Adaptation Responses of Selected Pregnant Women

Adaptation Responses of Selected Pregnant Women Free Online Research Papers SUMMARY: This study sought to determine the level of adaptation responses of the selected pregnant women in terms of physiologic mode, self-concept mode, role function mode and interdependence mode and the association of such variables as age, civil status, socio-economic status, parity, period of pregnancy and educational attainment. Specifically, the study answered the following questions: 1. What is the profile of the respondents as to age, civil status, socio economic status, parity, educational attainment, and period of pregnancy? 2. What is the level of adaptation responses of the respondents in terms of physiologic mode, self-concept mode, role function mode, and interdependence mode? 3. What is their level of adaptation responses when they are taken according to age, civil status, socio – economic status, parity educational attainment, and period of pregnancy? 4. Is there a significant difference on the adaptation responses of the respondents as to age, civil status, socio – economic status, parity, educational attainment, and period of pregnancy? The population of the study was composed of 100 Selected Pregnant women in Gen. Emilio Aguinaldo Memorial Hospital Trece Martires City Cavite, Whose age’s ranges from 16-35 years. The descriptive method was used in the study. A validated survey questionnaire was developed to gather data needed to answer each of the specific problems. All the data in the questionnaire were pre-coded for computer computations. Frequencies, Relative Frequency, Mean and F-test or one-way ANOVA were used to analyze the data. FINDINGS: 1. Approximately 33% of the respondents belong to the 21 -25 years old; 74% of the respondents were married; 73% of the total respondents earn or have a family monthly income of P5, 000 and below; 34% of the respondents are considered primipara or first time mothers; 58% of the total respondents are in their 3rd Trimester or they are pregnant for 8-9 months; lastly most of the respondents that are 56% had an educational attainment of high school years or secondary education. 2. Respondents’ level of adaptation responses in terms of physiologic mode is on the average with a computed mean of 4.01; self-concept mode with the mean of 3.29; role function mode with the mean of 3.75; and the interdependence mode with the mean of 3.97 are all considered more adaptive as suggested by the mean computation. 3. In terms of civil status and socio- economic status were found significantly different in their levels of their adaptation. On the other hand, respondents group into age, parity and period of pregnancy were found not significantly different. CONCLUSION: From the foregoing findings, the following conclusions were drawn: 1. Most of the respondents are in the age bracket of 21-25 years old, married, earning P5, 000 and below, has an educational attainment of high school or secondary level, and in terms of their parity most of the respondents are primipara or they are having their first baby, lastly they are in their 3rd trimester of their pregnancy. 2. Respondents’ level of physiologic response s in terms of physiologic mode, self-concept mode, role function mode and interdependence mode on the average are all considered more adaptive. 3. Respondents’ level of adaptation responses when grouped according to all age group were more adaptive; period of pregnancy in both trimesters found out to be more adaptive; parity considered to be more adaptive in both multipara and primipara; and in terms of socio-economic status. While, when they are grouped according to civil status they are considered adaptive. 4. Respondents’ level of adaptation when grouped in terms of civil status and socio- economic status were found significantly different in their levels of their adaptation. On the other hand, respondents grouped into age, parity and period of pregnancy were found not significantly different. RECOMMENDATIONS: From the foregoing conclusions, the following recommendations were drawn: 1. In view of the limitations, of the study where the respondents are selected pregnant women in the hospital, who may have a little background or knowledge about different adaptive behaviors, further study is suggested by conducting similar study outside other hospitals. 2. Since respondents are selected pregnant women from different localities consulting a tertiary government hospital, the administrators must pay strictly to their patients’ health needs by providing structured program and strict implementation and careful monitoring of such program. Program organizers should avoid moralizing and particularly in terms of the socio-economic status, parity, and mostly in terms of civil status. 3. Other Researchers can replicate this study to refine, quantify, and verify findings. They may replicate this study in a much bigger population and with respondents who are more heterogeneous in terms of period of pregnancy and the level of their adaptations responses. They can also replicate it having a comparison of adaptation level of responses of the patients of different hospitals. Research Papers on Adaptation Responses of Selected Pregnant WomenInfluences of Socio-Economic Status of Married MalesResearch Process Part OneThe Relationship Between Delinquency and Drug UsePersonal Experience with Teen PregnancyArguments for Physician-Assisted Suicide (PAS)Moral and Ethical Issues in Hiring New EmployeesStandardized TestingPETSTEL analysis of India19 Century Society: A Deeply Divided EraBionic Assembly System: A New Concept of Self

Free Essays on El Ganador

The first World War was a horrible experience for all sides involved. No one was immune to the effects of this global conflict and each country was affected in various ways. However, one area of relative comparison can be noted in the experiences of the French and German soldiers. In gaining a better understanding of the French experience, Wilfred Owen's Dulce et Decorum Est was particularly useful. Regarding the German soldier's experience, various selections from Erice Maria Remarque's All Quiet on the Western Front proved to be a valuable source of insight. A analysis of the above mentioned sources, one can note various similarities between the German and French armies during World War I in the areas of trench warfare, ill-fated troops, and military technology. Trench warfare was totally unbiased. The trench did not discriminate between cultures. This "new warfare" was unlike anything the world had seen before, millions of people died during a war that was supposed to be over in t ime for the holidays. Each side entrenched themselves in makeshift bunkers that attempted to provide protection from the incoming shells and brave soldiers. After receiving an order to overtake the enemies bunker, soldiers trounced their way through the land between the opposing armies that was referred to as "no man's land." The direness of the war was exemplified in a quotation taken from Remarque's All Quiet on the Western Front, "Attacks alternate with counter-attacks and slowly the dead pile up in the field of craters between the trenches. We are able to bring in most of the wounded that do not lie too far off. But many have long to wait and we listen to them dying." (382) After years of this trench warfare, corpses of both German and French soldiers began to pile up and soldiers and civilians began to realize the futility of trench warfare. However, it was many years before any major thrusts were made along the Western front. As soldiers past away, re... Free Essays on El Ganador Free Essays on El Ganador The first World War was a horrible experience for all sides involved. No one was immune to the effects of this global conflict and each country was affected in various ways. However, one area of relative comparison can be noted in the experiences of the French and German soldiers. In gaining a better understanding of the French experience, Wilfred Owen's Dulce et Decorum Est was particularly useful. Regarding the German soldier's experience, various selections from Erice Maria Remarque's All Quiet on the Western Front proved to be a valuable source of insight. A analysis of the above mentioned sources, one can note various similarities between the German and French armies during World War I in the areas of trench warfare, ill-fated troops, and military technology. Trench warfare was totally unbiased. The trench did not discriminate between cultures. This "new warfare" was unlike anything the world had seen before, millions of people died during a war that was supposed to be over in t ime for the holidays. Each side entrenched themselves in makeshift bunkers that attempted to provide protection from the incoming shells and brave soldiers. After receiving an order to overtake the enemies bunker, soldiers trounced their way through the land between the opposing armies that was referred to as "no man's land." The direness of the war was exemplified in a quotation taken from Remarque's All Quiet on the Western Front, "Attacks alternate with counter-attacks and slowly the dead pile up in the field of craters between the trenches. We are able to bring in most of the wounded that do not lie too far off. But many have long to wait and we listen to them dying." (382) After years of this trench warfare, corpses of both German and French soldiers began to pile up and soldiers and civilians began to realize the futility of trench warfare. However, it was many years before any major thrusts were made along the Western front. As soldiers past away, re...

History, Lyndon Johnsons Great Society Research Paper

History, Lyndon Johnsons Great Society - Research Paper Example Banes only had 11 months to prove himself to Americans that he was a true leader that America wanted. Johnson used his persuasion skill to have the civil rights bill which prohibited unfairness based on race and gender employment and further ended public facilities segregation passed. Johnson used the name â€Å"Great Society† to describe his reform program when after he declared war on poverty and this further intensified when he won a decisive victory over Barry Goldwater of Arizona. Economically, he pushed for the economic activity of 1964, which was aimed at fighting poverty, cutting tax, training for the poor and use of federal funds to attack unemployment and illiteracy.2 Indeed, Lyndon’s three years in power proved his sheer determination and hard work which he undoubtedly surprised liberals. Johnson successfully provided support for elementary and secondary schooling by allowing funds to be used in helping both public and private schools. Furthermore, an Omnibus housing act gave rent supplements for the less privileged in the society and provided funds to construct low-income housing. He additionally addressed transportation safety matters by signing two important transportation bills.3 During Johnson’s reign, American liberalism was at high tide due to a number of signed acts that greatly empowered the citizen. Some of the additional signed acts are wilderness protection act that saved almost 9.1 million acres of forestland from industrial development as well as the immigration act that ended discriminatory quotas based on ethnic origin. Besides, there was the national endowment for the arts and humanities, which allowed the use of public money to fund artists and galleries thus promoting art and creativity among the talented populace that could not afford to sponsor themselves.

Virtual Local Area Networks Essay Example | Topics and Well Written Essays - 2000 words

Virtual Local Area Networks - Essay Example Ns, properties of LANs and broadcast domains, the advantages of using VLANs compared with older router based networks and finally discuss the situations in which VLANs are not appropriate or indispensable. Virtual Local Area Network (VLAN) is a logical group of workstations, servers and network devices that share the same broadcast domain without need to be geographically located in the same area (Chowdhury and Boutaba, 2009). This means that the network administrator can logically divide the LAN into different VLANs each with its own broadcast domain instead of having one broadcast domain shared between all devices in the network. For instance, an organization with different physically separated departments can segment its network into multiple VLANs based on the departments for special purposes. Hence, only hosts that belong to the same particular VLAN can exchange data or share network resources. In addition, different VLANs can communicate only through a router which has to be connected to both of them, hence reduced congestion of traffic in the network that originates from a broadcast frame (Hartpence, 2011). Therefore, splitting a network into VLANs boost the performance, securi ty and reduce the clogging on a large LANs (Yadav et al., 2013). The enhancement of today’s Virtual LAN has been achieved through different stages. According to (Cullen, 2001) the development of LAN switches began in 1990; bridges were used as a layer 2 devices to segment networks and to solve the consumption of bandwidth used in broadcast traffic. After that, it was replace by segmenting networks at layer 3 using a number of routers between segments and a chain of hubs inside each segment to forward frames between devices (Hartpence, 2011). The problem of using hubs is that, it deals with all frames as a broadcast frame and forward incoming frames to all devices in the shared segment. Therefore, the increased number of hosts in each segment leads to increased demand of bandwidth

Literature Review Authentic Leadership Models Essay

Literature Review Authentic Leadership Models - Essay Example rship, which responds to globalization, and (3) spiritual, holistic and transcendental leadership, which revive universal spiritual ideas to provide holistic and integrated models. Renowned personalities throughout history have provided role models of leadership, and it is through studying their leadership characteristics that many of the features of leadership models are derived. These include social and political leaders, business leaders, and also spiritual leaders such as prophets and saints. For example, the Bhagvad Gita extols the leadership of Krishna, the Buddha’s leadership demonstrated true compassion, and the Holy Quran (surah 18: 83-98) presents an exemplary model of leadership of Dhul-Qarnayn, believed by some to be either Alexander or Cyrus the Great. Confucius’ ideas also have profound lessons for modern leadership theory. Social learning theory then explains how people learn from the examples of others. In the modern era, Burns’ conceptualization of leadership as either transactional or transformational set a new paradigm in leadership theory a few decades ago. Transactional leaders are described as leading for the sake of simple social exchanges, and transactional leadership models are grounded in self-interest and designed to uphold the status quo. On the other hand, transformational leaders â€Å"stimulate and inspire followers to both achieve extraordinary outcomes and, in the process, develop their own leadership capacity† (Bass & Riggio, 2006, p. 3). The following are the components of transformational leadership: Another stronger form of leadership, namely charismatic leadership, is more socialized and constructed to serve collective interests. In the highly personalized form however, it can lead to dominating and authoritarian behavior and self-aggrandizement (Bass & Riggio, 2006, p. 13). On the other hand, more charismatic styles of leadership have been found to positively correlate with â€Å"traditional, collectivist work,

Team And Leadership Effectiveness In The Workplace

Team And Leadership Effectiveness In The Workplace Leadership is defined as the process of influencing the activities of an individual or a group in efforts toward goal achievement in a given situation. In essence, leadership involves accomplishing goals with and through people (Hersey and Blanchard, 1993). Leaders envisage the future; they motivate organisation members and impart values-whether they are concerned for honesty, hard work, quality and taking calculated risk or concern for customers and employees. It seems there is no common definition of leadership , perhaps it is because the leadership concept is complicated and fuzzy. According to Robert Tannenbaum, Irving R. Weschler and Fred Massarik leadership is defined as interpersonal influence exercised in a situation and directed, through the communication process, toward the attainment of a specialized goal or goals. Leadership is about showing the way, by going in advance, and influencing the behaviour of others. It refers to introducing new business behaviour, practices, o r technologies, which demonstrate that sustainable development is possible (Sommer, 2003) Todays business leaders have identified two important factors that could drive success in organisations of world class cadre- continually enhancing performance by becoming faster, better and more effective, and including all employees in Performance improvement can be achieved only by enhancing the processes within an organisation. Since the processes are created and operated by the people, the only way to enhance performance would be through people. Therefore continuous effective improvement depends on the capability of managers to guarantee that each and every one becomes involved in enhancing performance, work efficaciously in teams in order to analyse processes, and study problems to implement solutions. Leadership Under the leadership of Mr. Narayan Murthy, the ex-chairman of the Infosys, the company has ended up being one of the most successful IT companies in the world. Infosys Technologies Ltd is one of the leading IT companies In India and worldwide. It is now a global leader in the Next Generation of IT and Consulting. Starting in 1981, Infosys witnessed its corporate success in a short time. Although the company started functioning almost twenty five years ago, it is in the recent times that it experienced strong growth. Ever since it started the company has had a remarkable growth in terms of revenue. Revenue in 1994 was only US$9.5million but in 2005 Infosys revenue touched US$2billion which was only half this revenue in 2004. There is a saying that Great companies can neither be built nor their greatness sustained without great leaders, the above results clearly proves that Mr. Murthy is one such great leader who lead the company to the success path. According to the Hay group review, a global management consulting firm, of 1249 leaders from prominent organisations functioning in the Indian market, about 60% create a de-motivating climate and do not employ those who can lead. It also found only 18% develop an engaging climate that promotes high performance. So today it is so very much necessary for many organisations to create motivating climate and engage people who can lead effectively. The successful organisation has one major attribute that sets it apart from unsuccessful organisations: dynamic and effective leadership (Hersey and Blanchard, 1993). Infosys took an initiative in this direction and opened Infosys leadership institute where it intends to grow leaders. The Leadership development program at Infosys Leadership Institute targets to produce a collective pool of leaders and shape them to take on present and future challenges in business. The Infosys Leadership Institute offers a wide range of organisational and individual development sessions to expound business problems. At Infosys they believe that a good leader can be only one who uses all different styles of leadership with one of them usually dominating and a bad leader is one who sticks to one style. At Infosys it is not that only the top management gives suggestions to support its vision and manage agility, uncertainty and ambiguity at all circumstances. Courtesy: http://www.authorstream.com/Presentation/swami_lalita-161501-infosys-leadership-ob-education-ppt-powerpoint/ The leadership believes in taking valuable suggestions from its young achievers in the company. The Chairman diagnosed that young achievers in the company were wavering to come forth with their ideas. These people had a great value to add to the company but could not give in to the discussions feeling in secured of infracting hierarchy. Mr. Murthy communicated to be open minded and encouraged the young achievers to speak. He found that the suggestions and thoughts given by them had a lot of substance and can significantly help the company. The leaders at Infosys are so very much adaptable, bothered significantly over the above issue they built a leadership institute where they can develop and groom leaders from its promising employees irrespective of the hierarchy and provide them the opportunity to help build the company. Today many organisations are facing talent problem, where people are being rushed into activities they are unaware of or assigned to jobs for which they have inadequate preparations. Due to the phenomenal growth of India in last 5 to 10 years people were getting promoted before their time and these people held a wrong perception of empowerment. Even though they had the authority, they lacked in terms of experience and credence to be true leaders. If organisations have to maintain conservative growth estimates, much of todays leaders need to motivate the employees who work for them. If not able to successfully motivate, it would be difficult to keep employees sticking around long enough to progress them into competent leaders. So it becomes very important to have motivating climate in any company in order to enhance its own performance. According to Hersey and Blanchard(1993), in leading or influencing there are three competencies of Leadership: Diagnosing-being able to understand the situation you are trying to influence, Adapting-being able to adapt your behaviour and other resources you have available to meet the contingencies of the situation, Communicating-being able to communicate in a way that people can easily understand and accept. The soul of leadership competencies in Infosys rest in their vision statement which reads as: We will be a globally respected corporation that provides best of breed business solutions, leveraging technology, delivered by best in Class people. To achieve their vision, leadership competencies have been marked along four dimensions: Work, people, technology and business. Each of these is further exaggerated into smaller functional terms in the graphic shown below. Courtesy: http://www.thehindu.com/businessline/praxis/pr0304/03040380.pdf The Infosys leadership institutes primary goal is to assist the company to counter the explicit challenges of now and in the future. They believe that by improving the quality of leadership they can handle its phenomenal growth, with stand the complexities of the market and swiftly changing environment, and through thought leadership they can develop higher customer value. Courtesy: http://www.thehindu.com/businessline/praxis/pr0304/03040380.pdf At Infosys in order to increase their quality of leadership they use a Nine pillar model of leadership development. At Infosys, for leadership development these nine pillars are functional elements. For the development of leadership competencies at discrete level each pillar has its own distinct importance. 360-degree appraisal: It is method of consistently collecting data about an individuals performance and potential from a broad range of co-workers. This may include the manager, direct reportees, peers and both internal and external customers. It is an organised method of gathering and processing data and gives the employee an opportunity to express on his valuable information. The response received from 360-degree feedback is used as a foundation to direct the person in gaining new skills and improving existing skills all arranged to the leadership competencies model. Development assignments: They are a traditional and powerful form of leadership development. Potential employees are allowed to have experience in various functions through Cross functional assignments and internal job rotations. Development assignments help an employee to gain practical leadership skills outside their zone of experience. Development relationships: Mentoring is viewed as a developmental relationship in the framework of leadership development. In order to transfer and share knowledge and experience, one-on-one relationships in work scenes are facilitated. This mentoring for leadership program is functional and learning from this course will be utilized to refine and broaden the element of leadership development throughout the organisation. Leadership skills training: It is a process by which individuals in the organisation go through a sequence of learning interventions on matter relevant to leadership. A Leaders teach series was formed in which the board of directors including the chairman, the Managing director, and the Chief Executive Officer hold a workshop with help of leadership institute faculty for the development of future leaders. Feedback Intensive program: These are comprehensive behavioural interventions based on informal and formal feedback taken from people that the individual interfaces with. These programs are structured in a way that individuals give and receive feedback in an environment that is non-threatening and could generate a workable plan for goal setting for progressive professional and personal development. Action Learning: It is a real time experience which is time based used to crack systematic, unresolved and real organisational problems. It is termed as a pragmatic process directed at producing a resolution a problem that has been identified by the organisation and a workable plan is designed for goal setting and strategies for progressive development to attain them. Systematic process Learn: It is an intervention that will enable individuals to view the organisation as system in whole which consists of many interacting sub systems. It is intended to yield plan for continuous advancement in systematic processes and details as to how a participant will initiate such an improvement. Community Empathy: The organisation holds a fundamental belief the social conscience requires to be nurtured and improved in each of its potential leaders. And the value of this community empathy aligns with the above fundamental belief. The Infosys leadership holds an ambition to opportunities for potential candidates on a regular structured basis to enrol themselves in cause outside the company that contribute to good of the less fortunate. Infosys culture workshop: These workshops are intended to help individuals to understand the purpose processes and the core values in ambience of leadership development. These workshops have been designed to in a way that allows expansive interaction among the individuals leading to strengthening of the Infosys culture and ensuring enough authorization to assure adherence to the culture of the company. Leadership traits: According to Warren Bennis, leaders should empower their organisations to develop an environment where people feel important, competence and learning matter, people are part of the team, and work is interesting. Leaders should also be creating an environment where standard matters and dedication to work enthuses effort. According to Huczynski and Buchanan, a charismatic leader holds the following characteristics: Visioning- providing a luxurious and extraordinary total dining experience that delights customers, empowering- giving staff a voice, showing confidence and trust, allowing staff to influence what they do, experiencing high standards,energizing- communicating vision, making staff feel part of something special, aiming for perfection, excitement, joy, passion in the work. The transactional leader a leader who treats relationships with followers in terms of an exchange, giving followers what they want in return for what the leaders desires, following prescribed tasks to pursue established goals( Huczynski and Buchanan, 2007) Transformational leader- a leader who treats relationships with followers in terms of motivation and commitment influencing and inspiring followers to give more than mere compliance to improve organizational performance( Huczynski and Buchanan, 2007) Traits that are found most often to be feature of successful leaders as per Yukl are: Assertive, cooperative, dependable, decisive, dominant, persistent, energetic, self-confident, willingness to assume responsibility, tolerant to stress, alert to social environment, adaptable to situations, achievement oriented and ambitious. Empirical research studies suggest that leadership is a dynamic process, varying from situation to situation with changes in the leader, the followers and the situation. Because of this, while there may be helping or hindering traits in a given situation, there is no universal set of traits that will ensure leadership success (Hersey and Blanchard, 1993) Team Work: Teams that can bring and stick employees together to investigate problems to implement solutions would be one of the best ways to increase productivity and product quality. And teams which can continually improve can be considered as powerful tools any organisation can use to ensure employees remain firmly focussed on meeting business goals and customer needs. Employers emphasis the significance of employees working as a team and apprise for people who hold the quality to work in such a way. Team work comes into consideration when there is a need to utilize different strengths of employees and goodness of cooperation. Principles of team work: Understanding the team is very important, as a team member he/she should know the following things: Roles and responsibilities operations of a team advantages of working as a team for individuals(motivation, job satisfaction, pride, external qualification) advantages of working as a team for the organisation (improved results due to increases in quality and productivity) Probable disadvantages of teams(Conflicts, domination) Working relations: Characteristics of a good team member Different working relationship problems with members and colleagues in other groups Team and leadership activities in order to improve team work success Team activities: The team should contribute to constant improvement activities, brainstorm activities, performance reviews, team briefings, problem resolution sessions, question and answer sessions, and team and individual appraisals. The team should be reading and contribute to team boards. The team should use internal network systems or e-mail to support communication. The team must keep displays and visuals updated. Leadership activities: Setting team objectives and goals, action planning, and recognising achievable business targets. Distribution and monitoring of team members, deciding on employee role and responsibilities, team work-load prioritization to make sure targets are met efficiently and effectively. Supervising the team performance against the objectives and goals, managing ineffective and poor performance, encouraging and motivating team members, developing a cohesive work-team through teambuilding approaches, analysis the training needs, creation of skills matrix, mentoring, team and individual appraisals, communication and consultation with management, peers and sub-ordinates and subject specialists, successfully managing conflict and tensions, grievance and disciplinary procedures. Conclusion: This paper shows the leadership in Infosys, one of the most successful IT Company in the world. Mr. Narayan Murthy, the Ex-chairman of the company has been a true leader and shows what a brilliant visionary he is. Under his leadership the company has grown tremendously within twenty five years of its existence. At Infosys they believed that a good leader can only be one who uses all different styles of leadership with one of them usually dominating. At Infosys, in order to improve the quality of leadership a leadership development program was initiated by opening the Infosys Leadership institute. This leadership Institute offers a wide range of organisational and individual development sessions to expound business problems and targets to produce a collective pool of leaders and shape them to take on present and future challenges in business. In order to achieve their vision, leadership competencies are marked along four dimensions of Work, people, technology and business. The Infosys believe that by improving the quality of leadership they can handle its phenomenal growth, with stand the complexities of the market and swiftly changing environment, and through thought leadership they can develop higher customer value. The Nine Pillar model of leadership development is used to improve the quality of leadership and as a consultant I would suggest the other company to use the Nine Pillar model as a basis to develop a similar model to improve their quality of leadership. About the team work it is now evident that it comes into consideration when there is a need to virtue of cooperation and use various strengths of employees. By understanding the principles of team work, and the team and leadership activities to be carried out properly could result in improvement in teamwork success.

Blind Faith and False Belief: An Examination of the Development of The

The purpose of this paper is to closely examine the effects of children with congenital profound visual impairment (CPVI) and a possible correlation to the delay in the development of theory of mind (ToM). Specifically, this paper will compare a study that investigated how visual cues affect the development of ToM to a similarly themed episode from the popular television show Xena: Warrior Princess. On the surface these two groups may appear to be an odd comparison, for children with CPVI and Xena seem like they have nothing in common. However, there is one episode in particular entitled â€Å"Blind Faith,† in which these two worlds collide in a unique and surprising way proving and interesting parallel and additional insight into how blindness may affect the development of the theory of mind. In the article entitled, â€Å"An investigation of first-order false belief understanding of children with congenital profound visual impairment,† a detailed look at the development of ToM was performed. Theory of mind (ToM) is defined â€Å"as the ability to impute mental states to others and to interpret and predict behavior in terms of those mental states† (Green 1). In order to examine ToM, the study performed a series of false belief tests. False belief can also be explained as misunderstanding which connected to false reasoning. In the case of the children in this study, the false belief would be if they can correctly identify how another person would respond to a specific task, if that person had limited information that the children were previously made privy too. These tests are important because, as they article explains; the testing false belief is the most direct way to access if a person has a fully developed theory of mind (Dennett c... ...ere is a correlation between blindness and a delay to the development ToM. Whether it’s Xena or children with congenital profound visual impairment it’s obvious that visual cues are significant when trying to interpret the actions of others. Xena, like the children in the study, was forced to rely on other senses to compensate for the lack of visual cues, which is important because without them children are at a disadvantage to understanding the greater world around them. Works Cited â€Å"Blind Faith.† Xena: Warrior Princess. Created by Rob Tapert and Sam Raimi. Perf. Lucy Lawless, Renee O’Connor. USA Network. April 17, 1997. Green, Sarah, Linda Pring, and John Swettenham. "An Investigation of First-order False Belief Understanding of Children with Congenital Profound Visual Impairment." British Journal of Developmental Psychology, 22.1 (2004): 1-17.

Working in partnership with others in education

Mary Warnock emphasized on the importance of placing the assorted forms of disablements frequently leads to different sorts of particular educational demands. She points out that autistic spectrum differs from other childhood conditions and affect an unusual manner of sing the societal universe and the form of development ( Cigman, 2007 ) . The Particular Educational Needs codification of Practice devotes a chapter to parents saying â€Å" working in partnership with parents which portray how LEAs and schools should back up parents during statutory appraisal. † Parents must be allowed to take portion in the determination devising procedure when bespeaking a statutory appraisal ( DfES, 2001 ) .The Education Act ( 1996 ) suggests that LEAs have the duties in run intoing the particular educational demands of kids. This procedure begins when a referral is issued to the LEA bespeaking a statutory appraisal in order to find how to run into the demands of kids with particular demands . This procedure takes about 26 hebdomads to be carried out and completed. However, if the Local Authorities disagrees with the referral or petition, parents have the legal right to appeal to the Particular Educational Needs Tribunal ( SENT ) , ( Farrell, 1997 ) . There are assorted jobs and issues that parents experience when seeking educational aid for their kids with particular demands. First, the clip frame for an entreaty to be accepted and acknowledged by the courts takes about six hebdomads. As a consequence of the long waiting period, parents frequently become stressed and defeated. Sometimes the procedure period is excessively long therefore giving rise to other terrible jobs, such as diagnosing and intervention for illustration if a kid is diagnosed with Attention Deficit Hyperactivity Disorder ( ADHD ) at a certain age ( 0-16 ) but at 17 old ages the diagnosing will be classified as something else. Conduct upset is an illustration. Applying independently for a statutory appraisal can be really nerve-racking for parents ; a long ‘waiting game ‘ and parents may get down to miss assurance in the system ( Cowne, 1996 ) .A In most instances parents find it hard to acquire the procedure started, holding to ‘fight ‘ to acquire their kid assessed ( Taylor, 2003 ) .A The Education Act ( 1996 ) states that it is the LEA ‘s duty to organize the demands to run into a kid ‘s demands as have been identified by the statutory appraisal and underlined in the statement.A In treatments held by the Audit Commission with parents, the bulk agreed that whenever the school failed to mention their kid for an appraisal, they found it thwarting and nerve-racking. A parent in peculiar commented â€Å" I found it hard to get down the procedure † . I had to implore†¦ ‘ ( Taylor, 2003 ) . Some parents felt there is a immense hold in get downing the procedure whereas others experience clip troubles whilst the procedure begins.A The House of Commons ( 2006 ) reports that there is a great concern in the length of clip it takes to measure and treat a statement ; this in its ain right can hold terrible effects on a kid ‘s instruction. Lack of parental partnership besides seemed to hold posed jobs for parents while seeking educational support for their SEN kids. Throughout appraisal of particular demands proviso, parents have a right to take part to the full, nevertheless they can merely make so if appropriate information about the system and procedure they are prosecuting in are given to them.It besides helps if the professionals genuinely listen to the parents. Whitaker ‘s research ( 2007 ) ascertain issues for parents of kids with Autistic Spectrum Disorders ( ASD ) in mainstream schools and found that parental partnerships were the beginning of many dissatisfaction. He states that â€Å" Parents placed a high value on the willingness of school staff to listen and take earnestly any concerns that they may hold about their kid ‘s experiences and advancement. Conversely aˆÂ ¦failure to take parental concerns earnestly was a powerful cause of dissatisfaction peculiarly where parents felt they were seen as needlessly crabbed. † ( Wall, 2003 ) Parents do go vulnerable and stressed if they are sing troubles in obtaining adequate information and support from schools and Local Authorities. ( Robson, 1989 ) declared that â€Å" a successful partnership is based on equality, whereby each spouse recognises and benefits from the endowments, accomplishments expertness and cognition of the other. At times one spouse may follow a comparatively inactive function, in other state of affairss a more active function. † The Lamb Inquiry ( DCSF, 2009 ) besides highlighted that parents preponderantly wanted a system that worked for them and their kids: Parents have told us that good, honest and unfastened communicating is the most indispensable component for constructing assurance and good relationships. Face to confront communicating with parents and handling them as equal spouses with expertness is critical to set uping and prolonging assurance ( Wall, 2003 ) . This clearly shows how hapless communicating between schools and Local governments can be strenuous for parents. In an article a parent shared her ambitious experiences in having appropriate educational support for her 11yr old boy. Christine Grainger, a female parent from Surrey, says voyaging the system on behalf of kids with particular demands is hard and time-consuming. Christine ‘s 11-year-old boy Dean, has dyslexia, dyspraxia and attention-deficit hyperactivity upset ( ADHD ) and she had a conflict to acquire the specializer learning he needed. Christine says she is disillusioned with the system. At the terminal of his response twelvemonth, she was told Dean had jobs and was being put on the SEN registry. When he was finally given a statement stating he needed 20 hours of support, Christine was told the school did non hold the specialist staff required to back up him and was asked to happen a different school â€Å" First of all Dean did n't desire to go forth his school because he ‘d do some particular friends and it was besides hard seeking to happen a school that would run into all of Dean ‘s demands â€Å" We found we could n't merely take him to any school, I had to seek and happen a school that would accept him with all the jobs that he ‘s got † ( Tomlinson, 1981 ) . Inclusion has been identified as one of the cardinal issues that parents find unsatisfactory. It is of import because it affects kids with and without disablements. Harmonizing to Taylor ( 2003 ) the issue debated in 1970 ‘s, was whether handicapped kids learn best in incorporate or unintegrated categories. Conversely some parents felt that they were given excessively much information and non adequate clip to understand. Most parent ‘did n't understand what the information meant in English†¦ ‘ experiencing ‘bombarded ‘ ( Taylor, 2003 ) . It is said that it is the Local Authority ( LA ) responsibilities to guarantee that a proposed statement is sent out to parents no subsequently than 12 hebdomads after the statutory appraisal Begin. The statement consists of six subdivisions in which parents find it difficult to understand what it all entails ( Cigman, 2007 ) . Problems persist even once the statement has been issued. Most parents found out that their kids had received a statement but failed to understand what each subdivision was approximately. One parent stated that † she will be maintaining an oculus on the school to guarantee that the kid ‘s statement is followed through † ( Taylor, 2003 ) . The most hard job that parents come across is ; acquiring their kid assessed, particularly if the kid was referred by the school. When a parent realizes that their kid seems to be sing troubles whilst acquisition, parents should first reach the school.A If the school agrees that there might be jobs, with the parents consent they will register the kid on the school action /school action plus docket. These are intercession plans that assist kids with educational demands to make the set marks in class.A If parents find these plan unsuitable for their kids ‘s demands referral for a statutory appraisal is otherwise available.A Merely a parent, the school, wellness authorization or societal services section is allowed to bespeak statutory assessment.A It is ever advisable that parents should advise the school foremost. However, some parents have problem speaking to their kid ‘s school because ‘the school wo n't accept that kid has particular educational demands ‘ ( Moore, 2004 ) . There is a procedure that parents has to follow when seeking appraisal for their kid. Wolfendale introduced a instance survey scenario, where the parents approached the educational psychologist when they came to the school for a everyday visit, they found that the school had ne'er informed the psychologist about their kid ( Bell, 2003 ) In fortunes where parents and school do non hold, a parent may near the Local Authorities ( LA ) independently. However, the LA may be loath to get down the procedure for fiscal grounds. The Audit Commission wrote a study ‘Statutory appraisal and statements of SEN: in demand of reappraisal? ‘ the Audit Commission looks at public money and the best manner to utilize it.A It writes that the demands for statements are lifting and ‘statements are intended for kids with higher degrees of demand†¦ based on a statutory appraisal ‘ ( IPSEA, 2001 ) . Geting a statutory appraisal is cost effectual and may non help the kid ‘s demand, this is why it is difficult to acquire LA to hold to the referral, ‘ if you do n't measure the demand how can you find what is required to run into it ‘ ( IPSEA, 2001 ) .A The lone path to acquiring a statement is through an appraisal ; the statement guarantees that the kid ‘s particular educational demands will be met.A There is besides the issue of the kid ‘s part ; they excessively have a part to do in their appraisal and the type of intercession programme that will profit them. The kids act ( 1989 ) and the Child Care Act ( 2006 ) supports the importance of listening to the kid which is besides echoed in the codification of pattern ( DfES ) , 2001. ) This is an of import consideration as it is frequently presumed that really immature kids and particularly those with particular demands are incapable of lending to discussion sing their instruction and acquisition, when in world they have valid sentiments and part to do which can inform parents, practicians and pattern. If kids are capable of lending to the procedure of appraisal so their positions should be valued and respected. Inequality is another facet that generates troubles for parents. It might be the instance that particular educational demands parents do non have the same intervention in comparing with the parents of normal mainstream pupils. One of the statements put frontward by those in favor of educational inclusion for all SEN kids is that such kids benefit from the societal life in a mainstream school and from the function theoretical accounts provided by typically developing kids ( Cigman, 2007 ) .There are more concerns about SEN kids than those who are considered normal, because of their forte, greater accent is placed on their educational development, as such parents with SEN kids are faced with more challenges than parents who have normal kids. Inclusion is besides a challenge faced by parents with particular kids. This is due to the fact that, particular kids do non work as the normal kids in the same schoolroom scene. There is the job of puting suited acquisition challenges, reacting to pupils ‘ diverse acquisition demands and get the better ofing possible barriers to larning and appraisal for persons and groups of students ( Farrell, 1997 ) .. In decision, it is apparent that the jobs and issues that parents encounter in determining educational support for their kids with SEN are many and continues to blossom as new diagnosing are made. It is really clear that the statutory appraisal which is of paramount importance is the really hard and disputing for parents. Many times parents are non given a opportunity to hold an input or do a positive part towards their kid.

German accounting Essays

German accounting Essays German accounting Essay German accounting Essay German accounting was developed for the aim of back uping direction determination doing sing what to bring forth. how much to monetary value. and how to be after and command operations. A new cost accounting called Grenzplankostenrechnung ( GPK in English ) . which may be turned into Flexible Analytic Cost Planning and Accounting. besides referred to as flexible criterion costing. This was developed in Germany 40 old ages ago. GPK integrated the direction system into an accounting system. GPK provides meaningful information to pull off the concern and behaviors flexible budgeting of the capacity costs. GPK focuses on operational costs and resource ingestion. The Controllingdepartment is separate from the Financial Accounting section in German organisations. The major features of GPK are that cost centres resource ingestion rates are either fixed or relative relation to end products and cost centres rates are calculated and charged to the sections at the budgeted rates. An activity based costing ( ABC ) is a powerful tool for pull offing public presentation that is used for placing. depicting. delegating and describing on bureau operations. Activity based costing is used to place chances to better the procedure effectivity and efficiency by placing the exact cost of the merchandise. Activity based costing defines procedures. identifies cost drivers and find the cost per unit. The major advantage of utilizing activity based costing is that it reduces the deformations in merchandise costing and allotment of indirect costs. ABC generates how the money is spent. Activity based costing is a direction tool that provides better allotment of resources. is utile for calculating fiscal baselines. aligns costs to end product. : ( Cokins. G. 2001 ) . Theory of restraint ( TOC ) is used to speed up procedure betterment in undertaking and fabrication operations. Theory of restraints helps companies to increase their public presentation far higher and quicker than any other attack. The factors needed to increase the public presentation of the companies include the demand to develop advanced and new merchandises rapidly in the market. The companied have realized that they have to accomplish more with the lupus erythematosus. Theory of restraint helps organisations to increase their public presentation of fabrication to a great extent without increasing the labour and capital investings. Balanced scorecard ( BSC ) is the most widely used public presentation direction system today. Balanced scorecard can mensurate public presentation across different positions like client position. fiscal position. etc. The usage of different positions shows a balanced position of the company’s public presentation. The major indexs can include client satisfaction. new merchandise development. etc. Balance scorecard is accepted globally because this attack enables the organisations to aline their staff with the individual scheme. The benefits that organisations can accomplish by implementing balanced scorecard includes interpreting the scheme into operational programs and ends. alining organisations around a individual. coherent scheme. doing scheme everyone’s mundane occupation from top of the bed to the underside and doing the strategic betterment a uninterrupted and throughout procedure. ( Johnson. C. C. 2000 p. 1-13 ) The Activity based costing ( ABC ) is really different from the other attacks because it helps the organisations to place the most profitable and the least profitable clients. it more accurately predicts the costs. net incomes. the measure of resources needed and the resource costs. its aid to better track the costs of activities and work procedures. and supply front- line directors with cost intelligence for doing betterments. ABC besides helps to indicate out the root causes of the jobs of hapless fiscal public presentation. The system in an accounting base system that analyzes the organisation and manage it. Successful houses use activity based bing along with the balance scorecard to accomplish company’s scheme and to derive competitory advantage. ( Gunther. F. L. 2005 ) The balanced scorecard relies on fixing different strategic maps that has different strategic subjects and each subject has a certain set of aims. The benchmarking attack is used in the balances scorecard. The activities of budgeting. resource allotment. coverage and mark scene are integrated together into an on-going public presentation direction and measuring system. The balanced scorecard set precedences for public presentation sweetenings. ( Johnson. C. C. 2000 p. 1-13 ) . Theory of restraints is an attack that focuses on the procedure of uninterrupted betterment. TOC is implemented through three steps that include throughput. operating disbursals and stock list. Throughput is the rate at which the system generates money from gross revenues. To place the throughput. the organisations need to take the jobs. This attack is different from other attack because it uses a uninterrupted and on-going procedure for betterment. Better capacity direction is achieved by increasing the efficiency of each machine and maximising the figure of hours each machine work. The chief difference in this attack is that it focuses on placing the constrictions and jobs that help organisations to take them and better the public presentations. The theory of restraint utilizations five stairss that differentiate it from other attacks. The five stairss are that first of all it identifies the system restraints. make up ones mind how to work the restraints. subordinate everything to the above determination. promote the system restraints and eventually if the old restraints are broken than travel to step 1. The difference between activity based costing and theory of restraints is that ABC is long term oriented whereas the TOC is short term. In the short tally the activity based costing. the capacities of the activities are fixed. In the theory of restraints. the capacity of the works is fixed in the short tally. ABC and TOC have different premises about labour and overhead costs. Flexible border bing. or GPK. is a tried cost accounting system. GPK is based on the fringy costing alternatively of full costing. GPK focuses on short-run determination support where as activity based bing focal points of long-run orientation. and GPK emphasizes on cost centres alternatively of activities and procedures. The GPK distinguish itself from other cost direction by the factors such as cost centre is to be defined. the cost demands to be dissociable. the end product produced must be insistent. the end product must be the duty of the single directors. cost centre size must be manageable. cost assignment drivers must be quantifiable. The cost centre defined must be across a individual activity where each section has a individual cost driver. Activity based costing is designed to manage multiple activities in a individual cost Centre whereas GPK created a comparatively big figure of cost centres. The ABC information was kept outside the chief fiscal accounting system whereas in GPK the activity direction and fiscal direction became the same thing. Conclusion Management accounting is a affiliated part of the direction procedure and evaluates by examining whether resources are used efficaciously by organisations in making value for stockholders. clients. or other stakeholders. Whereas the intent of fiscal accounting involves keeping official records. fixing studies. reacting to inquiries defined by external organic structures. and organizing and reacting to audits. Financial accounting besides deals with fixing and pull offing fiscal minutess and ratings such as balance sheet rating. hard currency flow and income statements. 80 % of organisations still use traditional full-absorption criterion bing even after negative impacts. This is because activity based bing systems are excessively complex. and they are standalone and non IT integrated. Future programs for farther coverage and capital / installation operating expense dimensions will add to organisational determination devising. Beginnings Sharman. P. A. ( 2003. December ) . German cost accounting. Strategic Finance. 30-38 Johnson. C. C. ( 2000 ) Introduction to Balanced Scorecard and Performance Measurement Systems. Chapter 1. 1-13 Gunther. F. L. ( 2005. June ) . Relevance added: Combining ABC with German Cost Accounting System. Strategic Finance. 56-61 Cokins. G. ( 2001 ) . Activity Based Cost Management: An Executive’s Guide

Lieutenant General James Gavin in World War II

Lieutenant General James Gavin in World War II James Maurice Gavin was born March 22, 1907, in Brooklyn, NY as James Nally Ryan. The son of Katherine and Thomas Ryan, he was placed in the Convent of Mercy orphanage at age two. After a brief stay, he was adopted by Martin and Mary Gavin from Mount Carmel, PA. A coal miner, Martin barely earned enough to make ends meet and James went to work at age twelve to help the family. Wishing to avoid a life as a miner, Gavin ran away to New York in March 1924. Contacting the Gavins to inform them that he was safe, he began looking for work in the city. Enlisted Career Late that month, Gavin met with a recruiter from the US Army. Underage, Gavin was unable to enlist without parental consent. Knowing this would not be forthcoming, he told the recruiter he was an orphan. Formally entering the army on April 1, 1924, Gavin was assigned to Panama where he would receive his basic training in his unit. Posted to the US Coastal Artillery at Fort Sherman, Gavin was an avid reader and an exemplary soldier. Encouraged by his first sergeant to attend a military school in Belize, Gavin received outstanding grades and was selected to test for West Point. Rising in the Ranks Entering West Point in the fall of 1925, Gavin found that he lacked the basic education of most of his peers. To compensate, he rose early each morning and studied to make up the deficiency. Graduating in 1929, he was commissioned as a second lieutenant and posted to Camp Harry J. Jones in Arizona. Proving to be a gifted officer, Gavin was selected to attend the Infantry School at Fort Benning, GA. There he trained under the guidance of Colonels George C. Marshall and Joseph Stillwell. Key among the lessons he learned there was not to give long written orders but rather to provide subordinates with guidelines to execute as the situation warranted. Working to develop his personal style of command, Gavin was happy in the schools educational environment. Graduating, he wished to avoid a training assignment and was sent to the 28th 29th Infantry at Fort Sill, OK in 1933. Continuing his studies on his own, he was particularly interested in the work of British World War I veteran Major General J.F.C. Fuller.   Three years later, in 1936, Gavin was sent to the Philippines. During his tour in the islands, he became increasingly concerned about the US Armys ability to withstand Japanese aggression in the region and commented on his mens poor equipment. Returning in 1938, he was promoted to captain and moved through several peacetime assignments before being posted to teach at West Point. In this role, he studied the early campaigns of World War II, most notably the German Blitzkrieg. He also became increasingly interested in airborne operations, believing them to be the wave of the future. Acting on this, he volunteered for the Airborne in May 1941. A New Style of War Graduating from the Airborne School in August 1941, Gavin was sent to an experimental unit before being given command of C Company, 503rd Parachute Infantry Battalion. In this role, Gavins friends convinced Major General William C. Lee, commander of the school, to allow the young officer to develop the tactics of airborne warfare. Lee agreed and made Gavin his Operations and Training Officer. This was accompanied by a promotion to major that October. Studying other nations airborne operations and adding his own thoughts, Gavin soon produced FM 31-30: Tactics and Technique of Air-Borne Troops. World War II Following the attack on Pearl Harbor and US entry into the conflict, Gavin was sent through the condensed course at the Command and General Staff College. Returning to the Provisional Airborne Group, he was soon dispatched to aid in converting the 82nd Infantry Division into the US Armys first airborne force. In August 1942, he was given command of the 505th Parachute Infantry Regiment and promoted to colonel. A hands-on officer, Gavin personally oversaw the training of his men and endured the same hardships. Selected to take part in the invasion of Sicily, the 82nd shipped out for North Africa in April 1943. Dropping with his men on the night of July 9/10, Gavin found himself 30 miles from his drop zone due to high winds and pilot error. Gathering up elements of his command, he went without sleep for 60 hours and made a successful stand on Biazza Ridge against German forces. For his action, the 82nds commander, ​​Major General Matthew Ridgway, recommended him for the Distinguished Service Cross. With the island secured, Gavins regiment aided in holding the Allied perimeter at Salerno that September. Always willing to fight beside his men, Gavin became known as the Jumping General and for his trademark M1 Garand. The following month, Gavin was promoted to brigadier general and made assistant division commander. In this role, he aided in planning the airborne component of Operation Overlord. Again jumping with his men, he landed in France on June 6, 1944, near St. Mà ©re Église. Over the next 33 days, he saw action as the division fought for the bridges over the Merderet River. In the wake of the D-Day operations, the Allied airborne divisions were reorganized into the First Allied Airborne Army. In this new organization, Ridgway was given command of the XVIII Airborne Corps, while Gavin was promoted to command the 82nd. That September, Gavins division took part in Operation Market-Garden. Landing near Nijmegen, Netherlands, they seized bridges in that town and Grave. In the course of the fighting, he oversaw an amphibious assault to secure the Nijmegen bridge. Promoted to major general, Gavin became the youngest man to hold that rank and command a division during the war. That December, Gavin was in temporary command of the XVIII Airborne Corps during the opening days of the Battle of the Bulge. Rushing the 82nd and 101st Airborne Divisions to the front, he deployed the former in the Staveloet-St. Vith salient and the latter at Bastogne. Upon Ridgways return from England, Gavin returned to the 82nd and led the division through the wars final months. Later Career An opponent of segregation in the US Army, Gavin oversaw the integration of the all-black 555th Parachute Infantry Battalion into the 82nd after the war. He remained with the division until March 1948. Moving through several high-level postings, he served as assistant chief of staff for operations and Chief of Research and Development with the rank of lieutenant general. In these positions, he contributed to the discussions which led to the Pentomic Division as well as advocated for a strong military force that was adapted to mobile warfare. This cavalry concept ultimately led to the Howze Board and influenced the US Armys development of helicopter-borne forces. While comfortable on the battlefield, Gavin disliked the politics of Washington and was critical of his former commander- now president- Dwight D. Eisenhower, who wished to scale back conventional forces in favor of nuclear weapons. He likewise butted heads with the Joint Chiefs of Staff regarding their role in directing operations. Though approved for promotion to General with the assignment to command the Seventh Army in Europe, Gavin retired in 1958 stating, I wont compromise my principles, and I wont go along with the Pentagon system. Taking a position with the consulting firm Arthur D. Little, Inc., Gavin remained in the private sector until serving as President John F. Kennedys ambassador to France from 1961-1962. Sent to Vietnam in 1967, he returned believing the war to be a mistake that distracted the US from the Cold War with the Soviet Union. Retiring in 1977, Gavin died on February 23, 1990, and was buried at West Point. Selected Sources PA History: James Gavin New York Times: James Gavin Obituary World War II Database: James Gavin

See the details Article Example | Topics and Well Written Essays - 500 words

See the details - Article Example Factors that contributed to low economic growth include slow inventory gains and abnormally cold weather experienced in the second half of the previous year. The pace of growth in domestic demand was found to be 1.5 percent in the first quarter which was slightly below what it was in the forth quarter of 2013 due to volatile factors such as trade and inventory swings. However, it is evident that fluctuations witnessed in the current times do not portray a different trend from what had been seen in the recovery process since the Great Recession. The average quarterly economic growth rate has stood at 2.2% since the year 2009. The bleak future of economic growth is likely to impact negatively on the democrats in the forth-coming congressional elections. The prospects of the Democrats is closely tied to the voter attitudes toward the re-election bid of President Obama in which economic factors played a major role in determining the outcome. Another factor in the economic condition is on wage growth as a result of huge slack in the labor market. A report from the Bureau of Labor Statistics that was released previously on employment index indicated that the private sector wages as well as salaries during the first quarter had increased at a lower rate since 1980. The article further concurs that the recovery of the housing market were on a declining trend. This was evident on the second quarter of the 2013 in which private residential real estate investment had fallen by 0.2% of the total economic growth. Weather was found to be the main cause of decline in the recovery in the housing market. Corporate investment in equipment witnessed a sharp reverse growth in the first quarter of 2014 compared to the growth in the fourth quarter of 2013 leading to the slackening of the overall business investment translating into 0.4 % decline in the overall economic growth. Other factors resulting in deterioration of business

The European Court of Justice has distorted the purpose of the Essay

The European Court of Justice has distorted the purpose of the preliminary ruling procedure, as set out in Article 234 EC. The relationship between the nationa - Essay Example ompliance with EC law by the member states have compelled the European Court of Justice or ECJ, to formulate a general principle of state responsibility. This state liability is the result of the fact that EU Member States have to perforce, implement and enforce the EC law. Further, it is the duty of the national courts to decide on cases entailing violation of EC law granted rights of individuals. The doctrine of supremacy of Community law, which is well entrenched, states that the national law of the member states is subservient to the Community law. This doctrine applies not only to primary but also to secondary Community law and in case of a dispute between Community law and national law; the Community law has to be accorded predominance over the national law. Article 10 of the EC describes the various obligations that Member States have to fulfil in order to comply with the EC law. The preliminary reference procedure set out in Article 234 of the EC defines a formal relationship between the European Court of Justice and the national courts. The importance of this procedure lies in the fact that it is used to establish consistent rules, which the national courts have to follow in order to enforce EC law. The result was that the national courts became part of a â€Å"supra-national judicial hierarchy, with the European Court at its apex1.† Under the aegis of Article 234 EC, the ECJ developed the judicial system of the EU. As per the provisions of Article 234, if any clarification are required on questions of EC law, then any ‘court or tribunal may if it considers that a decision on the question is necessary to enable it to give judgement, require the Court of Justice to give a ruling thereon’. Due to such intervention, all national courts are empowered to make direct references to the ECJ. The ECJ was allotted a paramount position in the national judicial systems by Article 234 EC, which states that â€Å"Where any such question is raised in a case pending