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Emily Kotroco Paper 1 Wordsworth poems â€Å"Tintern Abbey† and â€Å"Preface to Lyrical Ballads† During Wordsworth time as a poet he made it his mission to have poetry be read by not only the aristocrats but also now the common man something that has never been done. In both poems Wordsworth makes his poems relatable by incorporating themes that everyone can relate to even if they haven’t personally had that experience, although both poems do differ when it comes down to structure and form but also when trying to convey a message, these poems are important because these ideas have never been done before and now even the average Joe can finally participate in a conversation about poetry and this brings two world together. Wordsworths â€Å"Preface to Lyrical Ballads† is his ideas on how he is going to be writing his poetry. In the â€Å"Preface to Lyrical Ballads† The Principal Object of the Poems. Humble and Rustic Life (Wordsworth 434) he discusses how in his poems he wants to create a situation in common life and have all different kinds of people relate them to a personal experience they once had in a common language,â€Å" To throw over them a certain colouring of imagination, whereby ordinary things should be presented to the mid in an unsual way; and ,further, and above all, to make these incidents and situations interesting by tracing them truly through not ostentatiously, the primary laws of our nature: chiefly, as far as regards the manner in which we associate ideas in a state of excitement.† by saying this in this stanza one can directly relate it to how he then writes â€Å"Tintern Abbey†. In â€Å"Tintern Abbey† Wordsworth uses this imagination to mak e things like walking through a abbey with your sister can become a magical incident that sends... ...eople that are from two different classes could talk about one poem and how they feel about it. This really changed the how poetry was viewed considering Wordsworth was one of the best of his time other poets look at what he was doing and responded to his actions and thoughts. Wordsworth explores common themes of the romantic era and makes them apparent to his readers by finding something important to the common man and using common diction. Before William Wordsworth wrote "Tintern Abbey" and â€Å"Preface to Lyrical Ballads†, poetry, was written pretty exclusively for and about rich people. Wordsworth's mission was to open up literature and to make it more accessible and enjoyable to normal, everyday people. He did this by setting up his thoughts in â€Å"Preface to Lyrical Ballads† and then exhausting them in â€Å"Tintern Abbey† and showing how poetry really should be written.

Compensation Management Essay

Compensation does not refer, however, to other kinds of eployee rewards such as recognition ceremonies and achievement parties. The ultimate objectives of compensation administration are: efficient maintenance of a productive  workforce,  equitable pay, and compliance with federal, state, and local regulations based on what companies can afford. The basic concept of compensation administration—compensation management—is rather simple: employees perform tasks for employers and so companies pay employees wages for the jobs they do. Consequently, compensation is an exchange or a transaction, from which both parties—employers and employees—benefit: both parties receive something for giving something. Compensation, however, involves much more than this simple transaction. From the employer’s perspective, compensation is an issue of both affordability and  employee motivation. Companies must consider what they can reasonably afford to pay their employees and the ramifications of their decisions: will they affect  employee turnover  and productivity? In addition, some employers and managers believe pay can influence employee work ethic and behaviour and hence link compensation to performance. Moreover social, economic, legal, and political forces also exert influence on compensation management, making it a complicated yet important part of managing a business. Compensation and Reward system plays vital role in a business organization. Since, among four Ms, i. e Men, Material, Machine and Money, Men has been most important factor, it is impossible to imagine a business process without Men. Advantages of Fair Compensation System: Therefore a fair compensation system is a must for every business organization. The fair compensation system will help in the following: 1. If an ideal compensation system is designed, it will have positive impact on the efficiency and results produced by workmen. 2. Such system will encourage the normal worker to perform better and achieve the standards fixed. 3. This system will encourage the process of job evaluation. It will also help in setting up an ideal job evaluation, which will have transparency, and the standards fixing would be more realistic and achievable. . Such a system would be well defined and uniform. It will be apply to all the levels of the organization as a general system. 5. The system would be simple and flexible so that every worker/recipient would be able to compute his own compensation receivable. 6. Such system would be easy to implement, so that it would not penalize the workers for the reasons beyond their control and would not result in exploitation of workers. 7. It will raise the morale, efficiency and cooperation among the workers. It, being just and fair would provide satisfaction to the workers. 8. Such system would help management in complying with the various labor acts. 9. Such system would also bring about amicable settlement of disputes between the workmen union and management. 10. The system would embody itself the principle of equal work equal wages. Encouragement for those who perform better and opportunities for those who wish to excel. Need for designing of compensation Policy: After going through the role and essentials of a sound compensation system, it becomes imperative that every business organization should be set up for itself a proper Compensation Policy. The Management of the organization must have well-designed Compensation Policy. The policy calls for deciding the criteria for promotions, up-gradations etc. It would also be necessary to fix up the standard expectations from each and every workmen/employee. The policy should determine the norms to be followed for Performance Appraisal or Job Evaluation. It should also chalk out the need for training, provisions for fringe benefits, welfare schemes etc. It must prescribe the manner in which such benefits would be extended and levels within the organization to which such benefits are extendable. The incentive schemes and its details, Pay package structure, Tax implications etc. are matters of concern while designing the compensation Policy. Importance of Compensation System: Money makes the mare go is the proverb. It holds good for all the factors participating in the business process expects its fair share of prosperity of the business. Compensation/ Reward System play a vital role in the business organization. And its importance can be very well ascertained as follows: 1. Sound Compensation/Reward System brings amicability and peace in the relationship of employer and employees. . The system brings out the best out of every employee in the organization. It aims at creating a healthy competition among them. And as such, encourages them to work hard and efficiently. 3. The system provides adequate opportunities to those who wish to perform better. The system provides growth and advancement opportunities to the deserving employees. 4. The system upholds the principle of equal wages. It provides transparency and parity too. 5. The perfect Compensation system provides platform for happy and satisfied workforce, this minimizes the labour turnover. The organization enjoys the stability. 6. The organization is able to retain the best talent by providing them adequate compensation thereby stopping them from switching over to another job. 7. The business organization can think of expansion and growth if it has the support of skillful, talented and happy workforce. 8. The sound Compensation system is hallmark of Organization’s success and prosperity. The success and stability of organization is measured with pay-package it provides to its employees. 9. Both employer and employees get benefited because of the sound Compensation System. 0. A sound Compensation System helps the organization keep pace with changing environment. It helps the organization to cope up with the wage levels in neighboring industries. 11. Sound Compensation System minimizes the complaints from the employees, provides them the congenial work environment to perform better and sets up for them the targets to be achieved. Definite targets help employees kn ow their role in the organization, which minimize wastage, and enhance overall efficiency. It also helps organization to reduce the cost of production and maximize profits The Compensation System Time RatePiece rate BonusProfit sharingIndirect Monetary Incentive Time Rate System: This system is divided into three categories. Time Rates Ordinary level High Wage LevelGraduated Time Rates Ordinary Level: It is calculated on time (daily, monthly, weekly etc. )The formula for calculation of salary is Rate per hour X Hours worked = Earnings (RPH X HW=E). High Wage Level: It is calculated on hourly basis put over time is not paid. The formula for calculation of salary is RPH X HW = E Graduate System: Payment: the basic is linked with dearness cost of living. The index of cost of living is varying and that is considered for calculating the remuneration. Formula: Basic Salary is Rs. 2,000/- and Cost of living Index (D. A) is 100% then, Rs 2000+100% of Rs 2000 as cost of living is added, thus total remuneration is Rs. 4000/-. It is after 6 months, cost of living index change 150%. Then basic salary + 150 % of basic salary si. e Rs 3,000/- will make it Rs, 5000. Piece Rate/ Payment Rate (Payment by Results) System of Piece Rate (Payment by Results) Straight Piece RatePiece ;amp; Time Combination Differential Piece Rate Taylor System Merrick System Gantt Task System Straight Piece Rate: Payment: Flat rate is applicable per unit, which is predetermined. The time spent is not considered. Formula: PPR X O = Earnings. Piece Rate and Time Rate Combinations: Payment: It is a dual rate system, designed to perfect inefficient workers. The worker is ensured to get the minimum payment. If the payment is calculated on the basis of piece rate guarantees and number of pieces fall below the minimum wages guaranteed, he is paid by time Rate. Differential Piece rate: Payment: In favour of piece rate system, minimum wages were assured. However, under this system, instead of combining time-rate and piece-rate, there are dual rates for different efficiency level. The purpose behind keeping high piece rate for higher efficiency is as the level of production increases, the cost per unit falls. Bonus: Bonus is given by the company to their employees as a reward. It is been fixed by the government i. e 8. 33%. Bonus encourages the employees to work hard. It is a motivating factor for the employees to improve their efficiency. Profit Sharing: Profit Sharing is the most motivating factor. When the company makes profit it gives some kind of share to their employees as an Annual increment. This helps to motive employees to work hard and get more increment. Indirect Monetary Incentive: Indirect Monetary Incentives like traveling allowance, HRA, Dearness allowance, medical facility etc. are very motivating for the employees. Elements or ingredients of a good wage plan: Before we discuss these two plans, it would be fruitful to know the ingredients of a good wage plan. These are:- 1. It should be easily understandable i. e all the employees should easily understand what they are to get for their work. They should be instructed in how the wage plan works. 2. It should be capable of easy computation i. e. it should be sufficiently simple to permit quick calculation. Mathematical tables may be supplied, by reference to which calculations can be quickly made. 3. It should be capable of effectively motivating the employees, i. e it should provide an incentive for work. If both the quality and quantity of work are to be stressed at the same time, a plan should be selected that will not unduly influence the worker to work too fast or to become careless about quality. . It should provide for remuneration to employees as soon as possible after the effort has been made. Daily or weekly payment of wage would be preferable to induce employees to work. 5. It should be relatively stable rather than frequently varying so that employees are assured of a stable amount of money. Reasons or factors affecting wage differentials: Wages differ in different employments or occupations, industries and loc alities, and also between persons in the same employment or grade. One therefore comes across such terms as occupational wage differentials. Wage differentials have been classified into three categories: First, the differentials that can be attributed to imperfections in the employment markets, such as the limited knowledge of workers in regard to alternative job opportunities available elsewhere, obstacles to geographical, occupational or inter-firm mobility of workers, or time lags in the adjustments of resource distribution and changes in the scope and structure of economic activities. Examples of such wage differentials are inter-industry; inter firm and geographical or inter-area wage differentials. Second, the wage differentials which originate in social values and prejudices and which are deeper and more persistent than economic factors. Wage differentials by sex, age, status or ethnic origin belong to this category. Third, occupational wage differentials, which would exist even if employment markets were perfect and social prejudices, were absent. Wage differential arises because of the following factors:- a. Difference in the efficiency of the labour, which may be due to inborn quality, education and conditions under which work may be done. . The existence of non-competing group due to difficulties in the way of the mobility of labour from low paid to high paid employments. c. Difference in the agreeableness or social esteem of employment. d. Differences in the nature of employment and occupations. Norms for Fixation of Wages in Industry: 1. While computing the minimum wages, the standard working class family should be considered as consisting of four consumption units and t he earnings of women, children and adolescents should be excluded. . The minimum food requirements should be determined on the grounds of a net intake of 2700 calories as laid down by Akroyd for a normal adult in India. 3. Clothing needs should be established on the basis of a per capita consumption of 16. 62 meters per year. 4. As regards housing, the minimum wages should be determined from the standpoint of the rent corresponding to the minimum area specified under the government Industrial Housing Scheme. 5. Miscellaneous expenditure on items such fuel, lighting etc. hould from 20 per cent of the total minimum wage. The resolution further prescribes that the authorities involved in the issue should justify any deviation from these norms. Retirement benefits related enactments in India: Employees’ Provident Fund Act The Act was passed with a view to making some provision for the future of the industrial worker after his retirement or for his dependents in case of his early death and inculcating the habit of saving among the workers. The object of the Act is to provide substantial security and timely monetary assistance to industrial employees and their families when they are in distress and or unable to meet family and social obligations and to protect them in old age, disablement, early death of the bread winner and in some other contingencies. The act provides for a scheme for the institution of Provident Fund for specified classes of employees. Accordingly, the Employees’ Provident Funds Scheme was framed under Section 5 of the Act, which came into force on 1st November, 1952. Main features of the Act The Act is applicable to factorize and other establishments engaged in specified industries classes of establishment, which have completed three years of their existence and employing 20 or more persons. The Act, however, does not apply to co-operative societies employing less than 50 persons and working without the aid of power. An establishment, which is not otherwise coverable under the Act, can be covered voluntarily with the mutual consent of the employer and the majority of the employees. Employees drawing a pay not exceeding Rs. 5000 per month (And now it is amended to Rs. 6500/- ecently) are eligible for membership of the fund. Every employee employed in or in connection with the fund from the date of joining the factory or establishment. The normal rate of contribution to the provident fund by the employees and the employers as prescribed in the Act is 10 percent of the pay of the employees. The term â€Å"wages† includes basic wage. Dearness allowance including cash value of food concession and retaining allowance, if any. Employees’ State Insurance Scheme The Employees’ State Insurance Scheme Act, 1948 is a pioneering measure in the field of social insurance in our country. This act came into force from 19th April, 1948. The Scheme under the Act aims at providing for certain cash benefits to employees in the case of sickness, maternity, employment injury and medical facilities in kind, and to make provisions for certain other matters in relations thereto. The term â€Å"employee† has wide connotation and would include within its scope functions of clerical, manual, technical and supervisory. Persons whose remuneration (excluding remuneration for overtime work) does not exceed Rs. 6500 a month are covered under the Act. The Act does not make any distinction between causal or temporary employees or between technical or non-technical employees. Employees employed directly by the principal employer and those employed by or through contractor. However, the definition of â€Å"employee† does not include any member of the Indian naval, military or air force. Compensation Structure and its components: One of the most vital factors the motivation, retention and the morale amongst the employees is the compensation system, policies and review philosophies of any organization. While the bargain able employees generally have their unions to negotiate or review terms with the Management-which are governed by the Long Term Settlements- the terms of the managerial employees are mostly seen to be at the mercy or the goodwill of the organization, reviews of which may or may not be regular or timely, or often do not seem to meet the expectations or logic of such employees. Management Compensation therefore, now plays a very significant part along with the working style and environment, empowerment etc. in the organization’s success strategy. While individual organizations may have differences in their methodologies based on factors best suited their perceived needs, some general directions are evident, and are discussed below. 1. Salary, Basic Salary or Consolidated Salary continues to remain as the major component of compensation, though Salary Scales are often discarded these days, or used only as guides. Individual Salary is generally decided initially using the Scale, but thereafter performance, contribution to targets or results generated determine the revisions periodically, which may vary widely from individual to individual. Salary broad handling is therefore, getting recognition and acceptance. 2. Grade wise flat Allowance is being considered generally, except where tax exemption benefits are still available, when they continue as separate components. Allowances may be linked to the Salary as a percentage or by slabs, but preference is for flat amounts, which do not increase automatically, and therefore increase could be discretionary, and therefore controllable. 3. Reimbursements of expenses incurred on Company work has become limited, and in line to conform to the tax laws. Being actual in most cases, they are not considered as a part of the compensation, unless it is provided towards personal benefits. 4. Annual payments: Bonus or Commission, and Leave travel are common features some tax reliefs apply for the latter. 5. Benefits generally comprise of mostly unfurnished company owned or leased accommodation, use of company or leased vehicles, medical coverage, retrial benefits covering Provident Fund, Pension or Superannuation and Gratuity, post-retrial medical assistance, easy loan schemes at low or zero interest rates for house building, cars or vehicles, furniture or utility items etc. enting employees owned housing, club entrance free reimbursement etc. Minor benefits could be provision of security, driver or gardening assistance, else of products or assets at a concessional rate, relocation and transfer expenses including admission etc. fees for children, credit card fees, phones etc. 6. Employee stock option schemes which has been popular in IT in dustry-,is not extensively used yet, not being tax advantageous to other industries, nor seen as being very attractive with lesser growth trends for their share values especially in the well-established older companies. 7. Most companies, as against earlier visible costs, use the â€Å"Total cost to the Company† concept as basis. Cost of the most benefits are averaged or computed on actual basis, and within the system of the overall cost, but with greater compliance to tax laws, this basket concept is on the wane. 8. Retiral benefits: Some in recognition of the past contribution of pensioners, and to partly offset the inflation post retirement practices periodic improvement in pensions, or a guaranteed grade minimum pension. 9. Performance Bonus that does not increase future liability is being given more as recognition of results generated. It requires transparent, balanced and fair systems and benchmarks, and also agrees targets by the managers in advance during planning and review discussions. 10. From the earlier grade oriented compensation system within reasonable boundaries, compensation often has to be somewhat tailor made for specialist or key contributors to retain them in the very volatile job market. 11. Compensation review periods have become annual generally and sometimes oftener, as compared to every three to five years earlier, in the fast changing market situation. Conclusion To summarize, the need to regularly carry out detailed compensation reviews both within and out of the organisation with full support and commitment from the top is essential. Openness and transparency are important to the managers in the very sensitive and personal issues of management i. e. remuneration, and therefore policies and practices should match. The remuneration and the system have to be fair and dynamic Dealing with human feelings still remains a competitively attractive feature.

Tourettes Syndrome in Children

Tourette's syndrome, also called Tourette's disorder is named after the neurologist, Gilles de la Tourette. Sometimes it is referred to as GTS but more often it is simply called Tourette's or ‘TS’. It is an inherited neurological disorder marked by movement-based (motor) tics which are abrupt, repetitive, stereotyped, non-rhythmic movements, as well as vocal (verbal or phonic) tics which are involuntary sounds produced by moving air through the nose, mouth, or throat. Tourette's is defined as part of a spectrum of tic disorders, which includes transient and chronic tics.This disorder may appear in multiple family members, and often appears (co-morbid) with other behavioral disorders, in particular – â€Å"obsessive-compulsive disorder (OCD) and attention deficit hyperactivity disorder (ADHD)† (Hawley 2008). People with this disorder have normal life expectancy and intelligence, but symptoms can lead to decrease in normal activities (Walkup, Mink & Hollenbec k 2006). Tourette’s syndrome, as described in the psychiatric diagnostic tool DSM-IV-TR criteria is â€Å"associated with distress or social or functional impairment† (Hawley 2008). Onset and Diagnosis.The most common first sign to alert people to visit the doctor for a possible presence of Tourette’s is a facial tic such as â€Å"rapidly blinking eyes or twitches of the mouth† (NTSA 2009). Unintended, involuntary sounds such as throat clearing, shrugging or tics of the limbs may be initial signs but in certain case, although rare, the symptoms become abruptly with multiple symptoms of movements and sounds. Chronic tic disorder is diagnosed with the presence of single or multiple tics, and the presence of motor or phonic tics (but not both) which is present for a year or more.On the other hand, Tourette's which falls under the category of above is diagnosed when there are multiple motor tics occurring at the same time with one phonic tic and is manifested for more than a year. As a general rule, simple motor tics like blinking are first noticed on the child at around 5-10 years old, while vocal tics start manifesting after 8 years old but before the child is 15 years old. Symptoms of the disorder can be seen in infancy but this is a rarity. As a rule, the symptoms may come and go and children show identifiable signs at round 7 years old (Hawley 2008), and before 18-21years old (Black 2007).Studies found the most onset was between 9-14 years of age (Leckman 2003, Black 2007). Another study showed that tics started below 18 years, but 5 relatives had an onset after the age of 21 years. Affected persons will â€Å"blink, jerk, grunt, clear their throats, swing their arms, grasp or clasp others, have obsessive-compulsive behaviors or use verbal expletives (coprolalia) uncontrollably† (Tabers 2001, 2207). In some cases, people suffering from Tourette’s can control the verbal expletives in public but they will express it vig orously once they are in private.Coprolalia, â€Å"the uncontrollable utterance of socially objectionable or taboo words or phrases† is the most popular symptom of Tourette's but it is not required for a diagnosis hence about 90% of patients afflicted with it only Tourette's does not have coprolalia. The most common, initially noticed motor tic is eye blinking and the vocal tic is repetitive throat clearing (Black 2007). The disorder often persists throughout the individual’s lifespan but severity peaks in adolescence and thereafter decreases to a point that it is almost not bothersome to the person.This average though can be very misleading because some form of fluctuation or recurrence have been documented although it is not severe. There have also been rare cases that reported a recurrence of tics that is bothersome enough to seek medical attention, and have had to maintain lifelong treatment due to progressively worsening of tic activity (Black 2007). Prevalence. T ourette's syndrome used to be known as a rare condition but it is now contended by doctors and psychologists that it may be more common but misdiagnosed because some cases are so mild that patients and their families discard it as being an oddity rather than Tourette’s.Most children with TS have mild, barely bothersome, non-disabling symptoms, and it is difficult to distinguish the signs of the disorder as opposed to a child acting out such as Mimicking others, blinking being viewed as tormenting someone who may have done so because they wear glasses, or by doing things that others would view as the child just trying to get attention, therefore, medical attention is not a thought to the parents of the child who is doing these things.In some patients the tics improve and disappear as they grow older; hence, they never seek medical attention. The estimated prevalence is 0. 7-4. 2% (Hawley 2008) based on children checked in public schools. Tourette’s is known to be famili al and its prevalence rate in first-degree relatives is 5-15% (about 10 times the prevalence rate in the general population). Chronic motor tics occurring, without vocal tics has also been documented as being common in relatives (Black 2007).In special education programs, 26% of students identified tics, as compared to 6% of students in mainstream classrooms led to identification of co-morbidity with having symptoms of TS included ADHD and OCD (Hawley 2008), impulse control disorders, anxiety and mood disorders, as well as difficulties with living and adaptation (Walkup, Mink & Hollenbeck 2006). It is estimated that 1 in 10 children per 1,000 have Tourette’s disorder, and as many as 1 per 100 people may have tic disorders.In children, male to female ratio varies from 2-10:1 (Hawley 2008), boys have an increased prevalence for chronic tics compared to girls in exhibiting 5:1 ratio, although some studies show between 2:1 and 10:1 ratios (Black 2007). If OCD data is included as a variant of Tourette’s, their quantities added to the total, the ratio between boys and girls become equal (Hawley 2008). Causes. Environmental factors may contribute to the cause but up to now exact causes of the disorder is still are not known.The clinical phenomenon are very similar across social classes, ethnicity and culture which suggests a genetic basis and the disorder has been reported globally (Hawley 2008). As children pass through adolescence, the tics decrease in severity and it is extremely rare for Tourette's to persist in adulthood. Whether the resolution is a compensation of the neuro system or a resolution of the underlying pathology is unclear (Hawley 2008).Adults who show signs of the disorder are likely to have shown symptoms since childhood, although these may have been so mild that they were generally unnoticed and undiagnosed. In the US though, most diagnosed patients being examined at research centers and affiliated with lay organizations are white. But this does not necessarily mean that Caucasians have a predisposition, it may merely be due to differences healthcare-seeking behaviors. A non-genetic cause may also exist and is still under research and investigation.Additional evidence is being gathered regarding the differences in severity between affected twins with the twin having experienced peri-natal complications experiencing increased symptom severity (Hyde 1992, Black 2007). Also garnering much attention is the theory that Tourette’s syndrome may be caused by an abnormal immune response to streptococcal infection. In several documented cases, tics began suddenly after a streptococcal infection. As a result of this the case definition for a â€Å"post-streptococcal autoimmune neuro-psychiatric disorders† came into being (Snider 2003, Black 2007).The difference between other movement disorders such as choreas, dystonias, and dyskinesias and that of Tourette's – these are â€Å"temporarily suppressib le, non-rhythmic and more often than not are preceded by a premonitory urge† (Black 2007). Just before an onset, an afflicted individual feels an urge that is similar to one felt before a sneeze or an itch that needs scratching. This is often pictured as a buildup of tension and energy which they are then able to consciously release so the sensation is relieved.It is further described as â€Å"something stuck in one's throat, a localized discomfort in the shoulders that leads to the need to clear one's throat or shrug the shoulders† (Hawley 2008). The actual tic is eventually felt as relieving this tension or sensation, similar to clearing the throat or shrugging the shoulder. This is how â€Å"premonitory sensory phenomena† or premonitory urges are described by sufferers. Medication and Treatment. Often, medication is unnecessary and a safe and effective medication for each and every case of tic is yet to be introduced.There have been medications as well as ther apies that help to reduce certain types of tics, but not cure it. In general, the medical management of Tourette’s is the treatment of coexisting behavior symptoms, change in diet, patient and family education. The patient and family are educated regarding how to effectively handle the manifestations of the disorder, and if an effective adaptation is made, they can avoid the use of medications. Medication is only considered when there is substantial interference with social and academic performance, as well as activities of daily living.The target is not for completely eliminating the symptoms but merely to alleviate the social embarrassment and discomfort so as to improve the social and academics life of the child. Various pharmacological agents are used to reduce the symptoms’ severity but it only treats the symptom and often the medications are have neurological effects whereas it has been argued that the disorder is a neurobiological condition. No curative or preve ntive treatments are atill available for this neurobiological or even biological aspect.There is a growing movement to go against medications because this being a chronic disorder, the goal should be long-term benefit rather than quick improvement at any cost. Families are also getting increasingly worried that the medications might have a detrimental effect in their children, that perhaps in the end, it ‘damages’ them rather than helping. It has been Resources for the child and families are available in several way which include educating students and school personnel regarding the nature the syndrome as well as improving the school environment will help the patient to avoid pharmacotherapy.Parents and families members of a child who has TS can turn to agencies such as the National Tourettes Association, counseling with the doctor’s, videos, and self help books. Reference List Black, Kevin J.. , Webb, Heather. Neurology: Pediatric Neurology: Tourette Syndrome an d Other Tic Disorders. Mar 30, 2007. Available from eMedicine Specialties at http://emedicine. medscape. com/article/1182258-overview Hawley, Jason S. , Darnall, Carl R. , Gray, Sharette K. Pediatrics: Developmental and Behavioral – Tourette Syndrome. 23 June 2008.Available from eMedicine Specialties at http://emedicine. medscape. com/article/289457-overview. National Tourette Syndrome Association, Inc. Tourette Syndrome: Frequently Asked Questions Website http://www. tsa-usa. org. Available at http://www. tsa-usa. org/Medical/Faqs. html. 2009. Taber’s Cyclopedic Medical Dictionary. Tourette’s Syndrome. (pp. 2207-2208). Philadephia, PA. F. A. Davis Company. 2001. Walkup, John T. , Mink, Jonathan W. , Hollenbeck, Peter J. Edition: Tourette Syndrome. Lippincott Williams & Wilkins. 2006.

All About the Genre of Character Writing

All About the Genre of Character Writing A brief descriptive sketch of a class or type of person (such as a city slicker, a country bumpkin, or a grumpy old man) rather than of an individual personality. Character-writing became a popular literary form in England following the publication in 1592 of a Latin translation of Theophrastus, an ancient Greek writer of similar sketches. Characters eventually became more individualized and were integrated with the essay and the novel. Also Known As: character sketch Examples of Character Writing The Character of the Man in Black, by Oliver GoldsmithA Definition of a Gentleman, by John Henry NewmanGood Souls, by Dorothy ParkerThe Landlord, by Henry David ThoreauMr. Barlow, by Charles DickensThe Plumber, by Anthony TrollopeThe Satirist, by Robert Louis StevensonStatus Details in Tom Wolfes DescriptionsThree Characters by John EarleThe True Friend, by Joseph Hall Etymology From the Latin (mark, distinctive quality) from the Greek (scratch, engrave) Observations and Examples: The 17th of a Character: The AnchormanHe graduated from drama school and looked for parts in television. Because he had prognathous jaws like a cowboys and every cilium of his light-brown hair seemed to be nailed into his skull for keeps, he was steered into the news department. At first, like all beginning newscasters, he had to leave the building...He would stand in front of the building and hold a microphone covered in black styrofoam and recite AP or UPI copy about [an] event. He could do this without skipping a beat, and he maintained his head of hair nearly intact, and soon he did not have to leave the building anymore. He was promoted to the anchor desk of the stations six oclock news broadcast, where he reads the AP and UPI copy from the Teleprompter. Only two things stand in the way of his goal of reaching the network news desk. One is the Anchorwoman, a fireproof blonde who is so aggressive, such a nutcracker, that she terrifies him. His on-air Happy Hour Chitchat with her sounds as if it is being extracted by water torture. The other is the ever-so-imperceptibly widening part in his hair.(Tom Wolfe, Success Stories: The Anchorman. In Our Time, Farrar, 1980) The Theophrastian CharacterTheophrastus (c. 371 of a Character: The Penurious ManThe Penurious man is one who, while the month is current, will come to ones house and ask for a half-obol [a silver coin]. When he is at the table with others he will count how many cups each of them has drunk; and will pour a smaller libation to Artemis than any of the company. Whenever a person has made a good bargain for him and charges him with it, he will say that it is too dear. When a servant has broken a jug or a plate he will take the value out of his rations; or, if his wife has dropped a three-farthing piece, he is capable of moving the furniture and the sofas and the wardrobes, and of rummaging in the curtains. If he has anything to sell he will dispose of it at such a price that the buyer shall have no profit. He is not likely to let one eat a fig from his garden, or walk through his land, or pick up one of the olives or dates that lie on the ground, and he will inspect his boundaries day by day to see if they remain the same. He is apt, also, to enforce the right of distraining, and to exact compound interest. When he feasts the men of his parish, the cutlets set before them will be small: when he markets, he will come in having bought nothing. And he will forbid his wife to lend salt, or a lamp-wick, or cummin, or verjuice, or meal for sacrifice, or garlands, or cakes; saying that these trifles come to much in the year. Then, in general, it may be noticed that the moneyboxes of the penurious are mouldy, and the keys rusty; that they themselves wear their cloaks scarcely reaching to the thigh; that they anoint themselves from very small oil-flasks; that they have their hair cut close; that they take off their shoes in the middle of the day; and that they are urgent with the fuller to let their cloak have plenty of earth, in order that it may not soon be soiled.(The Characters of Theophrastus, edited and translated by R.C. Jebb. Macmillan, 1870)

Free Essays on Effects Of Tort Reform On Malpractice

THE EFFECTS OF HEALTHCARE COSTS ON MEDICAL MALPRACTICE ANNOTATED BIBLIOGRAPHY Anonymous. (2002). Making end-of-life decisions ahead of time. Tufts University Health & Nutrition Letter, 20(7), 4-5. A living will records in writing what certain medical care he or she would like in order to sustain life. This document also serves as a guide to the patient’s values and preferences in medical care for the provider and the patient’s family. A living will legally spells out the patients desire to live as long as possible, or to allow death to occur. In the absence of these documents, it is up to the patient’s provider and immediate family to determine their wishes. When the two parties are unable to agree, the court must decide the matter. This source gives definitions and explanations for the living will, health care proxy, and other legally binding advanced healthcare directives. Armstrong, J. (2002). Malpractice rates leading doctors to drop coverage. Physician’s Financial News, 20(7), 10. With the cost of malpractice insurance rising, and provider compensation falling, many providers are finding themselves stuck between a rock and a hard place. On one hand, the providers need malpractice insurance. But, on the other hand, the reimbursements they receive are barely sufficient enough to support the extremely high premiums their insurance carriers are requiring. There are some states whose laws on malpractice insurance are lax, allowing the providers the option to greatly reduce and/or refuse their existing coverage. Choosing to refuse their coverage presents new professional challenges for the providers. In reality, other providers are picking up the tab for the loss of that physician’s premium. In attempts to avoid these additional risks, providers are getting to know their patients better, as well as educating them of their rights and options in the case of emergency or terminal illness. Flaherty, M. (20... Free Essays on Effects Of Tort Reform On Malpractice Free Essays on Effects Of Tort Reform On Malpractice THE EFFECTS OF HEALTHCARE COSTS ON MEDICAL MALPRACTICE ANNOTATED BIBLIOGRAPHY Anonymous. (2002). Making end-of-life decisions ahead of time. Tufts University Health & Nutrition Letter, 20(7), 4-5. A living will records in writing what certain medical care he or she would like in order to sustain life. This document also serves as a guide to the patient’s values and preferences in medical care for the provider and the patient’s family. A living will legally spells out the patients desire to live as long as possible, or to allow death to occur. In the absence of these documents, it is up to the patient’s provider and immediate family to determine their wishes. When the two parties are unable to agree, the court must decide the matter. This source gives definitions and explanations for the living will, health care proxy, and other legally binding advanced healthcare directives. Armstrong, J. (2002). Malpractice rates leading doctors to drop coverage. Physician’s Financial News, 20(7), 10. With the cost of malpractice insurance rising, and provider compensation falling, many providers are finding themselves stuck between a rock and a hard place. On one hand, the providers need malpractice insurance. But, on the other hand, the reimbursements they receive are barely sufficient enough to support the extremely high premiums their insurance carriers are requiring. There are some states whose laws on malpractice insurance are lax, allowing the providers the option to greatly reduce and/or refuse their existing coverage. Choosing to refuse their coverage presents new professional challenges for the providers. In reality, other providers are picking up the tab for the loss of that physician’s premium. In attempts to avoid these additional risks, providers are getting to know their patients better, as well as educating them of their rights and options in the case of emergency or terminal illness. Flaherty, M. (20...

The Role of the audit committee Essay Example | Topics and Well Written Essays - 750 words

The Role of the audit committee - Essay Example The paper will discuss the roles, the responsibilities and the effectiveness of the audit committee in details. The independence of the audit committee and how its independence is ensured will be explored. The current issues that are being faced by the audit committee in the context of various accounting misrepresentations will also be analysed. Role of Audit Committee The Role of Audit Committee in the US and the UK and Oversight of Internal and External Auditors and Overseeing Financial Reporting The audit committee has the responsibility of judging the validity of financial statements. The internal financial controls of the company and the company’s risk management system are reviewed by the audit committee (Financial Reporting Council, 2010). The audit committee is responsible for hiring the external auditors. They have the right to fire the external auditors if their performance is not satisfactory. ... The audit committee has the authority to hire as well as terminate the independent auditors. They approve the fees of engaged auditors. They conduct discussion with the independent auditors regarding the approach that will be taken in conducting the audit. They conduct a review of the audit that is done by the independent auditor to understand the areas of concern and make suggestions. They conduct an annual review of the audit report of the independent auditor. The audit committee reviews the company’s accounting controls internally along with the risk management policies of the company. They monitor the financial reporting and financial disclosures in the company. The financial statements that are audited are discussed with the management and the auditors. The audit committee reports regularly to the board of directors regarding their inference from audit reports (Singh, 2005). The audit committee is responsible for ensuring independence of both internal and external auditor s. The audit committee has a liaison with internal and external auditors. The external auditors underwrite the validity of accounting information. The audit committee has the responsibility of ensuring the independence of the internal auditors. They provide resources to the internal auditors to ensure quality of the information. The internal auditors report to the audit committee. The compliance with standards and code of ethics of the internal auditors make things easier for the audit committee (The Institute of Internal Auditors, 2004). Importance and Effectiveness of Audit Committees The rising scandals and fraudulence activities in the corporate world have increased the

Managing Strategically in The Public services Essay

Managing Strategically in The Public services - Essay Example This research will begin with the statement that the traditional model of administration was criticized earlier for its inward focus and short-term perspective. Both of these shortcomings have altered with the advent of public management, and the public sector now shows more concern with longer-term strategy than ever before. The strategic perspective considers the organization in its external environment; it aims to specify clear goals and objectives; it attempts to move away from routine management tasks to consider, in a systematic way, longer-term considerations of the very future of the organization. The strategy addresses ‘a crucial concern; positioning the organization to face an increasingly uncertain future. The traditional model missed out on the longer-term perspective and, by being preoccupied with process, often forgot there was a larger purpose, an overall goal, for any public organization. Using strategic concepts in the public sector is one way to address these shortcomings. Applications of strategy in the private sector are obvious enough, with considerable advantages resulting from looking a the long term and the external environment, rather than always considering more immediate internal problems. Normal management processes may be adequate for ordinary operations but it is also necessary, from time to time too, reassess the fundamental reason why the organizations exist, what it is trying to do and where it is going.... Strategic planning in the public sector is a phenomenon of gthe early 1980s, significantly later than its development in the private sector. Strategic management was also adopted but again followed the private sector with a gap of some years (Hughes 136) However strategic planning and strategic management are private sector concepts and it cannot be taken for granted that the ideas will work in the public sector. There are more problems and constraints compared to the private sector . Nutt and Backoff argue that strategic managers in the public sector 'should be wary of using private sector approaches that assume clear goals, profit or economic purposes, unlimited authority to act, secret development, limited responsibility for actions, and oversight through market mechanisms that signal financial results' and in public organisations 'many of these assumptions are not valid' in Hughes p136 Bozeman and Straussman argue that there are three major features of a strategic approach: defining goals and objectives, developingan action plan that meditates between the organisatin and the environment and designing effective methods of implementation'. (1990 in Hughes 137) The Bryson model (1988) is a strategic planning model derived from the private sector, but with some variations to allow for the public sector context: initiating and agreeing on a strategic planning process identifying organisations mandates clarifying organisation mission and values assessing the external environment (opportunities and threats) Assessing the internal environment (strengths and weaknesses) Identifying the strategic issues facing an organisation Formulating strategies to manage the issues; and Establishing an effective organisation visionf or the future In Hughes 138 The next