Video-psychology-past, Present Essay -- essays research papers

Past, Present, and Promise   Ã‚  Ã‚  Ã‚  Ã‚  'Past, Present, and Promise'; is the first volume in the twenty-six volume set. The video begins by introducing the series and going over basic definitions such as the definition of psychology. The video continues on by giving an example of a disorder that psychologists may work with- multiple personality disorder. A woman who has an extreme case of this disorder is introduced. At times she believes she is a scared seven year old girl named Carol, and at other times she has a coarse personality of a man named Devan. After describing the characteristics the host explains how this disorder is usually caused by childhood traumatic/sadistic experiences and is used to mask emotions.   Ã‚  Ã‚  Ã‚  Ã‚  In introducing behavior, the video shows several clips from Candid Camera back in the 50s. Junior High boys and girls have conferences with their new teacher who is either a handsome man or an attractive woman, pairing the boys with the woman and the girls with the man. Once the teacher walks away both the girls and boys either break out into laughter or smile embarrassingly. Why did they act this way? The video states that two factors affect personality: dispositional and situational. Dispositional factors are those that are a part of us and internal such as genetics, attitude, and personality. Situational factors are those that come from the environment such as sensory stimulation, rewards, and punishments.  ...

Tqm Final Project

ASSIGNMENT OF Total Quality Management Submitted To: Prof. Sajid Javaid Akbar Submitted By: M. Farhan Akhtar [Group Leader] Section: â€Å"D† Roll No: 835 B. Com (HONS), Semester: VI Topic: â€Å"Employee Involvement† HAILEY COLLEGE OF COMMERCE UNIVERSITY OF THE PUNJAB |Sr # |Group members |Roll No. |1 |Muhammad Salman nisar |818 | |2 |Muhammad Uzair Bin Nasir |822 | |3 |Adnan Javed |830 | |4 |Muhammad Farhan Akhtar |835 | | |[Group Leader] | | |5 |Khizer Ali |875 | To Whom It May Concern: We allowed the group, lead by Mr. Muhammad Farhan Akhtar, of Hailey College of Commerce, to conduct the research for their course, Total Quality Management, on the topic of Employee Involvement. Nasir Mahmood Director, Madina Builders. |Sr # |Table of Contents |Page No. |1 |Executive Sumary |09 | |2 |Research Proposal Overview |11 | |3 |Research project Overview |15 | |4 |Observation and Preliminary Data Gathering |18 | |5 |Problem Definition |19 | |6 |Theoretical Framework |20 | |7 |Relationship Between Variables |25 | |8 |Hypothesis |27 | |9 |Questionnaire Sample |29 | |10 |Analysis And Interpretation |30 | |11 |Deduction |33 | |12 |Reference |34 | Acknowledgement First I bow my head before Almighty Allah who has enable me to write on this assignment.. I am also indebted to my respected Instructor Prof. Sajid Javaid Akbar whose guidance encouraged me in writing this Project. I am also thankful to my friends who provided me the help and suggestions when and where needed. Dedication We dedicated our project To our respected Teacher â€Å"Prof. Sajid Javaid Akbar† Proposal For EMPLOYEE INVOLVEMENT while working at MADINA TRADERS (a Construction Company).Executive Summary The purpose of the research report is to ascertain the level of EMPLOYEE INVOLVEMENT while working at MADINA TRADERS (a Construction Company). That the company realizes that their employees are not as involved as they should be , so being a researcher we conduct some research on it . We design a questionnaire related to their problem to the target Employees and distribute this questionnaire to the Employees to get their feedback to solve the problem. If you want to retain your Employees, learn what their expectations are and do what you can to increase their motivation level, their commitment and making work a positive experience.Managers are worried about the increasing hesitation and changing attitude of Employees so, in order to know the Employees Involvement level and want to identify the factors which cause the changing commitment & motivation level. The purpose of our study is to know how to improve the Employees Involvement level and its commitment at MADINA TRADERS. So that the management makes good efforts to ensure availability of good services to the customer. So, the research team of 5 members having research educational background will be assigned to study the factors. The scientific research design and methodology will be adopted for designing, c ollecting and analyzing the data and the results will be proposed to managers helping them get their reputation back. Before starting the research the appropriate time and budget is projected and allocated to the research.The non-probability sampling technique is used to construct the sample from at MADINA TRADERS. The data is collected through a structured questionnaire and some of the unstructured questions. [pic] Problem Statement: The management’s concern about Employees Involvement while working at Madina Builders. Research Objective: The purpose of our study is to know how to improve the Employees Involvement level and its commitment while working at Madina Builders. So that the management makes good efforts to ensure availability of good services to the customer. Literature Review: There’s a lot of research had already been done on while working at Madina Builders. But not as such in Pakistan. Importance of study:We are concern to while working at Madina Builder s, regarding working at Madina Builders. Research Design: ? Purpose of study: `Descriptive Study ? Unit of Analysis: Individuals ? Time Dimension: Cross sectional study ? Mode of investigation: Casual ? Sampling Design: Non-Probability ? Extent of researcher interface: Full control ? Data collection method: Primary Ethical Requirements: A good Ethical conduct will be adopted while conducting research. So that no body either respondent, sponsor or the research team suffer adverse consequences from research activities. Nature and form of result: Result is given in the following forms: ? Graphs ? Charts ? Description ? Tables etc†¦ Qualification of researcher:B. Com (HONS) 6th Semester†¦ Engage in class study project. Budget: The following are the cost which spent on this project. Cost summary Travel cost500 Questionnaire development250 Printing cost200 Data entry150 Refreshment during Interviews400 Telephone200 Total cost1700/- Schedule of project: ? Meeting among research t eam members. ? Meeting between Research team and management. ? Interaction with subject/respondent. ? Filling of questionnaire ? Making Project Report Facilities and Special resources: We are expecting Coordination and corporation from the management of the Departmental Store. [pic][pic] Project Report On â€Å"EMPLOYEE INVOLVEMENT†Phases and task steps in Project Study Phase I: Determination of the information research problem. Task Step 1: Determine and clarify management’s information needs. Task Step 2: Redefine the management problem as a research problem. Task Step 3: Establish research objectives and determine the value of the information. Phase II: Development of the appropriate research design. Task Step 4: Determine and evaluate the research design and data sources. Task Step 5: Determine the sample plan and sample size. Task Step 6: Determine the measurement issues and scales. Phase III: Execution of the research design. Task Step 7: Collect and process data .Task Step 8: Analyze data. Task Step 9: Transform data structures into information. Phase IV: Communication of the results. Task Step 10: Prepare and present final report to management. Background Here we give the history and information of the company. The firm was established about Three years ago with a motive of flourishing and providing better emplacement opportunities to the people concerning this business and also to earn livelihood for us and for our employees. Principal of the company 1. Mr. Mahhmood Ghaznavi (DAE Civil) 2. Mr. Nasir Mahmood (CA finalist) Company Profile Name of Company Madina Builders Engineers, contractors& General order suppliersAddress Office No # 4, Forth floor, Zuhra Heights, Main Market, Gulberg, Lahore. List of Employees 1. B. Sc Civil Engineer2 2. B. Sc Mechanical Engineer1 3. Sub Engineer2 4. Quality Surveyor1 5. Work Supervisor3 6. Operator Cum Mechanic1 7. Skilled Labor6 8. Labor9 9. Plumber1 10. Electrician1 11. Peon2 12. Driver 2 13. Chokidar 3 Step 1: Observation The manager of the departmental store observes that customers are perhaps not as pleased as they used to be. The manager may not be certain that this is really the problem but may experience anxiety and some uneasiness that customer satisfaction is on the decline. Step 2: Preliminary data gatheringAs we study the manager’s observation we discover the undisguised structured, direct and non-participant observation. ? Employees qualify to be the participant of data collection. ? The management’s concern about Employees Involvement while working at Madina Builders (a Construction Company). ? We get Employees response at the work days because of the availability of majority of the Employees. ? Direct interaction with Employees through Questionnaires and interviews. ? The place of study is a Construction site. Purpose of preliminary data collection. Our purpose to collect preliminary to identify and solve the management problem. And to convert manageme nt problem into research problem.Sources of Data Collection: ? Questionnaire ? Interviews ? Observation ? Survey ? Internet ? Books ? Publications ? Journals Primary data collecting will help us to develop a theoretical framework and a testable hypothesis and to solve the problem with precision and clarity and ensure us that important variable is not left out from the study. So our efforts are not wasted on the already known things to the management. Step 3: Problem Definition â€Å"Decrease in Motivation and Employee Involvement level† Step 4: Theoretical Framework Introduction to EMPLOYEES INVOLVEMENT: Getting employees' ideas and getting their involvement is critical in our rapidly changing world.If your company is going to be competitive, it's mandatory to involve not just hands, but the ideas from everyone in your organization. by Gregory P. Smith Why is it important to capture ideas and suggestions? For starters, the process improves individual motivation and morale. In volvement programs help capture the creativity, energy, and ideas many people have. They also allow departments and individuals to work cross-functionally, and create an environment of learning and constant renewal. They improve work methods and processes continually, reduce the costs of doing business, improve safety, and reduce accidents. Exchanging ideas always improves communication and the knowledge that top management is open and willing to act on the ideas improves trust.Instead of passing untested ideas up the chain of command, the employee who originates an idea has responsibility for its achievement. They follow a three-step work process: ? Study it ? Pilot it ? Adopt it Idea Campaigns. Most suggestion programs fail. Suggestion boxes sit and collect dust and approved suggestions are few and far between. An effective variation to the suggestion program is the Idea Campaign. Over and done with in three weeks, this steroid-enriched campaign generates hundreds of ideas. The go al is to get at least one idea from everyone in the organization. For the first idea, each person receives a small token of appreciation such as a coffee cup.A second idea is acknowledged with another form of appreciation. At the end of each week, a special award ceremony recognizes everyone who turned in ideas or suggestions Suggestion System: ? An employee (associate) idea process openly invites ideas from individuals or groups in an organization. ? Each idea is treated with respect, fairly evaluated and every effort is made to work toward its timely closure, striving to implement every idea possible. ? Feedback and mentoring is invested with the participants so they can clearly define their ideas and the future ideas they develop. ? All people involved in the process are appropriately recognized and acknowledged for their efforts. A result of the process improves all aspects of the organization and is a rewarding experience for participants. Employee involvement in Total Quality Management Total Quality Management is one of the major â€Å"workplace change† programmes used in Britain, but few studies have addressed the effects on employees. New research evidence questions optimistic and pessimistic accounts, finding that TQM is widely welcomed but that it does not lead to â€Å"empowerment†, and that success depends on certain conditions, notably job security. Employee Involvement Analysis falls into two main types: ? optimistic texts, which often prescribe ways of implementing TQM and assume a welcome from employees; and ? ritical studies, which either (a) equate TQM with intensified managerial control under the pretence of â€Å"empowerment† or (b) accept that TQM can be effective, but argue that in practice poor implementation has undermined this promise. The critical studies often argue that TQM undermines the representative role of trade unions by strengthening direct links between employer and employee. (a) Employee views More tha n four-fifths of the sample of employees saw quality as the crucial issue for their organisations or as very important. Almost two-thirds felt that employees had a â€Å"great deal† or a â€Å"fair amount† of influence over quality, and over 70 per cent felt that their own involvement in problem-solving had increased. Five employees in six identified the presence of meetings designed for problem-solving.Of the sample, 72% felt that there had been an increase in communication activity recently. The most favourably evaluated method was team briefing, followed by informal communication with individual managers. It was direct, face-to-face, communication which employees most valued. Workers also reported more stress and higher levels of work effort. A key result was that reported levels of trust between management and worker were no higher than in organisations without TQM initiatives. (b) Management and worker expectations Many proponents of TQM claim that it â€Å"empow ers† workers. Critics equate it with work intensification and stress. The study finds that neither picture is accurate.Managements in the organisations studied did not use the language of empowerment and had more pragmatic goals. One manager summed this up: â€Å"empowerment is not a word used at local level; we can and do involve people more but we need to have constraints†. Workers reported higher effort levels, but most liked the pace at which they worked. Those who were working harder and who were most subject to the measurement of their performance were also the most likely to favour quality programmes. These programmes seem to promote a narrowly focused but real sense of discipline and purpose, rather than being a means to make workers work harder, the report concludes. c) Conditions for success Acceptance of TQM was greatest where several conditions prevailed. ? A strong sense of job security was a key element in encouraging acceptance of quality initiatives. ? T raining was important; it was not the overall amount which mattered, but the extent to which programmes were specifically linked to quality or teamwork. ? Cooperative relationships with employee representatives were an important element in easing the acceptance of TQM. All the case study firms were unionised, and it was found that firms which maintained working relationships with their unions were also the most likely to maintain their quality programmes effectively. Short-term pressures tended to undermine TQM initiatives. They were of two kinds: production pressures, which made it hard for quality activities to be maintained; and financial pressures, which could reduce the resources for and commitment to TQM. Do employee involvement and TQM programs work? The employee involvement literature emphasizes design of the work and business units for fuller business involvement and employee motivation. In addition, employee involvement emphasizes making the employee a stakeholder in busin ess performance There is a strong correlation between the adoption of employee involvement approaches and the use of TQM practices†¦The extent to which companies employ the core TQM practices, the production-oriented practices, collaboration with customers, and cost-of-quality monitoring all have a highly significant relationship to our measure of overall employee involvement use. The relationship to the development of knowledge and skills is particularly strong, demonstrating the strong emphasis in TQM programs on the development of skills. TQM's relationship to power sharing is also very strong, reflecting the focus in TQM on problem solving and decision making groups in general and on work cells and teams. The findings with respect to the combined impact of TQM and El are not unexpected: most TQM proponents advocate high levels of employee involvement as part of their TQM efforts.However, the findings do make a very important point: the impact of TQM programs that do not als o include El practices will be less positive both for employee outcomes and for performance outcomes. TQM Defined TQM is a management philosophy that seeks to integrate all organizational functions (marketing, finance, design, engineering, and production, customer service, etc. ) to focus on meeting customer needs and organizational objectives. TQM is the foundation for activities, which include: ? Commitment by senior management and all employees ? Meeting customer requirements ? Reducing development cycle times ? Just In Time/Demand Flow Manufacturing ? Improvement teams ? Reducing product and service costs ? Systems to facilitate improvement ? Line Management ownership ? Employee involvement and empowerment ? Recognition and celebration Challenging quantified goals and benchmarking ? Focus on processes / improvement plans ? Specific incorporation in strategic planning There are three major mechanisms of prevention: 1. Preventing mistakes (defects) from occurring 2. Where mistakes can't be absolutely prevented, detecting them early to prevent them being passed down the value added chain (Inspection at source or by the next operation). 3. Where mistakes recur, stopping production until the process can be corrected, to prevent the production of more defects. (Stop in time). Identify Variables At this step we identify the possible variables and elaborate the relationship among them.Then we describe the nature and direction of these variables. Identify variables: ? Wages ? Working place ? Working hours ? Management behavior ? employees participation Labeling: INDEPENDENT VARIABLES DEPENDENT VARIABLES Relation between Variables INDEPENDENT VARIABLES DEPENDENT VARIABLES Step 5: Generation of Hypothesis ? If wages are good than the Employee involvement will increase. ? If working place is good than the Employee involvement will increase. ? If working hours are suitable than the Employee involvement will increase. ? If management behavior is good than the Employee i nvolvement will increase. If employees are allowed to express their view than the Employee involvement will increase. Possible Outcomes: Possibility 1. ? If wages > than the > Employee involvement ? If working place > than the > Employee involvement ? If working hours < than the > Employee involvement ? If management behavior > than the > Employee involvement ? If employee participation > than the > Employee involvement Possibility 2: ? If wages < than the < Employee involvement ? If working place < than the < Employee involvement ? If working hours > than the < Employee involvement ? If management behavior < than the < Employee involvement If employee participation < than the < Employee involvement Step 6: Research Design As we know that decrease in Employee Involvement level is our current problem, so that’s why we design research in such a way that after conducting research we will able to identify, what the main causes of that particular problem. In this section we follow the following steps: Sample Selection In this we select the sample (to whom we are going to research). i-e number of person. Data collection We did test the questionnaire with a small sample of Employees using Construction site. The instruments submitted for design an effective questionnaire and then distributed as we can. QuestionnaireWe are conducting a research to know Employee’s Satisfaction level while working at Madina Builders. Q-1 Are You Happy With Behavior Of: Good Average Poor 1. Top Management 2. Colleagues Q-2 Facilities Provided By Company: Yes No Transport Medical Other Q-3 Are You happy With The Working Environment: YesNoNo opinion Q-4 Are Wages & Salaries Paid On Time : YesNoNo opinion Q-5 Working Hours Are In Accordance With The Labor Law: YesNoNo opinion Q-6 You Are Provided The Necessary Tools & Machinery For Work: Yes NO No opinion Q-7 Your Experience Of Working At Madina Builders : ExcellentGoodBad Q-8 Any improvement you want in Madina Builders? (Sugge stions) | Survey collected by: Step 7: Analysis and Interpretation DATA ANALYSES: We reviewed the questionnaire which return and make a weekly report listing Employees who were dissatisfied or who submit negative comments. We improved timeline in resolving Employees complaints each month we make a report consisting of frequencies and category percentages for each question. We proposed to include at least one question dealing with overall satisfaction. A performance grid will identify items need improvement with an evaluation of priority.Interpretation of data with the help of graphs: [pic] Employees are satisfied with the behavior of: [pic] Facilities Provided By Company: [pic] Employees are happy with the environment: [pic] Working Hours Are In Accordance With The Labor Law: |Variables: |% of | | |Persons | |Yes |71 | |No |20 | |No Opinion |9 | Figures in %age* Step 8: Deduction We all the group members worked with devotion to identify the variables that affect the sale. We worked in a team and experienced the quality of team building in us.Every member of us has done her work on the given time, which the team leader assigns to every member. In this time span in which we complete our project, there is a management in our whole session. For example, time management, self management, financial management etc. So from all above study there is a reason to believe that there are certain factors responsible for the specific problem upon which we are focused our research. We identified all factors and give suggestions in form of Hypothesis which contribute to bring back the desired Consumers Satisfaction level. Conclusions: TQM encoureges participation amongst shop floor workers and managers.There is no single theoretical formalization of total quality, but Deming, Juran and Ishikawa provide the core assumptions, as a â€Å"†¦ discipline and philosophy of management which institutionalizes planned and continuous†¦ improvement †¦ and assumes that qua lity is the outcome of all activities that take place within an organization; that all functions and all employees have to participate in the improvement process; that organizations need both quality systems and a quality culture. â€Å". â€Å"Quality programmes can†, the study says, â€Å"be seen as catalysts†, bringing out workers' willingness to take responsibility and providing a focus and rationale for efforts at involvement.But involvement remained within tight limits and there were several factors, notably insecurity and financial constraints, which could undercut the promise of quality programmes. â€Å"The challenge†, the study concludes, â€Å"is to maintain TQM in the face of external pressures†. References Websites: Employee Involvement (www. employeeinvolvement. com) Search Engine (www. google. com) Appendices ? Questionnaire ? Charts ? Graphs ? Tables [pic][pic] ———————– Participation Behavior Hours Employee Involvement Place ice Wages Participation Behavior Hours Employee Involvement Place Wages Determination of information research problem Execution of the research design Development of research design Communication of the results Phase II Phase I Phase III Phase IV

Describe a Library Essay

Ok, so the topic on my card is to describe a library that I visited, and I suppose I would like to choose the library in my college, which is a landmark in my campus. Now going on to my next point which is what it looked like, from the google map when you overlook it you will see a big rectangular surrounded by grass land sand trees. Therefore, the layout of this building is very organized. But the north and east exterior wall are all glass curtain walls. This will make the library sun-filled enough in during the daytime. The most interesting design, is that there are two trees(I really do not know what kind, it just like some big shrubs ) just live in the center of the first floor. I think it could flourish all the year round just because of the air conditioner. Because it is very hard to find some books suit for my research subject in the library and all journals have online edition so I seldom borrow a book or journal from the library. I often read some newspapers and magazines in the library and sometimes I also see a movie with my girlfriend if I could take a small desk only for two people, such kind of place is very hot. Finally then, I think all college students have their own memories with their college library. It just like a friend accompany with you, you prepare the exam there and finish your graduate thesis there, I think that’s why many people would like to take a picture with their library when they will graduate from the college.

Metropolis (1927)

Metropolis (1927) Introduction Metropolis (1927) is a silent cinema, which is a prophetic (somewhat dramatic) science-fiction film produced in Germany by the Universal Film AG (UFA) at the height of the Weimar republic. Directed by Fritz Lang, produced by Erich Pommer and starring Brigitte Helm, Alfred Abel and Gustav Frà ¶hlich, the movie is considered to be the first of its kind, that is, of a science-fiction genre. It opened the door to a fictional world, influencing other fictional films such as Star Wars and Forbidden Planet. Advertising We will write a custom essay sample on Metropolis (1927) specifically for you for only $16.05 $11/page Learn More It is set in a futuristic city predicting the effects of technology and rapid industrialization (Minden Bachmann, 2002). Considered to be the biggest budgeted movie ever produced by UFA who found it hard to recoup its costs, the film revolves around a preacher/prophet named Maria (Brigitte Helm), who foresees the coming of a savior/mediator, and her love interest, Freder (Gustav Froehlich): the son of the city’s mastermind, Jon Fredersen (Alfred Abel). Main Body Maria and Freder meet at the eternal gardens, where Freder spends most of his time. Freder is amazed by her talk about togetherness and decides to follow her to the depths of Metropolis. On his way, he sees a horrific accident in the machine halls where workers work in despair. He confronts his father about it but is turned away on the notion that the workers deserved it. Freder, interested in the plight of the workers, is determined to do something but needs to track Maria first to learn more. This sudden interest forces Fredersen to hire an investigator to follow Freder. In the meantime, Fredersen witnesses Maria preaching patience in the hope that a savior who will reconcile the ruling and the working classes will emerge among them. Fredersen does everything in his power to destroy Maria and break the resistance. He orders the mak ing of a robot of Maria replica, which he would use to motivate the workers to violence so that he can apply force to them. To make this happen, he kidnaps Maria. Fredersen has a bigger plan to destroy the city. Fredersen is at odds with his son who sees himself as the savior and believes in Maria’s teachings. Metropolis is on the verge of total destruction as crowds hunt for Maria and her evil replica, and workers attempt to kill Freder and destroy the city’s generator driven by rage. Maria escapes to the workers’ city, which is now flooding with children left behind by the workers. The children were saved by Maria and Freder. The Maria double is burned revealing the machine. At the end, Freder acting as a mediator secures a truce between Fredersen and the workers.Advertising Looking for essay on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More The film premiered on January 10, 1927 in Berlin an d was greeted with a strong attendance. The audience was blown away by the spectacular scenes and showered Lang and Helm with flowers at the end of the film. However, criticisms of the film were echoed around the world, especially from one of its inspirations, H.G. Wells who describes Metropolis as the silliest film ever. Conclusion Metropolis represents an important and crucial point in film history. Studies suggest that Metropolis consolidates to what silent cinema was about. Over forty copies were made for the premier in 1927 and not even one exists. Various versions (with missing parts-about a third of the original piece) of the Metropolis have been released with the 1997 edited American edition declared as standard for both domestic and oversee. In 2002, a restoration of the film was made to a 127 minute running time from lost footage. The latest restoration was in 2008, with the discovery of a lost footage from the 153-minute version. Though branded as the silliest film ever made, Metropolis is considered by many as one of the greatest movies of all time. Reference Minden, M., Bachmann, H. (2002). Fritz Langs Metropolis: Cinematic Visions of Technology and Fear. Studies in German Literature, Linguistics, and Culture. New York, NY: Camden House.

About the Congressional Reform Act

About the Congressional Reform Act The Congressional Reform Act, to many critics of the system, sounds good on paper. The purported legislation would place term limits on members of the ​U.S. House of Representatives and Senate, and strip lawmakers of their public pensions. If it sounds too good to be true, thats because it is. The Congressional Reform Act is a work of fiction, a sort of angry taxpayers manifesto that went viral on the Web and continues to be forwarded and forwarded again, with little regard for facts. Thats right. No member of Congress has introduced such a bill - and none would, given the widely circulated emails numerous half-truths and bogus claims. So if youre wondering when the Congressional Reform Act will pass the House and Senate, heres a little tip: It wont. The Text of Congressional Reform Act Email Here is one version of the Congressional Reform Act email: Subject: Congressional Reform Act of 2011 The 26th amendment (granting the right to vote for 18 year-olds) took only 3 months 8 days to be ratified! Why? Simple! The people demanded it. That was in 1971†¦before computers, before e- mail, before cell phones, etc. Of the 27 amendments to the Constitution, seven (7) took 1 year or less to become the law of the land†¦all because of public pressure. Im asking each addressee to forward this email to a minimum of twenty people on their address list; in turn ask each of those to do likewise. In three days, most people in The United States of America will have the message. This is one idea that really should be passed around. Congressional Reform Act of 2011 Term Limits. 12 years only, one of the possible options below.A. Two Six-year Senate termsB. Six Two-year House termsC. One Six-year Senate term and three Two-Year House termsNo Tenure / No Pension.A Congressman collects a salary while in office and receives no pay when they are out of office.Congress (past, present future) participates in Social Security.All funds in the Congressional retirement fund move to the Social Security system immediately. All future funds flow into the Social Security system, and Congress participates with the American people.Congress can purchase their own retirement plan, just as all Americans do.Congress will no longer vote themselves a pay raise. Congressional pay will rise by the lower of CPI or 3%.Congress loses their current health care system and participates in the same health care system as the American people.Congress must equally abide by all laws they impose on the American people.All contracts with past and present Congressmen are void effect ive 1/1/12. The American people did not make this contract with Congressmen. Congressmen made all these contracts for themselves. Serving in Congress is an honor, not a career. The Founding Fathers envisioned citizen legislators, so ours should serve their term(s), then go home and back to work. If each person contacts a minimum of twenty people then it will only take three days for most people (in the U.S.) to receive the message. Maybe it is time. THIS IS HOW YOU FIX CONGRESS!!!!! If you agree with the above, pass it on. If not, just delete You are one of my 20. Please keep it going. Mistakes in Congressional Reform Act Email There are numerous errors in the Congressional Reform Act email. Lets start with the most obvious one - the incorrect assumption that members of Congress dont pay into the Social Security system. They are required to pay social security payroll taxes under federal law. Also see: Salaries and Benefits of U.S. Congress Members That wasnt always the case, though. Before 1984 members of Congress did not pay into Social Security. But they also were not eligible to claim Social Security benefits. At the time they participated in what was called the Civil Service Retirement System. The 1983 amendments to the Social Security Act all members of Congress to participate in Social Security as of Jan. 1, 1984, regardless of when they first entered Congress. Other Errors in Congressional Reform Act Email As far as pay raises, cost-of-living adjustments tied to inflation - such as the Congressional Reform Act email suggests - take effect annually unless Congress votes to not accept it. Members of Congress do not vote themselves pay raises, as the email suggests. There are other problems with the Congressional Reform Act email, including the claim that all Americans buy their own retirement plans. Studies show that most full-time workers actually participate in an employer-sponsored retirement plan. Members of Congress get retirement benefits under the same plans available to other federal employees. Meantime, members of Congress already are subject to the same laws the rest of us are, despite claims to the contrary by the Congressional Reform Act email. But lets not quibble over details. The point is: The Congressional Reform Act isnt a real piece of legislation. Even if it were, what are the chances members of Congress would vote to eliminate perks and jeopardize their own job security? But Why Not Term Limits for Congress? Despite the totally mythical nature of the Congressional Reform Act, the very real question of term limits for Congress has been debated for years. If the President of the United States is limited to two terms, why should the terms of senators and representatives not be similarly limited? Proponents argue that term limits would prevent the constant politicking, fundraising, and campaigning for re-election that seems to consume so much of Congress members’ time today, especially in the case of representatives who most run for re-election every two years. Those who oppose term limits, and there are several, say that in America’s democratic republic, elections themselves act as term limits. And, in fact, members of the House and Senate are required to face their local constituents every two years or every six years and re-apply for their jobs. If the people are unhappy with them, they can literally â€Å"toss the rascals out.† Along those same lines, term limit opponents point out that while the president serves all of the people, members of Congress serve only the residents of their states or local congressional districts. Thus, the interaction between members of Congress and their constituents is far more direct and personal in nature. Term limits, they argue, would arbitrarily negate the power of the voters to retain lawmakers they consider effective in representing them. Updated by Robert Longley

Qualitative Interface Evaluation Essay Example | Topics and Well Written Essays - 2000 words

Qualitative Interface Evaluation - Essay Example Since this task is important in software development, experts have agreed on eight most basic characters of a good user interface. While evaluating the interfaces in this paper it will be important to look at these characteristics because they will be the basis of over evaluation. The techniques for interface evaluation among other parameters will be looking at these characteristics. They include: 1. Clear The main aim of any interface to enable users access information and complete their tasks with a lot of ease. Have a clear interface where icons and the menus are well placed and have a clear meaning is important for a successful interface. Users should not be frustrated by the symbols or icons on the interface, one should provide a pop-up message with details of the function of that interface this makes it more clear. While pointing at that icon you may not know the function of it but a pop up message appears which explains the function. 2. Concise This means straight to the point users do not want a lot of details in the interface. While making the interface clear one should not be trapped into adding a lot of information to overload the interface. The icons or details should be short to the point. The volume icon has a scale and icons which shows the high and low volume level. Although it is not easy to keep things, clear and concise developers should strive to achieve this. Sources( http://www.usabilitypost.com) 3. Familiar A good interface is one that a new user can easily learn and be able to use from the previous interfaces. While developers strive for uniqueness in their interface one thing should be clear, the interface should be familiar to the users for them to have interest to learn and use them effectively. Naturally, users do not like new things, different environment which they will struggle to adapt. Things that are familiar or terms which one uses should be familiar to the users of the system. A system that uses icons should be keen on the ty pe of the icons they use because the context of the system is very important. The screen shot below shows the user that he/she does not need to learn more about the interface because these are the tasks that they want to accomplish using this application hence easy to use. Sources ( http://www.usabilitypost.com) 4. Responsive This means that the system interface should be fast, users like an interface that enables them to accomplish tasks within a short period. It is frustrating for users to wait longer as their requests are being loaded slowly. The user should also have feedback from the system such as the percentage of work done by the system, remaining time and completion status either failed or successful. When the program is loading for instance, a progressing bar or a spinning wheel indicates the task status. The program below shows the time elapsed, time remaining and the percentage of the task done. 5. Consistent Users will learn and advance well in their interface usage if the design system is consistent. Having a system with different interfaces for each version of the program disorients the users. The placement of the Icons, tabs and other items on the interface must be consistent. For instance Microsoft interface are consistent for its application package which enables users to easily adapt from one application to another. 6. Attractive Making an interface attractive is important because users will enjoy performing their tasks with it and probably look forward to using the

What is information technology How is it changing our working lives Essay

What is information technology How is it changing our working lives - Essay Example sts that Information Technology is here and it will stay on for a very long period of time, until it gets replaced by some other advanced technology in the times to come (Wehn 1998). What is most important to decipher on the part of a world citizen is that Information Technology has played such a vital role in changing the lives of the people that it is almost impossible to negate the positives which have been brought about with the passage of time. Also what could be expected from Information Technology in the future remains a mystery because the marvels embedded within the domains of the same remain to be seen in the times to follow. Information Technology is an enabling force because it makes people think of the possibilities and eventualities that can arise from its incorporation within the systems and procedures of the present times. The manner in which Information Technology has come about as a facilitating agent has made even the staunchest critics realize that its due role is immense and Information Technology will be able to pave the way between the link that remains in a person’s needs and his desires. The gadgets, electrical appliances, cell phones, laptops, etc are all the marvels of Information Technology and many other things are also bracketed under the same heading (Wulf 1995). Information Technology makes use of the communication mechanisms that are there amongst the people and their desires so that their most potent needs could be fulfilled in the most feasible manner. If these needs are not properly addressed, there is enough room to make amends so that the ranks of Information Technology are taken care of in the most apt manner possible. Also what summarizes the debate of Information Technology stems from the fact what researchers have been able to devise with the passage of time and what they expect from the same in the times to come (Diwan 2002). These researchers and scientists believe that Information Technology is a force that will