ã¢â€š ¬Ã…“You do it my way or you can f*** off!à ¢Ã¢â€š ¬Ã‚ . When the unwanted method of work was repeated, the employee was summoned to the Managerà ¢Ã¢â€š ¬Ã¢â€ž ¢s office and told, à ¢Ã¢â€š ¬Ã…“Ià ¢Ã¢â€š ¬Ã¢â€ž ¢ve told you once you pusillanimous little w*****, now sling your hook!à ¢Ã¢â€š ¬Ã‚ . The employee was escorted from the premises by security. Following receipt of the ET1 alleging unfair dismissal, the Manager was interviewed by the HR Department and indignantly claimed that he had administered a à ¢Ã¢â€š ¬Ã…“verbal warningà ¢Ã¢â€š ¬Ã‚  and was therefore entitled to sack the employee à ¢Ã¢â€š ¬Ã…“on the spotà ¢Ã¢â€š ¬Ã‚ . This is disastrous. First, it should be obvious to even the most insensitive of managers that the ability summarily to dismiss an employee is restricted to instances of gross misconduct. A useful test is contained in Laws v London Chronicle (Indicator Newspapers) Ltd[13] in which it was formulated as: à ¢Ã¢â€š ¬Ã…“à ¢Ã¢â€š ¬Ã‚ ¦whether the conduct complained of is such as to show the servant to have disregarded the essential conditions of the contract of serviceà ¢Ã¢â€š ¬Ã‚ . Therefore, while instances such as fighting or theft might warrant dismissal without notice, a dispute over the approach to a computer project can hardly be said to fall into this category. In any event, even if there had been a dismissal with notice, it would probably have been regarded as unfair on the merits but, more particularly for the purpose of the internal organisation of the company, it would have been held to have been à ¢Ã¢â€š ¬Ã…“automatically unfairà ¢Ã¢â€š ¬Ã‚  by virtue of the Employment Act 2002 which introduced the new s.98A(1) into the Employment Rights Act 1996 and requires adherence to the procedures laid down by the Employment Act 2002 (Dispute Resolution) Regulations 2004[14]. As a matter of the greatest urgency all managers should be made aware that there is now a statutory procedure t o be followed in all instances where the disciplining or dismissal of an employee is contemplated. The employee should be informed of the allegation against him and given an opportunity to consider it before attending a meeting (at which he has the right to be accompanied by a work colleague or Trade Union representative) at which the allegation is investigated and a decision reached. Thereafter, there is still a right of appeal to be exhausted before a dismissal can be confirmed. This is known as the à ¢Ã¢â€š ¬Ã‹Å"Standard Procedureà ¢Ã¢â€š ¬Ã¢â€ž ¢. Even in instances of gross misconduct requiring immediate dismissal and removal from the premises, there is a Modified Procedure to be followed. In the event of a claim of unfair dismissal where these procedures are not followed, the dismissal will be deemed automatically unfair even if it could have been justified on other grounds. Worse still, the Tribunal is then obliged to increase the appropriate award by 10% and may where it co nsiders it appropriate to do so increase it further up to an overall maximum of 50%. I recommend therefore that the HR Department is overhauled to ensure that they are fully conversant with these requirements and managers instructed to consult and involve them before taking any action relating to matters of discipline. Bibliography Bainbridge, D., Introduction to Computer Law, (5th Ed., 2004) Bowers, J., A Practical Approach to Employment Law (7th Ed., 2005) Deakin, S., Johnston, A. Markesinis, B., Markesinis and Deakinà ¢Ã¢â€š ¬Ã¢â€ž ¢s Tort Law (5th Ed., 2003) Lloyd, I., Information and Technology Law (4th Ed., 2004) Westlaw www.opsi.gov.uk Footnotes [1] [1978] ICR 905 [2] [1986] IRLR 69 [3] 1987 SCRR 402 [4] Law Com No.104 (1987), paras.10.45-10.46 [5] [1987] IRLR 491 [6] [2002] EWCA Crim 747 [7] [1998] ICR 97 [8] (1840) 6 MW 105 [9] [1977] QB 881 [10] [1999] 4 All ER 342 [11] Directive 95/46/EC, Art.6 [12] SI 2003/1661 [13] [1959] 1 WLR 698 [14] SI 2004/752

Do Violent Video Games Promote Teen Aggression and Violence

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Upgrading an HR System Free Essays

string(94) " will test the new system, document any errors, and report any errors to the project manager\." Manufacturing is a company looking to upgrade their HR System. Their HR System is out of date and needs to improve its usefulness and effectiveness. Based on the Service Request SR-rm-004, this paper will prepare and describe information-gathering techniques and design methods for the Riordan Manufacturing HR System project. We will write a custom essay sample on Upgrading an HR System or any similar topic only for you Order Now This paper will also identify key factors that will help ensure information for the project is gathered. The paper will also explain the scope and feasibility of the project.Finally, this paper will design and implement a new HR system for Riordan Manufacturing. Information-gathering techniques Information-gathering techniques are one of many important roles that will help with Riordan Manufacturing HR System. Gathering information from sources must be reliable and valid for the project. In addition, the information must relate to the project and fulfill the requirements as well. For the current project of collecting information, several techniques will be used for the project. The techniques on gathering information will be from surveys/questionnaires and interviews.The information will be gathered from individuals that work in the HR Department. This will help the project to indentify the HR system, how effective it operates and how it functions within the organization. Gathering information from the HR Department will help identify what will work best for the HR System. The information that comes from individuals will need to be from people who work in the HR department. Information collected from individuals who work outside the HR department can sometimes give false information and result in a project failure or errors that will occur in the new system.Other sources that will be used when gathering information will be books, journals, articles, and experts. These sources can assist the project by gathering information from the Internet, which helps to complete the project on time and reduces cost. Another aspect would be gathering information and collaboration and brainstorming with experts. Collaboration and brainstorming helps create ideas and gathers information about the subject for the project. This part of gathering information will be from people who are experienced in the field and are experts about creating an HR System.The individuals that will be working on this project will also research the type of software and hardware that will be used to determine what is best for the project. Information gathering design The design aspect when gathering information will be organized accordingly to the project. The project will examine the current HR System for their functional effectiveness. Once the current HR System has been examined, the information will determine what needs to be improved. Another part of the project will be gathering information that relates directly to the outcome of the project. The first parts of gathering information that will be used in the project are identifying the advantages and disadvantages of the different techniques that will be used. As soon as the techniques have been identified, the best techniques will be used accordingly. The next step will be using the techniques that fit best to gather the proper information. Then the information will be analyzed to see if it is compatible for the project. Once the information is analyzed, then the most effective information will be used to complete the project. The information needs to be valid, accurate, precise, and reliable.These factors are crucial concerning gathering information because it helps obtain the correct information about the subject. After gathering information for the design of the project, it has been determined that the Riordan manufacturing will be adding software to its HR system and will be upgrading its current hardware because of its lack of feedback and effectiveness of its current HR system. Scope Feasibility The scope and feasibility is an important part of the project. This determines the project’s outcome, usefulness, effectiveness, cost, and time it takes the project to be completed.This also determines the future outcome of the project and will be needed for an upgrade. The scope of the project will be determine and completed within six months. The resources constraints of completing the project will be determine by cost and time. The cost could be higher from the original cost for the completion of the project. The expected cost of the project will be $50,000. This will include paying the project team, cost of software, and hardware. The V. P. of operations of Riordan Manufacturing will approve any changes made to the project.The project team that will be working on this project will be the IT department within the company. Each phase of the project will be completed within the time that was given. IF the project team cannot complete each phase on time, the project team will work overtime. Each phase of the project will be tested and a detailed report will be created after each phase is completed. The V. P. of operations will sign off the report when each phase is completed. The individuals that will test during each phase of the project will be several members of the HR department.As soon as the HR System has been tested and finalized, each member of the HR department will be trained to operate the new software that will be added to the upgraded HR System. Application Architecture and Process Design The first step of the process design is determining the requirements for the project such as software, the project team, and hardware. The project team includes the project manager, three programmers, four IT techs, and testers from the HR department. The project manager will keep track of the project by documenting each phase aspect, determine the software and hardware requirements for the project, and report to the V.P. of Operations. The programmers will implement the new software and install / customize according to the project needs. The IT techs will install the hardware, test the hardware, and network the new system within the HR department. The testers will be employees directly from the HR department. The testers will test the new system, document any errors, and report any errors to the project manager. You read "Upgrading an HR System" in category "Papers" If any errors occur during each testing phase, the project team will be able to resolve them, retest the system, and document the conclusions after the phase has been completed.When each phase has been completed and passed, the V. P. of Operations will sign a document of completion. The hardware needed for the project will be new computers that will use the new software. The computers would need to be up to date and powerful enough to comply under the policy of the company. The computers will be networked within the HR department. This will allow each member of the HR department to access the company’s data. Other hardware being upgraded will include the router, switches, and cabling to network the new computers to the server.We will need to upgrade the server accordingly to the project specifications. Each computer will be password protected. The network setup will remain in the same format as the original setup. The only difference from the original setup is the upgraded hardware. The applications will be upgraded from the current software. The original software being used for the HR Department was Microsoft Office 1997. The project team will be upgrading the software to Microsoft Office 2007. Using the upgraded software will add more features, a better interface, and be current.Microsoft Office 2007 will be used to create customized documents, and keep track of employee information. The company will be adding proprietary software, which will require training be used properly. The software is called Intuit QuickBooks Enterprise Solutions. This software is ideal for the upgraded HR System. The software will be used to manage payroll and employee information, keep track of expenses, manage the company’s bank accounts and used for accounting purposes, keep track of sales, manage customer information and purchases, and track inventory.Options of using reporting and analysis tools, data protection, password protection, will be considered. Another part of the design that will be upgrading is the Operating System (OS). The OS that will be used is Microsoft Windows 7 Ultimate. Microsoft Windows 7 Ultimate is ideal for the application design software for the HR department. Microsoft Windows 7 Ultimate has more options compared to other versions of Windows software. It can be easily customized and adjusted for businesses needs. Unlike the other versions of Windows, Windows Ultimate is more secure and has more compatibility options than previous versions.An option example would be the Windows XP Mode. This mode would allow the HR department to use older business applications that was specifically for Windows XP. Norton Antivirus will help protect the system as well in case a virus may have compromised the system. The OS, Microsoft Office 2007, and Intuit QuickBooks Enterprise Solution, and Norton Antivirus will be added to the HR system. Security Security is important concerning a business’s system. If a system is vulnerable, then the system is not protected and data will be at risk. To help improve security, each computer will have password protection.The type of security that will be used when a member of the HR department logs on to the HR system will have a administrator password. The HR and IT department will have only access to the HR system. The new system will store the data on the HR system server. Changes made to each file such as employee information, customized documents, and payroll will be stored on the upgraded HR system’s server. Each created file will be backed up to a separate backup server in case the system should fail. In addition, the HR department will create copies of the files to be used in case the file or the data is corrupted.If the file or data is corrupted, the IT department will determine the problem, and either fixed the corrupted data or replace the corrupted file with one of the backup files. Norton Antivirus will be used on each computer in case a virus accidently gets into the system. The antivirus program will keep the system clean and protected from any viruses that may have infected and compromised the integrity of the system. The system will be monitored at all times by the IT department. If the system should fail, the backup server will be used in place of the original server.As soon as the original server is fixed, the files will be copied from the backup server onto the original server. Each member in the HR department will be monitored. The activities that each member does on each computer will be monitored in case the employee should compromise the system’s security. If a member of the HR department should leave or quit, every computer and system’s password will be changed to keep security at a high level. Each computer will have access to the Internet but will be limited to certain websites to facilitate higher security and work productivity.Physical Data Flow Diagrams Project Team Flow Diagram [pic] Hardware Flow Diagram [pic] Applications Flow Diagram with OS [pic] Implementation stage After designing the system, the implementation stage will begin. The implementation stage is the outcome of the design stage. After the system has been tested, the system will be up and running. Implementation stage will continue until it meets the company’s requirements for completion of the new HR system. This stage will take approximately one month to complete. The V. P. f operations will sign a completion document stating that the project has been completed and will be ready for operation. The implementation stage contains six stages. These six stages are coding, testing, installation, documentation, training, and support. Coding The programmers will be writing code for the HR system. The software is Intuit QuickBooks Enterprise, Microsoft Office 2007, Microsoft Windows 7 Ultimate, and Norton Antivirus. The programmers will make a few minor changes to these programs to better fit and operate within the system’s design.The IT Techs will maintain the software and apply updates to the system accordingly. Coding will also include password protection. Developing code for the new HR system for password protection is vital to keep employee’s personal inform ation, company’s records and finances protected. Having the system protected keeps intruders such as hackers out of the system. If there are errors when the programmers are coding, then the programmers will resolve the errors. Once coding has been completed, the V. P of operations will sign a document stating that the coding has been tested and completed. TestingTesting is an important activity during the implementation stage. The testers that be involved are part of the HR department and IT department. These testers will test the HR system for any type of error and if the system is stable when operational. These tests include probing the new system for errors, glitches within the modified software, coding, and hardware. Programmers will also test the code to see if there are any errors. These errors must be resolved in order for the system to be certified completed. The HR department will test the software modifications. The IT techs will test the hardware.Each tester will document a written report of what was involved, tested, and if there should be changes or improvements to the system. When there are no more changes needed, and no improvements need to be made, then the testing phase will be considered complete. Once it has been completed, it will be documented and signed by the V. P. of Operations stating the testing stage have been completed. Installation Installing the hardware will be one of the IT techs main functions. The hardware to be installed are computers, the server, router, printers, switches, and the cabling.The setup of the network will be the same as the original network setup. The IT techs will test the hardware to make sure it is working properly. If the network should fail, the IT techs will resolve any errors and maintain 100% uptime. The installation of the hardware will be documented by the IT techs. The completion of the hardware installation will be documented and signed by the V. P. of Operations. Installing the software will be one of the programmers main functions. The reason is that the programmers will modify the software accordingly to the company’s needs.The software will be modified to the needs of the HR department. Once the installation of the software has been modified and completed the HR department will test it. Once it passes the testing phase, the V. P. of Operations will sign a documentation of completion. Documentation Each member of the project team will document what was involved during each phase, errors, what needs to be improved, resolving errors, and the completion of each phase. The testers will document what was being tested, if it needs to be improved, errors, and if it passes the test phase. The project manager will sign off and present the documents to the V. P. of Operations. The V. P. of Operations will sign off the completion of each stage, the project, and a document stating the system is operational ready to be implemented. Training The HR department employees including the supervisor will be trained to operate the new software that is installed for their department. The training will take about two weeks to complete. Each member will sign a documentation of completion of understanding and how to operate the new software. Support The IT department will support the new system.They will make any changes to the system if need be. They will also maintain and update the software and hardware according the system’s needs. The HR system will be monitored daily for any issues, errors, or intrusions. If the system should fail, the IT department will implement the backup system. The IT department will resolve any issues or problems if the server should fail. Once these problems have been resolved, the server will be brought back online. The IT department will document daily what was done to the system on any particular day. Benefits of using defined and repeatable processesThe benefits of using defined and repeatable processes in these activities in the implementation stage are that it allows having proper and well structured stages to complete the project and it eliminates errors. This also allows the project team to complete the project within the six months time frame and within the cost of the project. Developing a well proper structured implementation stage also lets the project team to work together rather than as separate entity, which can cause issues among the project team. If this should occur, then the project will not be completed. Each phase of the project can run smoothly without creating errors. Another benefit is that there is more of a complete understanding of the project. Conclusion In conclusion, the project team can complete the project within the time frame and within cost. The HR department sees that with the hardware installed the system will function correctly. The new system will be monitored and maintained daily by the IT department. References Exforsys Inc. : Execution for system. (2000-2010). Feasibility Study – Why needed before Programming. http://www. exforsys. com/tutorials/programming-concepts/feasibility-study-why-needed-before-programming. tml   Intuit Inc. (2010). Compare the advanced features of QuickBooks Enterprise Solutions with QuickBooks Pro and Premier. http://enterprisesuite. intuit. com/resources/switching/outgrowing/   Martin E. Model. (2007). The Interview And Other Data Gathering Methods. Http://www. martymodell. com/pgsa2/pgsa07. html Microsoft. (2010). Compare Editions. http://www. microsoft. com/windows/windows-7/compare/default. aspx Neville Turbit – Project Perfect. (July 19, 2010). Defining the Scope in IT Projects. http://www. projectperfect. com. au/info_define_the_scope. php How to cite Upgrading an HR System, Papers

Taylorism And Management Essays - Organizational Behavior

Taylorism And Management Many people and companies have rejected the theory of scientific management that Frederic Taylor developed in the early 1900s because it wasnt working effectively for the companies. However as Rober Kanigel make clear in his biography of Frederick Taylor One Best Way the problem wasnt with the theory of scientific management , but with the Frederic Taylor and his attempts at managing his own theories. Frederic Taylor was an engineer, a perfectionist; he didnt have personality skills necessary to be an effective manager or leader. Someone how had these skills could manage a company well with his theory. What scientific management really is a complete method of creative problem solving and decision making. Many of the ideas in scientific management, like setting time goal and streamlining the workload are good ideas and are used presently in the work force. The primary objectives of scientific management are to maximize profit for the company, to use the fullest potential each employee and for prosperity for employees. To accomplish this people must exert themselves to their maximum potential every minute of the time at work. Still many of Taylors ideas did not work out because there he was too much like a robot and treated others like robots. He was inflexible, and failed to consider human emotions. For example he timed each person with a stopwatch and forced him or her to meet an inflexible and extreme time goal everyday no matter what. The job was not adjusted to meet the person but the person was forced to adjust to the job. Frederick Taylor wasnt capable of managing people under the scientific management theory the way he designed it. His use of the system eliminated the human aspect of the workplace, by treating people like machines. He described people as in capable of working in anything but what they were currently doing. Furthermore he doubled their work load and made them work at the most efficient pace that he conceived of and enforced this by timing people with a stop watch. His essential theory was: management decided what a fair day of work was and made all the decisions. The employees were only capable of doing manual work and were hired only for their manual labor. Scientific management the Taylor way was imperfect because he eliminated the human part. No one can manage other people efficiently if they treat them like machines. Positive implementation could have occurred if Taylor wasnt implementing and using it. Taylor did treat people like machines as he worked them as hard as possible, leaving them with no energy at the end of the day for leisure activities. His stop watch techniques making sure they met the time goals resulted in the feeling of a large amount of pressure. Taylors personality was of being a meticulous and Machiavellian, obsessive about details and overbearing. He was therefore one of the worst types of people to have as a manager is a very meticulous person as he was be very demanding and never pleased with the work. Taylor used what many people call a Theory X style of management, one that threats employees poorly and like machines. He assumed that people had of no initiative their own to work hard and were only capable of what they were during then and nothing else. To fully understand how poorly Taylor implemented his theory, one only needs to look at the companies he worked at; Bethlehem Steel is a prime example under Taylors management. Each task had an instruction card, which laid everything out in black and white and eliminated the need for the employees to think, and each task was figured out to the fraction of a second, which wore out employees faster than other systems this is not the life that people want to work for. While the Taylor system did pay more, employees did not feel that the money didnt compensated for the other problems that they endured. An example at the Link Belt Foundry of Bethlehem Steel the Taylor system resulted in long-standing piece rates being totally reconfigured many old timers, people with 20-30 years of tenure at the company, quit because of the strain and the furious pace at which