Race Conflict in “Remember the Titans” Essay

In the film Remember the Titans Gerry and Julius attempted to conquer racial issues and in the end settled their superfluous clash. They came to build up an astonishing fellowship based on trust and regard. They in the end figured out how to value the importance of believing a man for who they are as an individual as opposed to the shade of their skin. Right off the bat in the film Gerry and Julius would not recognize each other, they resembled adversaries. At the point when they took a gander at one another it was with both contempt and dread. The two of them experienced their own different lives, with their own race, and wouldn't interface with the other. On the off chance that they conveyed in a common way with the other race it resembled submitting a terrible sin. They rewarded each other with such numbness and contempt. They couldn’t stand each another and despised the manner in which the other one acted. Most of the time they moved toward their contention with evasion. Shirking can be described as, â€Å"denial of the contention, changing and keeping away from themes, being cautious, and kidding as opposed to managing the contention at hand† (pg. 138). They would not like to work out their disparities. Rather they decided to stay away from the subject and not manage the way that they were of an alternate race. At the point when both Gerry and Julius discovered that they would have been on a similar football crew they didn’t need to think about how conceivable it is. They were both so extremist and difficult which brought about neither seeing the opposite side of things. It appeared to be inconceivable for these two players to become friendsâ and disregard their bigotry. As they developed as grown-ups and closer they turned into, the more they overlooked their disparities and the more they guarded their kinship. They were too resolved to even think about letting their colleagues keep them down. They would end up being incredible companions and good examples for their group and the network. A significant part of the thing that matters was overwhelmed by exchange. From the start they had next to no yet after some time they had the option to become together. â€Å"Dialogue contrasts from common discussion in light of the fact that despite the fact that you may despise what the other individual backers, you despite everything tune in and work to esteem the person† (pg. 232). Their aversions transformed into likes and their bizarre discussion transformed into cozy discussion. When Gerry and Julius viewed themselves as siblings they understood the amount they intended to one another and they were so respected and glad to be a genuine companion to one another. This was inconceivable, however the issue was that on the off chance that they needed to play football they needed to conquer these obstacles, in this way not leaving them a ton of decisions. On camp they would go through days together however neither of them put forth an attempt to get along. Their kinship was so secure and they were satisfied to such an extent that they had figured out how to defeat the racial issues and invested the energy to become more acquainted with one another. The two of them despite everything went about as though they were better than other and they weren’t going to endeavor to change this. In the event that something turned out badly they would accuse one another, or dissent, and consistently wind up quarreling and for the most part over various things. Their companionship advanced into sound, yet serious, brotherhood. â€Å"The serious style of overseeing strife is gainful in the event that one contends to achieve singular objectives without crushing the other person† (pg 145). That is the reason I state Gerry and Julius kept up a sound feeling of brotherhood. They had grown such a bond, that they didn't mean to hurt the other. They really benefited from the different as they developed and built up their aptitude on the field. By watching the companionship rising among Gerry and Julius others started to understand that having companions of an alternate race was not off-base. This additionally made Gerry and Julius’s kinship become considerably more grounded as they had an immense effect on the network. They saw one another and made a bond that could never be broken. Their scorn and negligence for the other because of race changed all through the film. They in the long run developed into, what is depicted by Wilmot and Hocker as, an alliance (pg 189). The alliance that they made helped the rest of the group and the network get contrasts. References Hocker, J. and Wilmot, W. (2007) _Interpersonal Conflict_. New York: McGraw Hill.

6 Things Recruiters Wish Job Seekers Knew

6 Things Recruiters Wish Job Seekers Knew Working with selection representatives can be an amazingly useful approach to locate another jobâ€they regularly have associations and access to circumstances not accessible to the overall population. In view of their associations with employing directors, recruitersâ can likewise get your foot in the entryway for positions otherwiseâ difficult to break into all alone. They’re aware of everything and have seen it allâ€consider them work looking for specialists. The group at ResumeSpice, a resume composing and profession instructing administration created by selection representatives, has assembled a rundown of six things enrollment specialists wish work searchers knew. Spare yourself a great deal of time and dismissal by taking this master guidance to heart.Be explicit about what you want.Recruiters are proficient intermediaries. They take your models for in a position and match you with the position that best meets your requirements. For instance, while saying you nee d to discover a venture the board job is a decent beginning stage, saying you need an undertaking the executives job for an oil and gas organization, that you’re keen on worldwide tasks, and that you would consider exile work is a superior method to go.It might be nonsensical, however an endeavor to show up â€Å"flexible† could be deciphered as unfocused. Scouts will have a superior feeling of where to begin if they’re not left speculating for details.You don’t need to email them each day.Recruiters love making a matches among managers and applicants. It’s the premise of their whole employment, so a decent selection representative will keep you on top of it on where you stand and will give refreshes as they emerge. It’s a bit much for possibility to call or email each day. Most selection representatives will suggest a week by week or fortnightly email for impermanent assignments and each 2-3 weeks for direct recruit positions.Don’t t ake dismissal personally.You win a few, you lose a few. Move with the punches. Tomorrow’s one more day. While we’re all acquainted with those maxims, being dismissed is still never simple. A selection representative can do all that they can to attempt to persuade a recruiting director that you’re the ideal for a roleâ€but by the day's end, the business settles on the choice and now and then they don’t explain to the scout why. It’s best to proceed onward and center your exertion around the following role.Have a refreshed and prepared to-submit resume.The downfall of the resume has been seriously exaggerated. Continuously have one primed and ready. Spotters will regularly offer knowledge on how you can fix your resume, yet really reformatting and changing your resume is up to you. In the event that you need assistance reinforcing your resume, an expert resume composing administration might be the best course to take.Be on your best behavior.Compa nies pay enrolling and staffing offices to locate their most gifted ability, so consistently treat scouts as you would any business. They comprehend that you might be disappointed as you search for work and most are glad to loan guidance during a troublesome quest for new employment, yet it’s never a smart thought to vent your dissatisfactions at a spotter. Treat them inadequately and they’re improbable to introduce you to their clients.There’s on schedule and there’s way too early.Because you need to dazzle a selection representative, it’s characteristic to need to show up immediately for your planned gathering. Notwithstanding, there’s a barely recognizable difference between showing up before the expected time and showing up on schedule. A decent standard to follow is to not to check in over 10 minutes before your booked time. Without a doubt, show up sooner than expected so that you’re not surged and froze when you stroll in the e ntryway, yet regard that most selection representatives won't have the option to see you thirty minutes before your booked meeting.This is positively not an exhaustive rundown of everything scouts wish you knew, yet it should help guarantee you’re on the best possible way to progress with regards to keeping an incredible connection with your recruiter.Savannah Ober is a resume author and vocation advisor at ResumeSpice. Notwithstanding being a resume master, Savannah is additionally an accomplished corporate correspondences proficient, working with one of the world’s biggest worldwide organizations. Savannah has composed selecting notices for exchange distributions, made advertising guarantee, composed public statements and writes, and created web based life content. Savannah holds a BA in English, exploratory writing.

Boston Calling

Boston Calling This entry is ostensibly a guide to purchasing an appropriate cell phone and carrier intended for incoming 09s and even for prospective students. In reality, however, its just an excuse for me to advertise this great new cell phone I got, because Im really excited about it. Well, I dont really have my finger on the pulse of American youth culture (and Im not premed anyway), but my experience was that in high school, a few people had cell phones but nobody really used them that much. Then, suddenly, when I got to MIT, they became completely ubiquitous. The first week of orientation, I had to get out my cell phone all the time to give people my number because I had given it out so infrequently in the past that I never bothered to memorize it. Starting next month, MIT is going to start charging $17 per month for any non-MIT calls (I believe this includes even receiving long-distance calls, and placing them costs extra), so getting a $40 per month cell phone plan isnt as staggeringly costly as it once seemed. Even if you do already have a cell phone, figure that when you come to MIT youll be moving to a different area code and might want to look into getting a new area code or a different carrier. As far as carriers go, Sams Mom and I both had Cingular up until last month and we both found that its service in Boston was generally atrocious. I couldnt get reception anywhere east of Massachusetts Avenue (basically every academic building on campus) and found a fair number of dead spots throughout Boston while I never had any probelms with dropped calls, I was in general surprised at the lack of service in such a large urban area. Even though I like Catherine Zeta-Jones, Ive heard that other people have similar trouble with T-Mobile, which is unsurprising since even their own literature seems to admit that their coverage area is much smaller than that of their competitors. An informal poll conducted by Sams Mom outside of Pizzeria Regina last month revealed that Sprint customers are, in general, very satisfied in Boston. However, it seems that, by far, Verizon the most popular cell phone provider amongst MIT students. Since getting my new phone two weeks ago, Ive been able to get reception in subway stops, in my underground laboratory (where I work), and even in an elevator once. Their $40 Americas Choice plan is on par with similarly-priced plans offered by Cingular and T-Mobile, and gives you free nights, weekends, and in-calling (which is great, because everybody seems to have Verizon at MIT). Cingular does seem to offer better rates on family plans, but, as I noted before, having Cingular service in Boston is like eating ice cream and an onion. Even if you have a cell phone already now is definitely the time to get a new one on Amazon.com if your contract is running out. I found out from economic genius Spencer 07 that theyre currently running a promotion that gets you a $200 rebate on a wide selection of phones with the purchase of a one-year contract for a $40 plan. Well, let me tell you, my old cell phone was so old that it predated the invention of keyguard, so itd randomly call people by brushing against my wallet and waste tons of minutes and then theyd call me and wonder why I left a voice message consisting of 25 minutes of scraping noises and mufffled conversation. Now, I got a new flip phone with a built-in camera (I hate camera phones), a color monitor, and, well, a lot of other cool stuff that I dont really care about for the low price of -75.00. If you hate cell phones like me and just want to find a cheap, simple phone, the LG VX7000 and the Samsung A670 seem to get the best customer reviews from a variety of sites. If you want more features, of course, they seem to be offering this $200 rebate promotion on a wide selection of phones. Of course, I actually paid $125, but its gonna take a while before Im able to claim the two rebates associated with the product. In particular, the $150 Amazon.com rebate requires you access your digital locker and then to send a copy of your paid second months phone bill and the packing slip included with your phone. Hmmm almost like they dont really want you to claim the rebate. Its a little difficult, but since youre either already an MIT student or planning on applying to MIT, I think youll be able to figure it out. Well, thats my experience with cell phones at MIT, which I figure to be pretty representative since I really dont like them and just wanted a simple phone for making plans, calling Sams Mom (you should call your parents once a week) and ordering Thai food. However, Im sure its possible that Im way off base here, since, after all, Im just a chemical engineer. If any of you MIT people have found a much better place to buy cell phones or get service, just let me know and Ill add it here. Well, see you tomorrow. This entry was not sponsored by Verizon or Amazon.com. Its just that, seriously, dude, Cingular is horrendous for Boston students. I think. and I do live by the river. EDIT: In her comment, Stephanie brings up an excellent point that I forgot to mention abovethe inconvenience of switching phone numbers. If you already have a cell phone in your hometown and buy a new one in Boston, Im pretty sure that youll have to change your phone number entirely because of the area code difference. This wasnt a huge issue for me because I only had about 40 contacts, so I just sent them all a mass e-mail. If you have a cell phone at home and then buy a new one at home, keeping it in the same area code, I believe that its possible to keep your phone number even if youre changing your carrier. The whole business is a little hard to understand, but I looked into this a lot when buying my phone and was told that theres basically no way to keep your number if you change area codes. For information on keeping your number when switching carriers, look here: Heres the Lowdown on Keeping Your Number.

The Theory Of Spiritual Disciplines Essay - 1613 Words

Simon (1989) argued all counsellors should practice and develop genuine spiritual disciplines (as cited in Gubi, 2008). Thorne (2003) holds a similar view and mentions that each counsellor should discover their own spiritual discipline they feel comfortable with before practicing. He believes practicing spiritual disciplines for counsellors is a vital part of the counselling and it creates a new way of being and working which brings about meeting the client at relational depth. This is what Rogers described as touching the inner sprit of one another and transcending to something larger in which growth, healing and energy are more likely to be experienced (Thorne, 2003). Some of the most effective spiritual disciplines practiced by counsellors such as prayer, meditation, mindfulness and self-exploration are discussed in the following. Apart from the mentioned reasons underpinning the development of spiritual disciplines by counsellors, each of these disciplines highly benefits the cou nsellor’s wellbeing and the efficacy of the therapy in unique ways. Prayer exists at the centre of spiritual disciplines (Gubi, 2008) and constitutes a major part of some counsellors’ lives. Since prayer as a counsellor’s spiritual discipline can take many forms and affect the therapeutic process and counsellor’s wellbeing in many ways, I believe it is an effective discipline for counsellors to adopt. Prayer can be done by the counsellor alone before, after or during the sessions (Walker Show MoreRelatedAbnormal Psychology1154 Words   |  5 Pages Abnormal Psychology: The field of abnormal psychology is a scientific discipline that focuses on examining the causes of mental dysfunction or abnormal behavior. Some of the major areas of study in this field include emotional disturbance, psychopathology, mental illness, and maladjustment. 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Law Essay Example about Muslim Faith - Free Essay Example

Sample details Pages: 8 Words: 2506 Downloads: 7 Date added: 2017/06/26 Category Law Essay Type Case study Did you like this example? A. Maria Haines has recently converted to the muslim faith and has now insisted on wearing the appropriate religious dress which requires Maria to wear clothing revealing only her eyes. Customers have refused to deal with her Maria is the sole Receptionist as BIS and they have told her that they will have to terminate her contract. If BIS decides to terminate Marias contract, then it is likely that she will commence proceeding against BIS for unfair dismissal, pursuant to section 94(1) of the Employment Rights Act 1996 (as amended). Don’t waste time! Our writers will create an original "Law Essay Example about Muslim Faith" essay for you Create order It is likely that the primary basis for her claim will be that her right to freedom of religion, under Article 9 of the Human Rights Act 1998, has been infringed by her employers decision to dismiss her for wearing her religious head veil. Article 9(1) of this Act provides that, â€Å"Everyone has the right to freedom of thought, conscience and religion; this right includes freedom to change his religion or belief and freedom, either alone or in community with others and in public or private, to manifest his religion or belief, in worship, teaching, practice and observance.† (Art. 9(1) HRA 1998) Maria will likely argue that in wearing a veil she is publically manifesting her religion in practice and observance. She may even try to rely upon the recent House of Lords decision in the case of R (Begum) v Governors of Denbigh High School [2006] UKHL 15 to support this argument. By virtue of section 98(1) of the Employment Rights Act 1996, the burden of proof will rest upon BIS to satisfy the Tribunal, on the balance of probabilities, that the dismissal was not unfair. Maria may also argue that BIS has unlawfully discriminated against her on grounds of her religion and belief, in accordance with regulation 3 of the Employment Equality (Religion or Belief) Regulations 2003. Her argument would likely be that, in dismissing her, BIS treated her â€Å"less favourably than [it] treats or would treat other persons.† (Reg. 3(1)(a) EE(RoB)R 2003) There are several aspects to this claim which present opportunities for BIS to mount a successful defence to these claims: The first argument that BIS might make is that the dismissal in question was not unfair, because the reason for her dismissal â€Å"relates to [her] capability†¦ for performing work of the kind which [she] was employed by BIS to do.† (s.98(2)(a) ERA 1996) There is clear evidence here that Maria could not continue as receptionist, because BISs customers refused to have any further dealings with her, due to her insistence on covering her face with a religious veil. BIS can argue that Marias rights under Article 9(1) of the Human Rights Act 1998 are not absolute because they are qualified by Article 9(2) of that same Act, which provides that, â€Å"Freedom to manifest ones religion or beliefs shall be subject only to such limitations as are prescribed by law and are necessary in a democratic society in the interests of public safety, for the protection of public order, health or morals, or for the protection of the rights and freedoms of others.† (Art. 9(2) HRA 1998) BIS can argue that its right to run an effective business is one of the rights against which Article 9 must be weighed and that this latter right must prevail. There is recent and good judicial authority for this proposition; namely, in the case of Copsey v WWB Devon Clays Ltd [2005] EWCA Civ 932 which applied the earlier case of Stedman v United Kingdom (1997) 23 E.H.R.R. CD 168. Mar ia might try to rebut this argument and distinguish these authorities on the basis that, in those cases, the employees in question refused to accept offers of alternative employment, although the success of this argument will depend upon whether or not it was viable for BIS to make such an offer in this case. In light of the fact that BIS is only a small company, it may well be the case that there did not, at the time of dismissal, exist any other vacancies for which Maria would have been suitably qualified. BIS might also try to argue, in light of the fact that Maria has only recently converted to Islam, that her religious beliefs are not sufficiently cogent, serious or important to warrant her reliance on Article 9 of the Human Rights Act 1998; while the success of this argument will fall on the Courts interpretation of the facts, there is judicial authority, at least at the European level, that lack of real or strong religious belief precludes the operation of Article 9 of the European Convention on Human Rights 1950 (Campbell and Cosans v United Kingdom (1982) 4 EHRR 293). A similar argument to this that BIS might try to rely upon is that Maria, in wearing a head veil, was not manifesting her religious beliefs, but was merely motivated to wear religious dress by those beliefs; again, there is judicial authority at the European level to support the validity of this argument (Arrowsmith v UK (1978) 3 EHRR 218). BIS can distinguish the decision handed down by the House of Lords in the case of R (Begum) v Governors of Denbigh High School [2006] UKHL 15 on the basis that this case concerned the treatment of a student in compulsory full-time education. Both Brooke LJ and Mummery LJ both explicitly declared in this case that the principles in operation were not the same as those applicable in the employment context (Sandberg, 2009:272). In regard to the argument that BISs dismissal constitutes discrimination under regulation 3 of the Employment Equality (Religion or Belief) Regulations 2003: BIS can argue that, in light of the reaction of its customers to Marias head veil, requiring her to remove the veil during working hours became a genuine and proportionate occupational requirement, in accordance with regulation 7(2) of the 2003 Regulations (Nairns, 2007:93). In conclusion, so long as BIS can satisfy the Court that it was not in a position to be able to offer Maria any alternative employment, where she would have been able to continue wearing her religious dress, then it is highly unlikely that any of Marias claims will be successful. B. Josie Rimson has been employed in BIS cafeteria to prepare staff meats. She has noticed that some of the meats and sauces are out of date, but, having raised the issue, was told: â€Å"Your job is to make the meals, just get on with it†. She has now heard that some staff are off sick with suspected food poisoning and she is afraid she will be blamed. Repeated complaints to Senior Managers at BIS have been rejected so now she has reported the problem to Bramley Council. An item on the matter has now appeared in the Bramley Gazette. BIS has decided to discipline her, and have warned that she may be dismissed. The main issue here is whether or not a dismissal of Josie by BIS would be deemed unfair under the Employment Rights Act 1996, as amended by the Public Interest Disclosure Act 1998, an Act which inserted into the 1996 Act clause 103A, which provides that, â€Å"An employee who is dismissed shall be regarded for the purposes of this Part as unfairly dismissed if the reason (or, if more than one, the principal reason) for the dismissal is that the employee made a protected disclosure.† (s. 103A ERA 1996; s. 5 PIDA 1998) The term ‘protected disclosure is defined by sections 43A and 43B of the Employment Rights Act 1996 (as amended) as, â€Å"†¦any disclosure of information which, in the reasonable belief of the worker making the disclosure, tends to show one or more of the following— (†¦) (b) that a person has failed, is failing or is likely to fail to comply with any legal obligation to which he is subject, (†¦) (d) that the health or safety of any individual has been, is being or is likely to be endangered (†¦) (f) that information tending to show any matter falling within any one of the preceding paragraphs has been, is being or is likely to be deliberately concealed.† (s. 43A 43B ERA 1996) In the present case, it is reasonably clear, on the facts, that the reason Josie reported this matter to the Bramley Gazette was because she felt that her Senior Managers were trying to conceal or, at least, disregard the possibility that the instances of staff poisoning were the result of their consuming out of date food in the staff canteen, in which case section 43B(f) of the Employments Rights Act 1996 would likely be deemed satisfied. It may also be the case that Josie felt, in light of the despondence of BISs senior managers, that unless she reported this incident to the Bramley Gazette, the events giving rise to these incidences of food poisoning would repeat themselves in the future, in which case section 43B(d) of the Employments Rights Act 1996 would likely be deemed satisfied. If the Tribunal is satisfied (1) that Josie ‘reasonably believed that there had been malpractice on the part of her Senior Managers (Babula v Waltham Forest College [2007] EWCA Civ 174); and, (2) that Josies disclosure was the reason for her dismissal (Kuzel v Roche Products Ltd [2008] EWCA Civ 380), then it is highly likely that Josie will be able to bring a successful claim against BIS for unfair dismissal. BIS might try to argue that Josie is being dismissed for gross negligence, in preparing staff meals using foods which were out of date , and that when the Senior Managers told her â€Å"Your job is to make the meals, just get on with it,† they were merely reminding her that it is within her job capacity to make decisions in regard to which food stuffs to use and which to discard. While this argument might have had some merit if Josies Senior Managers had commenced disciplinary proceedings afte r Josie admitted that the recent outbreak of food poisoning was potentially attributable to her having served out of date food stuffs in the staff canteen, the fact that such proceedings were only initiated after the article was published in the Bramley Gazette, renders this version of events highly improbable. C. Harriet Jameson has recently returned from sick leave following a serious car accident, which required her to have extensive surgery for major facial injuries. The surgery left her with very visible red scarring on her face. BIS has interviewed her and suggested removing her from her post as Manager of the company creche because the children of the employees have refused to attend: they have been having nightmares, and this is affecting attendance of the female employees at work. Harriet has refused her relocation to the personnel Department, claiming discrimination. The main issue which falls for determination here is whether or not Harriet, if dismissed from her position as Manager of the company crà ¨che, will be able to mount a successful claim against BIS for unfair dismissal. We have been told that Harriet is claiming that she is being discriminated against on the basis of her facial disfigurement. However, in order for this argument to have legal validity, it is necessary that Harriet can satisfy the Tribunal that her facial scarring qualifies her for protection under the Disability Discrimination Act 1995. For the purposes of this Act, a ‘person with disability is defined as follows: â€Å"†¦ a person has a disability for the purposes of this Act if he has a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities.† (s. 1(1) DDA 1995) While there is no doubt that Harriets purported disability is physical in nature, in order for her to argue that it is a qualifying impairment, she must satisfy the Tribunal that it is having substantial adverse effects, that those substantial adverse effects will likely remain for the long-term and that they affect her ability to carry out normal day-to-day functions or activities (Department for Work and Pensions, 2005:3). The Guidance issued by the Secretary of State on the definition of disability, pursuant to section 3 of the Disability Discrimination Act 1995 confirms that, with some limited exceptions (e.g. for self-inflicted scarring, piercing or tattoos), bodily scarring or disfigurement will be deemed to have substantial adverse effects on a persons ability to undertake normal day-to-day activities (Department for Work and Pensions, 2005:6; Adams, 2008:375). To satisfy the ‘long-term criterion of the 1995 Act, the scarring must either have been present for 12 months or be likely to remain for that period (Adams, 2008:375). In this present case, while the s urgery was only recent, it seems likely, due to its severity, that the scarring will remain for at least this length of time. Having established that Harriet qualified for protection under the Disability Discrimination Act 1995, it is now necessary to consider whether or not she has been discriminated against on the basis of her disability. ‘Discrimination is defined by section 5 of the 1995 Act: â€Å"For the purposes of this Part, an employer discriminates against a disabled person if— (a) for a reason which relates to the disabled persons disability, he treats him less favourably than he treats or would treat others to whom that reason does not or would not apply; and (b) he cannot show that the treatment in question is justified.† (s. 5(1) DDA 1995). While it is certainly the case that BIS has asked Harriet to accept a lateral move on the basis of her disability, BIS will seek to show that this did not constitute discrimination because it was not approp riate for her to remain working with children, in light of the effect that her disfigurement has had on them, in practice. In the opinion of this author, BIS has acted reasonably and proportionately in asking Harriet to relinquish her role as Manager of the company crà ¨che and to accept an alternative employment position in the company. As Adams (2008:367) argues, albeit in a slightly different context, â€Å"An employer†¦ may be justified in refusing to employ as a model for cosmetics someone who suffers from a disfiguring scarring†¦Ã¢â‚¬  In conclusion, if Harriet refuses to accept BISs offer of alternative employment, BIS will be entitled to terminate her contract, without fear of any legal repercussions under the Employment Rights Act 1996 or the Disability Discrimination Act 1995. References/ Bibliography The Employment Rights Act 1996. The Employment Rights Act 2002. The Employment Equality (Religion or Belief) Regulations 2003. Stedman v United Kingdom (1997) 23 E.H.R.R. CD 168. The Human Rights Act 1998. Copsey v WWB Devon Clays Ltd [2005] EWCA Civ 932. The European Convention on Human Rights 1950. Campbell and Cosans v United Kingdom (1982) 4 EHRR 293. Arrowsmith v UK (1978) 3 EHRR 218. R (Begum) v Governors of Denbigh High School [2006] UKHL 15. Sandberg, R., 2009. The Changing Position of Religious Minorities in English Law: The Legacy of Begum. In RD Grillo (ed.), Legal Practice and Cultural Diversity, Ch. 14. Aldershot: Ashgate Publishing Limited. Nairns, J., 2007. Employment law for business students. 3rd edition. London: Pearson Education Publishing. The Public Interest Disclosure Act 1998. Babula v Waltham Forest College [2007] EWCA Civ 174. The Disability Discrimination Act 1995. Kuzel v Roche Products Ltd [2008] EWCA Civ 380. Department for Work and Pensions, 2005. Disability Discrimination Act consultation document: guidance on matters to be taken into account in determining questions relating to the definition of disability. London: The Stationary Office. Adams, A., (2008). Law for business students. 5th edition. London: Pearson Education Publishing.

Pressure Free Essays

Pressure Definition of Pressure Fluid pressure: Force per unit area exerted by a fluid in a solid wall. Force acts perpendicularly to the surface in contacts. Fluid is a co u d s common word for gas a d/o liquid. We will write a custom essay sample on Pressure or any similar topic only for you Order Now o od o and/or qu d Pressure is a scalar quantity. It has the units of: N/m2 or Pa (or kPa) in SI system of units psi in Imperial system of units Pressure can also be expressed in terms of height of a column of liquid List of units of pressure measurements conversion of units Pascal s Pascal’s law Scalar quantity Units of Pressure SM(2) Pressure Pressure measurements Absolute pressure Gauge Pressure †¦ divided into three different categories: 1. Absolute pressure – which is defined as the absolute value o pressure (force-per-unit-area) ac g o of p essu e ( o ce pe u a ea) acting on a surface by a fluid. su ace ud Abs. pressure = pressure at a local point of the surface due to fluid – absolute zero of pressure (see page 63 of lecture notes) 2. Gauge pressure – difference between abs. pressure and atmospheric pressure – is always positive 101. 325 kPa or 14. 7 psi Equations Pressure term relationships a –ve gauge pressure is vacuum ve vacuum. Pressure term relationships †¢ Abs pressure = gauge pressure + atm pressure Abs. †¢ Abs. pressure = – gauge pressure + atm pressure (vacuum) gt; atm lt; atm SM(3) Pressure Pressure measurements Relation between abs. , gauge and vacuum Absolute pressure Gauge Pressure gauge Equations gauge) Pressure t erm relationships SM(4) Pressure Pressure term relationships Hydrostatic pressure 3. Differential pressure – measurement of an unknown pressure minus the reference to a o e u e e e ce o another unknown p essu e o pressure. – it is used to measure differential pressure i. . pressure drop (? P) in a fluid system SM(5) Fluid systems and Fluid pressures Fluid systems Two types of fluid systems: 1. Static system – in which fluid is at rest Fluid pressures Pressure measured i thi system i called static pressure P d in this t is ll d t ti Static pressure system s stem ‘’The pressure at a given depth in a static liquid is The due to its own weight acting on unit area at that depth plus external pressure acting on the surface o the qu d of t e liquid’’ Gauge pressure = ? gh – which i d hi h is dependent j t only on fl id d d t just l fluid density ( ) it (? and distance between below the surface of the liquid h. External pressure – is generally the atmospheric pressure SM(6) Fluid systems and Fluid pressures Fluid systems Fluid pressures Example: A hydraulic pump used to lift a car: when a small force f is applied to a small area a of a movable piston it creates a pressure P = f/a. This pressure is transmitted to and acts on a larger movable piston of area A which is then used to lift a car. Static pressure p Lesson: Pressure along the horizontal line always remains the same for uniform singly fluid SM(7) Fluid systems and Fluid pressures Fluid systems Fluid pressures Example: If the height of the fluid’s surface above the bottom of the five fluid s vessels is the same, in which vessel is the pressure of the fluid on the bottom of the vessel the greatest ? The amount of liquid in each vessel is not necessarily the same. y Answer: The pressure P is the same on the bottom of each vessel. Gauge pressure =F Force/Area /A = ? (hA)g/A = ? gh ‘’For gases: the pressure increase in the fluid due to increase in height is negligible because the density (thus, weight) of the fluid is relatively much smaller compared to the pressure being applied to the system’’. In other words, p = ? gh shows pressure is independent of the fact that the wt. of liquid in each vessel is different. This situation is referred to SM(8) as HYDROSTATIC PARADOX. Static pressure p Fluid systems and Fluid pressures Pressure term relationships Two types of fluid systems: 2. Dynamic pressure system Dynamic pressure system – more complex and diffi lt t measure l d difficult to – pressure measured in this system is called dynamic pressure – three terms are defined here 1. static pressure, 2. dynamic p p y pressure 3. total pressure SM(9) Fluid systems and Fluid pressures Dynamic pressure system Pitot tube Total pressure/Stagn p g ation press. Steady-state dynamic systems – Static pressure can be measured accurately by tapping into the fluid s ea (po A) e u d stream (point ) – total pressure (or stagnation pressure) can be measured by inserting Pitot tube into the fluid stream (point B) –;gt; total pressure (or stagnation pressure) = static pressure+ dynamic pressure SM(10) Fluid systems and Fluid pressures Dynamic pressure system Pitot tube Total pressure/Stagn p g ation press. SM(11) Problems 1. The diameters of ram and plunger of an hydraulic press are 200 mm and 30 mm, respectively. Find the weight by the hydraulic press when the force applied at the plunger is 400 N. Solution: Diameter of the ram, D = 200 mm = 0. 2 m Dia. of plunger, d = 30 mm = 0. 03 m p g , Force on the plunger, F = 400 N Load lifted, W: Area of ram, A = (pi/4)*D2 = 0. 0314 m2 Since the intensity of pressure will be Area of plunger, equally transmitted (due to Pascal’s Pascal s 4 a= ( i/4)*d2 = 7 068 * 10-4 m2 (pi/4)*d 7. 068 law), therefore the intensity of Intensity of pressure due to plunger, pressure at the ram is also = p = 5. 66 * 10-5 N/m2 p = F/a = 400 / 7. 068 * 10-4 But the intensity of pressure at the = 5. 6 * 105 N/m2 ram = Weight /Area of ram = W/A = Therefore, W/0. 0314 = 5. 66 * 10-5 W/0. 0314 or W = 17. 77 * 103 N = 17. 77 kN SM(12) Problems 2. For the hydraulic jack shown here find the load lifted by the large piston when a force of 400 N is applied on the small piston. Assume the specific weight of th li id i th j k i 9810 N/ 3. i ht f the liquid in the jack is N/m So lution: Diameter of small piston, d = 30 mm = 0. 03 m Area of small piston, piston a= (pi/4)*d2 = 7. 068 * 10-4 m2 Pressure intensity transmitted to the Diameter of large piston, D = 0. 1 m large piston, 5. 89 * 105 N/m2 Force on the large piston = Pressure intensity * area of large piston 5. 689 * 105 * 7. 854 * 10-3 = 4468 N Area of large piston, A = (pi/4)*D2 = 7. 854 * 10-3 m2 Force on small piston, F = 400 N F ll i t Hence, load lifted by the large piston = 4468 N Load lifted, W: Pressure intensity on small piston, p = F/a = 400 / 7. 068 * 10-4 = 5. 66 * 105 N/m2 Pressure at section LL LL, pLL = F/a + pressure intensity due to height of 300 mm of liquid = F/a + ? gh = 5. 66 * 105 + 9810 * 300/1000 = 5. 689 * 105 N/m2 SM(13) Problems 3. A cylinder of 0. 25 mm dia. and 1. m height is fixed centrally on the top of a large cylinder of 0. 9 m dia. and 0 8 m h i ht B th th cylinders d 0. 8 height. Both the li d are filled with water. Calculate (i) Total pressure at the bottom of the bigger cylinder and cylinder, (ii) Wt. of total vol. of water What is the HYDROSTATIC From the calculations it may b e observed that PARADOX between the two results? the total pressure force at the bottom of the cylinder is greater than the wt. of total volume Solution: Area at the bottom, of water contained in the cylinders. A = (pi/4)*0. 92 = 0. 6362 m2 (p ) This is hydrostatic paradox paradox. Intensity of pressure at the bottom p = rgh = 19620 N/m2 Wt. of total vol. of water contained Total pressure force at the bottom in the cylinders, y P = p*A = 19620 * 0. 6362 = W = rgh * volume of water 12482 N = 9810 ((pi/4)*0. 92 *0. 8 *(pi/4) *0. 252*1. 4) SM(14) = 5571 N References †¢Transport Phenomena by Bird, Stewart, Lightfoot †¢Fluid Mechanics and Hydraulic machines by R K Rajput R. K. †¢http://www. freescale. com/files/sensors/doc/app_note/AN1573. pdf (18 F 10) †¢http://www. ac. wwu. edu/~vawter/PhysicsNet/Topics/Pressure/Hydro Static. html (18 F 10) SM(15) How to cite Pressure, Papers

Acknowledging Fatigue of tired women Essay Example For Students

Acknowledging Fatigue of tired women Essay Running head: ACKNOWLEDGING FATIGUE OF TIRED WOMENAcknowledging Unexplained Fatigue of Tired WomenThe title Acknowledging Unexplained Fatigue of Tired Women indicates a qualitative study. This study is applicable to women (aged 18 years or more) with the symptoms of fatigue, depression, sense of powerless, and body aches. The problem is stated clearly throughout the introduction. The background information illustrates that fatigue is not well understood. If the patterns associated with fatigue were better understood, diagnosis, treatment, and management of symptoms would be attainable. Justification for this study is based on the principle that no previous research has taken place focusing on the patterns of fatigue. These must be understood in order to treat accurately. The specific significance of the problem to the nursing practice is not stated within the text. One can deduce that fatigue is multi-dimensional syndrome that requires care from all members of the interdisciplinary t eam, which includes nurses. The problem can be researched using objective measures to find correlations of fatigue and related symptoms. The literature review precedes the explanation of the study. In this section, there is examination of treatment studies that have proven therapeutic for fatigue symptoms, including thyroid hormones and antidepressants. The review of the literature demonstrates that the best approach of care has not been found and there is a need to clearly define the patterns of fatigue. Classic research cited was Aaronson et. al (1999), which examined fatigue physiological, intrapersonal, and psychosocial patterns related (Dzurec, 42). Current research included in the literature review included Dzurec et al. (2000), in which the results show that anti-depressants are inadequate for long-term fatigue (Dzurec, 42). Supporting studies showed need for research in this area and opposing studies were those of pharmacological treatment. The literature review is logically organized by first stating the drug research, why it is ineffective, the need to redefine patterns to find a cause and therefore find the treatment that works. A primary resource included is Aaronson et. al (1999) and a secondary source was the American Associations of Clinical Endocrinologist website. There is no summary of the literature review, but there is an appropriate statement of purpose and research cues. The purpose is clearly stated. The statement is appropriate for a qualitative study as it emphasizes verbal description and meaning of experiences. The research method used is a quasi-experimental design with descriptive and comparative techniques. The rational for use of this design was absent from the text. Given the purpose of the study, the design deems appropriate based on the need for indicators of the symptoms. The issues of rigor are addressed by measuring questions objectively as well as subjectively. The sample was selected by convenience using snowball techniques to recruit women. Sample size was determined by alpha set of .05 with anticipation of an large effect size. This is appropriate for a general study. There were four criteria for inclusion: the participant must be generally healthy, non-pregnant, pre-menopausal, and aged 18 years or greater. General health was measured by regular participation in daily activities and school, work, or home and normal CBC, non-fasting blood glucose level test, BUN, serum creatnine, and iron tests. The tests were administered to rule out abnormalities that may cause fatigue. The steps in the data collection process were cleared stated in the text The instruments utilized was pen and paper tests including a demographic form, the MFSC, the CES-D, and the PKPCT. Appropriateness of instruments was measured by a panel, which supported the validity of the test for the specific uses of this study. All participants signed the informed consent and the procedures were approved by the International Review Board. There is no mention of anonymity or confidentiality of participants within the study. The data was analyzed using 1-tailed t tests and adjusted by a Bonferroni significance test. For significance of the symptomatic group, a Pearson correlation was administered. There is no mention of who analyzed the research or the data program used. Based on the noted tests used, one can deduce that the software used was Statview, as a Pearson correlation was used. The findings presented were that the differences between all four instruments were found statistically signific ant. Researchers note that the differences were expected, as well as, the directions were expected. The direction of the differences is not noted in the text, as well as the expected direction is not noted. This leads to unclear descriptions of the results. It is however, made clear that depression and fatigue are positively correlated, and depression and sense of power are negatively correlated. There is no use of tables or graphs to illustrate the results, a visual aid may have furthered the understanding of the results, especially in the area of correlation direction. The significant findings related to the purpose of the study in that the research objectively described the symptoms associated with fatigue, which is the goal of the study. Knowledge taken from previous studies indicted that unexplained fatigue is very complex. The lack of knowledge of this complexity facilitated the further exploration of the subject. New knowledge is gained in the current study by objectively fin ding biochemically normal women with symptoms of the hypothyroid-like nature. Conclusions are appropriately documented in that there is a complex interplay of these symptoms. This can further complicate effective diagnosis, treatment, and management of symptoms. It is now known that there are differences between women who experience fatigue and women who do not. Now the direction of further research is known; what could be the causes of these symptoms? The future research suggested to develop the answer to this question includes: more quantitative studies and sampling, increase the size and diversity of the sample, and look at exogenous issues that may contribute to the cause, such as marital status, employment status, and number of children. The limitations of this study noted in the discussion included a small sample size resulting in inadequate power of the study. The groups were not demographically identical, the asymptomatic group was significantly younger than the symptomatic group. As well as limitations of variability due to snowball sampling procedures. There was no note in the text of the relevance of this study to clinical nursing practice. .ue8c9de99c7a334aaa3f6621c3268bd29 , .ue8c9de99c7a334aaa3f6621c3268bd29 .postImageUrl , .ue8c9de99c7a334aaa3f6621c3268bd29 .centered-text-area { min-height: 80px; position: relative; } .ue8c9de99c7a334aaa3f6621c3268bd29 , .ue8c9de99c7a334aaa3f6621c3268bd29:hover , .ue8c9de99c7a334aaa3f6621c3268bd29:visited , .ue8c9de99c7a334aaa3f6621c3268bd29:active { border:0!important; } .ue8c9de99c7a334aaa3f6621c3268bd29 .clearfix:after { content: ""; display: table; clear: both; } .ue8c9de99c7a334aaa3f6621c3268bd29 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue8c9de99c7a334aaa3f6621c3268bd29:active , .ue8c9de99c7a334aaa3f6621c3268bd29:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue8c9de99c7a334aaa3f6621c3268bd29 .centered-text-area { width: 100%; position: relative ; } .ue8c9de99c7a334aaa3f6621c3268bd29 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue8c9de99c7a334aaa3f6621c3268bd29 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue8c9de99c7a334aaa3f6621c3268bd29 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue8c9de99c7a334aaa3f6621c3268bd29:hover .ctaButton { background-color: #34495E!important; } .ue8c9de99c7a334aaa3f6621c3268bd29 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue8c9de99c7a334aaa3f6621c3268bd29 .ue8c9de99c7a334aaa3f6621c3268bd29-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue8c9de99c7a334aaa3f6621c3268bd29:after { content: ""; display: block; clear: both; } READ: Slaughter House Five Essay One strength of this research study was that the study had explicit rationale. The reasoning of the study was clearly stated that the patterns associated with fatigue are vaguely understood. If better understood, then care that is more effective could be administered to the women that experience these symptoms. Another strength of the study is that there is a logical progression of arguments. The lack of research in the specific area of symptoms of fatigue leads to a clear need for this study. The methods are specific to each symptom. The results showed that there is a difference in women complaining of these symptoms. Finally, there are many way s to apply this to new research and clinical practice. A weakness of the study includes poor documentation. A number of facts were absent from the text, such as the reasoning for the specific research design, anonymity or confidentiality discusses with participants, and use of tables and graphs to illustrate the results. The literature review is the second weakness, as it does not provide a solid background of the past research and framework for research design. All but one of the articles cited in the literature review are past studies of the author of this study. This is a conflict of interest. If they only reviewed and analyzed their own work, the literature review most likely does not reflect the ideas of the profession as a whole. Other citations and reviews are needed. An appropriate nursing diagnosis would be Fatigue. Works Consulted:Carpenito, L. J. (2002). Handbook of Nursing Diagnosis: Ninth Edition. J. B. Lippincott Company; Philadelphia, PA. Dzurec, L.C., Hoover, P. M. Fields, J. (2002). Acknowledging unexplained fatigue of tired women . Journal of Nursing Scholarship, 34, 41-46. Fain, J. A. (2004). Reading, Understanding, and Applying Nursing Research; Second Edition. F. A. Davis Company; Philadelphia, PA.