Men vs Women at the Pool Essay -- Argumentative Persuasive Argument

Men vs Women at the Pool It was a Friday afternoon and the sun was shining off of her freckled nose. She was in a rage because her male counterpart had made plans to go the pool with the rest of his male friends. â€Å"Why can’t I go?† She asked in a whiney voice. â€Å" Because this is man time. Besides, you said you had things to do today.† He replied in a deep voice, as he scratched at his five o’clock shadow. It was funny how she would always have her â€Å"Girls Night Out† and he wouldn’t say a word about it. He actually liked the peace and quiet it afforded him. But if the tables were to ever turn as they did on that beautiful day, she could not understand for the life of her where this sudden urge to be separated came from. They both knew what was going to be going on at the pool that day. Groups of men sitting around their coolers talking about the girl with the big butt or helping their friends strategize on how to get the girl in the string bikini to come closer or at least bend over. That is what men do. The ones that are taken help...

Chapter 16-17

Week Three E16-17 Req. 1 Fido Grooming| Income Statement| Month of April| Wages| 3,900. 00| Grooming Supplies Expense| 1,625. 00| Building Rent Expense| 1,300. 00| Utilities| 325. 00| Depreciation on Equipment| 130. 00| Total Operating Expense| 7,280. 00| | | Income for April| 16,300. 00| Net Operating Income = Income – Operating ExpenseNOI= 16,300. 00 – 7280. 00NOI = 9,020. 00| | Req. 2 Unit Cost Per Service = Total Service Cost/Total Number of Services Provided UCPS = 7,280. 00 / 650 UCPS = 11. 20 Unit cost to groom one dog = $11. 20 P 16-25A Req. 1 Fido Treats|Schedule of Cost of Goods Manufactured| Year Ended December 31, 2012| Beginning Work in Process Inventory| | 13,400. 00| | Direct Materials Used:| | | | Beginning Direct Materials Inventory| -| -| | Purchases of Direct Materials (Including Freight In)| 33,000. 00| -| | Available for Use| 33,000. 00| | | Ending Direct Materials Inventory| 2,000. 00| | | Direct Materials Used| | 31,000. 00| | Direct Labor| | 22,0 00. 00| | Manufacturing Overhead:| | | | Indirect Materials| 1,700. 00| | | Indirect Labor| 800. 00| | | Depreciation – Plant and Equipment| -| | |Plant Utilities, Insurance, and Property Taxes| 1,600. 00| | | Total Manufacturing Overhead| | 4,100. 00| | Total Manufacturing Costs Incurred During the Year| | | 57,100. 00| Total Manufacturing Costs to Account For| | | 70,500. 00| Ending Work in Process Inventory| | | (2,000. 00)| Costs of Goods Manufactured| | | 68,500. 00| Req. 2 Fido Treats| Income Statement| Year Ended December 31, 2012| Sales Revenue| | 109,000. 00| Less: Sales Returns and Allowances| -| | Less: Sales Discounts| -| | | | -| Net Sales Revenue| | 109,000. 00|Cost of Goods Sold:| | | Beginning Finished Goods Inventory| -| | Cost of Goods Manufactured| 68,500. 00| | Cost of Goods Available for Sale| 68,500. 00| | Ending Finished Goods Inventory| 5,300. 00| | Cost of Goods Sold| | 82,600. 00| Gross Profit| | 26,400. 00| Operating Expense| | | Wage Expense| 5,000 . 00| | Rent Expense| 13,000. 00| | Hotline Expense| 1,400. 00| | Total Operating Expense| | 19,400. 00| Operating Income| | 7,000. 00| Net Income| | 7,000. 00| P 17-26A Req. 1 Job Cost Record| JOB NO. 423CUSTOMER NAME: Lu Technology, Co.JOB DESCRIPTION: 5,900 DVDs| DATE PROMISED 4-5| DATE STARTED 4-2| DATE COMPLETED 4-3| DATE| DIRECT MATERIALS| DIRECT LABOR| MANUFACTURING OVERHEAD ALLOCATED| | REQUISITION NO. | AMOUNT| LABOR TIME RECORD NO. | AMOUNT| DATE| RATE| AMOUNT| 4| 2| 64| 341. 00| 10| 140. 00| 4-3| 125%| Of Direct Labor Cost| 500. 00| 4| 2| 64| 675. 00| | | | | | | 4| 3| 74| 126. 00| 20| 260. 00| Overall Cost Summary| | | | | | | | | | | | | | Direct materials| 1,142. 00| | | | | | | Direct labor| 400. 00| | | | | | | Manufacturing overhead allocated| 500. 00| Totals| | 1,142. 0| | 400. 00| Total Job Cost| 2,042. 00| | Cost per DVD| 0. 35| Req. 2 Journal Entry| DATE| ACCOUNTS AND EXPLANATIONS| POST. REF. | DEBIT| CREDIT| Apr| 2| Materials Inventory: Requisition 63 Polycarbo nate Plastic| | 341. 00| | | | Accounts Payable| | | 341. 00| | | | | | | | 2| Materials Inventory: Requisition 64: Acrylic Plastic| | 675. 00| | | | Accounts Payable| | | 675. 00| | | | | | | | 3| Materials Inventory: Requisition 74: Refined Aluminum| | 126. 00| | | | Accounts Payable| | | 126. 00| | | | | | | | | Materials Inventory: Movie File| | 2,950. 00| | | Accounts Payable| | | 2,950. 00| | | | | | | Req. 3 Journal Entry| DATE| ACCOUNTS AND EXPLANATIONS| POST. REF. | DEBIT| CREDIT| Apr| 3| Finished Goods Inventory| | 5,900. 00| | | | Work In Process Inventory| | | 5,900. 00| | | | | | | | 3| Accounts Receivable| | 7,670. 00| | | | Sales Revenue| | | 7,670. 00| | | | | | | | 3| Cost of Goods Sold| | 5,900. 00| | | | Finished Goods Inventory| | | 5,900. 00| | | | | | | | | | | | | | | | | | | P 17A-11A Req. 1 Compute the number of equivalent units and the cost per equivalent unit in the Assembly Department for November. Amy Electronics| * Equivalent Units – Assembly De partment| * Month Ended November 30| * | * | * | * Step 2: Equivalent Units| * Whole Units| * Direct Materials| * Conversion Costs| * | * | * | * | * | * | * | * | * | * | * | * | * | * | * | * | Req. 1 Amy Electronics| Cost per Equivalent Unit – Assembly Department| Month Ended November 30| | * | * | | * | * | * | | * | * | * | | * | * | * | | * | * | * | | * | * | * | | * * Req. 2Assign total costs in the Assembly Department to (a) units completed and transferred to Programming during November and (b) units still in process at November 30. * Amy Electronics| * Assignment of Cost – Assembly Department| * Month Ended November 30| * | * | | | * | | | | * | * | * | * | * | * | Req. 3 Prepare a T-account for Work in process inventory—Assembly to show its activity during November, including the November 30 balance. Work in process inventory- Assembly| * | * | * | * | * | * | * | * | * | * | * | * | * | * | * | * |

Recruitment and Diversity Enhances Customer

(Point 2) Organisation Benefits of attracting and retaining a diverse workforce: An increasing number of companies are realising the benefits of having a diverse workforce and as a result are incorporating equality and diversity objectives in their business strategies. Diversity is a widely-used concept which refers to visible and non–visible differences between individuals. There are six main strands of diversity: race, gender, disability, sexual orientation, age, and religion which are covered by UK legislation. Diversity also incorporates differences such as class, personality and working patterns What is meant by a diverse workforce?Social diversity: Demographic diversity such as age, race ethics and gender Value Diversity: Psychological difference in personality and attitudes Information Diversity: Benefits are: * Diversity in employment promotes cost-effective employment relations: Employers have more choice from a greater skills base, improved employee satisfaction, red uced internal disputes, greater workplace harmony, improved retention and more effective and fairer promotion of talent * Diversity enhances customer relations: matching internal employee diversity to population diversity can provide performance benefits, which enhance awareness of consumer needs Diversity enhances creativity, flexibility and innovation in organisations: the flexibility, creativity and ability to innovate are enhanced by the existence of dissimilar mind sets * Diversity promotes sustainable development and business advantage: e. g. external recruitment of diverse top-team talent to inject new ideas and challenge the organisational mind sets and ways of doing things that can hinder change and organisational progress. (point 3) Factors that affect an organisation approach to Recruitment and Selection FACTORS AFFECTING RECRUITMENT (point 4)Different recruitment and selection methods Recruitment and selection are usually considered as one process. However, I will make t he distinction here between the initial actions and considerations when planning staff recruitment and the process of selecting an individual from a pool of applicants. Recruitment needs to be carefully planned in order to attract the right type of applicant. Recruitment The key to effective recruitment is preparation: knowing the job and what is required of someone to perform it well. The costs of recruiting the wrong person can be significant.The cost of employing someone may be at least twice their salary when factors such as training, expenses and employer's contributions to their pension are added. INTERNAL| AGENCY| EXTERNAL| Cheaper and quicker to recruitFamiliarity with the business and operationsBusiness already aware of strengths and weaknesses of candidatesProvides opportunity for promotion – motivational| Wider nets of targeted candidate attractionSaving management time interviewing only a top candidateProcess streamlining| Outside people bring in new ideasLarger p ool of workers of which to find candidatesWider range of experience|Selection Psychometric tests These are particularly useful if you want to assess candidates for Managerial or Senior appointments or candidates for appointments where there is a special need for the post – such as strong relationship building skills. These types of test are especially good at assisting with assessing how candidates are likely to behave, for example, towards a manager, towards their peers, and towards their subordinates. They will often provide a profile which should be discussed with the candidate to check validity, as they are self-perception questionnaires.Candidates should also be given feedback on the profile. The profile should be a part of the assessment, contributing perhaps up to 10% towards the final decision. They should be used carefully as they need to be used in the right way by properly trained assessors. Interviews Interviews can take many forms and styles. A type of interviewi ng recommended is Criteria-Based Behavioural Interviewing. This type of interviewing is based around the criteria identified in the person specification – the essential and desirable criteria.It is therefore really important to prepare a good person specification right at the start of the recruitment process. It is also important to identify how each of the criteria will be assessed. Some items in the criteria e. g. a qualification, can be assessed by reference to the application form, these can be called the â€Å"hard or factual criteria† and can usually be assessed on the application form or c. v. Presentations Presentations can be used in a variety of ways depending on how they relate to the job description and the normal working practices expected of the post.In assessing presentations, it is important to have decided on the criteria against which each candidate will be marked. These could include criteria which will also be assessed at interview, but may take on a particular aspect – e. g. communications skills could be assessed in the interview but will be mainly looking at how the person communicates with the panel and gets their points across, as well as how they interact with the members of the panel. In a lecture style presentation, the candidates’ communications skills to a large group will be assessed, which is much more formal delivery. Recruitment and Diversity Enhances Customer (Point 2) Organisation Benefits of attracting and retaining a diverse workforce: An increasing number of companies are realising the benefits of having a diverse workforce and as a result are incorporating equality and diversity objectives in their business strategies. Diversity is a widely-used concept which refers to visible and non–visible differences between individuals. There are six main strands of diversity: race, gender, disability, sexual orientation, age, and religion which are covered by UK legislation. Diversity also incorporates differences such as class, personality and working patterns What is meant by a diverse workforce?Social diversity: Demographic diversity such as age, race ethics and gender Value Diversity: Psychological difference in personality and attitudes Information Diversity: Benefits are: * Diversity in employment promotes cost-effective employment relations: Employers have more choice from a greater skills base, improved employee satisfaction, red uced internal disputes, greater workplace harmony, improved retention and more effective and fairer promotion of talent * Diversity enhances customer relations: matching internal employee diversity to population diversity can provide performance benefits, which enhance awareness of consumer needs Diversity enhances creativity, flexibility and innovation in organisations: the flexibility, creativity and ability to innovate are enhanced by the existence of dissimilar mind sets * Diversity promotes sustainable development and business advantage: e. g. external recruitment of diverse top-team talent to inject new ideas and challenge the organisational mind sets and ways of doing things that can hinder change and organisational progress. (point 3) Factors that affect an organisation approach to Recruitment and Selection FACTORS AFFECTING RECRUITMENT (point 4)Different recruitment and selection methods Recruitment and selection are usually considered as one process. However, I will make t he distinction here between the initial actions and considerations when planning staff recruitment and the process of selecting an individual from a pool of applicants. Recruitment needs to be carefully planned in order to attract the right type of applicant. Recruitment The key to effective recruitment is preparation: knowing the job and what is required of someone to perform it well. The costs of recruiting the wrong person can be significant.The cost of employing someone may be at least twice their salary when factors such as training, expenses and employer's contributions to their pension are added. INTERNAL| AGENCY| EXTERNAL| Cheaper and quicker to recruitFamiliarity with the business and operationsBusiness already aware of strengths and weaknesses of candidatesProvides opportunity for promotion – motivational| Wider nets of targeted candidate attractionSaving management time interviewing only a top candidateProcess streamlining| Outside people bring in new ideasLarger p ool of workers of which to find candidatesWider range of experience|Selection Psychometric tests These are particularly useful if you want to assess candidates for Managerial or Senior appointments or candidates for appointments where there is a special need for the post – such as strong relationship building skills. These types of test are especially good at assisting with assessing how candidates are likely to behave, for example, towards a manager, towards their peers, and towards their subordinates. They will often provide a profile which should be discussed with the candidate to check validity, as they are self-perception questionnaires.Candidates should also be given feedback on the profile. The profile should be a part of the assessment, contributing perhaps up to 10% towards the final decision. They should be used carefully as they need to be used in the right way by properly trained assessors. Interviews Interviews can take many forms and styles. A type of interviewi ng recommended is Criteria-Based Behavioural Interviewing. This type of interviewing is based around the criteria identified in the person specification – the essential and desirable criteria.It is therefore really important to prepare a good person specification right at the start of the recruitment process. It is also important to identify how each of the criteria will be assessed. Some items in the criteria e. g. a qualification, can be assessed by reference to the application form, these can be called the â€Å"hard or factual criteria† and can usually be assessed on the application form or c. v. Presentations Presentations can be used in a variety of ways depending on how they relate to the job description and the normal working practices expected of the post.In assessing presentations, it is important to have decided on the criteria against which each candidate will be marked. These could include criteria which will also be assessed at interview, but may take on a particular aspect – e. g. communications skills could be assessed in the interview but will be mainly looking at how the person communicates with the panel and gets their points across, as well as how they interact with the members of the panel. In a lecture style presentation, the candidates’ communications skills to a large group will be assessed, which is much more formal delivery.

This is a lab report on Aluminum Detection essays

This is a lab report on Aluminum Detection essays Objective: To detect the presence of aluminum by testing both a deodorant Materials and Methods/Procedures: A boiling water bath was prepared in a 600 ml beaker, and four test tubes were cleaned, dried, and labeled with a China marker. 0.25 g of Antiperspirant (Arid XX) was weighed with one sheet of clean weighing paper and placed in Tube #2, while 0.25 g of Deodorant (Speed Stick) was weighed with another sheet of weighing paper and placed in Tube #3. Tube #1 (the Positive control tube) had a pinch of aluminum salt placed in it, while nothing was placed in Tube #4. 4 ml of distilled water was added to each tube, followed by 1 ml of 6M hydrochloric acid. The contents of each tube were mixed thoroughly with a stirring rod, and the four tubes were placed in the boiling water bath for 5 minutes. The tubes were removed from the water, allowed to cool to room temperature and then had 2 drops of Aluminum reagent added to each tube, and color changes noted. Each tube then had 6M ammonium hydroxide added until a basic pH was reached. When the basic pH was reached, the tubes were Results: The color change noted after the addition of Aluminum reagent was peach in test tube #1, light-pink in test tube#2, pink in test tube #3 and peach in test tube #4. After the 6M ammonium hydroxide was added, the color change was pink for test tube #1, light purple for test tube #2, light pink for test tube #3, and very light orange for test tube #4. The Antiperspirant did contain aluminum because it had the gelatinous cherry- red precipitate, while the Deodorant did not contain aluminum since it did not have the gelatinous cherry-red precipitate. Test tubes #1 and #4 were necessary to observe what the presence of aluminum looked like in the experiment. The Antiperspirant was different because it had aluminum as an ...

Writing Greek Letters on the Computer

Writing Greek Letters on the Computer If you write anything scientific or mathematical on the internet, you will quickly find the need for several special characters that are not readily available on your keyboard. ASCII characters for  HTML  allow you to include many characters that dont appear on an English keyboard, including the  Greek alphabet. To make the correct character appear on the page, start with an ampersand () and a pound sign (#), followed by a three-digit number, and ending with a semicolon (;). Creating Greek Letters This table contains  many Greek letters  but not all of them. It only contains uppercase and lowercase letters that are not available on a keyboard. For  example, you can type the capital alpha (A) in Greek  with a regular capital  Ã¢â‚¬â€¹A  because these letters look the same in Greek and English. You can also use the code #913 or Alpha. The results are the same. Not all symbols are supported by all browsers. Check before you publish. You may need to add the following bit of code in the head part of your HTML document: meta http-equivcontent-type contenttext/html; charsetutf-8 HTML Codes for Greek Letters Character Displayed HTML Code capital gamma Γ #915; or Gamma; capital delta Δ #916; or Delta; capital theta ÃŽËœ #920; or Theta; capital lambda Λ #923; or Lamda; capital xi Ξ #926; or Xi; capital pi ÃŽ   #928; or Pi; capital sigma ÃŽ £ #931; or Sigma; capital phi ÃŽ ¦ #934; or Phi; capital psi ÃŽ ¨ #936; or Psi; capital omega ÃŽ © #937; or Omega; small alpha ÃŽ ± #945; or alpha; small beta ÃŽ ² #946; or beta; small gamma ÃŽ ³ #947; or gamma; small delta ÃŽ ´ #948; or delta; small epsilon ÃŽ µ #949; or epsilon; small zeta ÃŽ ¶ #950; or zeta; small eta ÃŽ · #951; or zeta; small theta ÃŽ ¸ #952; or theta; small iota ÃŽ ¹ #953; or iota; small kappa ÃŽ º #954; or kappa; small lamda ÃŽ » #955; or lambda; small mu ÃŽ ¼ #956; or mu; small nu ÃŽ ½ #957; or nu; small xi ÃŽ ¾ #958; or xi; small pi Ï€ #960; or pi; small rho Ï  #961; or rho; small sigma ÏÆ' #963; or sigma; small tau Ï„ #964; or tau; small upsilon Ï… #965; or upsilon; small phi φ #966; or phi; small chi χ #967; or chi; small psi ψ #968; or psi; small omega ω #969; or omega; Alt Codes for Greek Letters You can also use Alt codes- also called quick codes,  quick keys, or keyboard shortcuts- to create Greek letters, as displayed in the  table below, which was adapted from the website  Useful Shortcuts. To create any of these Greek letters using the Alt codes, simply press the Alt key while simultaneously typing the listed number. For example, to create the Greek letter Alpha (ÃŽ ±), press the Alt key and type 224 using the keypad at the right side of your keyboard. (Do not use the numbers at the top of the keyboard located above the letter keys, as they will not work for creating Greek letters.) Character Displayed Alt Code Alpha ÃŽ ± Alt 225 Beta ÃŽ ² Alt 225 Gamma Γ Alt 226 Delta ÃŽ ´ Alt 235 Epsilon ÃŽ µ Alt 238 Theta ÃŽËœ Alt 233 Pi Ï€ Alt 227 Mu  µ Alt 230 Uppercase Sigma ÃŽ £ Alt 228 Lowercase Sigma ÏÆ' Alt 229 Tau Ï„ Alt 231 Uppercase Phi ÃŽ ¦ Alt 232 Lowercase Phi φ Alt 237 Omega ÃŽ © Alt 234 History of the Greek Alphabet The Greek alphabet went through several changes over the centuries. Before the fifth century B.C., there were two similar Greek alphabets, the Ionic and Chalcidian. The Chalcidian alphabet may have been the forerunner of the Etruscan alphabet and, later, the Latin alphabet. It is the Latin alphabet that forms the basis of most European alphabets. Meanwhile, Athens adopted the Ionic alphabet; as a result, it is still used in modern Greece. While the original Greek alphabet was written in all capitals, three different scripts were created to make it easier to write quickly. These include uncial, a system for connecting capital letters, as well as the more familiar cursive and minuscule. Minuscule is the basis for modern Greek handwriting. Why You Should Know the Greek Alphabet Even if you never plan to learn Greek, there are good reasons to familiarize yourself with the alphabet. Mathematics and science use Greek letters like pi (Ï€) to complement the numeric symbols. Sigma in its capital form (ÃŽ £) can stand for sum, while the uppercase letter delta (Δ) can mean  change. The Greek alphabet is also central to the study of theology. For example, the Greek used in the Bible- called  Koine (or common) Greek- is different than  modern Greek. Koine Greek was the language used by writers of the Old Testament Greek Septuagint  (the earliest existing Greek translation of the Old Testament) and the Greek New Testament, according to an article titled The Greek Alphabet published on the website  BibleScripture.net. So, many theologians need to study ancient Greek to get closer to the original biblical text. Having ways to quickly produce Greek letters using HTML or keyboard shortcuts makes this process much easier. Additionally, Greek letters are used to designate fraternities, sororities, and philanthropic organizations. Some books in English are also numbered using the letters of the Greek alphabet. Sometimes, both lowercase and capitals are employed for simplification. Thus, you may find that the books of the Iliad are written Α to ÃŽ © and those of the Odyssey, ÃŽ ± to ω.

Trends in Giving Research Paper Example | Topics and Well Written Essays - 250 words

Trends in Giving - Research Paper Example A second trend seen over the past decade is the increasing levels of contributions gathered by NGO’s (Non-Governmental Organizations). Funds have been pouring into these organizations because they have been billed as being able to address global issues such as famine or AIDS better than individual governments. A trend within this segment of giving is the increase of funds flowing from mega private funds such as the Soros Fund, the Bill and Melinda Gates Foundation and Ted Turner. Greater transparency in NGO’s have attracted these mega private donors because they can be more assured that their funds are going to the delineated cause. The problem of needing to steer the NGO towards the agenda of the mega private donor is a real risk, but one many NGO’s must take due to declining volunteerism and donations from other private sources (Greensmith, 2001) Another interesting gauge of trends in giving that is extremely current is the development of the PGI (Philanthropic Giving Index) at the University of Indiana. The PGI works on a similar concept as the Consumer Confidence Index. It attempts to measure the likelihood that potential donors will give to charity in the coming year. It gauges the public’s reaction to various fundraising techniques currently employed and surveys them as to how likely they would be to give if approached using these techniques. Currently, the PGI is at an all time low of 64.8. This is down 27% from the PGI that was recorded in December of 2007 (Raiton,

Refutation paper Essay Example | Topics and Well Written Essays - 1250 words

Refutation paper - Essay Example It was in 1868 when the text was first translated by John Chalmers, an Englishman, which eventually influenced Western culture. This short text is said to have two parts: The Tao Ching and the Te Ching (Lees, 2011). Because of the style of writing which is poetic in nature, there is a variety of interpretations which are even contradictory. According to Lees (2011), the sacred book is written in classical Chinese which is said to be difficult to understand thus making contradictory interpretations and translations. In Bebell and Fera’s research (2000), they cited that there are over 100 interpretations and adaptations of Lao Tzu’s text today. In the holistic analysis of the research conducted by Bebell and Fera in 2000, it revealed an overall similarity among different translation’s use of central concepts of Tao Te Ching though there are variance both minor and notable among them. The title can be translated literally to mean: Tao can be translated as â€Å"way †, or to mean â€Å"the Way†. ... Thus, it is very important to examine the topic extensively as it is very tricky and invites a lot of criticism. Support or Evidence: If the statements are contradictory, we have to re-evaluate and make sense of everything. To do this, we have to interpret the statements in a Taoist standpoint. There are statements implies that nothing at all can be said about the Tao. A Taoist will definitely declare that Taoist sage will only possess a limited and qualified truth value. Textual evidence that reveals hierarchy of values can be found in Chapter 38 which states that kindness is considered higher value to follow (Allinson, 1994). Allinson’s study (1994) stated that if statements appear to attribute amoral or immoral behaviour to Taoist sage, then the statements must be made from outside the Taoist standpoint. If there is an existence of hierarchy of value, the statements which appear to attribute farther from the Tao must be carefully examined to determine existence of other int erpretation. However, it can be said that there are only few statements that attribute to amoral or immoral behaviour. In short, interpretations must be found to be coherent to the greatest number of statements in the text. Examples of the contradictory statements are the first two in the Tao Te Ching. The first statement states that â€Å"The Tao that can be spoken about is not the constant Tao.† According to Allinson (1994), this statement appears to suggest that the Tao cannot be described. It should be noted that the Tao one is referring and its description are different such that the described Tao is really not the real Tao. The second statement in the Tao Te Ching is â€Å"The