A Critical Interpretation of Hans Kung?s Historical Analysis of the Dev

A Critical Interpretation of Hans Kung’s Historical Analysis of the Development of the Hierarchical Church      The beginnings of the Christian church are covered in secret. With the absence of proof about that time ever, it is difficult to reach determinations of any kind. Be that as it may, the chronicled investigator, Hans Kung, has composed a book to reveal some insight into the subject. In this book, Kung talks about his supposition on the improvement of the early church, and its progressive structure. In the accompanying paper, I will address two of the parts of Kung’s book, â€Å"The Beginnings of the Early Church† and â€Å"The Early Catholic Church†. The focuses that I will concentrate on are: The cosmetics and abuse of the early church network and why it was that way, and how, as per Kung, the originators of Catholicism conflicted with how Jesus needed the congregation to be administered by building up an order.      The Christian church, as indicated by Kung, started at Pentecost. At the point when the Holy Spirit went to the messengers and instructed them to go out and lecture the lessons of Jesus it implied that the witnesses could guarantee a character separate from Judaism. Most of the main Christians were Jews from Jerusalem that accepted that Jesus was the Messiah vowed to the Jews in the Hebrew Testament and they put stock in the revival. â€Å"The most punctual Christian people group didn't need in any capacity to leave the Jewish people group or country, however to stay incorporated into Judaism.†(P. 13). The distinctions in the convictions of the Jews and the Jewish-Christians normally made a partition in the two gatherings. At the point when the Christian followers began going out and lecturing their confidence to individuals, the Roman Empire considered them to be a danger to their capacity and concluded that Christianity would need to be halted. Since Christian ity and Judaism were one, the two best approaches to aggrieve the Christians was to execute their pioneers, and to demolish the Jewish spots of love. After the Romans consumed the Temple of Jerusalem for the subsequent time, a chamber of Pharisees concluded that the Christians were to be banned from the Jewish sanctuary.      If not for the early association with the Jewish confidence, the Christian religion could never have set up as a significant religion. Having one God, called monotheism, was too radi... ... what they thought, there would be no luxury in the lives of the congregation authorities. In like manner, if the congregation really put stock in what Jesus educated, they would not be evading the support of ladies in the congregation; rather, they would grasp all the individuals that genuinely wished to take an interest in the business of a cleric or any situation in the congregation so far as that is concerned.      In end, the early Christian church had its issues in who was acknowledged into the new confidence and why they were oppressed for it. This was on the grounds that, during the stature of the Roman Empire, any gathering of individuals that could be perilous to Roman philosophy would not go on without serious consequences, and the Romans would endeavor to end it. These oppressions of the Christians, in any case, reinforced, not debilitated the Christian church to a point that there would be no real way to scatter the network of adherents. The principle reason that the congregation remained together as it did was a result of the early foundation of a progressive system, which, while Kung theorizes, would not be the way that Jesus would have needed the congregation to be administered, worked in building up the Christian people group into a world religion.

Ambiguity in Coovers Quenby and Ola, Swede and Carl :: Quenby and Ola, Swede and Carl Essays

Equivocalness in Coover's Quenby and Ola, Swede and Carl  Equivocalness happens regularly recorded as a hard copy, and perusers frequently decide to fill in the spaces with realities, which are not from the content. By occupying in spaces in the story, the peruser makes a plot, which fits into their comprehension. In Coover's Quenby and Ola, Swede and Carl, the plot is questionable. Huge numbers of these ambiguities are unpretentious and are not entirely obvious, driving the peruser to make presumptions about the content. Straightforward words, phrases, or the language drives the peruser to a plot, which nearly fits the content. As a peruser, I was not fulfilled that there was no authoritative plot in which I could comprehend the story. I read the story a few times and thought of three distinct real factors; none of them concurred totally with the content. My first decision of the story was that the story occurred through the span of seven days, and that all bits of the story happened. My subsequent comprehension was that the two intimate m oments were the two dreams and that different pieces occurred through the span of the week. At long last, the last end I drew was that everything had occurred, yet during various years. Every one of these plots, which I made out of the story's vagueness, is invalid on the off chance that you incorporate the entirety of the content and don't ignore some literary proof and language. Accordingly the equivocalness makes the peruser fill in spaces and negligence printed inconsistencies. By filling in the spaces and making a comprehension for themselves, the peruser is wrecking the content.  My comprehension of the story after the underlying perusing was that the entirety of the parts occurred while Ola was fourteen. I fit the pieces arranged by supper (which prompts the family room), the story, the sex with Quenby, the sex with Ola, and Swede and Carl on a stale pontoon. In this plot, the story opens with each of the four individuals having a bass supper and afterward moving into the family room to sit before the unfilled chimney. Ola at that point continues to recount to the story while Carl depicts ... her blooming bosoms under the orange shirt, her young hips pressed cozily in a year ago's splendid white shorts, her delicate juvenile thighs, slim calves: these were not Swede's (152).

How to Register a Trademark A Step-By-Step Process

How to Register a Trademark A Step-By-Step Process Many businesses are under the impression that, once they have registered their business and obtained a license to operate, they are all set and all that’s left to do is to sell their products or services and start earning money. They miss other salient points, and one of them is the trademark. © Shutterstock.com | Rawpixel.comIn this article, you will learn about 1) a  trademark overview and 2) the trademark registration process.TRADEMARK OVERVIEWA trademark is any name, word, phrase, logo, design or symbol that businesses and companies use to assign an identity or distinguishing feature for their goods or products, effectively setting them apart from those of other manufacturers or sellers. The trademark instantly brings about recognition to any customer that sees it. The moment they spot the trademark, they will be able to immediately identify what product it is and, more importantly for businesses, who made it. Essentially, the trademark is the brand name of a company.Physical products or goods make use of trademarks, while service providers have their own respective service marks. They are clearly distinguished from patent, which are meant to protect inventions, and copyrights, which are for the protection of original literary or artistic works.The trademarks that bus inesses eventually decide on must be protected, so that no one else will claim and use them. That is why there is a need to register the trademark with the United States Patent and Trademark Office (USPTO).Businesses with trademarks duly registered with the USPTO will have the following privileges and benefits:Public notice of the business’ claim of ownership of the trademark or service mark;Legal presumption of the business’ ownership of the mark;Exclusive right to use the trademark in the United States and all other countries where the products or services will be sold;Right and ability to bring an action in federal court on any matter concerning the mark;Right to use the federal registration symbol in their product labels; andInclusion in the listings or databases of the USPTO.Registration of a trademark does not make ownership of the mark permanent. There is a need to maintain it. The registration will remain valid as long as all post-registration maintenance documents are f iled and submitted on a timely basis.THE TRADEMARK REGISTRATION PROCESSRegistering a trademark sounds like a daunting and complicated task. And it is, if you do not know how to go about it. Let us walk you through every step of the process, and you will realize that it should not be all that complicated.To simplify things, we will break the entire process down into four phases: Pre-registration, Mark Selection, the Application Form, Evaluation, until you get the verdict on your application.Phase 1: Pre-RegistrationOnce you have set up your business, you may have decided to immediately register a trademark. Before doing that, however, there are several questions or considerations that must be addressed.Is a trademark truly what you need? As mentioned earlier, trademark is meant for the protection of physical goods or services. Thus, only companies that manufacture or sell physical goods or provide services are eligible to apply for a trademark. Inventions, literary works, composition s and other types of original art are not covered.Do you need to register a trademark, or will your business name suffice? There are instances where having a registered business name will be enough to identify the company or the products and their source. You may also need to look up local rules and statutes on the registration of business names and see if this is allowed.If the answer to the two questions is affirmative, you can move on to the next phase.Phase 2: Mark SelectionThe first thing you have to do before you can apply for a trademark is to select the mark that you will use. This is actually the most difficult part of the process, since selecting a mark must be done with a lot of thought, and several considerations coming into play.First, you have to see if the mark that you want to register is eligible for registration for trademark protection. Is it “registerable”?There are two basic requirements that will make a mark eligible:The mark must be used in commerce. Marks meant for personal use, not business, are not registrable for trademark protection. Commerce, in this context, includes territorial commerce (selling of goods and/or services within the state only), interstate commerce (selling of goods and/or services across state lines), and commerce between the US and foreign counties.The mark must be distinctive or unique. This is so that it can identify and distinguish particular goods or services as produced or provided by one source, and not by anyone else.There are four categories of distinctiveness that the mark may fall under:Arbitrary or fanciful â€" the mark is inherently distinctive. The exclusive rights to the trademark are going to be determined as to priority of use.Suggestive â€" trademarks under this category are treated the same way as those under arbitrary/fanciful.Descriptive â€" trademarks under this category are only eligible for protection if they have already acquired a secondary meaning in the minds and perceptions of the public, particularly the consumers.Generic â€" these trademarks are never going to be protectable, or entitled to trademark protection, since they do not indicate a unique source for the product or service. Instead, they refer to a general class of goods or services.The second thing to consider is whether the mark that you have selected is strong enough on its own, and if the business will not have a difficult time protecting it.When selecting a mark, consider the following:Format of the mark: The mark format could be a standard character, a design, or even a sound. It could even be a combination of several types of marks. Here are some of the more common types of marks.Word marks are “standard character drawings”, where Latin characters are used for the letters and Roman or Arabic numerals are used for numbers. It may also occasionally contain common punctuation marks. Examples include the trademarks of Facebook, SONY, PHILIPS and SUBWAY.Design marks are stylized wordings or de sign, or a combination of both. When submitted for consideration, it must be in .jpg file format and scanned at 300 to 350 dots per inch. It should be between 250 to 944 pixels long and 250 to 944 pixels wide â€" no more, no less. Examples are the stylized texts for Coca-Cola and Disney.Color marks are slightly more difficult to be registered, since there is a need to submit substantial proof of “acquired distinctiveness”, as well as the logo rendered in color. There should also be a color claim naming the colors featured in the trademark, and where the said colors appear in the overall design of the mark.Shape marks show the three-dimensional configuration or the shape or design of the product. Examples include the SHELL logo, the Coca Cola bottle.Sound marks require submission of the file in various audio formats, such as .wav, .wmv, .wma, .mp3, .avi or .mpg. Audio files should not be more than 5MB and video files have a maximum file size of 30MB. The application must be accom panied by a detailed description of the sound. Examples include the T-Mobile ring tone or the ATT sound mark.Goods or services that that mark will be applied to: There is a need to clearly identify what products will be using the trademark, or what service will the service mark be applied to.Availability of the mark: This requires obtaining clearance of the mark for use. The purpose of this step is to minimize or eliminate altogether any possible confusion or redundancy brought about by incidences where the same mark has already been registered and is currently in use.This entails conducting an analysis of all trademarks that are registered with the USPTO, as well as the trademark registries in all the 50 states of the United States. If the product or service is also expected to be sold in countries outside the US, there is a need to check the trademark registries of the countries concerned. You may perform a search on USPTO’s Trademark Electronic Search System (TESS) â€" this is free of charge â€" or by personally heading to the Trademark Public Search Library in Alexandria. This is also free.Phase 3: The Application FormOnce you have selected a mark, you must identify your filing basis. There are two bases for you to choose from:“use in commerce”: This basis is for marks that have already been used, or are currently in use. Proof must be provided on the use of the trademark.“intent to use”: This is for marks that have not been used in business yet, but are planned to be used in the future.Now you are ready to prepare your application.Initial application forms are available in the official website of the USPTO (http://www.uspto.gov). The USPTO offers the Trademark Electronic Application System (TEAS), which allows applications to file their application directly online. Applicants may access the system and fill up the electronic forms through their own internet connection, or they can go to any Patent and Trademark Resource Center (PTRC) near their l ocation to do so.Those who do not have internet access may opt to file on paper, with a processing fee of $375 for each class of goods or services.To obtain a filing date, make sure that you comply with all the requirements when preparing your application form. Currently, USPTO has three application filing options available, each with their own corresponding processing fees.TEAS Regular: For each class of goods and/or services stated in the application, a filing fee of $325 must be paid. A filing date will be issued to the applicant if the submitted form contains the following:Name of the applicantAddress of the applicant (for correspondence purposes)A clear drawing or representation of the mark selectedA complete listing of goods and/or services of the businessA filing fee for at least one class of goods and/or servicesTEAS Plus: This option is considered to be the one with the most stringent requirements. Applicants have to pay a filing fee of $225 for each class of goods or servi ces. Aside from the minimum requirements, there are additional requirements that must be met by the applicant.TEAS Reduced Fee: The filing fee for TEAS RF applications is $275 for each class of goods or services. It is especially meant to promote processing and communication done purely electronically.Take note that filing an application does not automatically mean the trademark will be registered. In the event that the registration is unsuccessful, the fees paid will not be refunded.Aside from the processing fees stated above, there are other fees that may be required from applicants. For example, applicants that do not meet the filing requirements under TEAS Plus or TEAS RF will have to pay $50 per class of goods or services. You may refer to the Trademark Fees in the USPTO website for a more complete list of the possible fees to be paid.The various methods of payment for the abovementioned trademark fees are the following:USPTO Deposit Accounts, which can be established and subse quently maintained, for a corresponding fee.Credit Cards. Payments may be made using American Express, Discover, MasterCard and VISA.Electronic Funds Transfer may be done for those who have a U.S. bank account.Money orders or checks. They must be made payable to the “Director of the U.S. Patent and Trademark Office”.Phase 4: Evaluation Period to VerdictThis phase involves examination of the application, publication in the Official Gazette, and issuance of a certificate of registration.Vigilance is a must during the period following the submission of application. Monitoring is done through checking the Trademark Status and Document Retrieval (TSDR) System every 3 to 4 months.Your application will be forwarded to an examining attorney, who will be responsible for its complete and final review. It is important that you extend complete cooperation with the examining attorney assigned by the USPTO to your application.In the event that he finds grounds to refuse the registration of yo ur trademark, he will issue an Office Action explaining the reasons thereof. He may also contact that applicant directly if there are corrections or deficiencies of a minor nature that must be rectified.The Office Action must be acted upon by the applicant within 6 months from the date it was mailed by the USPTO examining attorney. No action taken means that the applicant has already given up on the application for trademark registration.Now here is a question on most everyone’s minds: how long does it take for the examination to be completed? It may take several months up to a year. It usually takes around 12 months for the examination to be completed and the registration to be issued, and this is when there are no problems with the application. It may take even longer if there are issues, such as incomplete supporting documents, or certain oppositions to the application.If there are no issues with the application, the examining attorney will now signify his approval of the mark. Approval of the mark by the examining attorney is first manifested through publication in the weekly publication of USPTO, the “Official Gazette”, after duly informing the applicant of the fact. A period of 30 days from the date of publication is provided for any party to come forward with their concerns or oppositions to the mark.If there is an opposition, the proceedings will be taken to the Trademark Trial and Appeal Board. If not, the USPTO will now register the mark. The applicant, who is now the rightful owner of the mark, will be given a certificate of registration signifying the fact.That does not end there, however. The new owner of the registered mark has to file certain documents to maintain the registration and keep it alive.Finally, here are some additional tips to guide you when you are filling up the application form:All the fields are mandatory, so do not leave any blank fields. Make sure the application form is “completely” filled up, with all the requested information provided. This is to reduce delays.Make sure you have a valid and active e-mail address. To prevent USPTO correspondence from being redirected to your Outbox or Spam, do not forget to include USPTO as one of your authorized e-mail senders.The USPTO does not really require that you use an attorney to represent you when applying for a trademark registration. However, they are not against it either. In case you opt to acquire the services of an attorney, take note that the USPTO allows only attorneys licensed to practice law in the US. They must also be a member in good standing of the state’s highest court.

Market Star Human Resource Management Analysis - Free Essay Example

Sample details Pages: 7 Words: 2006 Downloads: 6 Date added: 2017/09/12 Category Advertising Essay Did you like this example? Market Star Human Resource Management Analysis Brief History Founded in 1988, MarketStar is a sales and marketing outsourcing company providing flexible retail, VAR (Value-added reseller) and direct sales solutions for the worlds leading and emerging companies. MarketStar uses skilled sales and marketing professionals and industry-proven go-to-market tools and intelligence to help clients accelerate sales and achieve market dominance. Its proficiency in recruiting professional and dedicated outsourced sales staff that delivers actionable knowledge has enabled them to consistently produce predictable and profitable results. MarketStar was founded by Alan Hall in his basement in Ogden, Utah. MarketStar is still headquarted in Ogden, Utah, but serves companies all over the country. Now, MarketStar has approximately 2,500 employees worldwide serving clients in more than 20 countries on six different continents. MarketStar is a part of Omnicom Group (NYSE: OMC)—the worlds leading marketing communications company. This affiliation allows MarketStar to collaborate with other Omnicom Group members to better serve its clients. Don’t waste time! Our writers will create an original "Market Star Human Resource Management Analysis" essay for you Create order Dave Treadway, president and CEO since 2003, is responsible for the strategic and operational leadership of MarketStar. Under Treadways direction, MarketStar has accelerated investments in thought-based leadership, including market analysis. MarketStar represents several Fortune 500 companies, including Hewlett-Packard (14), Verizon Communications (17), Microsoft (44), and Cisco Systems (71). MarketStar employees drive an average of $5 billion in sales for their clients each year. Characteristics of a good Human Resource Management Most Important * Employment Security * Selectivity in Recruiting * Fair Wages/Incentive Pay * Employee Ownership/Participation and Empowerment * Information Sharing * Self-Managed Teams/Training and Skill Development * Promotion from Within Employment Security MarketStar is contracted to represent other companies, which implies that job security is not guaranteed. The companies represented by MarketStar could decide to forgo the services provided; causing a lack of jobs for the teams that represented the dismissed company. In such scenarios, MarketStar does all possible to move the employees of the dismissed teams to other teams available. The downside to employment security at MarketStar is there is simply no future work guarantee. When certain MarketStar accounts close, the company may have no choice but to lay the employees off. However, in our survey, the majority of MarketStar employees felt fairly comfortable that job security was available to an extent. Some employees were even found in the situation of an account closing, but were repositioned and kept their jobs as different employees in different teams. We feel the employment security at MarketStar is rated around the average score because even though there is no guaranteed work for life, MarketStar will help to keep their current employees with the business. Layoffs may come but mostly due to outside circumstances. Selectivity in Recruiting MarketStar helps many different types of companies and therefore attempts to place MarketStar employees to best fit the needs of their clients, other companies. MarketStar posts job opening on their website with a brief overview of their company and then the responsibilities expected of the opening they are seeking. Here is an example of a current job opening in Ogden, UT for a Player/Coach Inside Sales Rep. Marketstar currently has an opportunity available for Inside Sales Player Coach who will be responsible to work with the Inside Sales Account Managers to provide sales support and be responsible for outbound calls into prospective accounts regarding inContact products, services and provide leadership for the team. RESPONSIBILITIES: †¢ Assist manager with day to day management of the team †¢ Identify needed skill sets, and teach those skills to those he/she upervises, both in individual and group settings †¢ Understand the industry and the client’s business objectives and develop and implement a strategy that will achieve those objectives †¢ Responsible for sales lead entry REQUIREMENTS: †¢ College degree preferred †¢ 5 years+ work experience †¢ Knowledge and experience in the B2B channel and IT industry †¢ At least 1 year previous management/coa ching experience †¢ Previous sales and marketing experience needed †¢ Prior experience in handling customers †¢ Must be detail oriented Strong ability to multi task and manage time †¢ General knowledge of the business to business sales process †¢ Motivated to excel in results and be a self-starter †¢ Must have a technology aptitude MarketStar does not discriminate in any aspect of employment on the basis of race, color, religion, national origin, ancestry, gender, sexual orientation, gender identity and/or expression, age, veteran status, disability, or any other characteristic protected by federal, state, or local employment discrimination laws where MarketStar does business. This job posting shows they are very selective with requirements such as, 5 years+ experience, must be detail oriented, at least 1 year previous management, etc. If you apply online for this job it requires an answer from each one of the requirements listed above. Since MarketStar is very specific in the needs they are looking for we do not recommend in changes in this area. Fair Wages/Incentive Pay MarketStar offers competitive wages with very competitive benefits. Although exact salaries and wages are not made available, nearly all of the surveyed employees expressed feelings of being paid fairly in regards to their job responsibilities. MarketStar also offers performance-based bonuses, work related reimbursements such as mileage reimbursements and cell phone service reimbursements, and other pay incentives that are all dependent on the position and the client. MarketStar also offers competitive benefits including multiple medical and dental plan options, paid holidays with additional floating holidays, paid vacation and personal time, 401k matching, stock purchase options, and more. Some of the extra benefits that MarketStar employees receive include employee discounts, paid birthdays off work, semi frequent contests, and extracurricular activities during the paid workday such as movie days or barbeques. In the end, MarketStar seems to rank pretty highly in regards to competitive pay and benefits. Employee Ownership/Participation and Empowerment Employees are given personal and team related goals that are generally measured monthly or quarterly. Although this allows employees to have a direct affect on the organization, the consensus of the surveyed employees was that they were not involved in the goal setting or KPI setting process. Certain positions within the company do allow employees to manage their territories, work schedules, and customer base individually; however, some positions are not as flexible. It seems that employee empowerment is based on what position you have and what client you represent. I recommend that MarketStar implement a goal setting procedure that includes input from the entire team. Each team member of each team should be given the opportunity to participate in the goal setting process to give him or her more empowerment over the work they will set out to achieve. Along with participating in goal setting, employees should be given the opportunity to make decisions on individual and team procedures and requirements to meet the expectations and goals of the individual and team. Information Sharing MarketStar has an internal website where employees can view information and past articles that were written. The public website also contains some information on financials. Occasionally, MarketStar sends emails with information about the company. From an employee perspective, MarketStar does not share much information as a whole to employees, but more on an individual team base. We recommend that MarketStar focus more on sharing information about the position of the whole company through more detailed email reports. This could help employees feel more important about the job they are performing and that it is making a difference to MarketStar as a whole. Self Managed Teams/Training and Skill Development We consider MarketStar’s new hire training to be average. The overall consensus in our survey was adequate but not great. Several online trainings are provided throughout one’s employment. Some are required and some are optional. These online trainings are centered on several different skills associated with general and specific topics. New employees at MarketStar are typically trained face to face, on the job, involving a lot of ride-a-longs and observation scenarios. A leadership training section is also available to help train certain employees. In this training, skills are developed to improve leadership throughout MarketStar. Discipline, compensation, interviewing, and recruiting are some of the topics covered. We found that leadership is a big part of MarketStar because there is a large amount of work done in teams. Teams are self-managed in many situations and have helped MarketStar provide the best service to each company with an account. The recommendations we have for self-managed teams and training-skill development is to provide more in-depth training for new employees. The employees surveyed shared that the training was only considered adequate. This will also help to continue to improve the well-roundedness of employees to enable teams the knowledge to handle non-typical cases they may come across. Better self-managed teams can assist in efficiently providing the service requested. Promotion from within Recruiting within provides current employees advancement for superior performance. Recruiting within supplements and encourages other high performance characteristics such as training and employee empowerment. By promoting within, an organization is less likely see other companies benefit from its training efforts. Needless to say, an employee can feel in charge of their destiny when opportunities are available for their hard work and dedication. Like a chain reaction a list of positive attributes spring from hiring from within; high morale, high employee engagement, retention of valuable employees. At MarketStar existing employees generally have first opportunity at open positions. Although there are a number of avenues for announcing new positions, employees are generally alerted to open positions via email. One employee feels that most managers he knows were hired internally. MarketStar prefers to train and develop their employees to prepare them for more responsibility. Candidates for internal promotions or transfers must meet minimal qualifications, have performed in a current position for a period of 12 months, and must not be in any disciplinary situations. The employees at MarketStar feel they have a better chance at open positions than someone externally. They also feel they can be rewarded for their experience and performance. MarketStar deserves high marks after review their internal hiring practices. MarketStar HR Characteristics Ratings We evaluated each HR Characteristics on a rating from 1-10, 1 being the worst and 10 being the best. . MarketStar Employee Survey 1. Do you feel secure in your job? Do you feel like you could work at Market Star for as long as you would like? All of the employees who responded answered that they currently do feel secure. However, one of them was laid off from another account prior to working on their current one or knew of others who had been laid off. 2. Did you feel you received enough training for your position? If so, what kind of training did you receive? The general consensus was that training was overall adequate but could be a little more frequent and in depth. Most training was done in person for new hire training, and online training throughout their employment. 3. Do you feel that you were selected as an employee based on your experience or credentials? Yes, all employees answered that past experience and credentials as well as having a good interview. 4. Do you feel that MarketStar shares the information, financials, future plans, etc,  that you are interested in? Most employees stated that they did not know. This probably means no. They do get occasional emails and know that some of it is posted on the employee website. 5. Do you feel like you are paid fairly for the work you do? All employees answered yes. How would you rate Marketstars benefits? Every employee answered either average or above average. * Above average * Average * Below average 6. Do you feel that you are empowered in your position? The answers on this one varied from yes because employees are given control over their territories and schedule, and no, because they are not involved in goal setting or other decisions. . Do you feel that you are given a fair chance when promotions become available? All answered yes based on how long they have been there and their performance. 8. Does MarketStar give internal employees a better shot at promotions than external employees? The perception from the employees was yes that internal employees were given priority over external employees. Sources www. marketstart. com, Scott Lewis à ¢â‚¬â€œ MarketStar Employee Other Employees from MarketStar

Education And Technology Play A Patient s Hba1c Levels

A scholarly literature search was conducted to determine whether education and technology play a role in a patient’s HbA1c levels. The databases that I used to search for these topics included CINAHL, PubMed, Summon, and Cochrane Database of Systematic Reviews. I started by entering words such as â€Å"diabetes self-management† and â€Å"diabetes AND technology†. I refined my search by limiting the articles to full text, published between 2011 and 2015, academic journals and English as the language. I will now present the articles to decide whether education makes a difference in the way patients with diabetes manage their care. Article one, â€Å"The effect of Educational Interventions on Glycemic Control in Patients with Type 2 Diabetes Mellitus† by†¦show more content†¦The study protocol was approved by the Ethics Committee of Shiraz University of Medical Sciences and written informed consents were obtained from all the participants after providing them with an explanation about the study design and objectives. The study was conducted on 100 male and female adults between 40 and 75 years old who had type 2 diabetes for at least 2 years and had received a maximum of 2 oral diabetes medications. (Zibaeenezhad et al., 2012). According to the results, the mean level of HbA1c was significantly lower at the 3 month follow up compared to baseline (8.09 +/- 0.31 versus 8.51 +/- 0.26, P 0.001). In the male participants, the mean level of HbA1c was 8.59 +/- 0.26 at baseline and 8.21 +/- 0.29 at the 3-month follow-up (P 0.001). These values were respectively obtained as 8.39 +/- 0.03 and 7.94 +/- 0.04 in the female participants (P 0.001). The study results indicated a significant decrease in HbA1c levels in both male and female participants by the end of the educational course, although the duration of follow up was relatively short (three months). Another limitation was that the study only evaluated the effect of the intervention on HbA1c as a measure of glycemic control. Thus, further studies are recommended to assess clinical parameters (e.g. blood pressure and BMI). Moreover, behavioral or educational theories must have a more

Epistemology Vocabulary Free Essays

Epistemology: The branch of philosophy that investigates the nature, sources, limitations, and validity of knowledge. Rationalism: The position that reason alone, without the aid of sensory info, is capable of arriving at some knowledge, at some undeniable truths. Empiricism: the position that knowledge has its origins in and derives all of its content from experience. We will write a custom essay sample on Epistemology Vocabulary or any similar topic only for you Order Now Idealism: in metaphysics, the position that reality is ultimately non matter; in EPISTEMOLOGY, the position that all we know is our ideas.Transcendental Idealism: in epistemology, the view that the form of our knowledge of reality derives from reason but its content comes from our senses. A Priori: pertaining to knowledge that is logically prior to experience; reasoning on based such knowledge. A Posteriori: pertaining to knowledge stated in empirically verifiable statements; inductive reasoning. Perception: The act or process by which we become aware of things. Sense Data: Images or sensory impressions.Primary Qualities: According to Locke, qualities that inhere in an object: size, shape, weight and so on. Secondary Qualities: According to Locke, qualities that we impose on an object: colour, smell, texture and so on. Solipsism: An extreme form of subjective idealism, contending that only I exist and that everything else is a product of my subjective consciousness. Skepticism: In epistemology, the view that varies between doubting all assumptions until proved and claiming that no knowledge is possible. Analytic Judgment:Sumum Bonum: Phenomenalism: The belief, associated with Kant, that we can know only appearances (phenomena) and never what is ultimately real (noumena); that the mind has the ability to sort out sense data and provide relationships that hold among them. Induction reasoning: also know as inductionism, induction. The process of reasoning to probable explanations and judgments. Hypothesis: in general, an assumption, statement, or theory of explanation, the truth which is under investigation. Hypothetical Method: Paradigm:Pseudoscience: Correspondence Theory of Truth: A theory contending that truth is an agreement between a proposition and a fact. Coherence Theory of Truth: A theory contending that truth is a property of a related group of consistent statements. Pragmatism: the philosophical school of thought, associated with Dewey, James, and Pierce, that tires to mediate between idealism and materialism by rejecting all absolute first principles, tests truth through workability, and views the universe as pluralistic. Pragmatic Theory of Truth:Relativism: the view that human judgment is conditioned by factors such as acculturation and personal bias. Tabula Rasa: Egocentric Predicament: Categorical Imperative: Immanuel Kant’s ethical formula: ast as if the maxim (general rule by which you act) could be willed to become a universal law; the belief that what is right for one person is also right for everyone in similar circumstances. Kant’s Categories Locke’s theory: Thomistic Terms Realism: the doctrine that the objects of our senses exist independently of their being experienced. Critical Realism: Transcendental Realism: How to cite Epistemology Vocabulary, Papers

The Homeless Essays (645 words) - Human Development, Childhood

The Homeless Mary Tidwell Herding University The following resources released in 2006 were compiled from a variety of sources related to issues affecting homeless children, youth, and families. These include scholarly books and periodicals, governmental publications, and national organizations. Although this is not an exhaustive list, the intention was to include information that would inform, educate, and empower those who serve homeless children, youth, and families. Chester Hartman, Director of Research at the Poverty Race Research Action Council in Washington, DC, focuses on the serious and negative consequences associated with students changing schools during the academic year. Although poor and minority students (including homeless, immigrant, and foster children) are particularly prone to higher mobility rates, there are also detrimental outcomes for stable students, as well as teachers, school administrators, and the entire educational system. (Chapter 63(5), p. 20-24. ) Hartman notes several best practices, including federal and local programs, and makes recommendations for state and local governments and school districts. In addition to reducing mobility, creating smoother transitions, and improving data collection, he concludes with suggestions that school districts collaborate with child welfare and housing personnel to serve highly mobile students. Dr. Necati Engec, Assistant Professor, Educational Leadership, at South Carolina State University, investigated the relationship between student mobility and student performance and behavior using criterion-referenced test (CRT) and norm-referenced test (NRT) data indexes from the 1998-1999 school year. Results showed that as the mobility of students increased within the school year, their test performance on the CRT and the NRT decreased. Also, suspension rates were high for students who had changed schools within a school year. Engec concludes that students who experience single or multiple transfers within a school year should receive particular attention because they are likely to have discipline and performance problems. (Chapter 99(3), p. 168-178.) Although various risk factors have been linked to runaway behavior, no systematic investigation of the impact of size of community on runaway behavior had been done. So, these authors from sociology departments of three U.S. universities designed this study to compare runaways from smaller cities and rural areas to their urban counterparts. Their findings indicate that adolescents exposed to neglect and sexual abuse ran away earlier and were more likely to be victimized on the street. Rural adolescents who experienced higher levels of physical abuse relied more heavily on deviant subsistence strategies and remained in abusive homes longer than their urban counterparts. The study concluded that rural youth subjected to elevated levels of familial abuse are at greater risk of deviant subsistence strategies, which increase the likelihood of street victimization. (Chapter 30(10), p. 1117-1128. ) The findings reveal that the average number of placements children experience could be reduced by placing them with relatives, giving them initial stability without the need for a subsequent change in placement. The authors use findings concerning workers' assessments of the causes of placement moves, recommendations for services needed to stabilize placements, and positive results of treatment foster homes to argue that foster-family-centered services may mitigate placement instability. Reference: Hartman, C. (2006). Students on the move. Educational Leadership, 63 (5) , 20-24 Engec, N. (2006). Relationship between mobility and student performance and behavior. Journal of Educational Research, 99 (3), 168-178. Thrane, L., Hoyt, D., Whitbeck, L., Yoder, K. (2006). Impact o f family abuse on running away, deviance, and street victimization among homeless rural and urban youth. Child Abuse Neglect , 30 (10),1117-1128.